About us
Investors
Raute aims to ensure competitive returns for its investors. From the investor section you find Raute’s financial information as well as information about shares, investor relations, Raute’s governance and Raute as an investment.
Sustainability
We want to lead the industry towards a more sustainable future in engineered wood products.
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Lines & Machines
Lines
There is always a "fit-to-your-need" line from Raute's own offering for any and all production processes starting from log handling, running through veneer production to plywood, LVL, or solid wood panels.
Machines
The core of production lines is made of machines. Many of Raute’s machines can be installed into existing lines as modernizations, also to other brand but Raute lines.
Analyzers
Making the most out of your raw material is made possible by modern analyzing systems. Intelligent analyzers make the right decisions at right time. Raute offers a wide variety of different types of analyzers for veneer, plywood, LVL, and lumber production.
Future-proof your mill.
Raute offers services worldwide to maintain existing veneer, plywood, and LVL production machinery and to improve the production.
Raute’s remuneration is based on the following principles, which apply to all the company’s bodies and persons employed by Raute:
Supporting the growth of the company’s value Through remuneration, we support the implementation of the company’s mission, value proposition and strategy. We reward for the long-term growth of the company’s value.
Ensuring operational excellence We encourage strong performances and behavior that is in accordance with Raute’s values. We reward world-class expertise, performances, and results.
Responsibility, consistency, and competitiveness Remuneration is responsible and consistent and based on clear principles and structures. We offer a comprehensive and competitive remuneration package.
Remuneration Policy for Governing Bodies
Raute Corporation's Board of Directors has approved the remuneration policy on February 11, 2026. The Remuneration Policy for Governing Bodies will be presented in the Annual General Meeting 2026 for the advisory resolution. The policy applies to the remuneration of the Board and the President and CEO.
Download here.
Remuneration Report 2025
This remuneration report contains information about the remuneration of Raute Corporation’s Board of Directors (“Board”) and President and CEO (“CEO”) for the period for the financial year 2025. The Remuneration Report will be will be presented in the Annual General Meeting 2026 for the advisory resolution.
The Annual General Meeting decides on the remuneration of the members of the Board of Directors. The proposal for the Annual General Meeting is prepared by the Shareholders’ Nomination Board, in which the Chairman of the Board of Directors acts as an expert without being a member.
The Board of Directors decides on the remuneration of the President and CEO. In addition, the Board decides on the compensation paid to the President and CEO based on the expiry of the service contract. The Chair of the Board of Directors is responsible for preparing the decision proposal for the Board of Directors. Committees may be set up to support the work of the Board. The tasks of an appropriate committee may include the preparation of matters relating to the remuneration of the President and CEO.
The decision-making process in general is described in the following chart.
The remuneration payable and the basis for its determination are decided by the Annual General Meeting. The Shareholders’ Nomination Board prepares the proposal for the Annual General Meeting.
The remuneration of the Board of Directors consists of annual remuneration that is paid for the term of office. In addition, Board members may be paid an additional fee for committee work based on their attendance at meetings. Fees and additional remuneration shall be paid in cash. Board members’ travel expenses are compensated according to the company’s travel policy.
The members of the Board may not be employed by or have a service contract with the company. The company does not remunerate the Board members on any other grounds, nor does it grant them loans or provide any guarantees for them.
The members of the Board of Directors are not part of Raute’s short- or long-term remuneration systems.
The Annual General Meeting of 2025 set the following remunerations for Board members for the term 2025/2026: EUR 55 thousand to the Chair of the Board and EUR 27 thousand to Vice-Chair of the Board and to Board members.
The AGM also decided on the following remuneration for committee work:
Total remuneration paid to the Board of Directors in 2025:
The shareholdings of the Board of Directors are presented in the company’s web page Management's holdings.
Remuneration of Raute’s President and CEO includes a fixed salary with fringe benefits, performance-based annual variable pay and a long-term, share based incentives.
Remuneration elements and terms of employment of the President and CEO
Incentive plan available for calendar year, potential payouts taking place in following year.
Incentive plan is based on financial, strategic and operational targets, and the Board of Directors set the criteria for each year.
