Notice of Annual General Meeting of the shareholders in Intrum AB (publ)

The shareholders of Intrum AB (publ) are hereby summoned to the Annual General Meeting on Friday 29 April 2022, 14.30, at Filmstaden Sickla, Marcusplatsen 19, Nacka. Registration for the meeting starts at 13.30.

This document is an unofficial translation of the corresponding Swedish document. In the event of any discrepancies between this document and the Swedish version, the latter shall prevail.

Right to attend

Shareholders who wish to attend the Annual General Meeting shall

both            be entered in the company’s register of shareholders kept by Euroclear Sweden AB (not nominee-registered) by Thursday 21 April 2022; and

and             notify their intention to attend the meeting by Monday 25 April 2022 at the latest.

Notice of attendance

The notification shall be made in writing to Intrum AB (publ), “Årsstämma”, 105 24 Stockholm, by e-mail to agm@intrum.com or by phone +46 (8) 616 77 00 weekdays between 09.00 and 16.00. The notification shall include:

• name
• personal identity number / registration number
• telephone number (daytime)
• registered shareholding
• information about potential assistants (maximum two)
• where applicable, information about deputies or representatives

Shares registered in the name of a nominee

In order to be entitled to participate in the AGM, a shareholder whose shares are registered in the name of a nominee must, in addition to giving notice of participation in the AGM, register its shares in its own name so that the shareholder is listed in the presentation of the share register as of Thursday 21 April 2022. Such registration may be temporary (so-called voting rights registration), and request for such voting rights registration shall be made to the nominee in accordance with the nominee’s routines at such a time in advance as decided by the nominee. Voting rights registrations that have been made by the nominee no later than Monday 25  April 2022 will be taken into account in the presentation of the share register.

Proxy

Shareholders represented by proxy shall send the written, dated and by the shareholder signed proxy to the company in original in ample time before the annual general meeting. Attested copies of the certificate of registration (or equivalent authorization documents) evidencing the authority to issue the proxy, shall be enclosed if the proxy is issued by a legal entity.

A proxy form is available on the company’s website, www.intrum.com.

Processing of personal data

Personal data obtained from notifications, proxies and from the share register maintained by Euroclear Sweden AB will be used for the necessary registration and preparation of the voting list for the Annual General Meeting.

For further information on how your personal data is processed, see:

https://www.euroclear.com/dam/ESw/Legal/Privacy-notice-bolagsstammor-engelska.pdf

Miscellaneous

The shareholders are reminded of their right to ask questions to the Board and the CEO at the Annual General Meeting in accordance with Chapter 7, Section 32 of the Swedish Companies Act.

There are in total 121,720,918 shares and votes in the company at the time of the notice. At the day of the notice the company held 866 717 own shares.

Proposed Agenda

1. Opening of the Meeting
2. Election of Chairman of the Meeting
3. Preparation and approval of the voting list
4. Approval of the agenda
5. Election of persons to certify the minutes (and to count votes)
6. Determination of whether the Meeting has been duly convened
7. a) Presentation of the Board’s and the Board Committees’ work

b) Presentation by the CEO

8. Submission of the annual accounts and the auditor’s report, and consolidated accounts and auditor’s report on the consolidated accounts, for the financial year 2021
9. Resolution on adoption of profit and loss statement and balance sheet and consolidated profit and loss statement and consolidated balance sheet
10. Resolution on appropriation of profit
11. Resolution regarding discharge of liability of the Members of the Board and the CEO for the administration during 2021
12. Determination of the number of Board Members and Deputy Board Members.
13. Determination of remuneration to the Board Members and fee to the auditor
14. Election of Board Members and Deputy Board Members as well as Chairman of the Board
15. Election of auditor
16. Resolution regarding approval of the remuneration report
17. Resolution regarding guidelines for remuneration and other terms of employment for key executives
18. Resolution regarding long-term incentive program 2022 and authorization for the Board to resolve on acquisition and transfer of own shares
19. Resolution regarding authorization for the Board to resolve on acquisition and transfer of own shares
20. Conclusion of the Meeting

The Nomination Committee’s proposals for the Annual General Meeting 2022, including a motivation of the proposed Board

At the time of this Notice, the company has not received the Nomination Committee’s complete proposal for the AGM. This will be announced separately as soon as the company has received it.

