CEO’s Remuneration

Johan Westermarck, until March 31, 2025

The monthly base salary of Mr. Johan Westermarck was in 2024 EUR 28,344.00, including salary but excluding fringe benefits (mobile phone).

Petri Toljamo, from April 1, 2025

The monthly base salary of Mr. Petri Toljamo is EUR 28,500.00, including employment bicycle benefit but excluding fringe benefits (mobile phone).

CEO Petri Toljamo’s service contract is effective until further notice and can be terminated by the Company with twelve (12) and by the CEO with six (6) months’ written notice. If the company terminates the service contract, the CEO will be paid severance pay equivalent to 12 months’ total salary in addition to the salary for the notice period.

The pension security of CEO is statutory and he does not have supplementary pension. According to the pension legislation, the lowest limit of the pension age for CEO is 66 years and 1 month at the moment.

On 15 May 2025, the Board of Directors of the Company decided to establish a one-off additional share program for the Company’s CEO. The goal of the program is to align the CEO’s interests with the interests of the Company’s shareholders through share ownership and thus increase the Company’s shareholder value in the long term and to commit the CEO to the company. The additional share program is a one-off program in which the CEO is expected to make an investment of approximately EUR 100,000 in the Company shares. Based on his share investment, the Company will issue additional shares to the CEO in a net amount of EUR 100,000 free of charge. Both measures were carried out on 19 May 2025. On January 29, 2026, the Board of Directors of the Company has decided on the establishment of a share-based retention plan for the Chief Executive Officer (CEO) of the Company (below the “Plan”).  The aim of the Plan is through equity interest to align the interests of the CEO with those of the Company’s shareholders and to retain, motivate and reward the CEO in order to increase the Company’s shareholder value in the long term. The potential rewards under the Plan are paid in listed shares of the Company. The aggregate maximum number of shares to be paid to the CEO based on the overall Plan is 37,710 shares (gross reward from which the applicable payroll tax is withheld). The shares will be delivered in three tranches, each with an independent tranche specific performance period: The first share tranche of 17,710 shares will be delivered in one year from the launch of the Plan, the second tranche, 5,000 shares, in two years and the third tranche, 15,000 shares, in three years from the launch of the Plan. The payment of the share rewards is conditional on the fulfilment of strategic operative targets set by the Company. The shares delivered based on the first two performance periods will be subject to a transfer restriction until the end of the third performance period of the Plan. The amount of the rewards payable under the Plan is limited by a maximum cap which is linked to the Company’s share price development