Target level short-term incentive for the CEO is 30% and maximum is 60% of the annual pay.
Performance share plans (PSP): 2023-2025 (possible payout in 2026), 2024-2026 (possible payout in 2027), 2025-2027 (possible payout in 2028)
For the CEO, the gross value of long-term incentive (LTI) earnings at the time of delivery is set at a maximum of 120% of the annual gross salary under PSP 2022–2024, and PSP 2023–2025. For PSP 2024–2026 and PSP 2025-2027, the maximum is set at 200% of the annual gross salary.
Restricted share plan (RSP): 2023-2025, payout in 2026
To manage potential volatility in share price, a pay cap is applied to Restricted Share Plan (RSP) grants. If the gross value of a share grant at the time of delivery exceeds 200% of its original grant value, the excess amount will not be paid to the participant.
Mobile phone, parking benefit.
The President and CEO is entitled to insurances such as health insurance, life and permanent disability, and business travel, and directors’ and officers’ liability insurance.
He participates in the company’s sickness fund.
The period of notice for the resignation or termination of employment of the CEO is six months.
If the employment relationship ends for a reason attributed to Raute, the CEO is entitled to severance pay equaling a 12 months’ full salary.
Remuneration of the CEO for Janauary 1-December 31, 2025:
For more information about the President and CEO remuneration, please see the Remuneration policy, Remuneration report and Incentive schemes section.
The Board of Directors decides on the remuneration of the RXB based on proposal from the President and CEO.
Overview of remuneration of RXB, excl. CEO during 2024:
RXB members are eligible for taxable benefits, such as mobile phone and car.
RXB members are entitled to insurances such as health insurance, life and permanent disability, and business travel, and directors’ and officers’ liability insurance.
They may participate on company’s sickness fund and utilize other company’s standard benefits for personnel.
In 2023 and 2024, RXB members had STI with up to a maximum of 40% of their annual fixed salary, potential payouts taking place in the year following the performance period. Incentive plan is based on financial, strategic and operational targets, and the Board of Directors decides the criteria for each year based on proposal from CEO.
For 2023, criteria is based on Group’s and business unit’s financial targets with 70-100% weighting and personal targets with 0-30% weighting. For 2024, criteria is based on Raute’s sustainability target (10% weighting), Group’s and business unit’s targets (70-90% weighting), and personal targets (0-20%).
RXB members are part of following company’s LTI plans:
Performance share plans (PSP)
During 2024, performance period of performance share plan from 2021-2023 had finished, and payouts took place.
There were three performance share plan periods on-going with RXB attendance: 2022-2024 (possible payout in 2025), 2023-2025 (possible payout in 2026), and 2024-2026 (possible payout in 2027).
The gross value of long-term incentive (LTI) earnings at the time of delivery is capped at 80% of the RXB member’s annual gross salary under PSP 2021–2023, PSP 2022–2024, and PSP 2023–2025. For PSP 2024–2026, the maximum is set at 135% of the annual gross salary.
Restricted share plans (RSP)
The earning period for the RSP 2021–2023 concluded, and the corresponding share payouts were executed during 2024.
The RSP 2022-2024 includes two payout periods: the first in 2024 and second in 2025. Payouts for the 2024 period have been completed.
For more information about LTIs, please see the Incentive schemes section.
The maximum long-term incentive allocations at grant in the ongoing Performance Plans during 2024 for the RXB are described as below:
In addition to this, RXB members have a share allocation of 6715 Raute’s shares in the on-going Restricted Share Program RSP 2022-2024, payment taking place in 2025. RXB members have share allocation of 23 363 Raute’s shares in the RSP 2023-2025. The payment will be made in two parts, first part in 2025 and the second part in 2026. RSP 2024-2026 has not been activated by the Board of Directors in 2024.
Remuneration paid for RXB excl. CEO in 2024*:
*RXB members during 2024:
The Group’s management and key personnel are covered by the company’s share-based longterm incentive plan. The system consists of a performance-based share reward system (Performance Share Plan “PSP”) as the main structure and a conditional share reward system (Restricted Share Program “RSP”) as a supplementary share reward system. The purpose of the plan is to align the objectives of the owners and management to develop the company’s value and to commit the management and key personnel to the company and to the achievement of the company’s strategic goals by offering them a competitive long-term incentive plan.
