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Swed Bank’s remuneration programme


A well-functioning, competitive remuneration culture is an important element of stability and sound risk taking in the bank and to attract employees with the right skills.

Remuneration at Swed Bank should be designed to attract employees with the competence needed to achieve the bank’s purpose within established cost limits. Our view is that remuneration should be individually based as far as possible to inspire employees to live up to Swed Bank’s goals, strategy and vision. Remuneration should also encourage them to live our values.

In 2011 Swed Bank introduced a new harmonised structure for variable pay in the form of a general programme and an individual programme. The general programme, Eken, comprises most of Swed Bank employees while the individual programme is limited to some specialists and managers. Eken, offers a long-term performance incentive and harmonises the interests of the employees with those of shareholders by making all employees shareholders as well.

Swed Bank’s remuneration programme is in line with Swedish Financial Supervisory Authority (Finansinspektionen) new remuneration regulations which came into force 1 March, 2011.

Information regarding the remuneration in Swed Bank 2015 (pdf)

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