Remuneration of the President and CEO in 2025
The President and CEO’s remuneration principles
The remuneration of the President and CEO typically includes the following elements:
- A fixed monthly salary (including fringe benefits and other financial benefits) in accordance with the President and CEO’s skills, knowledge and experience.
- A short-term performance bonus, the purpose of which is to provide encouragement and remuneration for the achievement of the goals set out in the annual business strategy, and on a non-recurring basis for any other particularly good performance (paid annually).
- A long-term performance bonus, which is usually a share-based bonus. Its purpose is to align the objectives of the shareholders and the CEO to increase the company’s long-term value, to engage the CEO in the company, and to offer them a competitive share-based incentive scheme based on earnings and the accrual of shares in the company.
- Supplementary pension, which is a pension benefit in addition to the statutory pension.
Since 1 June 2008, the President and CEO of the company has been Juho Nummela. Under the contract signed between the company and the President and CEO, both parties may terminate the contract with a six-month notice period. If the Company terminates the contract, the company pays a remuneration equalling 12 months’ salary in addition to the salary and other benefits that have been determined for the period of notice. The contract ends without any period of notice when the President and CEO retires.
The President and CEO may retire at the age of 60, with the pension determined in accordance with the Employees Pensions Act.
The President and CEO's remuneration in 2025
In 2025, the President and CEO’s fixed monthly salary was EUR 44,303.21 from 1 January to 30 April, EUR 45,320.32 from 1 May to 6 November, and EUR 45,890.32 from 7 November to 31 December. Telephone, car, and bicycle benefits were included in the salary as fringe benefits, along with other one-off personnel benefits of negligible value.
The fixed annual salary paid to the President and CEO in 2025 accounted for 45% of total remuneration, while the short- and long-term performance bonuses constituted 33%. The supplementary pension benefit paid to the President and CEO accounted for around 20% of total remuneration. No other remuneration was paid to the President and CEO in 2025.
Performance
Short-term remuneration of the President and CEO
During the 2025 financial year, the President and CEO was paid EUR 109,846 in performance bonus based on the achievement of the 2024 targets, in accordance with the Board’s assessment and decision. This corresponds to 20.2% of the CEO’s 2024 salary and 41% of the maximum Performance bonus. The annual performance bonus cannot exceed 50% of the salary paid in the previous year.
The performance bonus to be paid based on the 2025 financial year is based on the Board of Directors’ assessment and decision regarding the achievement of the targets set for 2025. Based on the 2025 performance, the President and CEO earned a performance bonus of EUR 123,967, corresponding to 22.4% of the 2025 salary and 44.8% of the maximum performance bonus for 2025. The performance bonus will be paid to the President and CEO in March 2026.
Long-term remuneration of the President and CEO
In 2023, the company’s Board of Directors decided on a performance-based shareholding scheme for the CEO for 2023–2027. The aim of the scheme is to align the objectives of the shareholders and the President and CEO to increase the company’s long-term value, to retain the President and CEO at the company, and to offer them a competitive incentive scheme based on earning and accumulating shares in the company. In April 2025, the Board of Directors of Ponsse Plc decided on the targets of the President and CEO's share-based incentive scheme for the performance period that began in 2025.
The President and CEO’s shareholding scheme consists of five performance periods: the calendar years 2023, 2023–2024, 2023–2025, 2024–2026 and 2025–2027. The conditional rewards will be paid by the end of May 2024, 2025 and 2026. Shares received as conditional rewards may not be transferred during the restriction period ending on 31 December 2025, 31 December 2026 and 31 December 2027. The performance-based reward will be paid by the end of the May following the end of each performance period.
The earning criteria for the earnings periods beginning in 2023 are Ponsse Group’s operating result, net sales growth and employee experience. The portion of the maximum reward to be paid to the President and CEO is determined based on the achievement of the targets set for the earning criteria in relation to the investment made by the President and CEO.
In May 2024, a total of 11,457 shares worth EUR 282,226 were paid for the 2023 performance period, with a cost impact of EUR 0.4 million for the company. In 2025, a total of 5,301 shares worth EUR 145,155 were paid for the 2024 performance period, with a cost impact of EUR 0.3 million for the company.
For the 2024–2026 performance period of the President and CEO’s performance-based shareholding scheme, the rewards will be based on the Group’s operating result, net sales, employee experience and lost time injury frequency rate (LTIF). The rewards to be paid for the 2024–2026 performance periods are estimated to correspond to the value of no more than 50,000 Ponsse Plc shares in total, including the cash portion (gross reward). Shares received as conditional rewards may not be transferred during the restriction period ending on 31 December 2026. The performance-based reward will be paid by the end of May 2027.
For the 2025–2027 performance period of the President and CEO’s performance-based shareholding scheme, the rewards will be based on the Group’s operating result, net sales, employee experience and lost time injury frequency rate (LTIF). The rewards to be paid for the 2025–2027 performance periods are estimated to correspond to the value of no more than 50,000 Ponsse Plc shares in total, including the cash portion (gross reward). Shares received as conditional rewards may not be transferred during the restriction period ending on 31 December 2027. The performance-based reward will be paid by the end of May 2028.
From the 2023–2025, 2024–2026 and 2025–2027 performance periods, it is possible to earn a total of 175,000 shares, including the cash portion (gross reward). The payment of rewards under both the conditional and performance-based shareholding schemes requires that the person’s employment relationship continues.
Remuneration arrangements decided after the end of the financial year
On 16 February 2026, Ponsse Plc announced, through a stock exchange release, its decision to introduce a new long‑term performance‑based matching share plan for the President and CEO for 2026–2030. As the performance period begins after the end of the financial year, no payments were made under the plan in the 2025 financial year.
Short-term remuneration of the President and CEO
President and CEO's long-term share-based incentive scheme
