Remuneration
Remuneration to the board of directors
At the Annual General Meeting 2025 it was resolved, in accordance with the Nomination Committee’s proposal, that fees for the Board of Directors shall be paid with three components where the basic remuneration corresponds to a value of SEK 1,760,000, work in committees and travel allowance corresponds to SEK 420,000 and Restricted Share Units (“RSUs”) correspond to a value of SEK 1,440,000. Total remuneration corresponds to a value of SEK 3,620,000 until the end of the Annual General Meeting 2026. The remuneration for ordinary work of the Board of Directors (excluding work in committees and travel allowance) for the period until the end of the Annual General Meeting 2026 corresponds to a total value of SEK 3,200,000. In addition to the above-mentioned remuneration for ordinary board work, each of the Board members residing in the United States shall receive an additional amount of SEK 100,000 and each of the Board members residing in Europe, but outside the Nordics, shall receive an additional amount of SEK 50,000.
| Name | Board Position | Additional Country Payment | Audit Committee | Remuneration Committee |
|---|---|---|---|---|
| Per Wold-Olsen | Chairman | EU | Committee member | Chairman |
| Christine Rankin | Board member | – | Chairman | – |
| Per Samuelsson | Board member | – | Committee member | Committee member |
| Brian Stuglik | Board member | US | – | Committee member |
Guidelines for remuneration to members of senior management
According to the Swedish Companies Act, the general meeting shall resolve on guidelines for remuneration to the CEO and other members of senior management according to the Board’s proposal to the AGM. At the annual general meeting 2025, guidelines were adopted with the following content.
The CEO and the other members of senior management fall within the provisions of these guidelines. The guidelines are forward-looking, i.e. they are applicable to remuneration agreed, and amendments to remuneration already agreed, after adoption of the guidelines by the AGM 2025.
A prerequisite for the successful implementation of the company’s business strategy and safeguarding of its long-term interests, including its sustainability, is that the company is able to recruit and retain qualified personnel. To this end, it is necessary that the company offers competitive remuneration. These guidelines enable the company to offer the members of senior management a competitive total remuneration. Variable cash remuneration covered by these guidelines shall aim at promoting the company’s business strategy and long-term interests, including its sustainability.
The Company’s starting point is that The remuneration shall be on market terms and may consist of the following components: fixed cash salary, variable cash remuneration, pension benefits and other benefits. In order to avoid that the management persons take unnecessary risks there shall be a fundamental balance between fixed and variable remuneration.
The remuneration for management persons shall be decided in accordance with Oncopeptides remuneration policy, which is assumed annually by the Board and adds to the guidelines.
Furthermore, the annual general meeting in Oncopeptides may, if so is ordered, offer long-term incentive programmes such as share or share price related incentive programmes.
Additionally, the annual general meeting may – irrespective of these guidelines – resolve on, among other things, share-related or share price-related remuneration. Long-term share-based incentive programs have been implemented in the company. Such programs have been resolved by the general meeting and are therefore excluded from these guidelines. The programs encompass management, Board members, founders and other personnel.
Each management person shall be offered a market level fixed salary based on the degree of difficulty, responsibilities, experience and performance. In addition, each management person may from time to time, be offered a variable remuneration (bonus) to be paid in cash. The variable cash remuneration shall be linked to predetermined and measurable criteria which can be financial or non-financial. They may be individualized, quantitative or qualitative objectives. The criteria shall be designed so as to contribute to Oncopeptides business strategy and long-term interests, including its sustainability.
Variable cash remuneration covered by these guidelines shall aim at promoting the company’s business strategy and long-term interests, including its sustainability.
Management persons shall be offered pension terms that are in accordance with market practice in the country where the management persons habitually resides. Non-monetary benefits shall facilitate the work of the management persons and shall correspond to what is considered reasonable in relation to market practice.
The notice period may not exceed nine months if notice of termination of employment is given by the company. Fixed cash salary during the period of notice and severance pay may together not exceed an amount equivalent to the CEO’s fixed cash salary during the notice period, and six months for other senior management.
The Board of Directors may temporarily resolve to derogate from the guidelines, in whole or in part, if in a specific case there is special cause for the derogation and a derogation is necessary to serve the company’s long-term interests, including its sustainability, or to ensure the company’s financial viability.
The board of directors shall, before every annual general meeting, consider whether or not additional share or share price-related incentive programmes shall be proposed to the general meeting.
It is the general meeting that resolves upon such incentive programmes. Incentive programmes shall promote long-term value growth. New share issues and transfers of securities resolved upon by the general meeting in accordance with the rules of Chapter 16 of the Swedish Companies Act are not covered by the guidelines to the extent the annual general meeting has taken, or will take, such decisions.
Share-related incentive programmes
The Group’s incentive programs are aimed at creating a long-term commitment to Oncopeptides, creating opportunities to attract and retain expertise, and delivering long-term shareholder value. Participants are allotted warrants that will only be earned on condition that specific performance requirements are fulfilled. Participation in a program is decided by the Board of Directors and no individual is contractually entitled to participate in the plan or receive any guaranteed benefits.