Proposals by the Board

Item 10       Resolution on appropriation of profit

The Board and the CEO has proposed that the profits in the parent company at the disposal of the Annual General Meeting, consisting of share premium reserve of 17,441,835,284, retained earnings of SEK
-7,446,350,120 and the result for the year of SEK 216,493,301, in total amounting to SEK 10,211,978,465, is appropriated so that SEK 13.50 per share, in total SEK 1,631,531,714 is distributed to the shareholders and that the remaining balance of SEK 8,580,446,751 is carried forward. The amount that is proposed to be distributed to the shareholders and the amount that is proposed to be carried forward is based on all outstanding shares (excluding 866,717 shares held by the company) as per 22 March 2021.

The Board proposes 3 May 2022 as record day. If the Annual General Meeting resolves in accordance with the proposal, the dividend is expected to be paid out via Euroclear Sweden AB on 6 May 2022.

Item 16       Resolution regarding approval of remuneration report

The Board proposes that the Annual General Meeting resolves to approve the Board’s remuneration report according to Chapter 8 Section 53 a of the Swedish Companies Act.

Item 17       Resolution regarding guidelines for remuneration and other terms of employment for key executives

The Board proposes that the following guidelines for executive remuneration shall be approved by the Annual General Meeting. The proposal has been prepared by the Remuneration Committee of the Board.

The guidelines apply to the CEO and other members of Intrum’s Group Management Team (“GMT”). The guidelines are forward-looking, i.e. they are applicable to agreements on remuneration, and on amendments to remuneration already agreed, entered into after adoption of the guidelines by the Annual General Meeting 2022. These guidelines do not apply to any remuneration to be separately resolved or approved by the General Meeting.

The guidelines’ promotion of the company’s business strategy, long-term interests and sustainability

In short, Intrum’s business strategy is to continue to grow, both in existing and new markets, and to continue to build its position as the undisputed market leader within the credit management industry. For more information regarding the company’s business strategy, visions and goals,  please see www.intrum.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 employees. To this end, it is necessary that the company offers competitive remuneration. These guidelines enable the company to offer members of the GMT a competitive total remuneration.

Long-term share-related incentive programmes (“LTIPs”) have been implemented in the company. Such LTIPs have been adopted by the Annual General Meeting and are therefore excluded from these guidelines. The LTIP proposed by the Board to be adopted by the Annual General Meeting 2022 is excluded for the same reason, as well as similar programs to be adopted in the future. The proposed LTIP essentially corresponds to existing LTIPs. The LTIPs includes the GMT and other key employees in the company. The evaluation metrics used to assess the outcome of the LTIPs are distinctly linked to the business strategy and thereby to the company’s long-term value creation, including its sustainability.

Variable cash remuneration covered by these guidelines shall aim at promoting the company’s long-term business strategy and short-term interests, including its sustainability.

Forms of remuneration

Remuneration in the company should reflect job complexity, responsibility and performance, and it should be competitive in comparison with comparable companies within similar industries in the relevant geographies. The remuneration shall consist of the following components: annual fixed cash salary (“Base Salary”), annual variable cash remuneration, pension benefits and other benefits. Additionally, the General Meeting may – irrespective of these guidelines – resolve on, among other things, share-related or share price-related remuneration such as LTIPs.

Base Salary

The Base Salary is based on three cornerstones: job complexity & responsibility, performance and local market conditions. The Base Salary is subject to annual revision.

