Governance

Remuneration Committee

The purpose of the Remuneration Committee is to ensures that Tryg's remuneration is compliant with the agreed policies and incentive structure. 

About the Remuneration Committee

The Remuneration Committee's work is based on Tryg's remuneration policy and guidelines for incentive structure 

Composition

The committee consists of 4-5 members which are elected by and amongst the members of the Supervisory Board in Tryg A/S.

The committee is chaired by the Chairman of Supervisory Board.

The committee must be represented by at least one person who is member of both the Supervisory Board of Tryg A/S as well as the Supervisory Board of TryghedsGruppen, at least one member without any affiliation with TryghedsGruppen and one employee representative.

Besides the remuneration committee’s members, employees with relevant educational background and experience from Tryg’s HR department, are also involved in preparation and compliance to the remuneration policy. The remuneration committee also receive support from external advisers like Kromann Reumert and PwC if needed. 

Meetings 

The Remuneration Committee held 4 meetings in 2018 and two meetings on written basis.  

Members

  • Jukka Pertola (Chairman)
  • Carl-Viggo Östlund (independent)
  • Ida Sofie Jensen
  • Tom Eileng (employee representative)     

Responsibilities

  • Recommend the remuneration policy (including general guidelines for incentive pay) to the Supervisory Board for approval prior to approval by the shareholders.

  • Prepare recommendations to the Supervisory Board as to which employees the company considers to be risk-takers.

  • Prepare recommendations to the Supervisory Board about elements that should be included in the remuneration of the Supervisory Board and the Executive Board as well as the amount of the specific remuneration.

  • Ensure compliance with the adopted remuneration policy (including guidelines for incentive pay).

  • Monitor that the information in the annual report on remuneration of the Supervisory Board, the Executive Board and risk-takers is correct, true and adequate.

  • Ensure that the Supervisory Board is kept informed of the market level of remuneration paid to the Supervisory Board and Executive Board of the company's peers, and, on behalf of the Supervisory Board, to follow practice in the area to ensure that any new forms of remuneration are discussed and considered by the Supervisory Board.