DIRECTORS’ REMUNERATION POLICY SUMMARY The current Directors’ Remuneration Policy was approved by shareholders at the 2025 AGM and can be found in full on pages 119 to 126 of the 2024 Annual Report and Accounts. A summary of the key terms of the policy is set out below for information purposes. Elements Key terms Base salary • Reviewed regularly with reference to individual contribution, experience and market data. • Salary increases for Executive Directors will generally be in line with other salaried employees. Pension • Employer pension contribution or cash allowance aligned with the rate offered to the majority of employees across the Group (currently 11% of salary). Benefits • Market-competitive benefits offering including, but not limited to, company car or car allowance and private healthcare insurance. Annual bonus • Maximum bonus opportunity of 150% of salary; on-target opportunity up to 50% of maximum. • Measures, weightings and targets are set annually by the Committee, with at least 70% of the overall bonus based on financial metrics. • 50% of any bonus earned is 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. • The Committee retains overarching discretion to adjust the formulaic outcome to ensure the alignment of pay with performance. • Malus and clawback provisions apply. LTIP • Normal maximum grant of 200% of salary (300% in exceptional circumstances). • Vesting is subject to performance measured over three years. • Vested awards are typically subject to a mandatory two-year holding period. • Performance measures, weightings and targets are set by the Committee ahead of each award to reinforce the Company’s longer-term strategy. • The Committee retains overarching discretion to adjust the formulaic outcome to ensure the alignment of pay with performance. • Malus and clawback provisions apply. SAYE • HMRC-approved scheme subject to prevailing HMRC limits and open to all employees. NED fees • The Board Chair receives an all-inclusive fee which is reviewed annually by the Committee. • Fees for other NEDs are reviewed annually by the Board Chair and Executive Directors. • NEDs receive a basic annual fee, with additional fees being paid for additional responsibilities, including for acting as Senior Independent Director or for Chairing one of the Board’s Committees. • Fee increases will generally be in line with salaried employees. Shareholding guidelines • Executive Directors are expected to build and maintain shareholdings at a minimum specified level, currently 250% of salary for the CEO and 200% of salary for the CFO. • Executive Directors are required to maintain the lower of: a) their shareholding at the time of leaving the business; and (b) the current in-post shareholding guideline for two years after stepping down from the Board. THE UNITE GROUP PLC Annual Report and Accounts 2025 116 GOVERNANCE