IQM Quantum Computers creates employee share reward plans

The first performance period uses absolute total shareholder return, with a relative total shareholder return modifier of plus or minus 20 percent.

Rhea-AI Filing Summary

IQM Quantum Computers Oyj’s board established the Performance Share Plan 2026–2032 and Restricted Share Unit Pool 2026–2030 for group employees. For the first four-year performance period, maximum PSP rewards correspond to approximately 1,996,000 shares, including a proportion paid in cash; performance is measured by Absolute Total Shareholder Return with a Relative Total Shareholder Return modifier of plus or minus 20 percent. PSP rewards are payable within six months after each performance period ends.

The PSP’s estimated aggregate gross value is approximately EUR 18.2 million. The RSU pool’s maximum rewards correspond to approximately 826,000 shares, including a proportion paid in cash, and its estimated aggregate gross value is approximately EUR 7.5 million; both estimates use the EUR 9.11 closing share price on September 29, 2026. The board may allocate RSU rewards through June 30, 2030, with individual vesting schedules ending no earlier than 12 months after grant and by the end of 2031. As a starting point, no reward is paid if employment or service ends before the performance or vesting period ends.

Filing Explained

The plans also require Leadership Team members to retain 50% of net reward shares until their total IQM shareholding equals 50% of the prior calendar year’s gross salary; the CEO must retain 50% until holdings equal that salary, while they remain in those roles.

Key Figures

Maximum PSP reward equivalent: Approximately 1,996,000 shares Maximum RSU reward equivalent: Approximately 826,000 shares Estimated aggregate gross value of PSP: Approximately EUR 18.2 million +4 more

7 metrics

Maximum PSP reward equivalent Approximately 1,996,000 shares First performance period; includes a proportion to be paid in cash

Maximum RSU reward equivalent Approximately 826,000 shares Includes a proportion to be paid in cash

Estimated aggregate gross value of PSP Approximately EUR 18.2 million Calculated using the closing share price on September 29, 2026

Estimated aggregate gross value of RSU Approximately EUR 7.5 million Calculated using the closing share price on September 29, 2026

Closing share price used for estimates EUR 9.11 September 29, 2026

Relative Total Shareholder Return modifier Plus or minus 20 percent First performance period of the PSP

PSP reward payment period Within six months After the end of each performance period

Key Terms

Absolute Total Shareholder Return, Relative Total Shareholder Return, Performance Share Plan, Restricted Share Unit Pool, +1 more

5 terms

Absolute Total Shareholder Return financial

"performance criterion of the first performance period is Absolute Total Shareholder Return"

Absolute total shareholder return is the percentage gain or loss a shareholder realizes over a specific period from holding a company's shares, counting both the change in share price and cash distributions (dividends) paid during that period. It is calculated as (ending share price plus dividends received — starting share price) divided by the starting share price, typically expressed as a percentage; it can be reported for any chosen period and is distinct from relative TSR, which measures performance versus a benchmark. It does not by itself adjust for effects such as share dilution, spin-offs, or differing share classes unless those are explicitly incorporated into the calculation.

Relative Total Shareholder Return financial

"with a Relative Total Shareholder Return modifier of +/- 20 percent"

Relative total shareholder return measures how much an investor’s gain from a company — including stock price changes and dividends — beats or lags a chosen benchmark or peer group over a set time. Think of it as a race: it shows whether the company outpaced rivals or the market, which helps investors and boards judge performance, compare returns fairly, and link results to pay or investment decisions.

Performance Share Plan financial

"the Performance Share Plan 2026–2032"

A performance share plan grants company shares to employees or executives only if the business meets specific targets over a set period, so the reward depends on results rather than being automatic. For investors it matters because it aligns managers’ pay with company performance—like promising a team stock instead of cash if they hit goals—which can influence future share count, shareholder value, and how confidently management pursues growth.

Restricted Share Unit Pool financial

"establish a Restricted Share Unit Pool 2026–2030"

vesting schedules financial

"according to individual vesting schedules set by the Board of Directors"

FAQ

AI-generated questions and answers. How Rhea-AI works. Not financial advice.

What are the maximum IQMX incentive rewards under the new plans?

The first performance period of the Performance Share Plan has maximum rewards corresponding to approximately 1,996,000 shares, including a proportion paid in cash. Maximum rewards from the Restricted Share Unit Pool correspond to approximately 826,000 shares, also including a proportion paid in cash.

What shareholding rules apply to IQMX’s CEO and Leadership Team members?

A Leadership Team member must hold 50 percent of net reward shares until the value of that member’s total personal shareholding equals 50 percent of their gross salary for the preceding calendar year. The CEO must hold 50 percent of net reward shares until the CEO’s total personal shareholding equals the CEO’s gross salary for the preceding calendar year. These requirements apply while the person remains in the relevant role.

AI-generated analysis. How Rhea-AI works. Not financial advice.

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Available on EDGAR 10/02/2026 - 09:22 AM Accepted by SEC EDGAR 10/02/2026 - 09:21 AM Learn about SEC filing dates

UNITED STATES

SECURITIES AND EXCHANGE COMMISSION

Washington, D.C. 20549

FORM 6-K

REPORT OF FOREIGN PRIVATE ISSUER

PURSUANT TO RULE 13a-16 OR 15d-16

UNDER THE SECURITIES EXCHANGE ACT OF 1934

For the Month of October 2026

Commission File Number: 001-43383

IQM Quantum Computers Oyj

(Translation of registrant’s name into English)

Keilaranta 19

FI-02150 Espoo

Finland

(Address of Principal Executive Office)

Indicate by check mark whether the registrant files or will file annual reports under cover of Form 20-F or Form 40-F:

☒ Form 20-F   ☐ Form 40-F

INFORMATION CONTAINED IN THIS REPORT ON FORM 6-K

On September 30, 2026, IQM Quantum Computers Oyj (the “Company”) issued, via stock exchange release (the “Release”) made with Nasdaq Helsinki Ltd. (“Nasdaq Helsinki”), notification and public disclosure that the Company’s Board of Directors has established new share-based long-term incentive plans for the Company’s employees, consisting of the Performance Share Plan 2026–2032 and the Restricted Share Unit Pool 2026–2030. The Release is attached hereto as Exhibit 99.1.

