ELISA CORPORATION STOCK EXCHANGE RELEASE 4 FEBRUARY 2026 AT 8.50 AM
The Board of Directors of Elisa Corporation resolved on 31 January 2024 to
establish a share-based incentive plan for key employees of the group. The
purpose of the plan is to align the interests of the company's shareholders and
key employees to increase the company's value in the long term, to commit key
employees to implementing the company's strategy, objectives and long-term
interests, and to offer them a competitive incentive plan based on earning and
accumulating shares in the company. The Performance-based Share Plan 2024-2028
consists of three performance periods covering the financial years 2024-2026,
2025-2027 and 2026-2028. The Board of Directors will resolve annually the
commencement and details of each performance period.
The Board of Directors of the company has now resolved the plan's performance
criteria and the required performance levels for each criterion for the
performance period 2026-2028. The potential rewards from the plan from the
performance period 2026-2028 will be based on Elisa's earnings per share (weight
60%), on the revenue growth of strategy focus areas (weight 30%), on the
Employee Engagement Score (weight 5%) and on CO\2\ emission reductions (weight
5%).
The rewards to be paid based on this performance period correspond to the value
of a maximum total of 500.000 Elisa shares, including the part to be paid in
cash. The performance period 2026-2028 is directed at approximately 220 people,
including the members of the Corporate Executive Board and the CEO.
The rewards will be paid partly in Elisa shares and partly in cash to cover
taxes and statutory social security contributions arising from the reward. As a
rule, no reward will be paid if a participant's employment or service ends
before the reward payment.
A member of the Corporate Executive Board must hold a minimum of 50 per cent of
the net reward shares received from the plan until their total shareholding in
Elisa corresponds to the 50 per cent of their annual base salary in the calendar
year preceding the payment of the reward. Correspondingly, the CEO must hold
50 per cent of the net reward shares received from the plan until the CEO's
shareholding in Elisa corresponds to 100 per cent of the CEO's annual base
salary in the calendar year preceding the payment of the reward. This number of
Elisa shares must be held as long as the person in question remains a member of
the Corporate Executive Board or holds the position of the CEO.
ELISA CORPORATION
Vesa Sahivirta
IR Director
+358 50 520 5555
Distribution:
Nasdaq Helsinki
Principal Media
elisa.com