Notice of Annual General Meeting 2022 of AB Fagerhult (publ)
Shareholders of AB Fagerhult (publ2.), Corporate Identity Number 556110-6203 (“Fagerhult” or the “Company”), are hereby given notice of the Annual General Meeting of the Company to be held on Tuesday, 26 April 2022 at 5:00 p.m. in Fagerhult, Fagerhults Belysning AB’s offices, Åvägen 1, SE-566 92, Habo, Sweden.
CONTINUED CONSIDERATIONS DUE TO COVID-19
Fagerhult is mindful of the health of our shareholders, the Company’s members of the Board of Directors and of its employees and will comply with all applicable restrictions and limitations. Even if most of the restrictions and limitations are no longer in force, we kindly ask everyone who is planning to attend the AGM to be aware of any signs of symptoms related to the Covid-19 virus and continue to respect the recommendations and guidelines in this respect.
Shareholders wishing to take part in the AGM must be registered in the shareholders’ register kept by Euroclear Sweden AB no later than Thursday, 14 April 2022 and register their attendance with Fagerhult no later than 20 April 2022.
Registration can be done via https://anmalan.vpc.se/euroclearproxy or by telephone on +46 (0)8-402 90 19 or by post to AB Fagerhult, Årsstämma, c/o Euroclear Sweden AB, P.O. Box 191, SE-101 23 Stockholm, Sweden. When registering, shareholders are required to indicate their name, personal/corporate identity number, address, telephone number, registered shareholding along with information on any proxies and assistants. Persons attending the AGM under a power of attorney are required to submit the power of attorney to Fagerhult before the meeting by sending in the power of attorney through the website above or by ordinary post on the address above.
Holders of nominee-registered shares must, to be entitled to attend the AGM, temporarily have their shares registered in their own name through their nominee to ensure that they are registered in the shareholders’ register before 14 April 2022.
Fagerhult's annual report and auditor's report, consolidated accounts and consolidated auditor's report, the board's remuneration report and the auditor's opinion regarding the remuneration guidelines are presented by keeping them available at the Company, at Åvägen 1, 566 80 Habo, Sweden and at www.fagerhultgroup.com.. The AGM share register is provided by the Company at the above address.
For information on how your personal data is processed, see: https://www.euroclear.com/dam/ESw/Legal/Privacy-notice-bolagsstammor-engelska.pdf
B. PROPOSED AGENDA
1. Opening of the AGM
2. Election of a Chairman for the AGM
3. Election of minute-checkers
4. Approval of the agenda
5. Preparation and approval of the list of voters
6. Determination of whether the AGM has been duly convened
7. Presentation of the annual report and audit report and the consolidated accounts and consolidated audit report
8. Resolution on adoption of the income statement and balance sheet and the consolidated income statement and balance sheet
9. Resolution on the distribution of the Company’s profit or loss according to the adopted balance sheet
10. Resolution on release from liability for each of the Directors and the CEO
11. Determination of the number of Directors and Deputy Directors
12. Determination of fees to be paid to the Directors and auditors
13. Election of a Chairman and Vice Chairman of the Board and other Directors
14. Election of auditors
15. Principles for the composition of the Nomination Committee
16. Determination of principles for remuneration to senior management
17. Submission of the remuneration report for approval
18. Resolution on a performance-based share-savings plan for invited participants being employed in the Fagerhult Group (2022 Performance-based Share-Savings Plan)
19. (a) Authorisation to purchase own shares, (b) authorisation to transfer own shares, and (c) transfer of own shares to the 2022 Performance-based Share-Savings Plan
20. Closure of the AGM
Item 2 Proposed election of a Chairman for the AGM
A Nomination Committee consisting of Jan Svensson as Chairman of the Board of AB Fagerhult (co-opted not entitled to vote), Johan Hjertonsson representing Investment AB Latour, Johan Ståhl representing Lannebo Fonder, Jan Särlvik representing Nordea Funds and Jannis Kitsakis representing The Fourth Swedish National Pension Fund (AP4) (the “Nomination Committee”) proposes that Jan Svensson be appointed to chair the AGM, or in his absence, the one appointed instead by the Nomination Committee.
