President and CEO

Salary and benefits

EUR 888 987/year and car benefit of maximum EUR 25 400/year.

In 2023, salary amounted to EUR 850 228 and benefits to EUR 24 737.

Short-term incentives 

The President and CEO is entitled to an annual bonus corresponding to 75% of the CEO's annual base salary when performance targets met, with a maximum potential reward of 150% of the annual base salary.

Performance criteria in 2023 (paid in 2024)

• Group revenue (25%)
• Group adjusted operating profit (25%)
• Adjusted free cash flow (10%)
• Strategic and portfolio targets (40%)

The amount of the bonus paid based on the financial performance in 2023 was EUR 404 680 (paid in 2024).

Long-term incentives 

Participant in share-based incentive plans for 2022–2024, 2023–2025 and 2024–2026.

Details on share reward criteria for each plan available on this page.

In May 2024, a total of 24 150 shares (net amount; gross amount was 44 722) were delivered to the CEO related to the share-based incentive plan 2021–2023.

Share ownership guideline

The recommended minimum investment in company shares corresponds to the executive's one time gross annual base salary.

Retirement age

 63

Expenditure for voluntary pension

Expenditure for voluntary pension amounted EUR 213 285  in 2023.

Payments to defined contribution plans are recognized as expenses for the period to which they relate. After payment of the contribution the Group has no further obligations in respect of such plans.

Period of notice

12 months (six months if terminated by the President and CEO)

If the agreement is terminated by Tietoevry, the company will pay severance equivalent to the base salary plus the short-term target incentive for six months on top of the salary for the notice period.

Severance payment

If someone acquires over 50% of the company's shares or the company is merged with another company as a merging company and if the agreement is terminated by either party within nine months of such acquisition or merger, the company shall pay a severance payment equivalent to the base salary plus the short-term target incentive for six months and the monetary value of the maximum amount of shares granted to him in the most recent long-term incentive plan in addition to the salary for the notice period.

Should the CEO stay in the company after an acquisition or a merger, he is entitled to the above mentioned outcome of the most recent long-term incentive plan after twelve months after such an acquisition or a merge.

If the agreement is terminated by the President and CEO, except in the event of the above mentioned over 50% take over or the merge, the severance payment shall not be paid.