Group Executive Management

Headed by the Chief Executive Officer, the Group Executive Management consists of: The Chief Executive Officer, Chief Financial Officer, Head of Corporate Affairs, Head of Group People & Brand, Head of Group Communications, Head of Common Products and Services, Head of CEO Office, Head of Telia Sweden, Head of Telia Norway, Head of Telia Finland, Head of Lithuania, Estonia, Denmark and Moldova, Head of Telia Global and Head of TV & Media.

The CEO is responsible for the company’s business development and leads and coordinates the day-to-day operations in accordance with the guidelines and instructions of the Board of Directors.
The Group Executive Management holds meetings monthly. At these meetings, issues of strategic nature and group-wide importance are reviewed.


According to the Swedish Companies Act the annual general meeting shall adopt guidelines for remuneration to the executive management. The annual general meeting 2019 adopted the following guidelines.


Objective of the principles

The objective of the principles is to ensure that the Company can attract and retain the best people in order to support the purpose and strategy of the Company. Remuneration to Group Executive Management should be built on a total reward approach and be market relevant, but not leading. The remuneration principles should enable international hiring and should support diversity within Group Executive Management. The market comparison should be made against a set of peer group companies with comparable sizes, industries and complexity. The total reward approach should consist of fixed salary, pension benefits, conditions for notice and severance pay and other benefits.

Fixed salary

The fixed salary of a Group Executive Management member should be based on competence, responsibility and performance. The Company uses an international evaluation system in order to evaluate the scope and responsibility of the position. Market benchmark is conducted on a regular basis. The individual performance is monitored and used as a basis for annual reviews of fixed salaries.


Pension and retirement benefits should be based on a defined contribution model, which means that a premium is paid amounting to a certain percentage of the individual’s annual salary. When deciding the size of the premium the level of total remuneration should be considered. The level of contribution should be benchmarked and may vary due to the composition of fixed salary and pension. The retirement age is normally 65 years of age.

Other benefits

The Company provides other benefits in accordance with market practice. A Group Executive Management member may be entitled to a company car, health and care provisions, etc. Internationally hired Group Executive Management members and those who are asked to move to another country can be offered mobility related benefits for a limited period of time.

Notice of termination and severance pay

The termination period for a Group Executive Management member may be up to six (6) months (twelve (12) months for the President) when given by the employee and up to twelve (12) months when given by the Company. In case the termination is given by the Company the individual may be entitled to a severance payment. Remuneration during termination period and severance payment shall not exceed a maximum of twenty-four (24) months in total remuneration.

Severance pay shall not constitute a basis for calculation of vacation pay or pension benefits. Remuneration during termination period and severance pay will also be reduced if the individual will be entitled to pay from a new employment or if the individual will be conducting own business during the termination period or the severance period.

The Board of Directors may also deviate from the above principles if there in individual cases are special reasons for this. 

Evaluation of remuneration policy and programs

According to the Swedish Corporate Governance Code, the Board is to report the results of the evaluation of the application of the guidelines for remuneration that the annual general meeting has established, as well as the current remuneration structures and levels in Telia Company.

Evaluation of remuneration policy and programs according to the Code 9.1

Risk management

Risk management is an integral part of the Group's business control and follow-up. These operations serve to identify risks that may pose a threat to attaining business objectives and to propose measures to minimize these risks.

Security works with preventive security measures within security and crisis management. The unit is responsible for protecting the Group's property, IT systems and personnel and for safeguarding networks, services and customers against infringements and fraud.

The insurance coverage is managed by central guidelines and determined by business units or other units responsible for applicable risks.