Remuneration

Handelsbanken's remuneration policy stipulates that the remuneration system must be fit-for-purpose and consistent with the Bank's business objectives and business culture, which are based on sound, sustainable operations, in which employees observe high ethical standards, and good administrative order and regulatory compliance. Remuneration must also be structured in a manner that promotes a healthy and efficient management of sustainability risks. Handelsbanken takes a long-term view of its staff's employment. Remuneration must be on market terms, enabling Handelsbanken to attract, recruit, retain and develop skilled staff, and ensuring good management succession, thus contributing to the achievement of the Handelsbanken Group's corporate goal.

Handelsbanken has a low risk tolerance in general. This is reflected in the company's view of remuneration. Handelsbanken considers that fixed remuneration contributes to healthy operations. This is therefore the main principle. Fixed remuneration is comprised primarily of a basic salary, customary employee benefits and pension.

Provisions for the Oktogonen collective profit-sharing scheme are classified as variable remuneration. Provisions are based on profitability metrics linked to Handelsbanken's corporate goals being met and the Board's overall assessment regarding the Bank's performance. 

Performance-based variable remuneration must be applied with great caution and is not offered to employees who, in their professional roles, can have a material impact on the Bank's risk profile. 

In certain countries, Handelsbanken is party to collective bargaining agreements on general terms and conditions of employment and conditions for pensions. This policy does not affect rights and obligations under collective bargaining agreements; nor does it affect obligations under applicable contract law or labour law.

There are no existing equity-related or equity price-related incentive programmes for executive officers or for any other members of the Executive Management. The executive officers of the Bank, except Board members who are not employees of the Bank, and other members of the Executive Management are included in the Oktogonen profit-sharing system on the same terms as all employees of the Bank. 

Group HR is responsible for verifying that remuneration in Handelsbanken is compliant with external and internal rules. The independent control functions monitor and analyse the remuneration system and report material risks and flaws to the Board’s remuneration and risk committees. 

Guidelines for remuneration to executive officers

The 2024 Annual General Meeting decided on the following guidelines for remuneration to executive officers of Handelsbanken. The guidelines apply until new guidelines have been adopted by the general meeting.

Remuneration reports

Here you will find the Bank's latest remuneration report.

Auditors' statements

The auditors have examined whether the Board and the CEO of Svenska Handelsbanken AB (publ) have, for the year 2025, complied with the guidelines for remuneration to executive management adopted by the annual general meeting on 23 March 2022 and the annual general meeting on 20 March 2024, respectively.