Remuneration and incentives

Fees and allowances

Guidelines on remuneration to senior executives and board

Vicore shall offer remuneration in accordance with market practice which enables the recruitment and retention of internationally qualified senior executives. Remunerations within Vicore shall be based on principles of performance, competitiveness and fairness.

Senior executives refer to the CEO and the other members of the executive management. The guidelines shall apply to employment agreements concluded after the annual general meeting’s resolution to adopt these guidelines, as well as when changes are made to existing agreements thereafter. The remuneration to senior executives consist of fixed remuneration, variable remuneration, share and share-price related incentive programs, pension and other benefits. If local conditions justify variations in the remuneration principles, such variations may occur.

The fixed remuneration shall reflect the individual’s responsibility and experience level. The fixed remuneration shall be reviewed annually. Variable remuneration paid in cash may not exceed 40 percent of the annual fixed remuneration for the CEO and may not exceed 30 percent of the annual fixed remuneration for other senior executives. Variable remunerations shall be connected to predetermined and measurable criteria, designed with the aim of promoting the company’s long-term value creation.

Share and share-price related incentive programs shall, if resolved on, be decided by the shareholders’ meeting. Pension shall, where possible, be premium-based. For the CEO and other senior executives, the premium may, in situations where premium-based pension is applicable amount to a maximum of 30% of the fixed salary. Notwithstanding the above, the board of directors is entitled to offer other solutions which, in terms of cost, are equivalent to the above.

For all executives (including the CEO), the notice period may be up to six months if notice of termination of employment is made by the company. For the CEO, fixed cash salary during the notice period and severance pay may, in total, not exceed twelve months’ fixed salary, and for other executives, such remuneration may not correspond to an amount which exceeds six months’ fixed salary. The period of notice may be up to six months without any right to severance pay when termination is made by the executive

Senior executives may be awarded other customary benefits such as company health care etc. Such other benefits shall not constitute a substantial part of the total remuneration.

The board of directors is entitled to deviate from the guidelines if the board of directors, in a certain case, deems that there are good reasons for the deviation

Guidelines for executive remuneration 2024

Incentive programs

The purpose of share-based incentive programs is to promote the company’s long-term interests by motivating and rewarding the company’s senior management, other co-workers in line with the interests of the shareholders. Vicore has five active incentive programs that include the management team, employees and board members.

A short description of these incentive programs is given below. Fore more information, see the company’s interim reports, Note 8 ”Share-based payments” in the Annual Report 2022 and the notices of previous Annual General Meetings, which all are available on the company’s webpage (www.vicorepharma.com).

Long-term incentive programs 2023

The Annual General Meeting in Vicore Pharma Holding AB held on May 11, 2023, resolved to implement a long-term incentive program for senior management and key persons in the company (“Co-worker LTIP 2023”) and to implement a long-term incentive program for the board members in the company (“Board LTIP 2023”). A maximum of 5,000,000 options (Co-worker LTIP 2023) and 120,000 share awards (Board LTIP 2023) may be allotted to participants in the programs. The increase in the company’s share capital, assuming full utilization of both incentive programs, amounts to a maximum of approximately SEK 2,560,000.

Co-worker LTIP 2023

Co-worker LTIP 2021 is an incentive program intended for members of senior management and key persons in the company. According to the program participants will be granted, free of charge, options subject to three-year vesting that entitle to acquire a maximum of 5,000,000 shares in the company in total, in accordance with the terms stipulated below.

The Board of Directors of the company believes that Co-worker LTIP 2023 will create a strong alignment of the interests of the participants and the interests of the shareholders. Co-worker LTIP 2023 is adapted to the current position and needs of the company. The Board of Directors is of the opinion that Co-worker LTIP 2023 will increase and strengthen the participants’ dedication to the company’s operations, improve company loyalty and that Co-worker LTIP 2023 will be beneficial to both the shareholders and the company.

Co-worker LTIP 2023 is accounted for in accordance with “IFRS 2 – Share-based payments”. IFRS 2 stipulates that the options shall be expensed as personnel costs over the vesting period and is accounted for directly against equity. Personnel costs in accordance with IFRS 2 do not affect the company’s cash flow. Social security costs are expensed in the income statement according to UFR 7 during the vesting period.

