Kemira Oyj decided to establish a long-term share incentive plan

The Board of Directors of Kemira Oyj decided to establish a long-term share incentive plan.

Helsinki, Finland – 19, December 2021: The Board of Directors of Kemira Oyj decided to establish a long-term share incentive plan directed to a group of key employees in Kemira.

The aim of the plan is to combine the objectives of the shareholders and the persons participating in the plan to increase the value of Kemira, to commit the participants to Kemira, and to offer them a competitive reward plan.

The long-term share incentive plan includes three three-year performance periods: years 2022-2024, 2023-2025 and 2024-2026.

The Board shall decide on the plan’s performance criteria and on the required performance levels for each criterion at the beginning of each performance period. The Board shall decide on the plan’s participants and share allocations at the beginning of each performance period.

The potential reward is paid partly in Kemira shares and partly in cash. The cash portion covers taxes and tax-related costs arising from the reward to the participant. As a rule, no reward will be paid, if a participant’s employment or service ends before the reward payment.

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The Board recommends that a member of the Management Board shall own such number of Company’s shares that the total value of his or her shareholding corresponds to the value of his or her annual gross salary as long as the membership continues.

The Board recommends that a member of the Management Board shall hold at least 50 per cent of the number of shares given on the basis of this plan also after possible reward payout, until his or her shareholding in total corresponds to the value of his or her annual gross salary.

Participation in the long-term share incentive plan’s performance period 2022-2024 is directed to approximately 90 people. The reward to be paid from the 2022-2024 performance period, if the criteria are fulfilled, will amount up to a maximum of 643,500 Kemira Oyj shares. In addition, a cash proportion covers the taxes and tax-related costs arising from the reward is included.