Remuneration policy in

DEAS Fund Management

Remuneration policy in DEAS Fund Management


DEAS Fund Management DK A/S, including the Swedish and Finnish branches is licensed as a Danish alternative investment fund manager (AIFM) and DEAS Fund Management AS is licensed as a Norwegian AIFM. Together, referred to as “DFM” in the following.

In line with the requirements of the directive on alternative investment funds managers (AIFMD) and derived legislation in Denmark, Sweden, Finland, and Norway the Board of Directors of the companies have adopted remuneration policies. The policies were latest updated 1st May 2022.

The remuneration arrangements of DFM have been designed in a manner that is consistent with and promotes sound and effective risk management and does not encourage risk-taking. The policy is gender neutral.

The remuneration policy shall ensure that remuneration is carried out in line with the business strategy, objectives, values, and interests of DFM and the AIFs it manages and the investors of such AIFs and includes measures to avoid conflicts of interest and consideration in respect of risks, including sustainability risks.

Moreover, DFM’s remuneration policy shall support DFM’s ability to recruit, develop and retain highly motivated, competent, and performance-oriented employees as well as support sustainable results, DFM’s strategy, and the strategy of AIFs under management.

The remuneration policy applies to the Board of Directors, the Management Board, and all employees in DFM.

Fixed and variable remuneration

The level of fixed remuneration reflects the level of experience and the level of organizational responsibility for achieving the long-term goals of DFM. The variable remuneration motivates rewards and drives the right behaviour and is offered to recognize extraordinary individual or team performance. The remuneration policy together with the sustainability policy of DFM ensures that there is no mismatch between the allocation of variable remuneration elements to material risk takers and the identified financial and sustainability risks for investors. The Board of Directors has in respect of material risk takers determined a maximum percentage of variable remuneration relative to the fixed remuneration to ensure an appropriate balance between fixed and variable pay. Moreover, the Board of Directors has in terms of material risk takers determined that a percentage of variable remuneration will be deferred.

Materiel risk takers

DFM has identified individuals, whose professional activities have a material impact on the risk profiles of DFM or of the AIFs that it manages:

  • Members of Board of Directors

  • Members of Management Board

  • Head of Fund Management

  • Other employees receiving total remuneration that takes them into the same remuneration bracket as the management or other material risk taker, insofar their professional activities have a material impact on the risk profiles of the Company or of the funds they manage.

  • Risk and compliance officers

Annual review

On an annual basis the Board of Directors will review the terms of the Remuneration Policy. For any further details regarding our remuneration policy, please contact Senior Compliance Manager Torbjørn Sætre at

Torbjørn Sætre
Torbjørn Sætre
Senior Compliance Manager

ESG real estate strategy and policy

Our commitment

We are dedicated to maintaining our values and securing responsible financial growth by addressing our concerns for the future today.