Item 9 Proposed dividend
The Board proposes that a dividend of SEK 1.30 per share, or a total of SEK 228 990 813, be paid and that the remaining funds, MSEK 3 664 be carried forward. The proposed record day is 28 April 2022. If the shareholders attending the AGM approve the proposal, it is estimated that the dividend will be distributed by Euroclear Sweden AB beginning on 3 May 2022.
Item 11 Proposal for the number of Directors
The Nomination Committee proposes that the AGM appoint six Directors with no Deputy Directors.
Item 12 Proposal for fees to be paid to the Directors and auditors
The Nomination Committee proposes that fees to be paid to the members of the Board of Directors, are as follows: SEK 980,000 to the Chairman of the Board and SEK 380,000 to each of the other Directors. It is thus proposed that total Directors’ fees of SEK 2,880,000 be paid. It is proposed that the Chairman of the Audit Committee be paid SEK 130,000 and other member(s) of the Audit Committee be paid SEK 78,000. It is proposed that the Chairman of the Remuneration Committee be paid SEK 50,000 and the other member(s) of the Remuneration Committee be paid SEK 25,000.
It is proposed that fees be paid to the auditors on the basis of approved invoices, as in previous years.
Item 13 Proposal for election of a Chairman of the Board, a Vice Chairman of the Board and other Directors
The Nomination Committee, representing owners holding approximately 65,6 per cent of the capital and votes, proposes that the regular directors Jan Svensson, Eric Douglas, Cecilia Fasth, Annica Bresky and Teresa Enander be re-elected to the Board.
Morten Falkenberg will not stand for re-election in 2022, and it is proposed that Magnus Meyer will be elected to the Board, replacing Morten Falkenberg.
Magnus Meyer, born 1967 was previously President of WSP in Sweden and most recently President and CEO of WSP Europe. Prior to that, he was CEO of the architectural firm Tengbomgruppen AB for several years. He has also held various senior positions at GE Real Estate and Ljungberggruppen AB, and worked as a technical attaché in the USA. Magnus sits on several company boards, including HiQ, Goodbye Kansas, Kinnarps AB, Slättö Förvaltning AB, Coor Service Management and Vasakronan AB. Magnus holds a master degree in engineering and a technology licentiate degree in construction and information technology, from the Royal Institute of Technology (KTH), Stockholm.
It is further proposed that Jan Svensson be appointed Chairman and that Eric Douglas be appointed Vice Chairman.
Item 14 Election of auditors
The Nomination Committee proposes that the registered auditing firm KPMG AB be appointed auditors for the period until the next AGM, in accordance with the Audit Committee’s proposal. The auditing firm has announced that Authorized Public Accountant Mathias Arvidsson will serve as chief auditor, provided that the firm is elected.
Item 15 Proposal regarding principles for the composition of the Nomination Committee
The Nomination Committee proposes that the AGM continue to adopt the principles for the composition of the Nomination Committee for the 2022 AGM as was adopted for the 2019, 2020 and 2021 AGMs, primarily as follows:
AB Fagerhult is to have a Nomination Committee comprising a representative of each of the four largest shareholders or owner groups in terms of the number of votes plus the Chairman of the Board who shall be co-opted (Sw. adjungerad) without the right to vote.
The Nomination Committee is to be formed after the Chairman of the Board has identified the four largest shareholders in the Company in terms of the number of votes that are to make up the Nomination Committee along with the Chairman. The identity of these shareholders is to be based on the shareholders’ register and list of nominees maintained by Euroclear Sweden AB and refer to those shareholders registered under their own names or as members of an owner group as per 31 August 2022. It is not necessary to change the composition of the Nomination Committee if only marginal changes in the ownership of shares occur after this control date.
