Share-based long-term incentive scheme for the key management of Lindex Group and its divisions

LINDEX GROUP plc, Other information disclosed according to the rules of the Exchange 7.3.2025 at 16:00 EET

Share-based long-term incentive scheme for the key management of Lindex Group and its divisions

 

The Board of Directors of Lindex Group plc (the "Company") has decided on the establishment of a share-based long-term incentive scheme targeted to the key management of the Company and its divisions (jointly the “Group”). The incentive scheme consists of a Performance Share Plan (also “PSP”).

 

The objectives of the Performance Share Plan are to support the implementation of the Company’s strategy, to align the interests of the management with those of the Company’s shareholders and the retention of the management.

 

The Performance Share Plan consists of annually commencing individual Plans, each with a three-year performance period, followed by the payment of the potentially earned reward. The commencement of each individual plan is subject to a separate Board approval in each case.

 

The first plan within the PSP structure, PSP 2025–2027, commences as of the beginning of 2025 and the potential share reward thereunder will be paid during H1 2028. The payment of the reward is conditional on the achievement of the performance targets the Board of Directors has set for the performance period. The potential reward will be paid in new shares issued by the Company or treasury shares held by the Company. The Board of Directors has, however, for special reasons, the right to decide that the reward is paid in cash.

 

The performance targets based on which the potential share reward under PSP 2025–2027 will be paid are the total shareholder return of the Company’s share and revenue, EBIT and ESG targets. Eligible to participate in PSP 2025–2027 are approximately 20 individuals, including the members of the Group Management Team.

 

If all the performance targets set for PSP 2025‒2027 are fully achieved, the aggregate maximum number of shares to be paid based on this plan is approximately 1.4 million shares (referring to gross earning, from which the applicable payroll tax is withheld, and the remaining net value is paid to the participants in shares).

 

The maximum value of rewards payable based on the Performance Share Plan is limited by a share price development-based pay cap, the level of which the Board of Directors sets.

 

The Board of Directors of the Company decides on the performance criteria, persons eligible to participate in the Performance Share Plan and the amount of the threshold, target and maximum reward separately for each individual Plan. The payment of rewards under the Performance Share Plan is contingent upon the Board of Directors' discretionary assessment of progress made toward completion of the Company's restructuring programme and toward restoring the Company's dividend payment ability.

 

If a participant’s employment, service or other equivalent contractual relationship with the Group terminates before the payment date of the reward, he/she is, as a main rule, not entitled to any reward based on the Performance Share Plan. 

 

The Company applies a share ownership policy to the members of the Group Management Team. According to this policy each member of the Group Management Team is expected to retain in his/her ownership at least half of the shares received under the Company’s share-based incentive programme until the value of his/her share ownership in the Company corresponds to at least his/her annual gross base salary.

LINDEX GROUP plc

Sari Pohjonen
Chair of the Board

Further information:
Jukka Naulapää, Chief Legal Officer, tel. +358 50 389 0013

Distribution:
Nasdaq Helsinki
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