Short-Term Incentive Program

Intrum’s Short-Term Incentive Program (“STIP”) aims to drive, and is designed to vary with, short-term business performance, and is set for one year at a time. The evaluation metrics are individually decided for each member of the GMT, and consist of financial results (on group level or country level/s, as applicable) such as Cash EBIT and Cash Return on Invested Capital  . Members of the GMT may also have a smaller portion of targets linked to operational or non-financial metrics, such as Employee Engagement Index. The Board may also decide to adjust the metric targets or apply other similar evaluation metrics if deemed appropriate.

The maximum STIP pay-out is 100 percent of the Base Salary for the CEO and the CFO. For the other members of the GMT (except for the Chief Risk Officer, who is not eligible for STIP) the normal maximum STIP pay-out is 35 to 50 percent of the Base Salary.

To which extent the evaluation metrics for awarding STIP have been satisfied is evaluated and determined when the measurement period has ended. The company’s Remuneration Committee is responsible for preparing the STIP evaluation for all GMT members. The determination of the STIP outcome is then resolved by the Board in its entirety.

No deferral periods are applied in relation to STIP and the STIP agreement does not contain any clause entitling the company to reclaim STIP.

Incentive program relating Intrum’s transformation program

Intrum is currently implementing a major transformation program, encompassing all parts of the organization. The Board has implemented a specific incentive program relating to the transformation, offered to a limited number of key individuals whose contributions are crucial for the transformation’s success. The program runs from 2022 until June 2024 and outcome is conditional upon specific deliveries in the transformation program.

The Board intends to offer up to eight (8) members of the GMT to participate. The maximum pay-out is 50 percent of the Base Salary.

Extraordinary arrangements

Other one-off arrangements can be made on individual level in extraordinary circumstances when deemed necessary and approved by the Board. The purpose might be in relation to recruitments, retention of top talent needed to secure successful implementation of the business strategy.

Any such arrangement need to be capped at an amount equal to two (2) times the individual’s annual fixed salary.

Pension benefits and other benefits

Intrum applies a retirement age of 65 for all members of the GMT, unless otherwise follows from applicable national rules.

For the CEO, pension benefits, including health insurance (Sw: sjukförsäkring), shall be premium defined. VSP does not constitute pensionable income. The pension premiums for premium defined pension shall amount to not more than 35 percent of the Base Salary.

For other GMT members, pension benefits, including health insurance, shall be premium defined unless the individual concerned is subject to defined benefit pension under mandatory collective agreement provisions. Variable cash remuneration shall qualify for pension benefits to the extent required by mandatory collective agreement provisions. The pension premiums for premium defined pension shall amount to not more than 30 percent of the Base Salary.

Other benefits than pension benefits may include, for example, life insurance, medical insurance (Sw: sjukvårdsförsäkring), housing and company cars. For GMT members with housing benefits, such benefits may not amount to more than 20 percent of the Base Salary.  For GMT members without housing benefits, such benefits may not amount to more than ten percent of the Base Salary.

Termination of employment

The notice period may not exceed twelve months if notice of termination of employment is made by the company. Base Salary during the notice period, severance pay and compensation during a non-compete period may together not exceed an amount equivalent to twenty-four months Base Salary. The notice period may not exceed six months without any right to severance pay when termination is made by the GMT member.

Remuneration for non-compete undertakings shall compensate for loss of income. The remuneration amounts to not more than 100 percent of the Base Salary at the time of termination of employment, unless otherwise provided by mandatory collective agreement provisions, and shall be paid during the time the non-compete undertaking applies, however not for more than twelve months following termination of employment.

Remuneration and employment conditions for employees

In preparation of the Board’s proposal for these guidelines and when evaluating whether the guidelines and the limitations set out herein are reasonable, account has been taken regarding the remuneration and employment conditions for employees of the company. This has been done by reviewing e.g. the employees’ total remuneration, the components of their remuneration and remuneration growth rate over time.

The decision-making process to determine, review and implement the guidelines

The Board has established a Remuneration Committee. The Remuneration Committee’s tasks include preparing the Board’s decision to propose these guidelines. The Board shall prepare a proposal for new guidelines at least every fourth year and submit it to the Annual General Meeting. The guidelines shall be in force until new guidelines are adopted by the Annual General Meeting. The Remuneration Committee shall also monitor and evaluate programs for variable remuneration for the GMT, the application of the guidelines for GMT as well as the current remuneration structures and compensation levels in the company.

