Share-based programmes in 2009 

Option programme (2009)
The Group has an option programme introduced in 1999, however the last options granted under this programme were granted in 2007 and there is currently no intention to issue any in the future.

Two share-award programmes (2009)
The two share-based programmes (Restrictive and Performance Share Programmes) that were introduced in 2004 have been continued in 2009. The weighting between plans has been changed with a higher percentage of grants being under the performance related plan. The 2007 programme for Group Executives remains in place, but no additional grants were made. Between 2005–2009 new share based programmes were launched each year. From 2009 new long term incentive programmes are performance share programmes only.

The regular performance related plan will deliver awards over a three-year period starting 1 March 2010, based on the Group performance during each of the preceding financial years. If the target is not reached no shares will be granted, but if the target is exceeded, up to 150% of the granted shares can be vested. The target is set annually by the Remuneration Committee and for 2009 was based on reaching target levels for the Group Free Cash Flow. A total number of 1 540 000 shares were granted in 2009 and the vesting can then vary according to the company result between 0 – 2 310 000 shares.

The second programme - the restricted share plan - is not performance related.

Under all share programmes, the rights to shares are lost if the employee resigns his position or employment is terminated by the company.

Early career talents (2009)
The Board also approves an annual allocation of shares under the Performance Share Plan to a maximum of 100 early career talents with the same vesting conditions as for the regular performance share plan.