Establishment of new long-term incentive programme for the Executive Board and Managers of the Company
Announcement No. 22/2026
18 May 2026
CVR No. 15701315
Establishment of new long-term incentive programme for the Executive Board and Managers of the Company
Today, the Board of Directors of SP Group A/S decided to establish a new long-term incentive programme (LTI) for the Executive Board and 40 Managers in the Group.
The LTI programme is issued in accordance with SP Group's updated Remuneration Policy, which was adopted at the General Meeting on 29 April 2026 and is available on the Company's website www.sp-group.com/investor/corporate-governance/policies, where the LTI programme is described in further detail.
The purpose of the LTI programme is to link part of the total remuneration to SP Group's long-term performance and value creation for shareholders and other stakeholders, and to retain members of the Executive Board and Managers.
The LTI programme for 2026 consists of 17,056 Performance Share Units (PSUs) and 8,528 Restricted Share Units (RSUs), of which 5,019 PSUs and 2,509 RSUs are granted to the Executive Board. The grant is made as a percentage of the annual base salary.
The value of each Share Unit is fixed based on an SPG share price of DKK 394.50 (closing price on 13 May 2026). The total grant value of the LTI programme for 2026 amounts to DKK 10.1 million.
The grants have a three-year vesting period. RSUs vest on a 1:1 basis without performance targets, whereas PSUs vest in the range of 0–200% depending on the level of target achievement. For the 2026 programme, the performance target for the PSUs is EBT growth.
The total maximum number of shares under the programme is as follows:
- RSUs: 8,528 shares (fixed 1:1)
- PSUs at target (100%): 17,056 shares
- PSUs at maximum (200%): 34,112 shares
- Total maximum: 42,640 shares (compared with 25,584 at target)
Upon expiry of the programme in 2029, the participants will be granted the SPG shares free of charge or by way of cash settlement of the difference.
In accordance with market practice, the entitlement to granted but unvested PSUs and RSUs is differentiated between “good leavers” and “bad leavers”, as further defined in the respective terms of the individual grant, and customary claw-back provisions apply to the LTI programme, as further described in the Remuneration Policy.
The grants are covered by treasury shares. The LTI programme replaces the previous warrant programmes, which are being phased out.
For further information:
CEO Lars Bering
Phone: +45 70 23 23 79
In case of any discrepancies, the Danish version shall prevail.