The members of the Remuneration Committee are independent of the company and the GMT. The CEO and other members of the GMT do not participate in the Board’s processing of and resolutions regarding remuneration-related matters in so far as they are affected by such matters.

Derogation from the guidelines

The Board may temporarily resolve to derogate from the guidelines, in whole or in part, if in a specific case there is special cause for the derogation and a derogation is necessary to serve the company’s long-term interests, including its sustainability, or to ensure the company’s financial viability. As set out above, the Remuneration Committee’s tasks include preparing the Board’s resolutions in remuneration-related matters. This includes any resolutions to derogate from the guidelines.

Description of material changes to the guidelines and how the views of shareholders’ have been taken into consideration

These guidelines do not entail any significant changes in relation to the company’s existing guidelines, apart from the section about a specific incentive program for the company’s transformation program.

The company has not received any views from shareholders to take into consideration.

Information on remuneration resolved but not yet due and on derogations from the remuneration guidelines resolved by the Annual General Meeting 2021

Previous Annual General Meetings have resolved on guidelines for executive remuneration and other terms of employment for the period up until the next Annual General Meeting. In short, these guidelines entail that Base Salary and STIP shall be payable on conditions similar to what has been described in these guidelines. Base Salary and STIP is expensed during the financial year, and STIP is paid out after the year-end report has been adopted by the Board.

The guidelines adopted by the Annual General Meeting 2021 have been adhered to without derogation, and all previously approved remuneration that has not yet been paid out is in line with the framework set out above. 

Item 18       Resolution regarding long-term incentive program 2022 and authorization for the Board to resolve on acquisition and transfer of own shares

(a) Implementation of a performance based long-term incentive program for 2022

The Board has decided to propose a long-term incentive program for 2022. The Board is convinced that the proposed program will be beneficial to the company’s shareholders as it will contribute to the possibilities to recruit and retain competent employees, align the interests and perspectives of the senior executives with those of the shareholders, and create a close commitment to Intrum.

The Board proposes, in view of the above, that the Annual General Meeting resolves to implement a performance based, long-term incentive program for 2022 (the “LTIP 2022”) with the following principal terms and conditions:

1. The program is proposed to include up to 78 senior managers and key employees of the Intrum Group (“the Participants”), who are divided into three groups: the CEO, CFO and the CIO (“Group 1”), the  other members of the Group Management Team (“Group 2”), and other senior managers and key employees (“Group 3”). Invitation to participate in the program shall be provided by Intrum during 2022.
2. Participants in Group 1 and Group 2 are offered to be allocated Performance Shares of two series (“Series 1” and “Series 2”), which shall be based on maximum performance values for each Participant. The maximum performance value for the participants in Group 1 will be 100-200 per cent of the Participant’s annual base salary at invitation and, for participants in Group 2, 35-75 per cent of the Participant’s annual base salary at invitation.
   
   Each maximum value shall be equally distributed in two portions and converted into a maximum number of Performance Shares in each series, based on the volume weighted average closing price paid for the Intrum share on Nasdaq Stockholm during a period of twenty trading days after the release of Intrum’s report for the fourth quarter, reduced by the present value of estimated dividend payments for the period until shares are allotted.
3. Participants in Group 3 are allocated Performance Cash which is indexed up or down with Intrum's Total Shareholder Return ("TSR") during the term of the program. The maximum performance value for the participants in Group 3 will be 20-50 per cent of the Participant’s annual base salary at invitation.
4. The payment of Performance Cash to the participants in LTIP 2022 is settled in cash. Offering Performance Cash indexed with TSR is considered as a balance between linking the interests of other senior executives and key employees and shareholders and avoiding the complexity of offering Performance Shares in up to 24 different jurisdictions and tax systems in Europe.
5. Allocation of Performance Shares and Performance Cash under LTIP 2022 is conditioned upon the Participant remaining - employed until 1 January 2025. Exemptions to this requirement may be prescribed in specific cases, including a Participant’s death, disability, retirement or the divestiture of the Participant’s employing company from the Intrum Group.
6. The calculation of the LTIP 2022 Performance Share of Series 1 outcome for each Participant in relation to maximum performance value shall be connected to a performance target for the Group established by the Board for Intrum’s TSR, or other similar metrics deemed appropriate by the Board. The performance target adopted by the Board will stipulate a minimum level, a target level, and a maximum level, that may be adjusted if deemed appropriate.
   
