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YIT Corporation's Remuneration Report

YIT Corporation's Remuneration Report is based on the Finnish Corporate Governance Code 2025 of the Securities Market Association and provides the details of the remuneration paid to members of the Board of Directors, President and CEO, and his Deputy.

The remuneration of the Board of Directors and the President and CEO has followed the principles of the YIT Remuneration Policy 2024-2027 approved at the Annual General Meeting on March 14, 2024.

The aim of the Remuneration Policy is to strengthen YIT's competitiveness, long-term financial success and sustainable shareholder value creation by attracting, retaining and motivating talents to drive YIT's strategy. Remuneration is performance-based, transparent, fair and promotes behaviors aligned with the desired YIT culture.

The strategic priorities and the Remuneration Policy are the basis for the elements of our remuneration. Base pay and benefits are at a competitive level to recruit, motivate and retain talents. The level of these elements is benchmarked regularly with market practices. The short-term and long-term incentive plans support increasing shareholder value, driving financial performance and strategic transformation, as well as success with our customers and sustainability-related targets.

Based on 2025 performance short-term incentive payments are made. Especially the performance on profitability and gearing exceeded the internally set targets. The KPI performance of long-term incentive plan (LTIP)'s earning periods 2023–2025, 2024–2026 and 2025– 2027 improved in 2025 compared to the two previous years. The sustainability metrics of different earning periods (Science Based Target Initiative, scope 1-2 for 2023–2025 and scope 1-3 for 2024–2026 and 2025–2027) have developed positively. Absolute Total Shareholder Return (Absolute TSR) metrics' performance has improved though remained below target level in 2023–2025 earning period.

The Board has made on April 30, 2025 an interim exception as defined under the Remuneration Policy by introducing a fixed-term strategic incentive plan for the top management.

REMUNERATION DEVELOPMENT

YIT's strategy emphasises growth and resilience, industry-leading profitability and return on assets and customer focused value creation for our stakeholders. Development in the area of sustainability has been supported with the means of remuneration for a long time already. According to our Code of Conduct we recruit employees based on their competence and potential, focus on work safety and support our employees' well-being and development on the long term.

The details in table below are presented on an accrual basis.

President and CEO (EUR)¹	2025 5	2024	2023 ²	2022	2021
Heikki Vuorenmaa, CEO 28 Nov 2022 onwards	901,044	688,105	732,683	47,575
Markku Moilanen, CEO from 1 Apr 2021 to 27 Nov 2022				2,317,317	547,497
Antti Inkilä, Interim CEO from 23 Oct 2020 to 31 Mar 2021					180,280


Board of Directors (EUR)	2025	2024	2023 ³	2022	2021
YIT Board of Directors	556,700	546,300	648,700	808,363	774,464

Employee average remuneration (EUR)	2025	2024	2023	2022	2021

¹ Remuneration details in this table do not include supplementary pension of the President and CEO.
² The President and CEO decided to decrease his salary with an amount equal to 2 weeks pay to contribute to the company's cost reduction and efficiency development efforts.
³ The Board decided to decrease their annual fixed fee by 10 % to contribute to the company's cost reduction and efficiency development efforts.
⁴ Calculated by dividing total salary and rewards costs by the average number of the employees. Pension and other social costs paid by the employer are not included in these figures. Employee average remuneration in 2024-2025 reflect continuous operations. The 2021, 2022 and 2023 figures have not been restated.
⁵ The results and the value of share reward earned from Long-term Incentive Plan's earning period 2023–2025 are confirmed after the publication of the Remuneration Report. The estimate has been calculated based on most recent 2025 forecast with a rate of € 3.15 / YIT share.

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FINANCIAL KEY METRICS (IFRS)

Revenue (EURm)	2025	2024	2023	2022	2021
YIT	1,757	1,820	2,163	2,403	2,652

Operating profit (EURm)	2025	2024	2023	2022	2021
YIT	45	-55	51	102	56

Order book (EURm)1	2025	2024	2023	2022	2021
YIT	2,915	2,941	3,157	3,702	3,847

YIT has restated financial information for the 2021 comparative period reflecting the reporting of sold Russian businesses.

