INCENTIVE OUTCOMES FOR THE YEAR ENDED 31 DECEMBER 2025 (AUDITED) Annual bonus in respect of 2025 performance The maximum annual bonus opportunity for each Executive Director in 2025 was 150% of base salary, with Threshold and On-Target performance paying 30% and 50% of maximum, respectively, under each performance measure. The 2025 annual bonus was based on an additive combination of financial (weighted 70%) and non-financial (30%) metrics. Further details, including the targets set and performance against each of the metrics, are provided in the tables below: Measure Weight Threshold 30% max. On-Target 50% max. Maximum 100% max. Actual Outcome % max. Financial 70% Adjusted EPS 30.0% 47.25p 48.25p 49.25p 47.5p 35.0% TAR 25.0% 6.8% 8.8% 10.8% 2.4% 0.0% Net debt to EBITDA 15.0% 6.9x 6.5x 6.0x 6.0x 100.0% Non-financial 30% Customer NPS 7.5% 10 12 18 20 100.0% Higher Education trust 7.5% 80 81 82 81 50.0% GRESB score 7.5% 85 86 87 86 50.0% Employee engagement 7.5% 73 75 77 75 50.0% Maximum bonus % salary Bonus outcome % max. Bonus outcome % salary Salary £ Bonus outcome £ J Lister 150.0% x 34.3% = 51.5% x £622,073 = £320,057 M Burt 150.0% x 34.3% = 51.5% x £425,000 = £218,663 As in previous years, prior to finalising the annual bonus outcome, the Committee received a detailed report from Professor Sir Steve Smith, Chair of the Health & Safety Committee, which reviewed the Group’s operational incidents and fire safety performance during 2025. Following a discussion of the key themes, the Committee concluded that the Executive team had continued to promote a culture of openness and transparency, and had worked proactively to address the challenges faced to ensure that students and staff live and work in safe environments, and that health and safety remains Unite Group’s number one priority. A formulaic assessment of performance against the targets set at the start of the financial year implied an overall outcome for the Executive Directors of 44.3% of maximum (66.4% of salary). However, having reflected on this outcome in the context of underlying business performance, the Executive Directors recommended to the Committee that the formulaic outcome be reduced. The Committee resolved to apply its discretion to reduce the bonus outcome to 34.3% of maximum (51.5% of salary) for both the CEO and CFO. The rationale for applying discretion did not include share price depreciation during the year. Confirmation of 2022 LTIP vesting Last year, the Committee provided an estimate for the vesting of the 2022 LTIP awards based on relative TAR after two years of the performance period. Following the publication of TAR results by comparators with March 2025 year-ends, the Committee was able to assess this element of the LTIP, with Unite Group’s TAR of +21.1% exceeding upper quartile (+6.6%) over the full three-year performance period. The resulting vesting outcome was 100.0% of maximum for the relative TAR element which, when combined with the outcomes for the other elements, resulted in an overall vesting outcome for the 2022 LTIP of 64.0% of maximum – in line with the estimate set out in last year’s report. The Committee was satisfied that this vesting result was supported by broader underlying Group performance over the three-year LTIP performance period and accordingly applied no discretion in respect of the outcome. ANNUAL REPORT ON REMUNERATION continued THE UNITE GROUP PLC Annual Report and Accounts 2025 122 GOVERNANCE