Commencement of a new plan period in the long-term incentive scheme for Enento Group’s management and key employees

Commencement of a new plan period in the long-term incentive scheme for Enento Group’s management and key employees

Based on the existing share-based incentive plan structure established in 2024 (stock exchange release 15 December 2023), the Board of Directors of Enento Group has decided on the commencement of a new plan period under the Performance Share Plan (also “PSP”) structure for the company’s management and key employees.

The objectives of the share-based long-term incentive scheme are to align the interests of Enento Group’s management and key employees with those of the company’s shareholders and, thus, to promote shareholder value creation in the long term as well as to commit management and key employees to achieving Enento Group’s strategic targets.

Performance Share Plan (PSP)

The new plan, PSP 2025 - 2027, commences effective as of the beginning of 2025 and the potential share rewards payable thereunder will be paid during H1 2028. The payment of the rewards is conditional on the achievement of the performance targets which the Board of Directors has set for the plan.

The performance targets based on which the share rewards potentially earned under PSP 2025 - 2027 will be paid are based on the absolute total shareholder return of the company's share (absolute TSR) and financial measures and key figures of the company. Eligible for participation in PSP 2025 - 2027 are approximately 40 individuals, including the members of Enento Group’s Executive Team.

If all the performance targets set for PSP 2025 - 2027 are fully achieved, the aggregate maximum number of shares to be paid based on this plan is approximately 109,000 shares (referring to gross earning, from which the applicable payroll tax is withheld). The estimated aggregate gross value of the plan, based on the current value of Enento Group's share, is approximately EUR 2.1 million. The materialized value of the plan may deviate from this estimate as a result of share price development and the degree to which the performance targets set for the plan are achieved.

Other terms

The value of the rewards payable to participants based on the plans is limited by a maximum cap linked to the company’s share price development. Enento Group applies a share ownership requirement to the members of the company’s Executive Team. According to this requirement each member of Enento Group’s Executive Team is expected to retain in his/her ownership at least half of the shares received under the share-based incentive plans of the company until the value of his/her share ownership in the company corresponds to at least his/her annual gross base salary.