REMUNERATION OF THE BOARD OF DIRECTORS

The Annual General Meeting decides on the annual remuneration of the Board of Directors and the Board Committees. Based on the decision of the Annual General Meeting on 3 April 2025, the members of the Board were required to acquire YIT corporation shares from a regulated market (Nasdaq Helsinki) with an amount equal to 40% of their fixed fee. The shares in question were purchased directly on behalf of the members of the Board within a two-week period following the disclosure of the first quarterly report of 2025. The company will pay any costs related to the purchase of company shares. In addition to an annual fee, the Board members were paid based on their positions as the chair or members of the Board Committees.

Fixed fees decided by the Annual General Meeting on 3 April 2025

Chair of the Board: EUR 105,000
Vice chair of the Board and chairs of the committees unless the same person serves as chair or vice chair of the Board: EUR 73,500
Members of the Board: EUR 52,500

In addition, EUR 800 per meeting has been paid to members of the Board. The same fees have also been paid for the Board committee meetings for the committee members. As decided by the Annual General Meeting, same fees are paid also when Board or Board committee meeting is held via electronic remote connections or by telephone. The chair of the Board and the chairs of the permanent and interim committees have been paid a fee of EUR 1,600 per meeting.

Travel-related costs in the home country and abroad have been reimbursed, and daily allowances have been paid according to YIT's Travel Policy and rules set by the tax authorities.

The remuneration paid to the members of the Board of Directors for the year 2025 totals EUR 556,700 (EUR 546,300 in 2024). None of the Board members has an employment relationship or service contract with YIT, and they are not covered by YIT's short- or long-term incentive plans or supplementary pension plans. Board remuneration in total and YIT shares purchased with the set proportion of the annual fee are disclosed in the following tables.

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BOARD OF DIRECTORS' FEES IN TOTAL (EUR)

Member of the Board	Position	Fixed Fee	Board meeting fees1	Committee meeting fees	Annual total 2025	Annual total 2024	Annual total 2023	Annual total 2022	Annual total 2021
Jyri Luomakoski	Chair of the Board	105,000	19,200	16,000	140,200	136,200	90,150	66,900
Casimir Lindholm	Vice Chair of the Board	73,500	9,600	17,600	100,700	99,900	90,150	68,500
Anders Dahlblom	Member of the Board	52,500	9,600	13,600	75,700	69,300
Sami Laine	Member of the Board	52,500	9,600	13,600	75,700	74,900	68,850	27,832
Kerttu Tuomas	Member of the Board	73,500	9,600	9,600	92,700	91,900	90,150	91,100
Leena Vainiomäki	Member of the Board	52,500	9,600	9,600	71,700	67,700
Previous members of the Board, total					0	6,400	309,400	554,031	774,464
Total2		409,500	67,200	80,000	556,700	546,300	648,700	808,363	774,464

SHARES PURCHASED WITH FIXED FEES (NUMBER OF SHARES)

Member of the Board	Position	YIT shares purchased in 2025	YIT shares purchased in 2024	YIT shares purchased in 2023	YIT shares purchased in 2022	YIT shares purchased in 2021
Jyri Luomakoski	Chair of the Board	16,203	21,252	11,652	5,367
Casimir Lindholm	Vice Chair of the Board	11,342	14,877	11,652	5,367
Anders Dahlblom	Member of the Board	8,101	10,626
Sami Laine	Member of the Board	8,101	10,626	8,323	3,363
Kerttu Tuomas	Member of the Board	11,342	14,877	11,652	7,514
Leena Vainiomäki	Member of the Board	8,101	10,626
Previous members of the Board, total				33,292	39,860	35,871
Total		63,190	82,884	76,571	61,471	35,871

¹No meeting fees were paid when decisions were made per capsulam.

² In addition, YIT has paid the asset transfer tax EUR 2,457 on those YIT shares which the Members of the Board have acquired with 40 % of their annual fixed fee. In the earlier years, paid asset transfer tax has been EUR 2,457 in 2024, EUR 2,782 in 2023, EUR 3,701 in 2022 and EUR 3,136 in 2021.

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REMUNERATION OF THE PRESIDENT AND CEO

YIT's Board of Directors decides on the remuneration, benefits and other terms of the service contract of the President and CEO. The President and CEO's remuneration consists of a fixed base salary, fringe benefits, an annual short-term incentive plan (Annual STIP), a long-term incentive plan (LTIP) and a supplementary pension plan. The same remuneration components also form the total remuneration for the Deputy to the President and CEO.

