Remuneration
Saab shall offer market terms, enabling the Company to recruit and retain senior executives. To the greatest extent possible, remuneration structures shall be characterised by predictability with respect to both the cost for the Company and the benefit for the employee. They shall be based on factors such as position, competence, experience and performance. Benchmarking shall be made regularly relative to comparable industries and markets.
Long-Term Incentive Programmes
The Saab Board of Directors finds it important and in all shareholders’ interest that employees in the Group have a long-term interest in a good value development of the share in the Company.
The long-term incentive programme enables present and future employees to become shareholders in Saab and includes a requirement of own investment in shares in Saab. The purpose of the programme is to stimulate employees to continued long-term commitment and continued good performance as well as to increase the Group’s attractiveness as an employer.
The Annual General Meeting 2025 decided in accordance with the Board’s proposal of a long-term incentive program 2026 (“LTI 2026”), consisting of Share Matching Plan 2026, Performance Share Plan 2026 and Special Projects Incentive 2026. LTI 2026 comprises a maximum of 3,100,000 shares of series B in Saab.
It is the intention of the Board of Directors to propose long-term incentive programmes also to future Annual General Meetings.
Long-term incentive program 2026
More information on remuneration
- Boards of Directors Remuneration Report 2024
- Compensation to Saab’s senior executives is indicated in Note 8 in the Annual & Sustainability Report 2024
- Remuneration Committee
- Remuneration Guidelines
- Shareholding Policy for Saab Senior Executives
