RELATIVE IMPORTANCE OF SPEND ON PAY The table below shows shareholder distributions (i.e. dividends and share buybacks) and total employee pay expenditure for the financial years ended 31 December 2024 and 31 December 2025, along with the percentage change in both. Total employee pay expenditure excludes social security costs; distributions to shareholders reflects actual payments made during the relevant financial year. SCHEME INTERESTS AWARDED IN 2025 (AUDITED) LTIP In April 2025, Executive Directors were granted awards under the LTIP with a face value of 200% of their respective salaries. Any awards vesting for performance will be subject to an additional two-year holding period. Awards were made in the form of nil cost options under the PSP. Date of grant Interests granted Market price at date of award Face value PSP ESOS Total J Lister 7 April 2025 150,806 0 150,806 825.0p £1,244,150 M Burt 7 April 2025 103,030 0 103,030 825.0p £849,998 Note 1: The market price used to calculate the interests granted was the closing price of 6 April 2025. Vesting of these awards is dependent on the achievement of three-year performance targets as set out below. The Committee retains overarching discretion under the Remuneration Policy to approve the final vesting of these awards, and any payout will be scrutinised by the Committee to ensure it reflects the underlying performance of the Company and the experience of stakeholders over the period. Measure Note Weight Threshold 25% max. Stretch 100% max. 2027 Adjusted EPS 30.0% 51.7p 54.7p Relative TSR Note 1 30.0% Median Upper Quartile Relative TAR Note 1 30.0% Median Upper Quartile Operational energy intensity (OEI) Note 2 10.0% 4.5% 9% For all measures: no vesting below Threshold; straight-line vesting between Threshold and Stretch targets. The performance period runs from 1 January 2025 - 31 December 2027. 1. 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. 2. OEI targets are based on a cumulative reduction: 2027 vs. 2024 baseline (kWh/m 2 ). Range was set with reference to historical performance and both the existing CRREM residential multifamily pathway and expectations for a new student housing pathway. Deferred annual bonus During the year, 50% of the annual bonus earned by Joe Lister and Mike Burt in respect of the 2025 financial year was satisfied in Unite Group shares, deferred for two years. Date of grant Interests granted Market price at date of award Date of vesting J Lister 26 February 2025 33,804 842.0p 26 February 2027 M Burt 26 February 2025 21,932 842.0p 26 February 2027 ANNUAL REPORT ON REMUNERATION continued 2025 2024 % change Total employee pay expenditure £92.0m £85.2m 8.0% Distributions to shareholders £175.9m £137.8m 27.7% THE UNITE GROUP PLC Annual Report and Accounts 2025 124 GOVERNANCE