ANTIN // 2021 Universal Registration Document

CORPORATE GOVERNANCE Compensation of corporate officers

In addition, in accordance with AMF recommendations, the compensation policy in respect of the Chief Executive Officer and the Deputy Chief Executive Officer will be submitted to the approval of the Annual Shareholders’ Meeting to be held on 24 May 2022, pursuant to the 12 th and 13 th resolutions (see

Section 2.7.2.2 “Compensation policy of the Board and Chief Executive Officer and the Vice-Chairman of the Board and Deputy Chief Executive Officer” and 9 “Annual Shareholders’ Meeting” of this Universal Registration Document below).

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2.7.2.1 General principles applicable to the compensation of the executive officers The Board of Directors ensures that the compensation policy is adapted to the Company’s strategy and the environment in which it operates, and that it promotes performance and competitiveness over the medium- and long-term. The general principles governing the compensation policy for corporate officers are established in accordance with the provisions of Article L. 22-10-8 of the French Commercial Code:

The compensation policy for the Chairman of the Board and Chief Executive Officer and Vice-Chairman of the Board and Deputy Chief Executive Officer is directly linked to the business’ strategy: performance is assessed in the same way as the business’ performance, using identical financial criteria. It aims to promote the implementation of the strategy year after year. A significant proportion of the variable component of compensation factors in quantifiable non-financial criteria, in particular environmental, social and societal criteria that are assessed year after year with a long-term perspective. In drafting up this policy each year, the Board of Directors ensures in particular that it is consistent with the Company’s corporate interest, that it contributes to its long-term viability and its business strategy. In this respect, it ensures a balance between the interests of the Company and its principal stakeholders, on the one hand, and the performance of senior executives and the continuity of compensation practices, on the other. It also ensures that teams are retained and that the work accomplished is fairly valued. The Board of Directors wishes this policy to be fair and balanced from the point of view of both Shareholders and employees of the Company. The principles and objectives that guide the determination of the compensation policy are as follows: (i) performance requirement; (ii) alignment of interests with Shareholders; (iii) motivation of corporate officers; (iv) importance of retaining teams and attracting the best talent; (v) alignment with Antin’s values, and (vi) comprehensiveness and simplicity. All components of the Chairman of the Board and Chief Executive Officer and Vice-Chairman of the Board and Deputy Chief Executive Officer’s compensation are described in detail in this Universal Registration Document, together with the way in which they are calculated. The compensation policy for executive corporate officers (for all components of compensation) is decided on by the Board of Directors, on the recommendation of the Nomination and Compensation Committee, and is submitted to the shareholders for their approval at the Ordinary Shareholders’ Meeting. The components of compensation are, in principle, set for the officer’s term of office and reviewed on reappointments or in the event of significant changes in the Company’s situation or in market circumstances.

INCLUSION IN THE COMPANY’S STRATEGY

CONSISTENCY WITH THE COMPANY’S INTERESTS

CONTRIBUTION TO THE BUSINESS LONG-TERM STRATEGY

DESCRIPTION OF ALL COMPENSATION COMPONENTS

EXPLANATION OF THE DECISION MAKING PROCESS USED TO DETERMINE, REVISE AND IMPLEMENT THE COMPENSATION POLICY

65 ANTIN INFRASTRUCTURE PARTNERS S.A. - UNIVERSAL REGISTRATION DOCUMENT 2021