According to the Remuneration Policy, the President and CEO is paid for performance. Hence variable pay components at their target level form more than half and at their maximum level more than two thirds of his remuneration mix. Variable pay components here refer to the short-term and long-term incentive plans. The Board has also decided on the Fixed-Term Strategic Incentive Plan for 2025–2029. Possible payment (due 2030) earned by achieving its targets would further increase the share of the variable pay.

Heikki Vuorenmaa started as the President and CEO of the YIT Corporation on 28 November, 2022. Tuomas Mäkipeska was the Deputy to the President and CEO from January 1, 2025 to October 31, 2025. Since November 1, 2025 Aleksi Laine has been the Deputy to the President and CEO.

ANNUAL SHORT-TERM INCENTIVES

The President and CEO's short-term incentive earning opportunity in 2025 was at the target level 45% and at the maximum level 90% of the annual fixed base salary (including fringe benefits). The role-based earning opportunities for the 2025 and 2024 earning periods are stated below.

Earning opportunity

	2025		2024
Role	Target	Maximum	Target	Maximum
President and CEO1	45.0 %	90.0 %	45.0 %	90.0 %
Deputy to President and CEO2	25.0 %	50.0 %	25.0 %	50.0 %

¹Heikki Vuorenmaa since 28 November 2022.

CEO Annual STIP metrics and results 2025

KPI	Weight	Performance
Adjusted Operating Profit	40.0 %	100.0 %
Gearing	40.0 %	100.0 %
Customer Satisfaction	10.0 %	58.0 %
Work Safety	10.0 %	0.0 %
Group's Adjusted Operating Profit as trigger (on/off)		On
Total	100 %	85.8 %

CEO Annual STIP metrics and results 2024

KPI	Weight	Performance
Adjusted Operating Profit	40.0 %	0.0 %
Operative Cash Flow	40.0 %	0.0 %
Customer satisfaction	10.0 %	74.0 %
Work Safety	10.0 %	95.0 %
Group's Adjusted Operating Profit as on/off trigger		Off
Total	100 %	0 %

Paid and to-be-paid Annual STIP payments

Role	To be paid	in 2026 Paid in 2025
President and CEO1	300,178	0
Deputy to President and CEO since 1 November 20252	86,162	0
Deputy to President and CEO until 31 October 20252	0	0

¹Heikki Vuorenmaa since November 28, 2022.

CEO REMUNERATION MIX (TARGET, EURm1,2)

At the target level, the total rewards of the President and CEO add up to EUR 1.30 million, of which fixed pay constitutes 47.8 %, and variable pay 52.2 %.

Salary and benefits 39.8 % Supplementary pension 8.0 % Annual short-term incentives 17.9 % Long-term incentives 34.3 %

CEO REMUNERATION MIX (MAX, EURm1,2)

At the maximum level, the total rewards of the President and CEO add up to EUR 2.00 million, of which fixed pay constitutes 31.4 %, and variable pay 68.6 %.

¹Long-term incentive plan earning opportunity at the target and the maximum level is calculated with a rate of € 3.15 / YIT share.

²Antti Inkilä from August 1, 2021 to December 31, 2024, Tuomas Mäkipeska from January 1, 2025 to October 31, 2025, and Aleksi Laine from November 1, 2025 onwards.

² Tuomas Mäkipeska from January 1, 2025 to October 31, 2025 and Aleksi Laine from November 1, 2025 onwards. Of the reported payment of Aleksi Laine, EUR 12,839 has been earned during November 1, 2025 - December 31, 2025.

² Fixed-Term Strategic Incentive Plan with a possible payout in 2030 has not been included in the chart.

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INCENTIVE PLAN RELATED TO STRATEGIC TRANSFORMATION PROGRAM

The Board of Directors decided on February 9, 2023 and December 19, 2023 on a fixed-term incentive plan for the key personnel for 2023 and 2024. The purpose of the plan was to accelerate the progress with the goals set for the strategic transformation program making the company's operations more efficient and improving its competitiveness. The plan metrics, earning opportunities and payments made accordingly are presented in the tables below.

