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Remuneration

Principles for remuneration to senior executives decided by the annual general meeting 2018 can be found below.

The Annual General Meeting approved the proposal of the Board regarding guidelines for remuneration to senior executives principally corresponding to the 2017 guidelines, except for that the variable remuneration to all senior executives shall be capped at between 60 to 90% of the basic salary (previously 80% for CEO and 70% for other senior executives) as well as an amendment which will enable senior executives to be offered a variable long-term bonus (LTI bonus), awarding clear target based, measurable acheivements with the purpose to promote the long-term added value of the company as well as retaining key persons on senior positions. The performance period for the LTI bonus shall be at least three financial years and the LTI bonus shall be capped at 100% of the basic salary (of the year which the long-term variable bonus is offered). In other respects, the guidelines entails the following.

Remuneration and other terms and conditions of employment for senior executives shall be based on market conditions and be competitive in all markets where Getinge operates, to ensure that competent and skilful employees can be attracted, motivated and retained. The total remuneration to senior executives shall comprise basic salary, variable remuneration, pensions and other benefits. The variable remuneration shall be limited and connected to predetermined and measurable criterias elaborated with the purpose to promote the long-term added value of the company.

The Board shall retain the right to deviate from the guidelines if motivated by particular reasons on an individual basis.

For more information regarding remuneration to the board of directors and to senior executives during 2017, see note 28 in the 2018 Annual Report.

Principles for remuneration to senior executives