Board LTIP 2023

Board LTIP 2023 is a program under which the participants will be granted, free of charge, share awards that entitle to a maximum of 120,000 shares in the company.

The Nomination Committee believes that an equity-based incentive program is a central part of a competitive remuneration package in order to attract, retain and motivate internationally competent members to the Board of Directors. The Nomination Committee is of the opinion that Board LTIP 2023 will increase and strengthen the participants’ dedication to the company’s operations, improve company loyalty and that Board LTIP 2023 will be beneficial to both the shareholders and the company.

Board LTIP 2023 is accounted for in accordance with “IFRS 2 – Share-based payments”. IFRS 2 stipulates that the share awards shall be expensed as personnel costs over the vesting period and is accounted for directly against equity. Personnel costs in accordance with IFRS 2 do not affect the company’s cash flow. Social security costs are expensed in the income statement according to UFR 7 during the vesting period.

Long-term incentive programs 2021

The Annual General Meeting in Vicore Pharma Holding AB held on May 11, 2021, resolved to implement a long-term incentive program for senior management and key persons in the company (“Co-worker LTIP 2021”) and to implement a long-term performance-based incentive program for independent board members in the company who are not participants in Board LTIP 2020 (“Board LTIP 2021”). A maximum of 3,000,000 options (Co-worker LTIP 2021) and 61,773 share awards (Board LTIP 2021) may be allotted to participants in the programs. The increase in the company’s share capital, assuming full utilization of both incentive programs, amounts to a maximum of approximately SEK 1,530,887.

Co-worker LTIP 2021

The Board of Directors of the company believes that an equity-based incentive program is a central part of an attractive and competitive remuneration package in order to attract, retain and motivate competent members of senior management and key persons in the company, and to focus the participants on delivering exceptional performance which contributes to value creation for all shareholders.

Co-worker LTIP 2021 is accounted for in accordance with “IFRS 2 – Share-based payments”. IFRS 2 stipulates that the options shall be expensed as personnel costs over the vesting period and is accounted for directly against equity. Personnel costs in accordance with IFRS 2 do not affect the company’s cash flow. Social security costs are expensed in the income statement according to UFR 7 during the vesting period.

Board LTIP 2021

Board LTIP 2021 is a program under which the participants will be granted, free of charge, share awards subject to performance vesting that entitle to a maximum of 61,773 shares in the company. The share awards are subject to performance vesting based on the development of the company’s share price over the period from the date the share awards are allocated up to and including the vesting date.

The Nomination Committee believes that an equity-based incentive program is a central part of a competitive remuneration package in order to attract, retain and motivate internationally competent members of the Board of Directors, and to focus the participants on delivering exceptional performance which contributes to value creation for all shareholders.

Board LTIP 2021 is accounted for in accordance with “IFRS 2 – Share-based payments”. IFRS 2 stipulates that the share awards shall be expensed as personnel costs over the vesting period and is accounted for directly against equity. Personnel costs in accordance with IFRS 2 do not affect the company’s cash flow. Social security costs are expensed in the income statement according to UFR 7 during the vesting period.

Long-term incentive program 2018

The Extra General Meeting in Vicore Pharma Holding AB held on August 13, 2018, resolved, in accordance with the Board of Directors’ proposal, to adopt a long-term incentive program for certain of the company’s senior management and key persons (“Co-worker LTIP 2018”). A maximum of 2,000,000 options (Co-worker LTIP 2018) may be allotted to participants in the program. The increase in the company’s share capital, assuming full utilization of the incentive program, amounts to a maximum of approximately SEK 1,000,000.

Co-worker LTIP 2018

Co-worker LTIP 2018 is an incentive program intended for members of senior management and key persons in the company. According to the program participants will be granted, free of charge, options subject to three-year vesting that entitle to acquire a maximum of 2,000,000 shares in the company.

Co-worker LTIP 2018 is accounted for in accordance with “IFRS 2 – Share-based payments”. IFRS 2 stipulates that the options shall be expensed as personnel costs over the vesting period and is accounted for directly against equity. Personnel costs in accordance with IFRS 2 do not affect the company’s cash flow. Social security costs are expensed in the income statement according to UFR 7 during the vesting period.