Atria Plc, Company announcement, 17 December 2025 at 4.20 PM

Atria Plc resolved on new share-based plans for the Group's key employees and on a new performance period for the Bridge Plan

The Board of Directors of Atria Plc has resolved to establish a new Performance Share Plan and a Restricted Share Unit Plan. In addition, the Board of Directors of Atria Plc has resolved to launch a second performance period for the Bridge Plan, which was communicated on 18 December 2024. The purpose of the plans is to align the interests of the company's shareholders and key employees to increase the company's value in the long term, to commit key employees to implement the company's strategy, objectives and long-term interest and to offer them a competitive incentive plan based on earning and accumulating the company's shares.

The potential rewards from the plans will be paid partly in Atria Plc series A shares and partly in cash. The cash proportion of the reward is intended to cover taxes and statutory social security contributions arising from the reward to the key employee. As a rule, no reward will be paid if the key employee's employment or director contract terminates before the reward payment.

Performance Share Plan 2026-2028

The Performance Share Plan 2026-2028 consists of one performance period, covering the financial years 2026-2028.

In the plan, the target group is given an opportunity to earn Atria Plc series A shares based on performance. The potential rewards from the plan will be paid within five months after the end of the performance period.

The target group for the performance period 2026-2028 of the Performance Share Plan consists of approximately 50 key employees, including the members of the Management Team and the CEO. The performance criteria for the performance period 2026-2028 are tied to the earnings per share, organic growth and CO2 emissions.  

In addition, a separate adjustment factor applies to the performance period, with criteria including product exports and cross-border sales. If the targets set for these criteria are achieved, the amount of rewards that can be earned may double at most.

The value of the rewards to be paid (including those rewards payable based on the adjustment factor) under the plan corresponds to a maximum total of 320,000 series A shares of Atria Plc, including also the proportion to be paid in cash.

Bridge Plan, Performance Period 2026

The Bridge Plan 2025-2026 consists of two performance periods, covering the financial years 2025 and 2026. The main terms of the plan were published on 18 December 2024.

The target group for the performance period 2026 of the Bridge Plan consists of approximately 40 key employees, including the members of the Management Team and the CEO. The performance criteria for the performance period 2026 are tied to the earnings per share and organic growth.

The value of the rewards to be paid on the basis of the plan corresponds to a maximum total of 90 000 series A shares of Atria Plc, including also the proportion to be paid in cash.

Restricted Share Unit Plan 2026-2028

The Restricted Share Unit Plan 2026-2028 is intended to be used as a tool in situations seen necessary by the Board of Directors, for example ensuring retention of key talents to the company, recruiting new talents or other specific situations determined by the Board of Directors.

The Restricted Share Unit Plan 2026-2028 consists of one vesting period covering the financial years 2026-2028, during which the Board of Directors may allocate rewards from the plan.

The value of the rewards to be paid on the basis of the plan corresponds to a maximum total of 42 000 series A shares of Atria Plc, including also the proportion to be paid in cash. The rewards from the plan will be paid by the end of May 2027, 2028, 2029, 2030 or 2031.

For more information, please contact: Kai Gyllström, CEO, Atria Plc. Contacts and interview requests via Communications Specialist Kaisa Lehtimäki, e-mail: kaisa.lehtimaki@atria.com, tel. +358 504 331 335.

Atria Plc
Kai Gyllström
CEO

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