The aim of YIT’s remuneration systems is to strengthen YIT's competitiveness, long-term financial performance, and sustainable shareholder value development.

YIT’s remuneration systems aim to engage the company’s management and its employees to the company’s objectives in the long term and increase motivation to excellent performance. Fair remuneration supports the recruitment, engagement, and motivation of professionals who contribute to the implementation of YIT's strategy. YIT remuneration systems lay emphasis on performance-based thinking.


Remuneration principles

  • Strengthen the company's competitiveness, financial performance, and sustainable development of shareholder value
  • Promote and develop practices aligned with the company culture
  • Be performance-based, encouraging improved performance and exceeding targets
  • Rewarding is competitive in nature and aligns with market practices
  • Incentive systems are structurally simple and transparent, easily understandable, fair, and well-communicated

Decision-making regarding remuneration

YIT Corporation’s Annual General Meeting decides on the fees for the Board of Directors. The Board of Directors decides on the salary and fees and other terms of employment of the CEO and other key Group employees, such as the members of the Group’s Management Team. In addition, the Board of Directors decides annually both short and long-term indicators for management remuneration and the target values for the indicators which are designed to support the achievement of the strategic goals. On the basis of the President and CEO’s proposal, the Board of Directors also decides on the amount of fees and whether the indicator-based goals have been reached.

The duty of the Personnel Committee is to assist the Board of Directors in matters related to the appointment and remuneration of Group’s key personnel. Among other things, the Personnel Committee prepares proposals for the development of the Group’s corporate culture and HR policy, remuneration and incentive schemes, the rules for performance-based bonuses, and the performance-based bonuses paid to the management. The identification of talents, the development of key personnel and planning for management successors also fall under the preparation responsibility of the committee. 

The Shareholders’ Nomination Board of YIT Corporation is a body comprised of the company’s shareholders or their representatives, the duty of which is to prepare proposals on the election and remuneration of the members of the Board of Directors for the Annual General Meeting. The primary purpose of the Nomination Board is to ensure that the Board of Directors and its members have sufficient expertise, competence and experience in view of the Company’s needs, and to prepare proposals, with justifications, on the election and remuneration of members of the Board of Directors to the General Meeting for this purpose.

Remuneration Policy for Governing Bodies 2024-2027

In the Remuneration Policy, the main principles for employee remuneration and retention, remuneration for YIT’s governing bodies, i.e. the Board of Directors and the President and CEO, and the decision-making process regarding the approval, assessment and implementation of the remuneration policy are described. The Remuneration Policy is presented to the Annual General Meeting at least every four years, or when significant changes have been made to it.

YIT’s Remuneration Policy for 2024-2027 was presented in the Annual General Meeting 14 March 2024.

The Remuneration Policy complies with the recommendations of the Finnish Corporate Governance Code (2020) and the Shareholders’ Rights Directive legislation.

Remuneration policy

Remuneration Reports

Remuneration Report is based on Finnish Corporate Governance Code 2020 of the Securities Market Association and it provides the details of the remuneration paid to members of the Board of Directors, President and CEO and his Deputy.

Remuneration Report 2023

Information on the management remuneration prior to 2023 is available in the Remuneration Reports published by the company.

Previous Remuneration Reports

Updated 23.03.2021