Press release from AB Volvo's Remuneration Committee

Press release from AB Volvo's Remuneration Committee

The remuneration to the executive management of the Volvo Group is lower than in
comparable companies. This is confirmed by a study carried out by the Group's
Remuneration Committee. Accordingly, the Board is proposing to the Annual
General Meeting to decide that the ceiling be raised for remuneration including
the variable salary of about 250 senior executives and for the share program
that also encompasses them. The proposal is supported by Volvo's largest
shareholders, representing slightly more than 53% of the total number of votes.
“We must ensure that we can retain key persons among Volvo's senior executives
and this is not less important in bad times, more to the contrary,” says Finn
Johnsson, Chairman of Volvo's Remuneration Committee.

Raising the ceiling for the variable salary portion means that the Volvo Group
is approaching the level prevailing in other large companies in Sweden and
abroad where Volvo has operations. Following the proposed increase, it will be
easier for the Volvo Group, which is Sweden's largest exchange-listed company
and Europe's largest truck manufacturer, to recruit and retain managers on the
global labor market. 

The Board's proposal means that the ceiling for remuneration including about 250
senior executives' performance-based variable salary is increased from 50% to a
maximum of 60% of fixed salary in 2009. The increase of the variable salary does
not apply to the CEO, who currently has a variable salary that can amount to a
maximum of 65%. In principle, there will be no adjustment of the fixed salaries
of senior executives of the Volvo Group in 2009.

In addition to increasing the variable salary, the Board also proposes that the
maximum allotment of shares in the share program for the Group's senior
executives, including the CEO, is raised by 50%. Based on a share price of SEK
40, the total value of the new program at full allotment would be SEK 177 M,
compared with the total value for the allotment in 2007 that amounted to about
SEK 227 M.

“We have strong and attractive managers in Volvo and the senior executives the
changes encompass include some of our absolutely most important leaders, now and
in the future - it is the Board's duty to ensure that the company also succeeds
with retaining them,” says Finn Johnsson.

The Group Executive Committee, including CEO Leif Johansson, currently receives
salaries comprising a fixed component and a variable component linked to
performance. The variable salary portion is linked to operating income and cash
flow during each month and quarter. When certain goals are achieved for
operating income, and cash flow is positive, a variable salary is paid. If the
goals are not met, no variable salary is paid, which is reflected directly in
reduced costs for the company. The variable salary portion is paid out directly
in conjunction with the concluded month and quarter.

“The fourth quarter of 2008 is a good example that the variable salary has an
effect,” says Finn Johnsson. “Despite the dramatic slowdown, the Volvo Group
succeeded in reducing its inventories and as a result posted a positive cash
flow, which not all of our competitors succeeded in accomplishing so well.”

During 2008, the CEO received a variable salary for the two first highly
successful quarters. In the third and fourth quarter, when markets weakened and
earnings fell, in principle no variable salary was paid. For the CEO, this means
that for 2008, including the share-based incentive program, he received in total
22% less remuneration than in 2007. This despite that based on earnings 2008 was
the fourth best year in the Group's history.

The Volvo Group's share-based incentive program encompasses about 250 of the
Group's senior managers. The program is based on return on equity and a first
allotment of shares is made first after return exceeds 12%. Maximum allotment
occurs at 15%. In 2008, the return amounted to 12.1%, that is, just above the
limit when there is initially an allotment.   The Board proposes, in addition to
an increase in the maximum number of shares that may be allotted, that the
previous one-year share program shall instead apply to the three fiscal years
2009, 2010 and 2011.

February 26, 2009

For more information, please contact Finn Johnsson, Chairman of Volvo's
Remuneration Committee, tel +46 31 66 13 73.