2024

Metric	Weight	Trigger	Result
Fixed Costs Savings	25%	Yes	50%
Capital Release	30%	Yes	100%
Total Benefits of the Transformation Program	25%	No	46%
Transformation Progress in the Organization	20%	No	100%

		2024			2023
Name	Role	Target	Max		Result Payment Target		Max		Result Payment
	Heikki Vuorenmaa President and CEO	25.0%	50.0%	37.0%	185,701	25.0%	50.0%	50.0%	251,202
Antti Inkilä	Deputy to President and CEO	15.0%	30.0%	22.2%	81,116	10.0%	20.0%	20.0%	109,728

LONG-TERM INCENTIVE PLAN

YIT has a long-term incentive plan (abbreviated LTIP) in place to support strategic transformation and long-term financial profitability and to retain key personnel.

In 2020, The Board of Directors decided to establish a Performance Share Plan type of LTIP with three-year earning periods, of which the third ran from January 1, 2022 to December 31, 2024 and the fourth from January 1, 2023 to December 31, 2025. The fifth earning period runs from January 1, 2024 to December 31, 2026, and the sixth from January 1, 2025 to December 31, 2027. The share reward from the 2022-2024 earning period was paid in 2025. The share rewards from the 2023–2025 earning period will be made in 2026, and the potential share rewards from the 2024–2026 earning period in 2027 and from the 2025–2027 earning period in 2028.

According to the most recent forecast of 2025 the President and CEO Heikki Vuorenmaa will earn a reward of 28,000 gross shares based on the 2023–2025 earning period's performance metrics Absolute TSR and Emissions Reduction Index. The results and the value of possible share reward earned are confirmed after the publication of the Remuneration Report. Possible payment is due in May 2026.

According to the most recent forecast of 2025 the Deputy to the President and CEO Aleksi Laine will earn a reward of 6,925 gross shares from 2023–2025 earning period based on its performance metrics Absolute TSR and Emissions Reduction Index. Of this estimated reward 467 gross shares are earned from November 1 to December 31, 2025. The results and the value of share reward earned are confirmed after the publication of the Remuneration Report. Possible payment is due in May 2026.

The former Deputy to President and CEO Tuomas Mäkipeska received a share payment of 8,400 gross shares on May 6, 2025 based on the 2022–2024 earning period's performance metrics Absolute TSR and Emissions Reduction Index.

Long-term incentive plans

Plan and earning period	2023	2024	2025	2026	2027	2028
YIT LTIP 2022–2024	Earning period		Payout
YIT LTIP 2023–2025		Earning period		Payout	Planned payout
YIT LTIP 2024–2026			Earning period			Planned payout
YIT LTIP 2025–2027				Earning period

Long-term incentive plan metrics and results

Plan and earning period	KPI	Weight (%)	Overall performance (%)
	ROCE	60%
YIT LTIP 2025–2027	Absolute TSR	30%	Results can be assessed and
	Sustainability (Environment)	10%	disclosed after the earning
	Absolute TSR	90%	period end.
YIT LTIP 2024–2026	Sustainability (Environment)	10%
	Absolute TSR	90%	10%
YIT LTIP 2023–2025	Sustainability (Environment)	10%
	Absolute TSR	90%	10%
YIT LTIP 2022–2024	Sustainability (Environment)	10%

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Fixed-Term Strategic Incentive Plan 2025–2029

The Board of Directors of YIT Corporation decided on April 30, 2025 to establish a new fixed-term, strategic incentive plan for the top management of the YIT Group. The purpose of the plan is to align the interests of the company's shareholders and the top management to increase the company's value in the long term, to commit the top management to implement the company's strategy and objectives launched in late 2024 for the period 2025–2029, and to create a strong link between the long-term strategic objectives and the compensation structures of the top management.

The Fixed-Term Strategic Incentive Plan 2025–2029 consists of one performance period, which covers the financial years 2025–2029. The performance criteria of the plan are tied to the year 2029 Net Sales, Adjusted Earnings Before Interest and Taxes, Return on Capital Employed and various Milestone Criteria, which are linked to the strategic goals of YIT Corporation. In the plan, the target group has an opportunity to earn YIT Corporation shares based on performance, by achieving or exceeding the level of 2029 strategic targets. Rewards based on achieving the Milestone Criteria are subject for meeting further criteria tied to 2029 Adjusted Operating Profit.

The potential rewards from the plan will be paid within five months after the end of the performance period. The value of the rewards to be paid on the basis of the plan corresponds to a maximum total of 2 900 000 shares of YIT Corporation, including also the proportion to be paid in cash. The target group in the plan consists of approximately 10 key leaders, including the members of the YIT Leadership Team and the President and CEO. The earning opportunity of the President and CEO is circa three times the annual salary and the earning opportunity of the Deputy to the President and CEO circa two times the annual salary.

