Fiskars Corporation
Stock exchange release
February 5, 2026 at 8.55 a.m. EET
New periods to start within the share-based long-term incentive plans of Fiskars
Group
The Board of Directors of Fiskars Corporation has approved the launch of new
periods for the years 2026-2028 within the share-based long-term incentive
plans, which form a part of Fiskars Group's remuneration program for its key
employees. The overall aim of the plans is to support the implementation of the
company's strategy and drive profitable growth and to align the objectives of
key employees with the shareholders to increase the value of the Company.
The Long-Term Incentive Plan combines a Performance Share Plan and a Restricted
Share Plan
The Board of Directors has decided on a new hybrid approach, which combines a
Performance Share Plan and a Restricted Share Plan, called “The Long-Term
Incentive Plan”. The Restricted Share Plan includes a new phased annual vesting
in three equal annual instalments. The change is introduced to create a better
balance between retention and pay-for-performance and to align the objectives of
key employees with the shareholders to increase the value of the Company. In
general, rewards to more senior Long-Term Incentive Plan participants will have
a higher weighting on the Performance Share Plan. Rewards to the President and
CEO and Deputy to the President and CEO will be in line with the 2026
Remuneration Policy to be presented for advisory vote to the Annual General
Meeting. The Long-Term Incentive Plan for the President and CEO and Deputy to
the President and CEO will only consist of a Performance Share Plan.
The Performance Share Plan consists of annually commencing individual
performance share plans, each with a three-year performance period, followed by
the payment of a potential share reward. The Board of Directors will decide
separately the commencement of each individual plan, the performance criteria
and related targets of the plan, the participants and the minimum, target and
maximum rewards for each participant. The amount of the reward paid to a key
person depends on achieving the pre-established targets. No reward will be paid
if targets are not met or if the participant's employment or service ends before
reward payment, unless otherwise decided by the Company at its sole discretion.
For the 2026-2028 plan period, the performance targets relate to the Company's
absolute total shareholder return, cumulative comparable EBIT and advancing
circular economy in its offering. If the targets of the plan period are reached,
rewards will be paid to the participant in the spring of 2029.
For the Restricted Share Plan, each plan comprises an overall three-year
retention period and for the 2026-2028 plan period vests in three equal annual
instalments, subject to continued employment. The Board of Directors will decide
separately the commencement of each individual plan. The granted share
installment will be paid after each one year vesting period ends. No reward will
be paid if the participant's employment or service ends before reward payment
unless otherwise decided by the Company at its sole discretion.
For the 2026-2028 plan period, the Long-Term Incentive Plan has a maximum of 70
participants. If all maximum performance targets are reached, the rewards are
payable in shares on the basis of the 2026-2028 performance period would amount
to a total gross maximum of 700,000 shares. For reference purposes only (noting
that the market value of the shares will constantly change), calculated based on
the volume weighted average price of Fiskars share on February 4, 2026, the
estimated total value of this 2026-2028 performance period is approximately EUR
8.5 million.
Restricted Share Plan
Fiskars Group also has a separate Restricted Share Plan, which consists of
annually commencing plans. Each plan comprises an overall three-year retention
period during which the company may grant fixed share rewards to individually
selected key employees as a long-term retention and shareholder alignment tool.
The Board of Directors will decide separately the commencement of each
individual plan. The company may choose to have multiple vesting periods or use
a shorter retention period on a case by case basis within this overall three
-year period. No reward will be paid if the participant's employment or service
ends before reward payment unless otherwise decided by the Company at its sole
discretion.
For the 2026-2028 plan, the plan has a maximum of 30 participants. The 2026-2028
plan vests in three equal annual instalments over the three-year period. The
aggregate total maximum number of shares to be paid based on the plan for years
2026-2028 is gross maximum of 100,000 shares. For reference purposes only
(noting that the market value of the shares will constantly change), calculated
based on the volume weighted average price of Fiskars share on February 4, 2026,
the estimated total value of this 2026-2028 period is approximately EUR 1.2
million.
Other terms
For the share-based long-term plans for years 2026-2028, the maximum value of
the reward payable to each participant based on each of the above described
plans is limited by a cap linked to Fiskars share price development. Information
about the other terms applied to the plans has been published in a stock
exchange release on December 10, 2020.
FISKARS CORPORATION
Further information:
Essi Lipponen, Director, Investor Relations, tel. +358 40 829 1192
Fiskars Group in brief
Fiskars Group (FSKRS, Nasdaq Helsinki) is the global home of design-driven
brands for indoor and outdoor living. Since 1649, we have designed products of
timeless, purposeful, and functional beauty, while driving innovation and
sustainable growth. In 2025, Fiskars Group's global net sales were EUR 1.1
billion, and we had approximately 6,600 employees. We have two Business Areas
(BA), Vita and Fiskars.
BA Vita offers products in the high-end homeware segment as well as fine branded
jewelry. Its desirable brands include Georg Jensen, Royal Copenhagen, Wedgwood,
Moomin Arabia, Iittala and Waterford. In 2025, BA Vita's reported net sales were
EUR 613 million, and it had approximately 5,000 employees.
BA Fiskars offers functional innovations in the gardening and outdoor
categories, in addition to the scissors and creating, as well as cooking
categories. The brands include Fiskars and Gerber. In 2025, BA Fiskars' net
sales were EUR 522 million, and it had approximately 1,300 employees.
Read more: fiskarsgroup.com