The Group's remuneration strategy

SEB’s competitive remuneration structure aims to attract and retain committed
and competent employees who contribute to SEB’s long-term success.

Remuneration is an important component of SEB’s total employee offering where the aim is to attract and retain ambitious employees who are eager to continuously develop and embrace new ways of working. Employee remuneration shall encourage high performance, sound and responsible behaviour, and risk-taking that is aligned with SEB’s behaviours and the level of risk appetite set by the Board. It shall promote the employees’ long-term commitment to create sustainable value for customers and shareholders. Remuneration is based on experience, responsibility and performance. Performance is evaluated on the basis of financial and non-financial goals, with SEB’s behaviours as a starting point.

Remuneration policy

SEB’s remuneration principles, structure and governance are laid out in the Remuneration Policy. An integral part of the policy is the emphasis on the alignment between remuneration and the bank’s strategy, goals, behaviours and long-term interests, as well as the connection to individual performance. 

SEB believes that each employee’s position, long-term performance and value creation shall be reflected in an appropriate total remuneration. The remuneration offering and its components are structured in different ways for different employee categories to create the best balance. Remuneration shall be competitive in the markets and segments where SEB operates.

SEB’s remuneration structure, processes and reviews shall always support equal opportunities and secure non-bias, fair and transparent remuneration decision-making.

An employee’s individual remuneration shall reflect the complexity, responsibility and leadership qualities required of the role, as well as the individual’s own performance. SEB regularly evaluates employee performance and development, based on transparent and individual financial and non-financial targets derived from the business plan and with SEB’s behaviours as the starting point.

The policy also sets the requirements for all remuneration decisions, both in general and at the individual level. All decisions are to be approved at least at a level corresponding to the remuneration-setting managers’ manager (grandparent principle).