If one of the four largest shareholders waives their right to appoint a representative, this right is then transferred to the next shareholder that has the largest shareholding of the shareholders not identified as one of the four largest shareholders on the same date. The names of the four members and the names of the shareholders that they represent are to be published not later than in connection with the Company’s interim report for the third quarter, and the name of the people who can be contacted to discuss Nomination Committee matters is also to be published. The mandate period of the Nomination Committee is until a new Nomination Committee is appointed.
Item 16 Proposal for principles for remuneration to senior management
The Board proposes that the AGM approve the following guidelines for remuneration to senior management. Senior management refers to the CEO and members of senior management of the Fagerhult Group.
The guidelines are forward-looking, i.e. they are applicable to remuneration agreed, and amendments to remuneration already agreed, after adoption of the guidelines by the AGM. These guidelines do not apply to any remuneration decided or approved by the general meeting of the Company.
For information regarding the Company’s business strategy, please see www.fagerhultgroup.com.
A prerequisite for the successful implementation of the Company’s business strategy and safeguarding of its long-term interests, including its sustainability, is that the Company is able to recruit and retain qualified personnel. To this end, it is necessary that the Company offers competitive remuneration.
These guidelines enable the Company to offer the senior management a competitive total remuneration.
The remuneration to senior management supports the Company’s strategy and long term development and sustainability in several ways. Firstly, the total compensation is scheduled during the current year as a basic salary plus the annual bonus aimed at improving the overall result. Most importantly the long-term incentive scheme seeks performance in the longer, two-three year term by focusing on sustained delivery. Secondly, the annual bonus scheme is frequently focused on specific longer term aspects, for example sustained growth. Also, the annual schemes and long term schemes tie employees in together working in teams. Fixed annual basic salaries for staff and senior management are reviewed simultaneously, thereby ensuring consistency of levels of increase. Often, there are many members of staff who are offered an annual bonus scheme, which again is tied to similar performance criteria to those of senior management. The establishment and development of the senior management remuneration policy is made by a combination of the board and the remuneration committee, sometimes with input from the market outside.
Remuneration to the CEO and other senior management consists of basic salary, variable remuneration, other benefits and pensions. The balance between basic salary and variable remuneration is to be in proportion to the employee’s responsibilities and authority.
For the CEO, annual variable remuneration is capped at six months’ salary. The variable salary is based on the Fagerhult Group’s earnings per share. For other senior management, annual variable remuneration is capped at 30-50 per cent of basic salary. Variable remuneration is set in relation to the Fagerhult Group’s earnings per share as well as individual targets.
The retirement age of the CEO and other senior management is 65. For the CEO, pension contributions representing 35 per cent of the fixed annual salary are paid. Pension benefits for other senior management are paid within the framework of applicable supplementary pension plans (ITP) for salaried employees.
For the CEO, the notice period for termination of employment is twelve months if termination is initiated by the Company and six months if initiated by the CEO. If termination is initiated by the Company without reason for termination, the CEO is entitled to severance pay corresponding to 12 months’ salary. Severance pay is deducted against other earned income.
For other senior management, the notice period is 12 months if initiated by the Company, and six months if initiated by the employee. No separate agreements exist regarding retirement age, future pension or additional severance pay.
The Board shall have the right to depart from these guidelines if there are special reasons for this.
Item 17 Submission of the remuneration report for approval
The Board proposes that the AGM approve the Board’s remuneration report for 2021. The remuneration report is held available in accordance with what is stipulated above in this notice under the section Documents.
Item 18 – Resolution on performance-based share-savings plan for invited participants being employed in the Fagerhult Group
The Board proposes that the AGM resolve to approve a performance-based share-savings plan (the “2022 Performance-based Share-Savings Plan”) for Fagerhult as well as the transfer of repurchased shares as part of the 2022 Performance-based Share-Savings Plan, in accordance with the below.
If the AGM resolves to approve the 2022 Performance-based Share-Savings Plan, the Board intends to subsequently present information on target levels and outcomes at the AGM in 2025.
