30 Share-based payments

Performance-based reward

Years 2010–2012

Lemminkäinen had a share-based incentive plan comprising three one-year earning periods: the calendar years 2010, 2011 and 2012. The Board of Directors decided on the earning criteria for each period as well as on the targets to be established at the beginning of each earning period. In 2012, the earning criteria for long-term incentives were the targets set for the Group’s equity ratio and return on investment. The reward was paid partly in company shares and partly in cash. The proportion paid in cash covered the taxes and tax-related costs arising from the reward. The shares may not be transferred during the commitment period which ends two years after the earning period ends.

Years 2013–2015

At the end of 2012, the Board of Directors of Lemminkäinen Corporation decided on a new share-based incentive plan for the Group’s key personnel. The plan includes three one-year earning periods, calendar years 2013, 2014 and 2015. The company’s Board of Directors will decide on the earning criteria and the targets to be set at the beginning of each earning period. The potential performance-based reward for an earning period will be paid out in company shares and cash. The proportion to be paid in cash will cover the taxes and tax-related costs arising from the reward. The shares may not be transferred during the commitment period of approximately two years. If a key person’s employment or service contract ends during the commitment period, they will generally have to return any reward shares to the company without compensation.

Conditional reward

As part of the plan the above mentioned key personnel has the opportunity to receive conditional reward, ie matching shares, on the basis of their share ownership and continued employment or service contract. In order to receive the conditional reward, a key person must already own or acquire a specified number of company shares, or a percentage thereof. The number and date are set by the Board of Directors. In this case, the key person will be granted, as a reward, one share for each share acquired, as long as their employment or service contract remains valid and they retain ownership of these shares until the conditional reward is paid. The earning period for the conditional reward is the calendar years 2013–2015.

Information concerning share-based incentive plans are presented below:

Conditional reward Performance-based reward

2014 2013 2014 2013 2012
Grant date 13 Feb 2014 6 Feb 2013 7 Feb 2014 7 Feb 2013 9 Feb 2012
Earning period start date 1 Jan 2014 1 Jan 2013 1 Jan 2014 1 Jan 2013 1 Jan 2012
Earning period end date 31 Dec 2016 31 Dec 2015 31 Dec 2014 31 Dec 2013 31 Dec 2012
Commitment period end date 30 Apr 2017 30 Apr 2016 31 Dec 2016 31 Dec 2015 31 Dec 2014
Vesting conditions Share ownership requirement Share ownership requirement EBIT, ROI Equity ratio, ROI Equity ratio, ROI
Payment method Cash & Equity Cash & Equity Cash & Equity Cash & Equity Cash & Equity

Share price at grant date, EUR 13.41 15.80 13,83 15.85 20.20
Fair value of share at grant date, EUR * 12.81 15.03 13.31 15.26 19.70

Amount of granted shares during period, maximum
259,730 205,591 75,076
Changes in number of granted shares, maximum
-90,898 -3,449 2,433
Number of granted shares at the end of period, maximum
168,832 202,142 77,509
Number of shares earned at the end of period **

16,883 0 42,630
Matching shares subscribed at grant year 860 16,036

Number of plan participants at end of period 1 15 49 43 40
Assumed fulfilment of earning criteria, %

10.0 0.0 60.0
Estimated number of shares returned prior to the end of commitment period, % 10.0 10.0 10.0 10.0 10.0

* The fair value of share at grant date is the share’s grant date value less estimated dividend payments during the earning period.

** Number of shares earned in 2014 is an estimate.

The accrued expenses from the share based incentive plans recognised in the income statement in 2014 were a total of EUR 0.3 million (EUR 1.0 mill.). The liability recognised in the balance sheet in respect of share-based incentive plan at the end of 2014 was EUR 0.1 million (EUR 0.9 mill.). The company estimates that expenses to be recognised in 2015 from incentive plans realised before 2015 will be approximately EUR 0.2 million. Actual amount may differ from the estimated amount.