Oncopeptides has currently nine active programs encompassing management, certain Board members, founders and employees. The incentive program “Co-worker LTIP 2017” was introduced in 2017. At the 2018 AGM, the incentive program “Co-worker LTIP 2018” was introduced. At the 2019 AGM, it was resolved to introduce the incentive program “Co-worker LTIP 2019”. At the 2020 AGM, it was resolved to introduce the “Board LTIP 2020” incentive program. At the 2021 AGM, two incentive programs were established: “Co-worker LTIP 2021” and “Board LTIP 2021”. At the 2022 AGM, two incentive programs were established: “Co-worker LTIP 2022” and “Board LTIP 2022”. The Annual General Meeting 2023 resolved to implement the program “Board SHP 2023”. The Annual General Meeting 2024 resolved to implement the program “Board SHP 2024” and “Co-worker LTIP 2024”.
A brief description of the programs follows below. For further information about these programs, see note 26 in the Annual Report 2024 and the minutes of the Annual General Meeting 2025.
Co-worker LTIP 2017
The options were allotted free of charge to participants of the program. The options have a three-year vesting period calculated from the allotment date, provided that, with customary exceptions, the participants remain as employees of, or continue to provide services to, Oncopeptides. Once the options are vested, they can be exercised within a four-year period.
Each vested option entitles the holder to acquire one share in the company at a predetermined price. The price per share is to be equivalent to the weighted average price that the company’s shares were traded for on Nasdaq Stockholm during the five trading days preceding the allotment date.
Co-worker LTIP 2018
The options were allotted free of charge to participants of the program. The options have a three-year vesting period calculated from the allotment date, provided that, with customary exceptions, the participants remain as employees of, or continue to provide services to, Oncopeptides. Once the options are vested, they can be exercised within a four-year period.
Each vested option entitles the holder to acquire one share in the company at a predetermined price. The price per share is to be equivalent to the weighted average price that the company’s shares were traded for on Nasdaq Stockholm during the five trading days preceding the allotment date.
Co-worker LTIP 2019
The options were allotted free of charge to participants of the program. The options have a three-year vesting period calculated from the allotment date, provided that, with customary exceptions, the participants remain as employees of, or continue to provide services to, Oncopeptides. Once the options are vested, they can be exercised within a four-year period.
Each vested option entitles the holder to acquire one share in the company at a predetermined price. The price per share is to be equivalent to the weighted average price that the company’s shares were traded for on Nasdaq Stockholm during the five trading days preceding the allotment date.
Co-worker LTIP 2021
The share awards were allotted to participants free of charge and entitle the holder to shares in Oncopeptides. All share awards were allotted to participants free of charge and are also subject to performance-based vesting, based on the performance of Oncopeptides’ share price during the period from the allotment date up to and including the day before the final vesting date. The share price’s performance will be measured as the volume-weighted average price of the company’s share ten trading days immediately after the allotment date and ten trading days immediately before the final vesting date. If Oncopeptides’ share price has then increased by over 60%, 100% of the share awards will be vested, and if the share price has increased by 20%, 33% of the share awards will be vested. In the event of a 20–60% increase in the share price, the share awards will be vested in a linear manner. If the share price increases less than 20%, there will be no vesting. Each time-based and performance-based vested share award entitles the holder to receive one share in Oncopeptides free of charge. In certain customary exceptional cases, vesting is possible even if the participant is no longer employed at Oncopeptides on the final vesting date. Vested share awards are automatically exercised the day after the final vesting date.
Co-worker LTIP 2022
The share awards were allotted to participants free of charge and entitle the holder to shares in Oncopeptides. The share awards are subject to performance-based vesting, based on the performance of Oncopeptides’ share price during the period from the allotment date up to and including the third anniversary day calculated from the allotment date. The share price’s performance will be measured as the volume-weighted average price of the company’s share ten trading days immediately after the allotment date and ten trading days immediately before the final vesting date. If Oncopeptides’ share price has then increased by over 60%, 100% of the share awards will be vested, and if the share price has increased by 20%, 33% of the share awards will be vested. In the event of an increase in the share price by 20 to 60 percent, the share awards will be vested in a linear manner. If the share price increases less than 20%, there will be no vesting. Each vested share award entitles the holder to receive one share in Oncopeptides free of charge, provided that the holder is still employed at Oncopeptides on the final vesting date. In certain customary exceptional cases, vesting is possible even if the participant is no longer employed at Oncopeptides on the final vesting date. The annual general meeting resolved to authorize the board to issue no more than 3,860,849 C shares to ensure delivery of shares under Co-worker LTIP 2022.
Co-worker LTIP 2024
Board SHP 2022
The share awards were allotted to participants free of charge. The share awards vest after approximately one year until the earlier of either the day before the AGM 2023, or July 1, 2022, provided that the participant is still a Board member of Oncopeptides on that day. The share awards are also subject to performance-based vesting, based on the performance of Oncopeptides’ share price during the period from the allotment date up to and including the day before the final vesting date. The share price’s performance will be measured as the volume-weighted average price of the company’s share ten trading days immediately after the allotment date and ten trading days immediately before the final vesting date. Vested share awards can be exercised on the final vesting date at the earliest.
Board SHP 2023
Board SHP 2023 is a one-year incentive program based on share awards for the company’s Board members. The vesting period runs from the date of the Board member’s election until the earlier of the day before the 2024 AGM or July 1, 2024. The share awards must be exercised by the earlier of 90 days following the last day of service as a Board member or six years after allocation.
Board SHP 2024
Board SHP 2024 is a one-year incentive program based on share awards for the company’s Board members. The vesting period runs from the date of the Board member’s election until the earlier of the day before the 2025 AGM or July 1, 2025. The share awards must be exercised by the earlier of 90 days following the last day of service as a Board member or six years after allocation.