   Allocating Performance Shares depending on TSR development is seen as an efficient performance target for aligning the interests and perspectives of senior managers, key employees and shareholders.
   
   Performance Target for Performance Shares of Series 1:

1. If the target performance level is reached, the allocation will amount to the maximum performance value following from b). If performance is below the target level but exceeds the minimum level, a proportionate allocation of Performance Shares of Series 1 will be made.
2. If the maximum performance level is exceeded, the allocation will amount to (but not exceed) 150 percent of each Participants respective maximum number of Performance Shares of Series 1. If performance is below maximum level but exceed target level, a proportionate allocation of Performance Shares of Series 1 will be made between maximum and target level, and between target level and minimum level.
3. No allocation of Performance Shares of Series 1 will be made if performance amounts to or is below the minimum level.

7. The calculation of the outcome in Performance Shares of Series 2 and Performance Cash in relation to the maximum performance value shall be linked to a Cash EPS performance target for the Group established by the Board, or other similar metrics deemed appropriate by the Board. The performance target adopted by the Board will stipulate a minimum level, a target level, and a maximum level, that may be adjusted if deemed appropriate.
8. The Board will decide on the achievement of the performance targets and the outcome in the program during the first quarter of 2025. TSR is measured over a three-year qualification period. Application of the volume-weighted average last price paid for the Intrum share on Nasdaq Stockholm for a period of twenty trading days after the publication of Intrum's report for the fourth quarter is used to measure the start and endpoint. When measuring, the calculated dividend during the qualification period until the Performance Shares are allotted or the Performance Cash paid shall be included
9. If all conditions of the LTI 2022 are met, allocation of Performance Cash and Performance Shares will take place in the first half of 2025. Allocation will be free of charge except for tax liabilities.
10. Certain deviations in or adjustments of the terms and conditions for the LTIP 2022 may be made based on local rules and regulations as well as applicable market practice or market conditions, including cash settlement instead of allocation of shares to the Participants under certain conditions.
11. The Board, or a committee established by the Board for these purposes, shall be responsible for the preparation and management of the LTI 2022, within the framework of the aforementioned terms and conditions.
12. If material changes would occur within the Intrum Group or on the market that, according to the Board’s assessment, would lead to the conditions for allocation of Performance Shares no longer being reasonable, the Board will have the right to make also other adjustments of the LTIP 2022, including e.g. a right to resolve on a reduced allocation of shares.

Costs for the LTIP 2022

The total IFRS 2 costs for the LTIP 2022 if the maximum outcome is delivered, are estimated to a maximum of MSEK 78, which corresponds to less than 2 per cent of total employment costs for 2021. The costs will be recognized over the years 2022­2024. The costs have been calculated as the sum of salary costs, including social costs, and administration costs for the program. Social costs have been calculated assuming a share price of SEK 421. Administration costs are estimated to be less than MSEK 2. The company intends to hedge the entire cost of LTIP 2022 in accordance with item 18 (b) below. In such case, total costs are expected to amount to MSEK 107.

The salary costs have been calculated based on the value, at the start of the program, of the Performance Shares and Performance Cash that may be allotted at maximum performance, with a reduction of the present value of estimated dividend payments until settlement of LTIP 2022 and Performance Cash value given TSR indexation at share price SEK 421. The estimate regarding maximum costs assumes maximum performance and that the number of Participants that will leave the Group during the performance period is five per cent per annum.

