Airbus - Financial Statements 2022

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

Post ‑ Employment and Other Long ‑ Term Benefits The post ‑ employment and other long ‑ term benefits defined obligation for the Executive Committee, including the CEO, amounted to €16.7 million at 31 December 2022 (2021: €25.6 million). The disclosed post ‑ employment and other long ‑ term benefits reflect the total outstanding balance for all Executive Committee Members in charge at the end of the respective balance sheet date. Share ‑ Based Remuneration (“LTIP Award”) The share ‑ based payment expenses result from not yet forfeited units and shares granted to the Executive Committee Members under the Company’s LTIP which are re ‑ measured at fair value according to the methodology described in Note 33. In 2022, the Members of the Executive Committee were granted 70,562 Performance Shares (2021: 66,575). For LTIP 2022, the respective fair value of these Shares at grant date was €8.8 million (2021: €6.5 million for both Performance Shares and Performance Units). As of 31 December 2022, provisions of €5.4 million (2021: €5.4 million) relating to LTIP have been recognised. The total number of outstanding Performance Units and Performance Shares granted to the current Members of the Executive Committee amounted to 81,183 and 206,211 respectively at 31 December 2022 (2021: 91,180 Performance Units and 152,967 Performance Shares). In the case of contract termination, the Executive Committee Members are entitled to an indemnity equal to 1.5 times the Total Target Remuneration (defined as Base Salary and target Annual Variable Remuneration) with respect to applicable local legal requirements, if any. This will not apply if the Executive Committee mandate is terminated for cause, in case of dismissal, if the Executive Committee Member resigns or has reached retirement age. The Executive Committee Members’ contract includes a non ‑ compete clause which applies for a minimum of one year and can be extended at the Company’s initiative for a further year. The Board of Directors has the discretion to waive or invoke the extension of the non ‑ compete clause when legally or contractually possible. The compensation for each year that the non ‑ compete clause applies is equal to 50% of the last Total Annual Remuneration (defined as Base Salary and Annual Variable Remuneration most recently paid) with respect to applicable local legal requirements, if any. Past LTIP awards may be maintained in full or prorated, in such cases as in case of retirement or if a mandate is not renewed by the Company without cause, pro rata being based on the presence in the Company during performance periods. The vesting of past LTIP awards follows the plans’ rules and regulations and is not accelerated in any case. LTIP awards are forfeited for Executives who leave the Company on their own initiative, but this is subject to review by the Board of Directors. The termination benefits include assumptions about all effective, known or planned terminations to date. Other Benefits Other benefits include expenses for Executive Committee Members’ medical, death and disability coverage, company car and other usual facilities as applicable. Termination Benefits The following benefits apply to Executive Committee Members, except the CEO.

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