THE UNITE GROUP PLC Annual Report and Accounts 2024 122 DIRECTORS’ REMUNERATION POLICY continued GOVERNANCE REMUNERATION POLICY TABLE – EXECUTIVE DIRECTORS CONTINUED Purpose Operation Opportunity Performance metrics To drive sustained long- term performance that supports the creation of shareholder value. • The LTIP comprises a Performance Share Plan (PSP) and an Approved Employee Share Option Scheme (ESOS), with the latter used to deliver a proportion of the LTIP in a tax-efficient manner. • Performance measures, targets and weightings are reviewed and set by the Committee at the start of each cycle. • A proportion of any vested awards may, at the discretion of the Committee, be subject to a holding period following the end of a three-year vesting period. The Committee’s current intention is that all awards will be required to be held for an additional two-year period post-vesting. • Awards under the LTIP are subject to malus and clawback provisions. • The normal aggregate grant limit under the LTIP is 200% of salary for Executive Directors (300% in exceptional circumstances). • LTIP awards may include a grant of approved options, valued on a fair value exchange and subject to HMRC-approved limits on the aggregate value of options outstanding under all awards at any given time (currently £60,000). • Up to 25% of maximum will be paid for Threshold performance under each performance measure. • A payment equal to the value of dividends which would have accrued on vested shares will be made following the release of awards, either in cash or as additional shares. • Vesting of LTIP awards is subject to continued employment and performance against relevant metrics measured over three years. • The Committee will approve the performance measures, weightings and targets ahead of each grant to ensure that they continue to be linked to the delivery of Unite Group’s longer-term strategy. • If no entitlement has been earned at the end of the relevant performance period, awards will lapse. • The Committee has discretion to adjust the formulaic LTIP outcomes to ensure alignment of pay with performance, i.e. the outcome is a true reflection of Company performance. LTIP Purpose Operation Opportunity Performance metrics An all-employee scheme which encourages the ownership of Unite Group shares. • An HMRC-approved scheme whereby employees may save up to the maximum monthly savings limit over three years. • Options are granted at up to a 20% discount. • Savings are capped at the prevailing HMRC limit at the time employees are invited to participate. • None SAYE