If repurchased shares are allocated under the program the number of outstanding shares is estimated to increase with not more than 320 000, shares.[1] Such a maximum increase would have a dilutive effect on Earnings Per Share of approximately 0.26, per cent. The above calculations assume that Intrum’s undertakings under the LTIP 2022 are secured with own shares.

Hedging measures for the LTIP 2022

LTIP 2022 will lead to certain financial exposure for the company, due to price development in the Intrum share. The aim is to hedge this exposure by the acquisition of own shares (item 18 (b) on the agenda) or, if the proposal regarding acquisition of own shares in 18 (b) is not supported by the required shareholder majority, with so-called equity swap contracts with third parties. Social security contribution is hedged. Based on current interest levels, it is estimated that the annual interest expense for the hedging arrangement for LTI 2022 is cost neutral.

There are different methods for effectuating the transfer of shares to the Participants under the programs, such as delivery of own shares and an agreement with a third party under which the third party transfers shares to the Participants under the programs. The Board considers delivery of own shares as the most cost efficient and flexible method. Therefore this is the main alternative (item 18 (c) below). If the Annual General Meeting does not resolve in accordance with item 18 (c), the Board intends to enter into swap contracts with third parties, pursuant to which the third parties will acquire shares on the market and transfer these to the Participants under the programs.

Preparation of the proposal for the LTIP 2022

The proposal regarding the LTIP 2022 has been prepared by the Remuneration Committee and the Board.

Other incentive programs in Intrum

The share-based incentive programs LTIP 2020 and LTIP 2021 are currently ongoing within Intrum. For a description of these and the company’s other incentive programs, reference is made to the annual reports for 2020 and 2021 (note 28) and the company’s website, www.intrum.com.

(b) acquisition of own shares

The Board proposes that the Annual General Meeting shall resolve to authorize the Board to, during the period until the next Annual General Meeting and on one or more occasions, resolve on acquisition of the company’s own shares in accordance with the following:

1. Acquisition may only take place provided that the company’s holding of own shares, at any given time, which does not exceed 10 per cent of all shares in the company.
2. Acquisition shall be made on a regulated market or in a market corresponding to a regulated market outside the European Economic Area.
3. Acquisition shall only be made at a price which is within the at any time recorded registered price interval, which shall refer to the interval between the highest buying price and the lowest selling price.
4. Payment for the shares shall be made in cash.

Acquisitions may take place in order to secure the obligations of the company (including social security contributions) relating to LTIP 2022 and other share-based incentive programs decided upon by a General Meeting at any time.

(c) transfer of own shares to the Participants

The Board proposes that the Annual General Meeting shall resolve on transfer of the company’s own shares to the Participants in accordance with the following:

1. Intrum shall have the right to transfer up to 320 000, shares, free of charge, to the Participants under the terms and conditions of the LTIP 2022.
2. The number of shares has been calculated on the basis of maximum participation and maximum fulfilment of performance targets.
3. The transfer of the shares shall not occur earlier than 15 February 2025 nor later than the Annual General Meeting 2024.

The reason for the deviation from the shareholders’ pre-emptive rights to acquire the shares is for the company to enable the delivery of shares under the LTIP 2022.

(d) transfer of own shares on a regulated market

The Board proposes that the Annual General Meeting shall resolve to authorize the Board to, during the period until the next Annual General Meeting and on one or more occasions, resolve on transfer of the company’s own shares to the Participants in accordance with the following:

1. The company cannot transfer more shares than the number of shares held by the company at the time of the Board's resolution (or the higher number that can result from recalculation as a result of a bonus issue, split, pre-emption rights issue or similar measure).
2. Transfer shall only be made on a regulated market or in a market corresponding to a regulated market outside the European Economic Area.
3. Transfer shall only be made at a price which is within the at any time recorded registered price interval, which shall refer to the interval between the highest buying price and the lowest selling price.
4. Payment for the shares shall be made in cash.