2022 PERFORMANCE-BASED SHARE-SAVINGS PLAN
1.1 Overview of the 2022 Performance-based Share-Savings Plan
The reasons for the proposed 2022 Performance-based Share-Savings Plan is to strengthen the Company’s ability to recruit and retain employees, spread and expand share ownership among the employees and create a shared focus in the Group for the employees concerned. Through a share-based incentive scheme, the employees’ remuneration can be tied to the Company’s future earnings and capital growth. This places the emphasis on long-term capital growth, ensuring that shareholders and the employees concerned have the same goal.
The plan covers up to approximately 90 members of senior management and key individuals in the Fagerhult Group. To participate in the plan, participants will be required to invest in Fagerhult shares. After the vesting period, the participants will be allocated shares of Fagerhult free of charge subject to fulfilment of certain terms and conditions. These “performance share awards” will entitle participants to receive shares of Fagerhult provided that they have remained employees of Fagerhult during the vesting period and held their full investment in Fagerhult shares during that period. The allocation of shares is also subject to achievement of a financial performance target set in relation to Fagerhult’s earnings per share during the financial years 2022–2024.
1.2 Participants in the 2022 Performance-based Share-Savings Plan
Up to approximately 90 members of senior management and key individuals of the Fagerhult Group will be invited to participate in the 2022 Performance-based Share-Savings Plan. Additional senior management and key individuals that have been recruited but have not yet begun their employment at Fagerhult before the deadline for enrolment in the plan may be offered to participate on condition of commencement of employment.
1.3 Private investment and allocation of Performance Share Awards
To be entitled to participate in the plan, participants will be required to acquire shares of Fagerhult at market price (“Savings Shares”) for a value representing at least 2.5 per cent and no more than 12 per cent of the participant’s annual base salary. References to the annual base salary means the participant’s base salary, i.e. pre-tax, effective from 1 January 2022. The maximum number of Saving Shares each participant may acquire is calculated using a share price of SEK 57,29, which equals the volume weighted average share price of the Fagerhult share on Nasdaq Stockholm during February 2022.
If the participant has access to insider information and is therefore prevented from acquiring shares of Fagerhult in connection with enrolment in the plan he or she will be required to complete the acquisition of shares as soon as possible, but before the next AGM. For the participants, each Savings Share entitles the holder to four performance share awards (“Performance Share Awards”). Allocations of Fagerhult shares will be made no earlier than the day after publication of Fagerhult’s interim report for the first quarter of 2025 and, normally, no later than two weeks thereafter (the “Vesting Period”).
1.4 Terms and conditions for Performance Share Awards
Performance Share Awards are subject to the following terms and conditions:
• Performance Share Awards are allocated free of charge.
• Each Performance Share Award entitles the holder to obtain one Fagerhult share free of charge provided that the participant remains an employee of the Fagerhult Group and has not sold any of the Savings Shares which he or she originally held during the Vesting Period. The allocation of shares is also subject to achievement of a financial performance target.
• Participants do not have the right to transfer, pledge or sell Performance Share Awards or to exercise any shareholder rights in respect of their Performance Share Awards during the Vesting Period.
• The gain per allocated share is limited to SEK 170 (excluding any compensation which participants may receive in any extraordinary dividends), which is approximately 3 times the volume weighted average share price of the Fagerhult share on Nasdaq Stockholm during February 2022. If the gain were to exceed this limit, the number of Fagerhult shares allocated to each participant will be reduced accordingly.
1.5 Performance Share Awards
The number of Performance Share Awards entitling the holder to an allocation of shares is contingent on achievement of a target range, as defined by the Board, for Fagerhult’s earnings per share during the financial years 2022–2024. The outcome will be measured on a straight-line basis between a defined minimum level and a defined maximum level. If the minimum level of the target range is not achieved, the Performance Share Awards will not entitle the holder to any shares, and if the maximum level of the range is achieved, each Performance Share Award will entitle the holder to one share.
