IMPLEMENTATION OF REMUNERATION POLICY FOR 2026 Base salary The CEO’s salary will be increased by 2.5% with effect from 1 April 2026. The CFO’s salary will also be increased by 2.5%. The average salary increase across the Group will be 3.2%. Unite Group maintains its commitment to being an accredited Real Living Wage employer. Salaries From 1 Jan 2025 From 1 April 2026 % change J Lister £622,073 £637,625 2.5% M Burt £425,000 £435,625 2.5% Pension Executive Directors will continue to receive a pension scheme contribution, a cash allowance of equivalent cost to the Company or a combination of both. Total employer pension contributions are in line with the offering available to the wider employee population at up to 11% of salary. Annual bonus For 2026, the maximum bonus opportunity for Joe Lister and Mike Burt will be 150% of salary, with Threshold and On-Target performance paying 30% and 50% of maximum, respectively, under each performance measure. For both the financial and non-financial elements of the annual bonus, targets have been set to be challenging relative to the business plan. Reflecting concerns around commercial sensitivity at this time, it is the Committee’s intention to disclose all targets retrospectively in next year’s Directors’ Remuneration Report. This decision takes into account the possible insight that prospective disclosure might provide to our competitors as to our short- term financial and operational strategy. 2026 bonus measures and weightings Weight Adjusted EPS 30.0% TAR 25.0% Sales (academic year 2026/27) 15.0% Net debt to EBITDA 10.0% Customer NPS 5.0% Higher Education trust 5.0% Employee engagement 5.0% GRESB score 5.0% As noted in the Chair’s Statement on page 113, the 2026 bonus scorecard has been modified to reflect the Company’s financial priorities for the year, including the introduction of a Sales metric and the down-weighting of non-financial metrics and net debt to EBITDA. Additionally, for the 2026 bonus, absolute TAR will measured on a pre-yield basis. This change reflects management’s greater control of pre vs. post-yield outcomes over a shorter-term time horizon. The TAR element of the LTIP will continue to be measured on a post-yield basis. In line with the new Remuneration Policy, up to 50% of any bonus earned will be deferred in shares for two years, unless a Director has met their in-post shareholding guideline, in which case the full bonus earned will be paid in cash. LTIP During 2026, Joe Lister and Mike Burt will each receive an award of up to 200% of salary delivered through the PSP, with vesting dependent on the achievement of three-year performance targets. Targets for the relative TSR and TAR measures are set out in the table below. Targets for the EPS and operational energy intensity measures will be disclosed in a market announcement no later than the date of grant for these awards (expected to be in April 2026). The delay to target-setting reflects the recent acquisition of Empiric and the need to ensure that consolidated targets are appropropriately stretching. Any awards vesting for performance will be subject to an additional two-year holding period, during which time recovery provisions will also apply. Further details of the grant date and number of interests awarded will be disclosed in next year’s report. 2026 LTIP measure Note Weight 2028 Adjusted EPS 30.0% Relative TSR Note 1 30.0% Relative TAR Note 1 30.0% Operational energy intensity 10.0% 2026 LTIP targets Threshold 25% max. Stretch 100% max. 2028 Adjusted EPS To be disclosed no later than the date of grant Relative TSR Median UQ Relative TAR Median UQ Operational energy intensity To be disclosed no later than the date of grant For all measures: no vesting below Threshold; straight-line vesting between Threshold and Stretch targets. 1. UQ – upper quartile; TSR and TAR are measured relative to the constituents of the FTSE 350 Real Estate Supersector Index, excluding Savills and Rightmove which do not report on an EPRA basis and are not considered relevant comparators for the basis of relative performance measurement. CHAIRMAN AND NON-EXECUTIVE DIRECTOR FEES Fees payable to the Chair of the Board and other Non-Executive Directors will be increased as follows: Fee From 1 Jan 2025 From 1 April 2026 % change Base fees Board Chair fee £263,021 £269,597 2.5% NED base fee £63,550 £65,139 2.5% Additional fees SID £10,250 £10,506 2.5% Committee Chair £11,173 £11,452 2.5% SID – Senior Independent Director. Committee Chair fees are currently paid to the Chairs of the Audit & Risk, Remuneration, Health & Safety, and Sustainability Committees. THE UNITE GROUP PLC Annual Report and Accounts 2025 129