Remuneration
Remedy aims for transparent and consistent remuneration. Remuneration across the entire organization is reviewed regularly to ensure its fairness and competitiveness.
Remuneration Policy
The aim of Remedy's Remuneration Policy is to support the achievement of the Company's strategic objectives and the creation of shareholder value, as well as to improve the Company's competitiveness and long-term financial success.
Remedy's Remuneration Policy sets out the Company's principles for the remuneration of its Board of Directors and CEO. The Policy is drawn up and approved by the Company's Board of Directors. During the preparation stage, the Board may discuss the Policy with the Company's largest shareholders. The Policy approved by the Board is presented to the Company's General Meeting every fourth year, and the General Meeting decides on the Policy in an advisory capacity.
The Company's Board of Directors approved the Remuneration Policy at the Company's Annual General Meeting in 2023.
Remuneration of Board of Directors add
Remuneration of the Chair and Members of the Board of Directors:
The Company's Annual General Meeting held on 21 May 2026 resolved that the members elected to the Board of Directors shall be paid the following remuneration for the term of office commencing:
The Chair of the Board shall be paid EUR 4,500 per month (EUR 54,000 per year)
Other members shall be paid EUR 3,000 per month (EUR 36,000 per year)
No separate meeting fees shall be paid to the Board
Travel expenses are reimbursed in accordance with Remedy's travel policy.
Other financial benefits and the criteria for determining them: Not applicable.
Payment of remuneration in shares and the principles applied to a Board member's ownership of shares granted as remuneration, as well as any restrictions concerning their transfer: Board members are not covered by the Company's share-based incentive schemes, and they are not paid remuneration in the form of the Company's shares.
Remuneration of the CEO add
Here's the English translation:
CEO's Fixed Monthly Salary: The CEO's fixed monthly salary is EUR 25,000 per month.
Description of Long-Term Incentive Remuneration: At the start of his term, the CEO was granted 50,000 options under the 2023 Option Plan, 25,000 options under the 2024 Option Plan, and 25,000 options under the 2025 Option Plan. Future option allocations are decided by the Company's Board of Directors.
Description of Short-Term Incentive Remuneration: The CEO's annual cash bonus is tied to the Company's operating profit (EBIT). The maximum amount of the cash bonus is 1.25 times the CEO's annual fixed salary.
Pension Arrangements and Other Benefits: The CEO's service agreement does not include supplementary pension arrangements. The CEO has a housing benefit.
Principles Concerning Ownership of the Company's Shares: The Board recommends that the CEO acquire at least 5,000 Remedy shares by the end of 2026. The Board has approved allocating a maximum of 10,000 additional options under the 2024 Option Plan, such that the Company grants one option for each such share the CEO has purchased by the end of 2026.
Terms Relating to Termination of Employment: The CEO or the Company may terminate the CEO's service agreement subject to a notice period of six months. During the notice period, the CEO is entitled to the fixed monthly salary. In addition, if the Company terminates the CEO's service agreement, the CEO is entitled to severance pay equivalent to six months' fixed salary.
Remuneration of Markus Mäki
In addition to his Board membership, Markus Mäki is employed by the Company and serves as the Company's Chief Product Officer. The following describes the financial benefits based on his employment relationship.
Fixed Monthly Salary: Markus Mäki's fixed monthly salary is EUR 8,000 per month.
Description of Long-Term Incentive Remuneration: Markus Mäki is not covered by the Company's current long-term incentive scheme.
Description of Short-Term Incentive Remuneration: Markus Mäki is not covered by the Company's current short-term incentive scheme.
Pension Arrangements: Markus Mäki's employment contract does not include supplementary pension arrangements.
Principles Concerning Ownership of the Company's Shares: The Board may impose share ownership-promoting obligations in long-term incentive programs regarding the acquisition and continued ownership of shares. Markus Mäki is not covered by the Company's current long-term incentive scheme.
Terms Relating to Termination of Employment: Markus Mäki's period of notice is in accordance with the Employment Contracts Act, and he is entitled to his normal fixed monthly salary during the notice period if his employment contract is terminated. There is no entitlement to separate severance pay.
Remuneration of Management Team add
Preparation and Decision-Making Procedure for Management Team Remuneration: The Board of Directors decides on the remuneration of the members of the executive management team based on the CEO's proposal.
Description of Long-Term Incentive Remuneration: Members of the executive management team are entitled to participate in the long-term incentive scheme. The Company's current long-term incentive schemes are the 2021, 2022, 2023, 2024, and 2025 stock option plans, in which the members of the executive management team participate.
Description of Short-Term Incentive Remuneration: Members of the executive management team are entitled to participate in the short-term incentive program. Remuneration is based on predetermined role descriptions, on the basis of which each member has been set objectives relating to the Company's strategy and the member's personal performance. Remuneration is paid annually based on the achievement of the objectives.
Terms Relating to Termination of Employment: The notice periods for the executive management team are six (6) months on both sides, or in accordance with the Employment Contracts Act, and they are entitled to their normal fixed monthly salary during the notice period if the employment contract is terminated. There is no entitlement to separate severance pay.
Pension Arrangements: Members of the executive management team are covered by Finland's statutory pension scheme. The Company does not have supplementary pension insurance for members of the executive management team.
