Airbus - Financial Statements 2022

2. Notes to the IFRS Consolidated Financial Statements Employees Costs and Benefits

33.2 ESOP

In 2022 and 2021, the Board of Directors approved a new ESOP scheme. Eligible employees were able to purchase a fixed number of previously unissued shares at fair market value (5, 10, 15, 30, 60 or 100 shares in 2022, 5, 15, 30, 50 or 100 shares in 2021). The Company matched each fixed number of shares with a number of the Company free shares based on a determined ratio (5, 9, 12, 20, 35 and 55 free shares, respectively in 2022, versus 4, 7, 10, 13 and 25 free shares, respectively in 2021). During a custody period of at least one year, employees are restricted from selling the shares, but have the right to receive all dividends paid. Employees who directly purchased the Airbus SE shares have, in addition, the ability to vote at the Annual Shareholder Meetings. The subscription price was equal to the closing price at the Paris

stock exchange on 16 March 2022 (2021: 17 February 2021) and amounted to €106.82 (2021: €93.90). Investing through a mutual fund led to a price which corresponds to the average price at the Paris stock exchange during the 20 trading days immediately preceding 16 February 2022 (2021: 17 February 2021), resulting in a price of €114.01 (2021: €89.52). In 2022, the Company issued and sold 1,296,252 ordinary shares (2021: 1,442,645) with a nominal value of €1.00 each. In 2022, the Company issued and distributed 824,793 matching ordinary shares (2021: 491,775) with a nominal value of €1.00 each. Compensation expense (excluding social security contributions) of €82 million (2021: €49 million) was recognised in connection with ESOP in 2022.

34.

Remuneration

34.1 Remuneration – Executive Committee The Company’s key management personnel consists of Members of the Executive Committee and Non ‑ Executive Board Members. The Chief Executive Officer (“CEO”), who chairs the Executive Committee, is the sole Executive Board Member. The annual remuneration and related compensation costs of the key management personnel as expensed in the respective year can be summarised as follows:

2022

2021

(In € million)

Executive Committee, including Executive Board Member

Salaries and other short ‑ term benefits (including bonuses)

19.4

19.5

Post ‑ employment benefit costs

4.0

5.2

Share ‑ based remuneration (“LTIP award”, including associated hedge result)

4.1

3.4

(1)

Termination benefits

0

6.1

Other benefits

0.3

0.4

(2)

Social charges

6.0

4.6

Non ‑ Executive Board Members Short ‑ term benefits (including social charges)

2.3

2.0

Total expense recognised

36.1

41.2

(1) 2021 termination benefits include the termination benefits related to the year 2021. (2) Costs of benefits provided through applicable mandatory collective and social security plans are accounted for among social charges.

Salaries and Other Short ‑ Term Benefits (Including Bonuses) The amount of bonuses is based on estimated performance achievement as at the balance sheet date and difference between previous year estimation and actual pay ‑ out in the current year. Outstanding short ‑ term benefits (bonuses) at year ‑ end 2022 for Executive Committee Members based on estimated performance achievement at year ‑ end was €10.2 million (2021: €11.4 million). In order to support the Company’s target of reducing its Scope 1 and 2 carbon emissions by 63% by 2030, the Board of Directors decided to translate this ambition into a concrete objective and include the CO reduction target in the collective variable remuneration of the CEO and all executives. 2

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