Nokia Corporation benefits

Medical plan options for eligible US employees include Surest, UnitedHealthcare and a Northern California Kaiser HMO; availability and employee costs depend on eligibility and selected coverage.

Eligible US employees can select MetLife Standard or Enhanced dental coverage; network use and the selected option affect deductibles, reimbursements and annual limits.

Employee-paid EyeMed Standard/Enhanced coverage for eligible employees includes one covered in-network eye exam per calendar year and respective $140/$170 frame allowances. Employee-only premiums are $11.11/$16.70 monthly for 2026; dependent tiers, exclusions and network terms apply

Company-paid coverage of 2 × base pay, with optional employee/spouse/child supplemental coverage; plan eligibility and age-related reductions may apply

Company-paid coverage of 2 × base pay, with optional employee/spouse/child supplemental coverage; plan eligibility and age-related reductions may apply

Automatic no-cost coverage for eligible employees: STD starts on day 8 and lasts up to 26 weeks, with up to 13 weeks at 100% base pay then 13 weeks at 70%; LTD may follow at up to 60% eligible base pay. Other income offsets and plan terms apply.

Magellan offers eligible US employees and household members free, confidential 24/7 assistance, without requiring enrollment in Nokia medical coverage.

Eligible Surest/UHC members have behavioral-health coverage and Calm Health app support for members aged 16 or older; services and cost sharing depend on the plan.

Surest members can access Doctor On Demand and K Health virtual primary/urgent care; Doctor On Demand also provides virtual mental healthcare

Eligible regular US full/part-time employees may elect $100–$3,300 in pretax healthcare contributions for 2026, with annual re-enrollment. No carryover; eligible expenses may be incurred through March 15 of the next year and claims filed by May 15

All Nokia employees are entitled to paid sickness absence; duration and pay vary by country and local policy. Current evidence does not establish unlimited US sick leave

Surest's Ardynn provides cancer navigation and treatment-choice support; UHC separately offers Cancer Resource Services. Available to eligible members under the applicable medical plan.

Eligible Surest members can use 2nd.MD for virtual consultations with specialists on medical second opinions

Virta provides eligible Surest/UHC members with physician-led weight-management and diabetes support, health coaching and digital tools; clinical eligibility applies.

Surest members can access Kaia Health's app-based pain-management program, including movement therapy, relaxation and health coaching, subject to program eligibility.

GEM sleep offers eligible Surest members at high risk of sleep apnea virtual testing and personalized treatment guidance.

Eligible employees can elect employee-paid PinnacleCare Health Navigator at $16/month employee-only or $29/month family for 2026. Separately, Surest/UHC members have Naviguard out-of-network bill review at no additional cost

Under the 2026 Surest options, covered hearing aids have a $0 copay and a maximum plan payment of $5,000 every 36 months, combining in/out-of-network benefits

Eligible CVS Caremark members can access Zerigo home phototherapy for psoriasis or eczema, including a supplied device and care-guide support; a prescribing clinician visit may involve cost sharing.

A fitness center for students while on-site; not a benefit at every office

Nokia's global minimum, including its established US workforce, provides at least 90 days paid new-parent leave and up to 9 additional months unpaid leave, with return rights following birth or adoption. Eligibility and any more favorable local policies apply

Eligible regular US full/part-time employees may elect $100–$6,000 pretax for 2026 eligible dependent child/elder care enabling work or qualifying spouse education. Annual re-enrollment is required; no carryover, with calendar-year expenses and May 15 claim deadline

US careers confirm adoption assistance. The currently linked August 2025 integration FAQ describes reimbursement up to $3,500 per child, claims after six months of service and within two years of finalization; eligible expenses/placement must meet its hire-date rules.

The 2026 Surest Standard/Enhanced options list covered in-network fertility services; out-of-network fertility is not covered. Specific services and eligibility follow the plan documents; the summary's ambiguous dollar wording is not treated as a promised payment.

Eligible Surest members can access Pacify's 24/7 prenatal, pediatric, nutrition and lactation support in English and Spanish.

US leave policies include time away to care for an ailing family member; current public guidance does not establish a universal paid duration or full eligibility rules

A hybrid work environment; attendance requirements depend on the role

Flexible working schemes globally; flexible work arrangements. Scheduling and eligibility remain role-dependent

The US Virtual Partner Sales Manager posting is designated remote but requires 25–50% travel. This is not unrestricted work-from-anywhere eligibility

Eligible participating-company US employees can enroll without a waiting period and make pretax, Roth or after-tax contributions, with employee contributions immediately vested. The January 2026 SPD explicitly states the plan no longer provides company matching contributions; employee-class exclusions apply.

Nokia's US cash-account/cash-balance pension program covers eligible salaried non-union employees. Other legacy service-based plans were frozen by 2009; benefit amounts and eligibility are plan-specific.

An employee stock purchase plan; current purchase discount and limits are not publicly established by the reviewed sources

Nokia's global rewards structure includes equity-based long-term incentives; award eligibility is not established for every US employee

Nokia's rewards structure includes incentive/bonus programs; current US postings note potential incentive or variable compensation for eligible roles; no universal payment or target percentage is promised

Eligible Nokia Savings/401(k) participants can use AFA online personalized retirement/investment advice at no extra cost beyond plan administrative charges. Optional professional account management carries an additional fee.

Nokia reports all employees are eligible for additional financial payments on involuntary termination; packages vary by country, mandatory requirements and local practice

US employees have paid vacation/personal time subject to eligibility and local policy; the legacy 22-day annual amount was not re-established

Pay

Paid

Paid holidays; the reviewed public sources do not establish a universal count or calendar

Requests for 3–6 months after 4 years' continuous service or 3–12 months after 10 years are considered, subject to business needs and local rules

Discounts on movie tickets, electronics/appliances, travel and food; this source does not establish all-employee eligibility

Game rooms available to students while on-site; not a company-wide office entitlement

Eligible employees may purchase voluntary Nationwide pet insurance through Added Benefits at their own expense; underwriting, exclusions and state availability apply. Not a Nokia-sponsored or subsidized plan

Eligible employees can purchase voluntary auto/home coverage through Added Benefits at their own expense. Carrier, state and underwriting restrictions apply; savings or acceptance are not guaranteed

Personalized career/skills-development tools and learning beyond the current role. US students separately have a free online learning platform with more than 100 courses; no universal cash learning budget is established

Employee access to mentors through its global development offering; learning and mentorship

Nokia's global employee-development offering provides access to a pool of coaches; it is not described as an unrestricted external coaching stipend.

Employee resource groups and graduate NextGEN connections across regions, roles and business groups, including its US workforce

The currently linked August 2025 FAQ supports eligible active US full/part-time employees with up to $7,000/year undergraduate or $9,000/year graduate study, via prepayment or reimbursement. Job-related approved study, passing grades, excluded worker classes and repayment upon qualifying departures apply; older FAQ date retained

Eligible employees may buy MetLife legal coverage for $16.20/month in 2026 for employee and eligible family; $21.20/month adds up to 8 parents. Covered network attorney fees are paid in full; exclusions and out-of-network limits apply, with premiums paid by the employee

Eligible employees may purchase voluntary Norton LifeLock monitoring/protection through Added Benefits, including family options. Employee-paid, subject to enrollment and plan conditions; not a Nokia-funded program

For 2026, US employees may use up to $340/month of their own pretax pay for eligible transit. Additional post-tax deductions are permitted up to $800/month total transit contributions; not an employer-funded allowance.

For 2026, US employees may use up to $340/month of their own pretax pay for qualified commuter parking, with additional post-tax deductions up to $800/month total parking contributions.