The potential reward will be paid partly in YIT Corporation shares and partly in cash. The cash proportion of the reward is intended to cover taxes and statutory social security contributions arising from the reward to the participants. As a rule, no reward will be paid if the key leaders' employment or director contract terminates before the reward payment.

The plan metrics, earning opportunities and payments to be made accordingly are presented in the following tables.

	Metrics	Weight
	2025 – 2026: Non-Operative Capital Release	10%
	2025 – 2026: CEE Residential Net Sales Growth and Adj. Operating Profit	10%
Milestone Criteria	2026 – 2027: Work Safety Improvement	10%
Milestone Ontena	2026 – 2027: Operational Efficiency	10%
	2027 – 2028: Decided at the end of 2026	10%
	2027 – 2028: Decided at the end of 2026	10%
	Net Sales Compound Annual Growth Rate (CAGR)	10%
Financial Criteria	Adjusted Operating Profit	10%
	ROCE	10%
Total		100%

Earning opportunities (YIT shares)

2025-2029

Name	Role	Target	Maximum	Result	Payment
Heikki Vuorenmaa	President and CEO	333,108	666,216		e assessed and er the earning
Aleksi Laine ¹	Deputy to President and CEO	111,389	222,777	perio	d end.

^<sup>1 Deputy to the President and CEO from November 1, 2025 onwards. Presented earning opportunity coves the entire 2025-2029 earning period and has not been prorated.

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PRESIDENT AND CEO'S SUPPLEMENTARY PENSION

The President and CEO of YIT has a supplementary defined contribution pension scheme. The same pension scheme also applies to the Deputy to the President and CEO. The annual contribution of the plan was 20% of the fixed base salary in 2021–2025.

The contributions made to the supplementary pension scheme are disclosed in the table below.

Pension contributions (EUR)		2025	2024	2023	2022	2021
Heikki Vuorenmaa	President and CEO 28 Nov 2022 onwards		102,533 100,481 100,481
Markku Moilanen	Former President and CEO 1 Apr 2021 to 27 Nov 2022				61,806 135,973
Antti Inkilä	Former Interim CEO 23 Oct 2020 to 31 Mar 2021					24,000
Aleksi Laine1	Deputy to President and CEO 1 Nov 2025 onwards	52,200
	Tuomas Mäkipeska Former Deputy to President and CEO to 31 Oct 2025	59,232
Antti Inkilä2	Former Deputy to President and CEO to 31 Dec 2024	32,455	73,376	73,376	73,376
Ilkka Salonen	Former Deputy to President and CEO to 31 Jul 2021					37,243

¹Of the supplementary pension plan contributions of Aleksi Laine, EUR 8,700 is based on period November 1 - December 31, 2025.

TERMINATION COMPENSATION

The former Deputy to the President and CEO, Tuomas Mäkipeska resigned from the service of YIT and he will be paid the following final salary and severance payments according to his service contract. The payment of the notice pay starts on January 1, 2026 and ends on February 28, 2026. The other payments will be made during 2026. The total payable amounts are disclosed in the table below.

Remuneration element	EUR, thousands
Salary from notice period (2 months)1	71.1
Salary from non-compete period (6 months)	71.1
Annual Short-term Incentive Plan, 2025 earnings	0.0
Long-term Incentive Plan	0.0
Total	142.2

The former Deputy to the President and CEO, Antti Inkilä, is paid the following final salary and severance payments according to his service contract. The payable sums were confirmed in 2024 in connection with the termination of the contract. The payment of the notice pay started on December 10, 2024 and ended on June 9, 2025. The other payments are made during 2025–2026. The total payable amounts are disclosed in the table below.

Remuneration element	EUR, thousands
Salary from notice period (6 months)1	241.5
Salary from non-compete period (6 months)	182.9
6-month severance payment	182.9
Annual Short-term Incentive Plan, 2024 earnings	0.0
Fixed-term incentive plan related to strategic transformation program, 2024 earnings	81.1
Long-term Incentive Plan²	21.0
Total	709.4

¹ Includes supplementary pension

² The supplementary pension plan contributions of 2024 and 2025 include also the proportion paid during the notice period.

²The value of the payment from Long-term Incentive Plan is calculated with € 2.50/YIT share.

