Remuneration Policy of the Supervisory Board
This section provides a high-level overview of the remuneration policy of the Supervisory Board as adopted by the 2024 AGM and effective as per 1 January 2024.
Objective and guiding principles
The objective of the policy is to attract and retain qualified talent to perform the Supervisory Board’s duties and act in accordance with the interests of PostNL and its stakeholders. The policy is built on the following principles:
- Alignment
- Independence
- Transparent
- Compliant
- Simple
The Remuneration Committee takes multiple factors into account when determining compensation levels, including the type of role, the pay conditions of PostNL’s employees, societal context and relevant market developments. Compensation levels will be benchmarked at least every four years against the same peer group that is used for the Board of Management benchmark. PostNL aims to position compensation between the lower quartile and median levels of the peer group for all compensation elements of the policy. In line with the Code, the remuneration of the Supervisory Board is not related to the company performance and paid in cash only.
Fee Structure
The remuneration policy contains the following compensation elements:
- Board fees for chairman and members
- Committee fees for chairman and members
- Other benefits
- Expenses
The fee structure is included in the table below.
PostNL Fee Structure Supervisory Board
| Annual Board fees | |
|---|---|
| Chair | € 65,000 |
| Member | € 47,500 |
| Annual Committee fees | |
| Chair Audit Committee | € 10,000 |
| Chair Remuneration / Nomination / ESG Committee | € 9,000 |
| Member Audit Committee | € 7,500 |
| Member Remuneration / Nomination / ESG Committee | € 6,000 |
For more details regarding the 2024 remuneration policy of the Supervisory Board as well as the adjustments in the policy compared to the previous policy, we refer to our website.