The reason for the Board’s proposal is that the company shall have the opportunity to continually adjust the number of shares that are acquired in order to secure obligations (including costs for social security contributions) related to LTI 2020, LTI 2021 and LTI 2022.

Majority requirements

The resolution of the Annual General Meeting on implementation of the program according to item (a) above requires that more than half of the votes cast at the Annual General Meeting approve the proposal. The Annual General Meeting's resolution on item (c) above requires that shareholders representing at least nine-tenths of the votes cast as well as the shares represented at the Annual General Meeting approve the proposal. The Annual General Meeting's resolution on item (b) and (d) above requires that shareholders representing at least two-thirds of the votes cast as well as the shares represented at the Annual General Meeting approve the proposal.

Item 19       Resolution regarding authorisation to the Board to resolve on acquisition and transfer of own shares

In order to give the Board flexibility to, during the period until the next Annual General Meeting, resolve upon changes of the capital structure of the company and thereby create an increased shareholder value it is proposed by the Board that the Annual General Meeting authorises the Board to, during the period until the next Annual General Meeting and on one or more occasions, resolve on acquisition of own shares in accordance with the following:

1. Acquisition may only take place provided that the company’s holding of own shares, at any given time, does not exceed 10 per cent of all shares in the company.
2. Acquisition shall only be made on a regulated market or on a market corresponding to a regulated market outside the European Economic Area.
3. Acquisition shall only be made at a price which is within the at any time recorded registered price interval, which shall refer to the interval between the highest buying price and the lowest selling price.
4. Payment for the shares shall be made in cash; and

that the Annual General Meeting authorises the Board to, during the period until the next Annual General Meeting and on one or more occasions, resolve on transfer of the company’s own shares for, or in connection with, or as a consequence of acquisition of companies, businesses or debt portfolios, in accordance with the following:

1. The transfer of shares may take place with deviation from the shareholders' pre-emptive rights.
2. Transfer of shares may take place on Nasdaq Stockholm at a price which is within the at any time recorded registered price interval, which shall refer to the interval between the highest buying price and the lowest selling price.
3. Transfer of shares may also take place outside Nasdaq Stockholm. Such transfer may be made at a minimum price per share corresponding to an amount approximate to the price of the company's shares on Nasdaq Stockholm at the time of the decision on the transfer.
4. Payment for transferred shares can be made in cash, by payment in kind or by offsetting a claim against the company.
5. Transfer may be effected by no more than all of the company's own shares held by the company at the time of the Board's decision on transfer.

Majority requirement

The resolution shall be valid only where supported by not less than two-thirds of both the votes cast and of the shares represented at the Annual General Meeting.

__________________

Accounts and auditor’s report for the financial year 2021, the Board’s motivated statements in accordance with Chapter 18 Section 4 and Chapter 19 Section 22 of the Swedish Companies Act, and the auditor’s statements in accordance with Chapter 8 Section 54 of the Swedish Companies Act, will not later than on Friday 8 April 2022 be held available at the company’s offices at Sicklastråket 4 in Nacka, Sweden, on the company’s website www.intrum.com, and will be sent to the shareholders who request this and who inform the company of their postal address.

_____________________

Stockholm in March 2022

The Board of Intrum AB (publ)

This information was submitted for publication, through the agency of the contact person set out above, at 08.15 CET on 22.03.28.

For further information, please contact:
Niklas Lundquist, Chief Legal Officer
+46 70 588 83 30
niklas.lundquist@intrum.com

Intrum is the industry-leading provider of credit management services across 24 markets in Europe. By helping companies to get paid and support people with their late payments, Intrum leads the way to a sound economy and plays a critical role in society at large. Intrum has circa 10,000 dedicated professionals who serve around 80,000 companies across Europe. In 2021, revenues amounted to SEK 17.8 billion. Intrum is headquartered in Stockholm, Sweden and publicly listed on the Nasdaq Stockholm exchange. For further information, please visit www.intrum.com.