Remuneration of Executive Management
At the Annual General Meeting held on 24 April 2025, new guidelines for remuneration to senior executives were adopted. These guidelines apply to agreements entered into after the AGM, as well as to amendments to existing agreements. They cover board members, the CEO and – where applicable – the Deputy CEO, as well as other senior executives (Group Management). The guidelines do not apply to board remuneration decided by the AGM or to issues/transfers governed by Chapter 16 of the Swedish Companies Act. The guidelines remain in effect until replaced by new guidelines.
Purpose
The purpose of the guidelines is to support Dedicare’s business strategy and long-term interests, including sustainability. Dedicare aims to be the leading provider of qualified professionals within healthcare, life sciences, and social work – with a vision to become one of Europe’s leading staffing and recruitment companies in these areas
CEO Remuneration Model
The CEO’s remuneration shall be market-based and consist of a fixed salary, variable cash compensation, pension benefits, and other benefits.
Variable cash compensation (CEO): Maximum 80%. Outcomes are measured annually. Goals are tied to the Group’s revenue and earnings performance (50/50) or alternatively 100% based on the result of the CEO’s area of responsibility. A minimum performance threshold applies; if not met, no variable compensation is paid.
At maximum outcome, variable compensation represents 34% of the total remuneration to the CEO, while fixed salary may constitute up to 43%.
Variable Cash Compensation – Other Senior Executives
For other senior executives, variable cash compensation may amount to 0–40% of fixed salary.
Outcomes are measured quarterly for business area managers and annually for other Group Management members. Goals are linked to revenue and earnings development of the Group and/or the executive’s area of responsibility, as well as to clearly defined individual objectives.
The CEO sets targets and evaluates outcomes for other senior executives; the Board does so for the CEO. At maximum outcome, variable compensation constitutes an average of 22% of the total remuneration for other senior executives.
Other Compensation and Terms of Employment
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Pension (CEO): Defined contribution. Variable compensation is pensionable. Premiums may amount to a maximum of 30% of fixed salary.
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Pension (others): Defined contribution (unless mandatory collective agreements require defined benefit). Variable compensation is pensionable only if required under applicable collective agreements. Premiums may amount to a maximum of 22% of fixed salary. Retirement age: 65.
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Other benefits: e.g., car allowance, wellness subsidies, and private healthcare/insurance. Capped at a total of 5% of fixed salary.
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Notice period: The CEO has 6 months’ notice in case of resignation and up to 12 months if terminated by the company. Other executives may have up to 6 months’ notice regardless of the initiator. Fixed salary is paid during the notice period, with deduction for any other income. No additional severance payments.
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Deferral/Clawback: No deferral periods or contractual rights to reclaim paid variable compensation.
Deviation from the Guidelines
The Board may temporarily deviate from these guidelines, in whole or in part, if special circumstances exist in an individual case and deviation is necessary to safeguard the company’s long-term interests or ensure its financial viability.
Share-based incentive programmes
No share-based incentive programs are in place.