Company: NOKBF
Filing Date: 2025-02-13
Form Type: 6-K
Source: 0001104659-25-012639
Chunk: 14

Company: NOKIA CORP
Filing Date: 2025-02-13
Form: 6-K
Chunk 14
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 the             
 remuneration package of that individual in their prior role is taken into account. Generally, the Board will 
 seek to set the new President and CEO’s or Deputy CEO’s remuneration package in line with the Policy in      
 place at the time of appointment.                                                                            
 The Company may make additional cash and/or share-based awards as it deems appropriate and, if the           
 circumstances so demand, to take account of foregone remuneration by a candidate on leaving a previous       
 employer. Awards would, where possible, reflect the nature of awards forfeited in terms of delivery          
 mechanism (cash or shares), time horizons, attributed expected value and performance conditions. The         
 rationale and details of any such award will be disclosed in the Remuneration Report for the relevant year.  |

| 9 / 9 Remuneration Policy © 2025 Nokia                                                                     
 In the case of an internal appointment for the President and CEO or Deputy CEO, the Board retains the      
 ability to honor any legally binding legacy arrangements agreed prior to the individual’s appointment.     
 Where necessary, additional benefits may also be provided such as, but not limited to, relocation support, 
 expatriate allowances and any other benefits which reflect local market practice and relevant legislation. 
 Deviations from the Remuneration Policy                                                                    
 In accordance with the Finnish Corporate Governance Code, the Board of Directors may upon                  
 recommendation of the Personnel Committee, temporarily deviate from any sections of this Policy, at its    
 sole discretion, in the circumstances described below:                                                     
 • Upon change of the President and CEO or the Deputy CEO (if applicable) in accordance with the            
 recruitment policy;                                                                                        
 • Upon material changes in Company structure, organization, ownership and business (for example            
 merger, takeover, demerger, acquisition, etc.), which may require adjustments to STI and LTI plans or      
 other remuneration elements to ensure continuity of management;                                            
 • Upon material changes in or amendments to the relevant laws, rules or regulations;                       
 • Governmental or administrative orders (including tax authorities’ guidelines); or                        
 • In any other circumstances where the deviation may be required to serve the long-term interests and      
 sustainability of the Company as a whole or to assure its viability.                                       
 Any temporary deviation from the Policy will be reported in the Remuneration Report for the relevant year. 
 If a deviation decision has been taken, and the deviation is not considered temporary, the Board will      
 present the next Annual General Meeting with a revised Remuneration Policy.