Salaries and remuneration paid to the executive management team during the 2025 financial year (excluding information on the CEO and the Board member in an employment relationship (Markus Mäki)):
| Total fixed annual salary | EUR 684,100 |
| Total short-term incentive remuneration | EUR 16,000 |
Total Long-Term Incentive Remuneration
In addition to the CEO, the other members of the executive management team, with the exception of Markus Mäki, participate in the 2021, 2022, 2023, 2024, and 2025 option plans. They have been granted a total of 29,000 options from the 2021 plan, 34,000 options from the 2022 plan, 77,000 options from the 2023 plan, 72,000 options from the 2024 plan, and 74,000 options from the 2025 plan.
Remedy purchased 136,000 of the executive management team's 2019 options in a block trade. The executive management team exercised 3,400 options from the 2019 plan in 2025. The resulting option-based remuneration for the members of the executive management team was EUR 122,383 in 2025.
Total salaries and remuneration paid: EUR 822,483
Previous remuneration reports add
Option plans
Option plan 2025 add
The Board of Directors of Remedy Entertainment Plc has, by virtue of the authorization granted by the Annual General Meeting held on April 10, 2025, decided to adopt an option plan “Option Plan 2025” directed to the key persons as decided separately by the Board of Directors. There is a weighty financial reason to issue the option rights as the option plan is a part of the company’s incentive and commitment scheme for key persons.
The maximum total number of option rights issued is 350,000, entitling their holders to subscribe for a maximum of 350,000 new shares of the company or existing shares held by the company. The option rights will be granted without payment. The Board of Directors may allocate option rights until the beginning of the share subscription period. The share subscription period will begin on June 1, 2028, and end on May 31, 2031.
The subscription price for a share subscribed for with one option right is EUR 16.66, which is the trade volume weighted average price of the Company’s share on the official list of Nasdaq Helsinki Ltd during July 1–September 30, 2025, with an addition of 10 percent.
Option plan 2024 add
The Board of Directors of Remedy Entertainment Plc has, by virtue of the authorization granted by the Annual General Meeting held on April 12, 2024, decided to adopt an option plan “Option Plan 2024” directed to the key persons as decided separately by the Board of Directors. The option plan is a part of the company’s incentive and commitment scheme for key persons.
The maximum total number of option rights issued is 350,000, entitling their holders to subscribe for a maximum of 350,000 new shares of the company or existing shares held by the company. The option rights will be granted without payment. The Board of Directors may allocate option rights until the beginning of the share subscription period. The share subscription period will begin on June 1, 2027, and end on May 31, 2030.
The subscription price for Shares shall be the trade volume weighted average price of the Company’s share on the official list of Nasdaq Helsinki Ltd during June 1 – August 31, 2024, with an addition of 10 percent. The share subscription price shall be reduced in special situations defined in the terms and conditions of the option plan.
Option plan 2023 add
The Board of Directors of Remedy Entertainment Plc has, by virtue of the authorization granted by the Annual General Meeting held on April 13, 2023, decided to adopt an option plan “Option Plan 2023” directed to the key persons as decided separately by the Board of Directors. The option plan is a part of the company’s incentive and commitment scheme for key persons.
The maximum total number of option rights issued is 350,000, entitling their holders to subscribe for a maximum of 350,000 new shares of the company or existing shares held by the company. The option rights will be granted without payment. The Board of Directors may allocate option rights until the beginning of the share subscription period. The share subscription period will begin on June 1, 2026, and end on May 31, 2029.
The subscription price for Shares shall be the trade volume weighted average price of the Company’s share on the official list of Nasdaq Helsinki Ltd during June 1 – August 31, 2023, with an addition of 10 percent. The share subscription price shall be reduced in special situations defined in the terms and conditions of the option plan.
Option plan 2022 add
The Board of Directors of Remedy Entertainment Plc has, by virtue of the authorization granted by the Annual General Meeting held on April 13, 2022, decided to adopt an option plan “Option Plan 2022” directed to the key persons as decided separately by the Board of Directors. The option plan is a part of the company’s incentive and commitment scheme for key persons.
The maximum total number of option rights issued is 350,000, entitling their holders to subscribe for a maximum of 350,000 new shares of the company or existing shares held by the company. The option rights will be granted without payment. The Board of Directors may allocate option rights until the beginning of the share subscription period. The share subscription period will begin on June 1, 2025, and end on May 31, 2028.
The subscription price for Shares shall be the trade volume weighted average price of the Company’s share on the official list of Nasdaq Helsinki Ltd during June 1 – August 31, 2022, with an addition of 10 percent. The share subscription price shall be reduced in special situations defined in the terms and conditions of the option plan.
Option plan 2021 add
The Board of Directors of Remedy Entertainment Plc has, by virtue of the authorization granted by the Annual General Meeting held on April 14, 2021, decided to adopt an option plan “Option Plan 2021” directed to the key persons as decided separately by the Board of Directors. The option plan is a part of the company’s incentive and commitment scheme for key persons.
The maximum total number of option rights issued is 350,000, entitling their holders to subscribe for a maximum of 350,000 new shares of the company or existing shares held by the company. The option rights will be granted without payment. The Board of Directors may allocate option rights until the beginning of the share subscription period. The share subscription period will begin on June 1, 2024, and end on May 31, 2027.
The subscription price for a share subscribed for with one option right shall be the trade volume weighted average price of the company’s share on the Nasdaq Helsinki Ltd maintained Nasdaq First North Growth Market Finland marketplace during June 1 – August 31, 2021, with an addition of 10 percent. The share subscription price shall be reduced in special situations defined in the terms and conditions of the option plan.
