Remuneration

Remuneration to the board of directors

At the Annual General Meeting 2024 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 2,400,000, work in committees and travel allowance corresponds to SEK 640,000 and share awards a value of SEK 2,080,000. Total remuneration corresponds to a value of SEK 5,120,000 until the end of the Annual General Meeting 2025. 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 2025 corresponds to a total value of SEK 4,480,000. 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 Scientific Committee
Per Wold-Olsen Chairman EU Committee member Chairman
Cecilia Daun-Wennborg Board member Chairman
Per Samuelsson Board member Committee member Committee member
Ulf Jungnelius Board member EU Committee member
Brian Stuglik Board member US Committee member Committee member
Jennifer Jackson Board member US Chairman

 

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 2023, 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 2023.

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 27 in the Annual Report 2023 and the minutes of the Annual General Meeting 2024.

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 free of charge to participants of the program. The share awards 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. 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 10 trading days immediately before the allotment date and 10 trading days immediately before the final vesting date. If Oncopeptides’ share price has then increased by over 60 percent, 100 percent of the share awards will be vested, and if the share price has increased by 20 percent, 33 percent 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 by less than 20 percent, there will be no vesting. Each time-based and performance-based vested share award entitles the holder to obtain one share in Oncopeptides free of charge. Shares on vested share awards shall be allocated as soon as practically possible after the vesting date after decision by the Board of Directors. The earliest point in time at which shares on vested share awards can be delivered shall be the day falling immediately following the vesting Date.

Co-worker LTIP 2022

The program is share related and is directed to employees and consultants of the company. The share awards shall vest after three years over the period from the date the share awards are allocated up to and including the third anniversary of the grant date. The share awards are subject to performance vesting based on the development of the Oncopeptides share price from the allotment date to the vesting date. The development of the share price will be measured based on the volume weighted average price of the Oncopeptides share on Nasdaq Stockholm for the 10 trading days immediately prior to the grant date and the 10 trading days immediately prior to the vesting date. In the event the price of Oncopeptides’ share has thereby increased by more than 60 per cent, 100 per cent of the share awards shall vest, and should the share price have increased by 20 per cent, 33 per cent of such share awards shall vest. In the event of an increase of the share price of between 20 and 60 per cent, vesting of the share awards will occur linearly. Should the increase of the share price be less than 20 per cent, no vesting will occur. The program comprise no more than 3,860,849 share awards. Each vested Share Award entitles the holder to receive one share in Oncopeptides without any compensation being payable provided that the holder is still an employee of Oncopeptides at the relevant 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.

Board LTIP 2020

The share awards were allotted to participants free of charge. Share awards are vested over approximately three years until either the 2023 AGM or June 1, 2023 (whichever occurs first) with one-third per year during the period from one AGM to the date immediately before the next AGM or the final vesting date. 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 10 trading days immediately after the allotment date and 10 trading days immediately before the final vesting date. If Oncopeptides’ share price has then increased by over 60 percent, 100 percent of the share awards will be vested, and if the share price has increased by 20 percent, 33 percent 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 by less than 20 percent, there will be no vesting. Each time-based and performance-based vested share award entitles the holder to obtain one share in Oncopeptides free of charge. Vested share awards can be exercised on the final vesting date at the earliest.

Board LTIP 2021

The share awards were allotted to participants free of charge. Share awards are vested over approximately three years until either the 2024 AGM or June 1, 2024 (whichever occurs first) with one-third per year during the period from one AGM to the date immediately before the next AGM or the final vesting date. 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 10 trading days immediately prior to the grant date and the 10 trading days immediately preceding the final vesting date. If Oncopeptides’ share price has then increased by over 60 percent, 100 percent of the share awards will be vested, and if the share price has increased by 20 percent, 33 percent 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 by less than 20 percent, there will be no vesting. Each time-based and performance-based vested share award entitles the holder to obtain one share in Oncopeptides free of charge. Vested Share Awards will be exercised automatically on the day immediately following the final vesting date.

Board SHP 2022

The program is share related and is directed to board members independent from main owners in Oncopeptides. The program comprises in total no more than 245 000 share awards and the number of share awards allotted to each participant shall equal a specific sum (SEK 750,000 to the chairman and SEK 300,000 to each of the board members independent from main owners in the Oncopeptides) corresponding to 50 percent of the remuneration for the ordinary work of the board of directors for each participant divided with the volume weighted average share price of the Oncopeptides’ share on Nasdaq Stockholm 10 days prior to the allotment date. The share awards will vest after approximately one year (corresponding to one year service of a board member), corresponding to the earlier of the day prior to (i) the annual general meeting 2023, or (ii) July 1, 2023, provided that the participant is still a board member of Oncopeptides on said date. Each vested Share Award entitles the holder to receive one share in Oncopeptides. The delivery of shares to the participants is hedged by C shares held by Oncopeptides.

Board SHP 2023

The program is share related and is directed to board members independent from main owners in Oncopeptides. The program comprises in total no more than 245 000 share awards and the number of share awards allotted to each participant shall equal a specific sum (SEK 750,000 to the chairman and SEK 300,000 to each of the board members independent from main owners in the Oncopeptides) corresponding to 50 percent of the remuneration for the ordinary work of the board of directors for each participant divided with the volume weighted average share price of the Oncopeptides’ share on Nasdaq Stockholm 10 days prior to the allotment date. The share awards will vest after approximately one-year (corresponding to one year of service as a Board member), corresponding to the earlier of the day before (i) the Annual General Meeting 2024 or (ii) 1 July 2024, provided that the participant is still a board member of Oncopeptides on said date. Each vested Share Award entitles the holder to receive one ordinary share in the Company free of charge. The delivery of shares to the participants is hedged by C shares held by Oncopeptides.