Remuneration

Remuneration to the Board of Directors

At the Annual General Meeting 2026, fees totalling SEK 5,575,000 were resolved and allocated as follows: SEK 1,550,000 to the Chairman of the Board, SEK 600,000 to each of the other elected Board members and SEK 26,250 to each of the employee representatives.

The fee to the chairman of the Audit Committee shall amount to SEK 250,000 and that the fee to each of the other members shall amount to SEK 122,000.

The fee to the chairman of the Remuneration Committee shall amount to SEK 160,000 and that the fee to each of the other members shall amount to SEK 64,000.

The total fee for the services of the Audit Committee and the Remuneration Committee shall not exceed SEK 718,000.

Remuneration principles

At the 2024 Annual General Meeting, guidelines for the remuneration of senior executives were established. The objective of the guidelines is that remuneration to senior executives shall, considering the industry in which the Company operates and the area of responsibility of each executive, be competitive and enable the recruitment of new executives as well as to motivate and retain senior executives.

The guidelines’ promotion of the Company’s business strategy, long-term interests and sustainability
Lindab’s business strategy is founded on the Company’s internal strengths and unique opportunities to harness global trends and is in brief:

To propel our position on all markets with the aid of our strong distribution network, our wide and increasingly complete product offering and our close relationships with customers. To create higher value through our supply chain, from purchasing to distribution, by simplifying, rationalising, innovating and having a customer-oriented holistic focus. To generate ideas on the cutting edge and for continuous improvement that will ensure future growth and profitability through Lindab’s long-term innovative culture, strong leadership and brand.

For additional information about the Company’s business strategy, see the Strategi page>>

To successfully implement the Company’s business strategy and sustainability plan in the long and short term, the Company must be able to recruit and retain qualified senior executives. An important component is being able to offer a competitive total remuneration, as enabled by these guidelines.

The variable cash remuneration covered by these guidelines shall aim at promoting the business strategy and long-term interests of the Company.

Remuneration components and other terms for senior executives
The total remuneration shall be on market terms and may consist of the following components: fixed cash salary, variable cash remuneration, pension benefits and other benefits. In addition to what is determined by the guidelines, the AGM may resolve on, among other things, share-related or share price-related remuneration.

The qualification period for the criteria for awarding variable cash remuneration shall be measured over a period of one or several years. The variable cash remuneration may not exceed 170% for the CEO and 100% for other senior executives during the measurement period for such criteria.

For all company senior executives (who are not included in the collectively bargained pension benefit, ITP), a pension premium on the fixed cash salary may not exceed 30%. Variable cash remuneration shall not qualify for pension benefits.

Other benefits may include, for example, life insurance, medical insurance (Sw: sjukvårdsförsäkring) and company cars. Premiums and other associated costs relating to such benefits may not collectively exceed 10% of the fixed cash salary. For senior executives acting in another country, pension benefits and other benefits are to be regulated according to established or mandatory local praxis, and any adjustments to these must remain within the framework of these guidelines to the greatest extent possible.

Termination of employment
For senior executives terminated at the Company's initiative, a maximum notice period of 12 months applies. A notice period of maximum six months applies when termination is made by the executive.

Criteria for awarding variable cash remuneration
Variable cash remuneration shall be linked to predetermined and measurable criteria which may be financial or non-financial in nature but that are clearly in line with the Company's predefined financial or qualitative targets. In addition, they may also be individualized, quantitative or qualitative objectives. The criteria shall be designed so as to promote the Company’s business strategy and long-term interests for continued profitable and sustainable growth.

When the qualification period for the criteria for awarding variable cash remuneration has ended, the outcome will be assessed. The outcome assessment is managed in accordance with the grandfather principle. The assessment is based on financial targets as per the Company's most recent published financial information.

The possibility of reclaiming variable salary is determined by the terms and conditions that apply for the program at the time.

Salary and employment conditions for employees
In preparing and applying these guidelines, the Remuneration Committee and the Board consider the salary and terms of employment of the Company's other employees, which in turn are affected by general market conditions and internal factors that affect the Company's target fulfillment. The Remuneration Committee regularly consults with the CEO and HR Director to stay informed about other employees' salaries and other terms.

The decision-making process to determine, review and implement the guidelines The Board’s established remuneration committee is tasked with preparing the Board’s decision to propose guidelines for executive remuneration. The Board shall prepare a proposal for new guidelines at least every fourth year and submit it to the AGM. Adopted guidelines shall be in force until new guidelines are adopted by the Annual General Meeting.

In addition, the remuneration committee shall monitor and evaluate programs for variable remuneration for the Company's executives as well as the application of the guidelines with regard to compensation levels and structures. The members of the executive management do not participate in the Board’s processing of and resolutions regarding remuneration-related matters in so far as they are affected by such matters. The Board shall annually draw up a remuneration report which shall be presented to the Annual General Meeting for approval.

Derogation from the guidelines
The Board may temporarily resolve to derogate from the guidelines, in whole or in part, if in a specific case there is special cause for the derogation and a derogation is necessary to serve the Company’s long-term interests, including its sustainability, or to ensure the Company’s financial viability. As set out above, the remuneration committee’s tasks include preparing the Board’s resolutions in remuneration-related matters. This includes any resolutions to derogate from the guidelines.

Long-term performance share plan

At the Annaul General Meeting 2026, it was established to introduce a long-term performance share plan ("Performance Share Plan 2026") for key employees within the Lindab Group. The Performance Share Plan 2026 covers a total of up to 50 participants. Participation requires a personal investment in Lindab shares ("Investment Shares") and the participants will have the right to receive shares from Lindab, free of charge, subject to the fulfilment of certain performance conditions ("Performance Shares"). These performance conditions are linked to continued employment, the participant retaining their Investment Shares during the vesting period and the company's total shareholder return (TSR) reaching specified levels during the measurement period. The number of Performance Shares to which the participant is entitled to will be determined based on the number of Investment Shares purchased and held by the participant, multiplied by a certain multiplier.

The Meeting further resolved to authorise the Board of Directors to acquire and transfer own shares for the purpose of securing the delivery of Performance Shares to participants and covering social security contributions and other costs associated with the plan. The maximum number of shares that may be transferred under the plan is 172,520 shares, corresponding to approximately 0.22% of the total number of outstanding shares and votes in Lindab. The total accounting cost of the plan is estimated at approximately SEK 9.3 million, excluding social security contributions, and the costs for social security contributions are estimated to amount to a further approximately SEK 8.4 million.

Remuneration to the auditors

The auditors’ fees to the company’s accounting firm, Deloitte AB, shall be paid in accordance with approved account.

For additional information on the company´s remuneration, see the Annual Report 2025 on the page Financial reports >>.