REG-Sampo to launch a new long-term incentive scheme for 2026–2028

Sampo OyjAnnouncement

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Sampo plc, stock exchange release, 12 March 2026 at 5:10 pm EET

Sampo to launch a new long-term incentive scheme for 2026–2028

The Board of Directors of Sampo plc has today decided to adopt a performance
based long-term incentive scheme for the Group Executive Committee (including
the Group CEO) and other senior leaders and key employees of Sampo Group. The
scheme is based on the same structure as the previous long-term incentive
schemes launched in Sampo in 2024 and 2025.

Sampo aims to ensure that management incentives are aligned with the
shareholders’ interests and Group strategy. The long-term incentive scheme
2026 (LTI 2026) covers approximately one hundred (100) senior leaders and key
employees, including the Group CEO and other members of the Group Executive
Committee, whose efforts and abilities have a direct impact on Sampo Group’s
operational performance and strategy. Sampo’s Board of Directors is not
included in the scheme.

The maximum number of performance incentive units will be no more than
1,960,000 in total, and participants of the scheme will be granted incentive
units in 2026. The total maximum number of performance incentive units that
can vest to participants under the LTI 2026 is 623,441 for the Group CEO and
other members of the Group Executive Committee, and a maximum of 1,336,559 for
senior leaders and key employees. The performance incentive units have a
three-year performance period covering financial years 2026–2028, with
subsequent deferral periods according to the rules and regulations applicable
to Sampo Group.

To achieve a maximum reward from the LTI 2026, excellent financial and
operational performance is required. The performance assessment will be based
on the following performance criteria:
* Relative total shareholder return
* Adjusted absolute total shareholder return
* Underwriting profit growth
* Sustainability charter: Group and subsidiary balanced scorecards relating to
development, implementation and execution on Science Based Targets.
In addition, the performance incentive units are subject to Sampo A share
price movements over the performance period.

The reward will be settled as a cash compensation. Participants subject to the
deferral rule are mandated to purchase Sampo A shares with 50 per cent of the
reward after the deduction of taxes. The deferral period is three years, and
the Board of Directors will perform a risk and compliance assessment before
any shares are released to participants.

The estimated total cost of the LTI 2026 is approximately EUR 39 million. The
estimation is based on assumptions that the incentive units vest in full and
that the Sampo A share price increases by 50 per cent compared to 1 January
2026. A summary of the LTI 2026 is available at www.sampo.com/incentives.

Long-term incentive schemes in Sampo plc are designed to attract and retain
highly competent, high-performing people who have the ability, experience, and
skills to deliver on Sampo’s long-term strategy and creating shareholder
value, but at the same time safeguard sustainable business practices and the
long-term financial stability of the Group.

SAMPO PLC 
Board of Directors

For further information, please contact:

Mirko Hurmerinta
Interim Head of Investor Relations
tel. +358 10 516 0032

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