Remuneration at Swedbank Pay is aimed at attracting and retaining a diverse workforce with the ability, experience, and skills to deliver on PayEx’s strategy in an inclusive and equal work environment.

Remuneration philosophy

Swedbank Pay applies a total remuneration approach which aims to counteract excessive risk-taking and incentivize employees to deliver sustainable performance that is consistent with Swedbank Pay's strategic goals as well as healthy and effective risk management. Remuneration is individually based, in accordance with collective bargaining agreements, and shall encourage employee performance in line with Swedbank Pay's goals, strategy, and vision, as well as individual behaviors that are consistent with Swedbank Pay's values (Open, Simple, Caring).

Swedbank Pay offers remuneration that is derived from business and local market needs and set independently of gender, transgender identity or expression (i.e. gender-neutral), sexual orientation, race, color, ethnic or social origin, genetic features, language, membership of a national minority, property, birth, political opinion, religion, or other belief, disability, or age. Remuneration at Swedbank Pay is aimed at attracting and retaining a diverse workforce with the ability, experience, and skills to deliver on Swedbank Pay's strategy in an inclusive and equal work environment.

Remuneration components

The majority of employees at Swedbank Pay have a fixed remuneration component which, including pension and other benefits, represents their total remuneration. Fixed remuneration constitutes the primary component of remuneration at Swedbank Pay. It reflects the nature and responsibility of the position held, individual employee performance, and market conditions. Pension benefits are generally granted in accordance with collective bargaining agreements, rules, and practice in the country where each employee is permanently resident.