Exhibit No.		Description
99.1		Stock Exchange Release, dated September 30, 2026

SIGNATURES

Pursuant to the requirements of the Securities Exchange Act of 1934, the registrant has duly caused this report to be signed on its behalf by the undersigned, thereunto duly authorized.

				IQM QUANTUM COMPUTERS OYJ
Date: October 2, 2026				By:		/s/ Jan Goetz
						Name: Jan Goetz
						Title: Chief Executive Officer

Exhibit 99.1

The Board of Directors of IQM Quantum Computers Plc has resolved to establish new share-based long-term incentive plans for the employees of the group

IQM Quantum Computers Plc, Stock Exchange Release, September 30, 2026 at 09:00 (EEST)

Performance Share Plan 2026–2032

The Board of Directors of IQM Quantum Computers Plc (“IQM” or the “Company”) has today resolved to establish a new share-based long-term incentive plan for the employees of the group, the Performance Share Plan 2026–2032 (the “PSP”). The purpose of the PSP is to align the objectives of the Company’s shareholders and employees for increasing the value of the Company in the long term, to retain key employees at the Company and to offer them a competitive incentive plan based on earning and accumulating the Company’s shares.

The PSP comprises three (3) four-year (4-year) performance periods, which commence on 1 July and end on 30 June in the years of 2026–2030, 2027–2031 and 2028–2032 respectively. The Board of Directors resolves on the commencement and details of a new performance period annually. The Board of Directors has resolved to commence the first performance period of the PSP.

Pursuant to the PSP, the target group has an opportunity to earn the Company’s shares based on the Company’s performance during the applicable performance period. The performance criterion of the first performance period is Absolute Total Shareholder Return (“aTSR”), with a Relative Total Shareholder Return (“rTSR”) modifier of +/- 20 percent. The potential rewards from the PSP will be paid after the end of each performance period, within six (6) months at the latest. The rewards under the PSP are delivered to participants free of charge.

If the maximum targets set for the performance criteria for the first performance period of the PSP are met, the maximum rewards to be paid correspond to the value of an approximate total of 1,996,000 shares of the Company, including a proportion to be paid in cash. The achievement of the performance criteria set by the Board of Directors will determine the proportion of the maximum reward that will be paid to a participant. The target group for the first performance period of the PSP consists of all employees, including the CEO and the members of the Leadership Team.

The estimated aggregate gross value of PSP is approximately EUR 18.2 million calculated based on the closing share price of EUR 9.11 on 29 September 2026. The materialized value of the plan may deviate from this estimate, depending on share price development and the degree to which the performance targets set for the plan are achieved.

Restricted Share Unit Pool

The Board of Directors has today also resolved to establish a Restricted Share Unit Pool 2026–2030 (the “RSU”). The RSU is a part of the remuneration and commitment program for all of the group’s employees. The Board of Directors may allocate rewards from the RSU until 30 June 2030. In addition to rewarding the entire personnel of the group, the RSU is also intended to be used as a tool in situations considered necessary by the Board of Directors, for example ensuring retention of key talents, attracting new talent or other specific situations determined by the Board of Directors.

The rewards from the RSU will be paid to participants according to individual vesting schedules set by the Board of Directors, which end earliest after a minimum of twelve (12) months have elapsed since the grant of the reward, but in any event by the end of 2031.

The maximum rewards to be paid from the RSU correspond to the value of an approximate total of 826,000 shares of the Company, including a proportion to be paid in cash. The individual allocations from the RSU will be resolved separately by the Board of Directors. The rewards under the RSU are delivered to participants free of charge.

The estimated aggregate gross value of the RSU is approximately EUR 7.5 million calculated based on the closing share price of EUR 9.11 on 29 September 2026. The materialized value of the plan may deviate from this estimate, depending on share price development and the amount of share grants made based on the plan.

Other terms

The potential rewards from the PSP and RSU will be paid partly in the Company’s 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 participant. As a starting point, no reward will be paid if the participant’s employment or service contract terminates before the end of the performance or vesting period.

A Leadership Team member must hold 50 percent of the net reward shares received from the long-term incentive plans until the value of the Leadership Team member’s total personal shareholding in the Company corresponds to 50 percent of their gross salary for the calendar year preceding the payment of the reward. The CEO must hold 50 percent of the net reward shares received from the long-term incentive plans until the value of the CEO’s total personal shareholding in the Company corresponds to the value of the CEO’s gross salary for the calendar year preceding the payment of the reward. Such number of the Company’s shares must be held as long as the participant continues to be a member of the Leadership Team or the CEO.

For further information, please contact:

Henrik Klobut

Investors@iqm.tech

About IQM Quantum Computers

IQM Quantum Computers is a global leader in superconducting quantum computing, delivering full-stack quantum systems and cloud platform access to enterprises, research institutions, high-performance computing centers, and national laboratories worldwide. IQM’s open and modular architecture enables customers to own, control, and integrate quantum systems directly into their workflows. Founded in 2018 and headquartered in Espoo, Finland, with major operations in Munich, Germany, it has over 400 employees globally and one of the industry’s strongest track records in deployed quantum systems across Europe, Asia, and North America.

Filing Exhibits & Attachments

1 document

Press Releases

• EX-99.1 EX-99.1 8.9 KB