Cargotec Enhances Employee Commitment Through New Incentive Programs

Cargotec Introduces Innovative Employee Incentive Programs

Cargotec Corporation has announced the approval of new share-based key employee incentive programmes by its Board of Directors. These initiatives are designed to not only enhance employee engagement but also align the goals of the Company with those of its shareholders, fostering a culture of performance and commitment.

Understanding the Structure of the Incentive Programmes

The newly established programmes include both a Performance Share Programme (PSP) and a Restricted Share Programme (RSP). The PSP is aimed at incentivizing selected key employees based on their performance over the calendar years 2025 to 2027, with potential rewards disbursed in spring 2028. The fundamental criterion for calculating rewards will be the Company’s earnings per share (EPS), thereby directly linking employee compensation to corporate performance.

Target Group and Potential Benefits

Approximately 70 key employees, including members of the Company’s Leadership Team, are targeted under this initiative. Should the performance target be fully achieved, the programme could yield a total of around 90,000 class B shares for eligible employees. Additionally, employees can expect to receive a cash portion designed to address any taxes and related expenses incurred from these rewards. This structure not only provides an incentive based on performance but also ensures that employees are not burdened by tax implications tied to their rewards.

Complementary Retention Tool

Alongside the PSP, the Board has also introduced a Restricted Share Programme, which runs concurrently with the performance programme for the same years. This programme is primarily intended as a retention tool for individually chosen employees who may hold critical roles within the organization. Following the conclusion of the retention period, which spans the entire duration of the programme, employees will receive their share rewards in spring 2028, allowing for long-term engagement with the Company.

Maximizing Shareholder Value While Rewarding Employees

One of the standout features of these programmes is their commitment to balancing employee incentives with shareholder interests. The total rewards are capped and linked to the company's share price movements, ensuring that as Cargotec grows and increases shareholder value, employees also share in that success. This alignment promotes a sense of shared purpose and collective achievement within the workforce.

Broader Context: Cargotec's Commitment to Innovation

Cargotec is known for its leadership in delivering smarter cargo flow solutions through its businesses, Hiab and MacGregor. Hiab focuses on innovative on-road load-handling solutions, while MacGregor leads in maritime cargo handling. With a sales figure nearing EUR 2.5 billion in the recent year and a workforce exceeding 6,000 employees, Cargotec continues to emphasize sustainable and efficient cargo handling practices. The introduction of these new incentive programmes further reflects the Company's commitment to not just sustaining but enhancing its market position through motivated and engaged employees.

Contact Information for Further Inquiries

For additional information regarding these initiatives, interested parties can reach out to Laura Salminen, Vice President of Performance and Rewards, at +358 50 401 4462, or Aki Vesikallio, Vice President of Investor Relations, at +358 40 729 1670.

Frequently Asked Questions

What are the primary goals of Cargotec's new incentive programmes?

The programmes aim to align the interests of key employees with those of shareholders, enhancing long-term shareholder value while incentivizing employee engagement and performance.

How many employees are targeted by the Performance Share Programme?

Approximately 70 key employees, including leadership team members, are targeted to benefit from the Performance Share Programme.

What criteria will determine the rewards from the Performance Share Programme?

The primary criterion will be the Company’s earnings per share (EPS) during the performance period from 2025 to 2027.

When will the share rewards be distributed?

Rewards from the Performance Share Programme are expected to be paid in the spring of 2028.

How does the Restricted Share Programme differ from the Performance Share Programme?

The Restricted Share Programme serves as a retention tool, ensuring that selected employees stay engaged with the Company over the long term, while the Performance Share Programme focuses on performance-related rewards.

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