Our Remuneration policy aims to translate our cultural heritage into a remuneration framework that attracts and retains people who fit the business culture and deliver talent, international experience and attitude that match our long-term business ambitions.

The Board of Directors nominates the CEO and his/her possible deputy and decides on the CEO's terms of service, including base salary, fringe benefits, pension benefits and incentive schemes. The Remuneration Committee of the Board determines and approves the terms of service, including salaries, bonuses, pension benefits and other benefits, of the Outokumpu Leadership Team members other than the CEO.

The compensation of the CEO and the members of the Leadership Team consist of base salary, fringe benefits, short-term incentives, share-based long-term incentives and pension arrangements. The total compensation is reviewed regularly by the Board of Directors. The review includes benchmarking the different components of total remuneration to market practices in corresponding positions. Going forward, we will continue to review and refine our remuneration arrangements to ensure they deliver on our goals, accounting for the everchanging business environment, legislative changes and well as our shareholders' opinions.

Related areas

Find out more on the remuneration of the CEO, share-based incentive programs, management shareholding and remuneration statements, or meet the members of our Leadership Team.