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SUMMARY OF AGGREGATED REMUNERATION

Details in the table below are presented on a payment basis.

		2025					2024					2023	2022	2021
Name	Position	Annual salary		Benefits Severance	Short-term Incentives1	Long term Incentives	Suppl. pension	Total	Annual salary		Benefits Severance	Short term incentives	Long term Incentives	Suppl. pension	Total	Total	Total	Total
Heikki Vuorenmaa	CEO 28 Nov 2022 onwards	512,426	240		185,701		102,533	800,900	502,164	240		251,202		100,481	854,087	581,961	55,948
Markku Moilanen²	CEO 1 Apr 2021 to 27 Nov 2022										247,352					247,352 1,299,738	967,826	656,996
Antti Inkilä	Interim CEO 23 Oct 2020 to 31 Mar 2021																	207,911
Aleksi Laine3	Deputy to CEO 1 Nov 2025 onwards	252,463	23,311		53,226	12,747	52,200	393,947
	Tuomas Mäkipeska Deputy to CEO to 31 Oct 2025	336,531	13,387		78,817	21,596	59,232	509,563
Antti Inkilä4	Deputy to CEO to 31 Dec 2024	165,365	18,071	274,320	81,116	21,596	32,455	592,923	344,647	17,144	27,081	109,728	25,919	69,037	593,555	547,538	646,856	197,419
Ilkka Salonen	Deputy to CEO to 31 Jul 2021																	244,291

¹ Based on the incentive plan related to the strategic transformation program payments for earning period 2024 were made in April 2025, EUR 185,701 for the President and CEO and EUR 78,817 for the Deputy to the President and CEO and EUR 81.116 for the former Deputy to the President and CEO. No payments were made from the short-term incentive plan based on the 2024 performance.

The Long-Term Incentive Plan aligns business strategy with the interests of the company owners and the interests of the President and CEO. The following table discloses the earning opportunities of the President and CEO, and the Deputy to the President and CEO from the ongoing Long-Term Incentive Plans and the Fixed-Term Strategic Incentive Plan in YIT shares.

			Long-Term Incentive Plans	Fixed-Term Strategic Incentive Plan 2025-20293
Name	Position	No. of YIT shares earned but not yet transferred1	Performance share earning opportunity at target level2	Performance share earning opportunity at maximum level2	Performance share earning opportunity at target level	Performance share earning opportunity at maximum level
Heikki Vuorenmaa	President and CEO	28,000	280,000	560,000	333,108	666,216
Aleksi Laine	Deputy to President and CEO4	6,925	84,000	168,000	111,389	222,777
	Tuomas Mäkipeska Deputy to President and CEO5	0	0	0	0	0

¹The results and the value of possible share rewards earned from the earning period 2023–2025 are confirmed after the publication of the Remuneration Report. The reported estimate is based on most recent 2025 forecast. Possible reward is due in May 2026. These are gross amounts before any taxes and other payments

² The payments made to former President and CEO Markku Moilanen after the termination of his contract are reported in this table under 2022, 2023 and 2024. In YIT Remuneration Report 2022, this entire amount was reported in the column 'Severance'.

³ The payments made to Aleksi Laine during November 1, 2025 - December 31, 2025 total 54,700.

⁴ The second part of the severance payment for Antti Inkilä will be paid in 2026

²YIT LTIP 2024–2026 and 2025–2027 total target and maximum earning opportunity disclosed. These are gross amounts before any taxes and other payments.

³ The reported earning opportunity of the Fixed-Term Strategic Incentive Plan covers the entire 2025-2029 period. Possible reward is due in 2030.

⁴Aleksi Laine has been the Deputy to the President and CEO from November 1, 2025 onwards. Of the estimated reward 6,925 YIT shares, 467 shares were earned during November 1 – December 31, 2025.

⁵Tuomas Mäkipeska was the Deputy to the President and CEO from January 1, 2025 to October 31, 2025.

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YIT builds thriving living environments in Europe. For more than 110 years, we have made everyday life smoother by building homes for a good life, spaces where people and businesses can thrive, and infrastructure that supports the essential functions of society.

We operate in seven countries and employ approximately 4,100 professionals. In 2025, our revenue was EUR 1.8 billion. YIT Corporation's shares are listed on Nasdaq Helsinki.

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YIT Oyj Remuneration Information 2026