1.6 Design and administration
The Board, or a committee specially appointed by the Board, will be responsible for the precise design and administration of the 2022 Performance-based Share-Savings Plan as well as the detailed terms and conditions applying between Fagerhult and participants in the plan, subject to the terms and conditions and guidelines described herein. In connection therewith, the Board will have the right to define divergent terms and conditions for the plan in respect of aspects such as the Vesting Period and allocation of Fagerhult shares in the event of termination of employment during the Vesting Period that is due to early retirement, for instance. The Board will also have the right to make adjustments for the purpose of meeting specific rules or market conditions outside Sweden. In the event that it is not possible to deliver shares at reasonable cost and with a reasonable administrative input to persons outside Sweden, the Board will have the right to instead offer cash settlement to a participant. In case of significant changes in the Company or in the market, the Board will have the right to reduce the final allocation of Fagerhult shares or wholly or partly terminate the plan ahead of schedule without compensation to the participants.
The maximum number of shares of Fagerhult that may be allocated under the 2022 Performance-based Share-Savings Plan is limited to 1,136,364, or roughly 0,64 per cent of the total outstanding number of shares and votes.
In accordance with the precise rules to be defined by the Board, the number of shares and/or the performance targets covered by the 2022 Performance-based Share-Savings Plan may become subject to restatement due to a bonus issue, share split or reversed share split, rights issue, mergers, acquisitions, divestment of divisions or similar action taken by Fagerhult, having regard to generally accepted practice for equivalent incentive schemes and to the intent of the Performance-based Share-Savings Plan. The number of shares may also be restated for the purpose of compensating participants in case of payment of an extraordinary dividend. Any restatement of the number of shares may also result in the restatement of the limit on the gain per share.
1.8 Estimated costs for and value of the 2022 Performance-based Share-Savings Plan
Performance Share Awards cannot be pledged or transferred to other parties. It is, however, possible to calculate an estimated value for each right. The Board has estimated the average value of each Performance Share Award at about SEK 55. The estimate is based on generally accepted valuation models using the closing price for Fagerhult shares on 1 March 2022, the SEK 170 limit on the gain per share, performance data for Fagerhult shares and estimated future dividends.
Assuming that approximately 50 per cent of the persons that have been offered to participate in the plan choose to do so and a 50 per cent achievement of the financial performance targets, the total estimated value of the Performance Share Awards is approximately MSEK 10,8. The value represents around 0,11 per cent of Fagerhult’s stock market capitalisation on 1 March 2022. Costs will be recognised as personnel costs in the income statement over the Vesting Period, in accordance with IFRS 2 Share-based Payment. In accordance with UFR 7, social security contributions will be charged to the income statement over the Vesting Period. Social security costs will be calculated based on Fagerhult’s share price performance during the Vesting Period and the allocation of Performance Share Awards. Based on an annual share price growth of 10 per cent over the term of the plan and a Vesting Period of around three (3) years, the cost of the 2022 Performance-based Share-Savings Plan, in terms of personnel costs is estimated at around MSEK 3.4, which on an annual basis represents about 0,15 per cent of Fagerhult’s total personnel costs in the 2021 financial year.
1.9 Effects on key performance indicators
In case of 50 per cent participation in the 2022 Performance-based Share-Savings Plan, Fagerhult’s personnel costs are expected to increase by around MSEK 3.4 and on a pro forma basis for 2021, these costs represent a negative impact on Fagerhult’s operating margin of about 0,05 percentage points and a decrease in earnings per share of about SEK 0,01. The Board deems, however, that the positive effects on earnings that are expected to result from increased share ownership among senior management and persons in senior managerial positions, which may be further increased through the plan, outweighs the costs related to the 2022 Performance-based Share-Savings Plan.
