Remuneration

Alligo has clear guidelines for executive remuneration, and the Annual General Meeting decides on Board fees and long‑term incentive programmes that support transparency, competitiveness and sustainable value creation.

Compensation to Group Management

Alligo’s guidelines for remuneration to Group Management are adopted by the AGM and are designed to ensure competitive, marketbased and longterm sustainable remuneration levels. The guidelines were adopted in 2022 and remain in force until new guidelines are approved, at least every four years.

Purpose and value creation

The remuneration model aims to attract and retain key competencies, support longterm value creation and strengthen Alligo’s strategic direction and competitiveness.

Compensation structure

The compensation consists of fixed salary, variable salary linked to clear performance targets, pension contributions and marketbased benefits. Fixed salary is reviewed annually and reflects responsibility, competence and performance. Variable remuneration may be paid if financial, operational and sustainabilityrelated targets are met and may amount to a maximum of 50% of fixed salary.

Pension and benefits

Senior executives are covered by definedcontribution pension plans with premiums up to 40% of fixed salary. Other benefits, such as company car or insurance, must be marketbased and form a limited share of total remuneration.

Notice and severance terms

Notice periods are up to six months in case of resignation and up to twelve months if terminated by the company. Severance pay may amount to twelve months’ salary.

Possibility of deviations

The Board may temporarily deviate from the guidelines if there are special reasons and a deviation is necessary to protect the company’s longterm interests.

Decisionmaking process

Remuneration for the CEO is decided by the Board following recommendations from the Remuneration Committee. The committee also decides on remuneration for other senior executives within the established guidelines and in dialogue with the CEO.

The Board’s remuneration report

Since 2021, the Board has prepared an annual remuneration report describing how the guidelines for senior executive remuneration have been applied during the financial year. The report outlines total remuneration to the CEO and Deputy CEO and provides an overview of Alligo’s share‑based incentive programmes. It confirms that the guidelines adopted by the 2022 AGM were followed without deviations. The report is prepared in accordance with the Swedish Companies Act and the rules issued by the Swedish Corporate Governance Board and is verified by the company’s auditors.

Board Remuneration

In accordance with the resolution of the 2025 Annual General Meeting, total Board fees amount to SEK 2,765,000, an increase due to the Board expanding to seven members:

• Chair of the Board: SEK 785,000
• Other Board members: SEK 330,000 each

Committee fees:

• Chair of the Audit Committee: SEK 150,000
• Member of the Audit Committee: SEK 75,000
• Chair of the Remuneration Committee: SEK 100,000
• Member of the Remuneration Committee: SEK 50,000

Board members may invoice their fees through a wholly owned company if tax conditions allow and if cost‑neutral for Alligo. In such cases, the invoiced amount is adjusted for social security contributions and VAT according to applicable regulations.