Nordnet applies a compensation strategy that aims to stimulate employees to deliver sustainable results that are compatible with Nordnet's strategy, the interests of shareholders and customers, as well as with sound and efficient risk management.

Nordnet offers competitive compensation that is based on business needs and that is determined regardless of gender, transgender identity or expression, sexual orientation, ethnicity, belief, disability or age. The compensation system in Nordnet aims to attract, motivate and retain personnel with the ability, experience and skills to deliver on Nordnet's strategy in accordance with Nordnet's values.

The basic principle is that Nordnet employees have fixed remuneration, which is based on the nature and responsibility of the employee's position, the individual results and market conditions. Pension benefits are offered in accordance with collective agreements, rules and practices in the country where the employee is permanently resident. Variable remuneration occurs to a very limited extent. The variable remuneration is of a one-off nature and is used, for example, to reward employees who, in accordance with Nordnet's goals and values, have delivered above expectations in the final stage of a critical project. Non-compliance with external or internal rules and regulations or deficiencies in risk management are circumstances that will be considered incompatible with Nordnet's values.

Sound risk-taking is part of Nordnet's business strategy and the compensation system is designed to discourage excessive risk-taking and encourage employees to deliver sustainable results that are consistent with the strategic goals. Nordnet integrates ethical, social, environmental and financial considerations into its business decisions and our remuneration system is deemed to be compatible with these considerations.