To be able to implement the 2022 Performance-based Share-Savings Plan in a cost-effective and flexible manner, the Board has considered different methods for ensuring delivery of Fagerhult shares to participants in the 2022 Performance-based Share-Savings Plan. In view of these considerations, the Board intends, in the first hand, to ensure delivery of Fagerhult shares under the 2022 Performance-based Share-Savings Plan by transferring treasury shares held by Fagerhult to the participants as set out in the proposal in item 19 (c) on the agenda. Such transfer of repurchased Fagerhult shares is subject to qualified majority voting.
To the extent that the Board’s proposed resolution on the transfer of repurchased shares to the participants does not obtain the required majority, the Board intends, in the second hand, to conclude a share swap agreement with a third party to ensure delivery of Fagerhult shares to the participants. Hence, it is proposed that the Board have the right to transfer shares repurchased on Nasdaq Stockholm in order to fund potential costs related to the agreement and plan, as set out in the proposal in item 19 (b) on the agenda. Such transfer of repurchased Fagerhult shares is subject to qualified majority voting. If the required majority is not obtained, the Board intends to conclude a share swap agreement and fund the agreement by other means than the transfer of repurchased shares.
1.11 Drafting of the proposal
The 2022 Performance-based Share-Savings Plan was initiated by the Board and has been formulated in consultation with external advisors. The plan has been drafted in the Board’s Remuneration Committee and discussed at Board meetings in the first months of 2022.
1.12 Other incentive schemes in Fagerhult
At Fagerhult’s AGMs from 2012 to 2019 (inclusive) and 2021 it was resolved to introduce performance-based share-savings plans, which are similarly designed as the 2022 Performance-based Share-Savings Plan. A performance-based share-savings plan was not introduced in 2020. For a description of the performance-based share-savings plans adopted at the AGMs in 2012 to 2019 and 2021, see the Company’s 2021 Annual Report. Apart from these, there are no other previous share-based incentive schemes in Fagerhult that the Company is participating in and paying for.
1.13 Resolutions proposed by the Board
With reference to the above description, the Board proposes that the AGM resolve to introduce the 2022 Performance-based Share-Savings Plan and to authorize the Board to enter into share-swap agreements in accordance with what is set out in section 1.10 (Hedging) above.
1.14 Majority requirement
The Board’s proposed resolution on the introduction of the 2022 Performance-based Share-Savings Plan requires the support of shareholders representing more than half of the votes cast at the AGM.
Item 19 (a)–(c) Authorisation to purchase own shares, authorisation to transfer own shares and transfer of own shares to the participants in the 2022 Performance-based Share-Savings Plan
(a) AUTHORISATION TO PURCHASE OWN SHARES
The Board proposes that the AGM resolves to authorise the Board to purchase own shares, on one or several occasions, during the period until the next AGM, in accordance with the following:
- Acquisition of own shares must be made on Nasdaq Stockholm.
- Own shares may be acquired to the extent the Company’s holdings of own shares in total amounts to no more than one tenth of all shares in the Company.
- Shares may be purchased on Nasdaq Stockholm at a price which is within the registered spread, defined as the spread between highest bid price and lowest ask price.
- Payment shall be made in cash.
The purpose of the proposal is to be able to use repurchased shares in connection with possible acquisitions and for the company's share-related incentive program and to be able to adapt the company's capital structure and thereby contribute to increased shareholder value.
(b) AUTHORIZATION TO TRANSFER OWN SHARES
The Board proposes that the AGM resolves to authorise the Board to resolve on transfer of own shares on one or several occasions during the period until the next AGM in accordance with the following.
- Transfer of own shares must be made either on Nasdaq Stockholm or in another manner.
- Transfer of own shares may be made with disapplication of the pre-emption rights of existing shareholders.
- The maximum number of shares that may be transferred is the total number of own shares held by the Company at the time of the Board’s resolution to transfer the shares.
- Transfer of own shares on Nasdaq Stockholm shall be made at a price within the stock market price interval registered at any given time, such interval being the interval between the highest purchase price and the lowest sales price; transfer of own shares in another manner shall be made at a minimum price that shall be determined in close connection with the shares’ quoted price at the time of the Board’s resolution to transfer the shares.
