Remuneration.

Klarna has clear remuneration policies, instructions and processes, securing sound remuneration structures throughout the organization.

 

Klarna’s remuneration structure

Klarna has a remuneration structure that recognizes the importance of well-balanced but differentiated remuneration structures, based on business and local market needs, as well as the importance of being consistent with and promoting sound and efficient risk management not encouraging excessive risk-taking and short-term profits or counteracting Klarna’s long term interests.

The aim with the remuneration structure is to both support the ability to attract and retain talents in every position as well as support equal and fair treatment, but also to ensure that remuneration in Klarna is aligned with efficient risk management and compliant with existing regulations.

Klarna’s Board has confirmed this in the adopted Remuneration Policy, which is revised when it is necessary, at least annually.

 

Statement of remuneration in Klarna in accordance with the Swedish Financial Supervisory Authority’s regulatory framework

Here you find Klarna’s annual statements for the Klarna Group according to the Swedish Financial Supervisory Authority’s regulatory framework.

 
Ersättningssystem 2018 (SV)
Remuneration system 2018 (EN)
 
Ersättningssystem 2017 (SV)
Remuneration system 2017 (EN)
 
Ersättningssystem 2016 (SV)
Remuneration system 2016 (EN)
 
Ersättningssystem 2015 (SV)
 
Ersättningssystem 2014 (SV)
 
Ersättningssystem 2013 (SV)
 
Ersättningssystem 2012 (SV)
 
Ersättningssystem 2011 (SV)

 

Remuneration to the Board of Directors, the CEO and the Group Management Team

The Annual General Meeting decides on the Board member’s fees in accordance with Swedish law. It is Klarna’s Remuneration Committee that prepares proposals for the Annual General Meeting regarding these remunerations.

Klarna’s Board of Directors decides on remuneration to the CEO and other members of the CXO team, following proposals from the Remuneration Committee.