Remuneration

Principles on how the company shall compensate its management bodies and employees are defined in the Remuneration Policy and HR policy. The policy is globally applied at all entities and units to support the company’s strategy, objectives and values. Remuneration in detail is described in the Remuneration Report 2025. Previous reports available in the Annual Report for the respective year.  

Decision-making on remuneration

Remuneration of the Board of Directors is decided by the AGM based on a proposal by the SNB. The Remunaration Committee is responsible for planning the remuneration of the Group Executive Team members and preparing the principles underlying the remuneration of personnel. The Board of Directors decides on the remuneration of the President and CEO and other members of the Group Executive Team based on a proposal by the Remuneration Committee.

In accordance with the decision of the 2026 AGM, the fixed annual remuneration of the Board of Directors is as follows:

Board of Directors elected by the Annual General Meeting will be paid annual remuneration as follows:

• EUR 140 200 to the Chairperson,
• EUR 75 000 to the Deputy Chairperson,
• EUR 56 700 to the ordinary members.

In addition to these fees, the Chairperson of a permanent Board committee will be paid, in accordance with previous practice, an annual fee of EUR 20 000, and a member of a permanent Board committee will be paid an annual fee of EUR 10 000. Furthermore, in accordance with previous practice, a remuneration of EUR 800 is paid to the members elected by the Annual General Meeting for each Board meeting and for each permanent or temporary committee meeting. It was also decided that the employee representatives elected as ordinary members of the Board of Directors will be paid an annual fee of EUR 15 600 and the employee representatives elected as deputy members of the Board of Directors will be paid an annual fee of EUR 7 800.

Part of the annual remuneration may be paid in the company's shares purchased from the market. An elected member of the Board of Directors may, at their discretion, choose from the following five alternatives:

• No cash, 100% in shares
• 25% in cash, 75% in shares
• 50% in cash, 50% in shares
• 75% in cash, 25% in shares, or
• 100% in cash, no shares.

The shares will be acquired directly on behalf of the members of the Board within two weeks from the release of the company's interim report 1 January–31 March 2026. If the remuneration cannot be delivered at that time due to insider regulation or other justified reason, the company shall deliver the shares later or pay the remuneration fully in cash. The remuneration of the employee representatives elected as members of the Board of Directors will be paid in cash.

This table summarizes the main terms and conditions for the remuneration of Endre Ranges, President and CEO. More details in the Remuneration Report 2025. 

Remuneration details for the latest period are summarized in the table below.

Salary and benefits

• Annual base salary of NOK 10 706 000 for the period he is serving in the role Annual car benefit of NOK 250 000

Short-term incentives

• Annual performance bonus can range between 0–150% of annual base pay, with 75% at target performance level
• Annual performance bonus can range between 0–150% of annual base pay, with 75% at target performance level corresponding to 75% of the annual base salary 

Weighting of the targets for 2026

• Group revenue 25 %
• Group EBITA adj. (%) 25 %
• Group free cash flow 20 %
• Strategy execution 30 %

Long-term incentives

• Participant in share-based incentive plans for 2024–2026, 2025–2027 and 2026–2028.

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

Share ownership guideline

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

Retirement age

• 70

Expenditure for voluntary pension

• The President and CEO participates in the Defined Contribution Plan for all employees in Norway. He is also entitled to an additional pension plan, in which 25% of his base salary above 12 G (G equals the basic amount in the Norwegian National Insurance) is made as pension contribution.

Period of notice

• 6 months mutual notice period

Severance payment

• If the agreement is terminated by Tieto, the company will pay severance equivalent to the base salary for twelve (12) months on top of the salary for the notice period.

Remuneration of Endre Rangnes 5 May–31 Dec 2025

• Salary EUR 609 141
• Benefits EUR 14 814
• Pension expenditure, voluntary defined contribution plan EUR 130 067

This summarizes the remuneration principles for the Group Executive Team members. Remuneration details for the latest period are summarized in the table below.

 Short-term incentives

• The purpose is to reward the Group Executive Team for company performance and individual performance.
• Members are entitled to an on-target bonus of 50% of the base salary, and up to a maximum of 100% of the base salary.
• The targets are based on their individual goals.

Long-term incentives

• Participant in share-based incentive plans for 2024–2026, 2025–2027 and 2026–2028.
• Further details on share reward criteria are available on this page.

Share ownership guideline

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

Pension expenditure

• The annual contribution for the Group Executive Management members' supplementary pension arrangement is up to 15% of the annual base salary.

 Group Executive Team remuneration in 2025

• Salary and benefits EUR 3 209.7 thousand    
• Short-term incentives: Based on financial performance in 2025, Group Executive Team members are paid in total a bonus of EUR 911.3 thousand. 
• Long-term incentives: In March 2026, a total of 34 550 shares (net amount) were delivered to the member related to the share-based incentive plan 2023–2025.
• Pension expenditure EUR 556.1 thousand 

The Board of Directors has approved these share-based incentive plans described in the tables below for key employees of Tieto and its subsidiaries. The aim of the plans is to align the objectives of shareholders and key employees in order to increase the value of the company in the long term.