- Payment for the transferred shares may be made in cash, by contribution in kind or by set-off.
- The Board is entitled to determine the other terms and conditions of the transfer which, however, shall be in accordance with the market practice.
The reasons for the proposed authorisation to transfer own shares and for the deviation from the shareholders’ preferential rights are to cover costs relating to incentive schemes and, if necessary, to enable the implementation of the 2022 Performance-based Share-Savings Plan by funding potential costs related to the share swap agreement.
(c) TRANSFER OF OWN SHARES TO THE PARTICIPANTS OF THE 2022 PERFORMANCE-BASED SHARE-SAVINGS PLAN
The Board proposes that the AGM resolves to approve the transfer of repurchased shares on the following terms: (i) A maximum of 1,136,364 Fagerhult shares may be transferred to participants in the 2022 Performance-based Share-Savings Plan (or such higher number as may result from restatement due to a bonus issue, share split or reverse share split, rights issue, mergers, acquisitions, divestments of divisions or similar action taken by Fagerhult, in accordance with generally accepted practice for equivalent incentive schemes and to the intent of the 2022 Performance-based Share-Savings Plan), (ii) Shares will be transferred without payment at the time when and on the terms and conditions under which participants in the 2022 Performance-based Share-Savings Plan are entitled to receive allocations of shares. The reasons for disapplication of the pre-emption rights of existing shareholders is that the transfer of shares forms part of the implementation of the 2022 Performance-based Share-Savings Plan. Therefore, and in view of what is stated above, the Board considers that it will be to the benefit of Fagerhult to transfer shares in accordance with the proposal.
The Board may, prior to the AGM in 2025, propose that the AGM resolve to authorise the transfer of treasury shares on Nasdaq Stockholm for the purpose of covering costs such as social security contributions for the 2022 Performance-based Share-Savings Plan.
The Board’s proposed resolutions pursuant to section 19 (a) and (b) above, requires the support of shareholders representing at least two-thirds of the votes cast and shares represented at the AGM.
The Board’s proposed resolution pursuant to section 19 (c) above requires the support of shareholders representing at least nine tenths of the votes cast and the shares represented at the AGM.
The Board’s proposal pursuant to section 19 (c) is subject to approval by the AGM of the Board’s proposal on the 2022 Performance-based Share-Savings Plan in accordance with item 18 of the agenda.
C. INFORMATION AT THE AGM
The Board and CEO shall, if requested by a shareholder, and if the Board considers that this can be done without material damage to the Company, disclose information on circumstances which could influence the assessment of an agenda item, circumstances which could influence the assessment of the Company’s or a subsidiary’s financial situation and the Company’s relationship to another company in the Group. Those wishing to submit questions in advance may do so by sending such inquiries to Michael Wood, CFO and IR contact, AB Fagerhult, Tegelviksgatan 32, 116 41 Stockholm, Sweden, or by e-mail to firstname.lastname@example.org.
D. NUMBER OF SHARES AND VOTES IN THE COMPANY
At the time of this notice, the total number of shares and votes in the Company is 177,192,843. Fagerhult currently holds 1,046,064 treasury shares, representing 1,046,064 votes, which cannot be represented at the AGM.
Habo, 24 March 2022
AB Fagerhult (publ.)
The Board of Directors
Bodil Sonesson, CEO, +46 722 23 76 02, email@example.com
Michael Wood, CFO, +46 730 87 46 47, firstname.lastname@example.org
The Fagerhult Group is one of Europe's leading lighting companies with 4,100 employees in 28 countries and a turnover of 7.100 MSEK in 2021. We consist of 12 brands organized into four business areas – Collection, Premium, Professional and Infrastructure.
All our brands produce high-quality professional lighting solutions and we work mainly on specifications together with our partners. Together we cover almost every professional lighting application and our presence is worldwide.