Performance Share plans
Company’s Performance Share Plan currently includes three 3-year performance periods, calendar years 2024-2026, 2025-2027 and 2026-2028. For each period two performance indicators are adopted. The performance indicators of the Performance Share Plan 2024-2026 is defined EBITDA targets with a weight of 60 percent and net sales targets with a weight of 40 percent. For the Plans 2025-2027 and 2026-2028 the first performance indicator is the EBITDA, and its weight is 70 percent. The second performance indicator is the net sales target, with a weight of 30 percent.
The earning period of the Plan 2023-2025 has ended and rewards based on performance measures will be paid after the completion of the financial statements in spring 2026.
The company’s Board of Directors decides separately when each plan commences, the length of its earnings period, the performance targets, the persons entitled to participate in the plan and the earnings opportunity.
PSP Plan 2024-2026PSP 2024-2026 started in the beginning of 2024 and it consists of a three-year earning period, for which two performance indicators are adopted. Another performance indicator is defined EBITDA targets with a weight of 60 percent. The other is defined net sales targets, which is weighted 40 percent. Based on both performance indicators potentially payable incentives will be paid after the expiry of the three-year program and finalization of the financial statements during the spring 2027 provided that the performance targets set by the Board of Directors are achieved.
PSP Plan 2025-2027PSP 2025–2027 started in the beginning of 2025 and it consists of a three-year earning period, with two performance indicators applied. The first performance indicator is the EBITDA, and its weight is 70 percent. The second performance indicator is the net sales target, with a weight of 30 percent. Any possible rewards based on both performance indicators will be paid after the three-year plan ends and the financial statements have been completed, in spring of 2028, provided that the performance targets set by the Board of Directors have been achieved.
PSP Plan 2026-2028PSP 2026–2028 started in the beginning of 2026 and it consists of a three-year earning period, with two performance indicators applied. The first performance indicator is the EBITDA, and its weight is 70 percent. The second performance indicator is the net sales target, with a weight of 30 percent. Any possible rewards based on both performance indicators will be paid after the three-year plan ends and the financial statements have been completed, in spring of 2029, provided that the performance targets set by the Board of Directors have been achieved.
Restricted share plans
In addition to the performance-based share reward system, which is based on the value and growth of the share, the company’s Board of Directors has established a conditional share reward system (Resticted Share Program "RSP") as a complementary long-term share-based incentive system. The program consists of individual programs that start annually, and there are currently three programs decided by the Board, covering the years 2024-2026, 2025-2027 and 2026-2028. Share allocations have not yet been made for the programs 2024-2026, 2025-2027 and 2026-2028. The earning period of the plan 2023-2025 has ended and payments will be made during 2026 in accordance with the plan rules.
Generic about share based plans
The rewards payable based on the Performance Share Plan and on the Restricted Share Program will at the company’s choice either be paid in listed shares of Raute or in cash based on the value of the share reward at the time of payment. The payment of the reward is conditional on the individual’s continued employment or service relationship with Raute.
In accordance with the ownership recommendation of the company abides by, the members of the company’s Executive Board are expected to accrue and, after attaining, to retain in their ownership an amount of the company’s shares that equals, for the CEO, his/her gross annual fixed salary, and for the other Executive Board members, their six months’ gross fixed salary. The members of the Executive Board are expected to use 50 per cent of the net bonus he/she receives from the plan to accrue his/her share ownership until such ownership meets the recommended level.
Remuneration report for 2024
Remuneration report for 2023
Remuneration report for 2022
Remuneration report for 2021
Remuneration report for 2020
Remuneration statement and remuneration report for 2019
Remuneration statement and remuneration report for 2018
Remuneration statement and remuneration report for 2017
Remuneration statement 2016 and Remuneration report for 2016
Remuneration statement 2015
Remuneration statement 2014
Remuneration statement 2013
Remuneration statement 2012
Remuneration statement 2011
Remuneration statement 2010
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