Airbus // Universal Registration Document 2023

4. Corporate Governance 4.3 Employee Success Sharing and Incentive Plans

4.3.3 Long-Term Incentive Plans

Since 2016, the Company operates a Performance Units and Performance Shares Plan. Performance Units qualify as a cash-settled share based payment plan under IFRS 2 and Performance Shares qualify as an equity-settled share-based payment plan under IFRS 2. Since 2022, the Company operates only a Performance Shares Plan. The principal characteristics of these Performance Units and Performance Shares as of 31 December 2023 are set out in the “Notes to the IFRS Consolidated Financial Statements – Note 32: Share-based payment”. They are also summarised in the tables below:

LTIP 2018 (7)

LTIP 2019 (8)

LTIP 2020 (9)

LTIP 2021 LTIP 2022 LTIP 2023

30 October 2018

29 October 2019

28 October 2020

15 December 2021

14 December 2022

13 December 2023

Grant date (1)

Performance Units/Shares

Units Shares Units Shares Units Shares Shares

Shares

Shares

Number of units/shares granted (2)

278,376 281,181 247,508 247,508 420,004 420,004 520,870

649,373

558,055

Number of units/shares granted through Equity Pool (4)

6,664 6,664 4,343 4,252 2,473 2,473 19,693

19,747

-

Number of units/shares outstanding (5) Total number of eligible beneficiaries

-

-

55,050

-

575,805 575,805 512,255

658,409

558,055

1,626

1,576

1,603

1,785

1,579

1,581

Number of accelerated vested units/shares (10) Number of vested units/shares - - Units/shares granted to: - - Mr Guillaume Faury* - - the ten employees having been granted the highest number of units/shares during the year

-

-

-

-

404

404

247

-

-

130,089 132,120 55,982 109,802 -

-

-

-

-

4,208 4,208 5,530 5,530 9,920 9,920

12,121

14,115

11,619

23,578 26,383 28,058 28,058 48,610 48,610 61,412

64,489

60,160

(1) Date, when the vesting conditions were determined. (2) Based on 100% target performance achievement. A minimum of 50% of Performance Units will vest; 100% in case of on-target performance achievement; up to a maximum of 150% in case of overachievement of performance criteria. In case of absolute negative results (cumulative EBIT of the Company) during the performance period, the Board of Directors can decide to review the vesting of the Performance Units including the 50% portion which is not subject to performance conditions (additional vesting condition). (3) Values are provided for units corresponding per vesting date. (4) Mirroring the respective plan rules and regulations, but granted at a different date based on specific Board of Directors’ resolutions. (5) Including shares granted through the Equity Pool, if applicable and applicable performance achievement as per note 7,8,9 below. (6) Corresponds to 200% of the respective reference share price. Overall, the pay-out for Performance Units is limited to a total amount of 250% of the units originally granted, each valued with the respective reference share price of €73.81 (for LTIP 2017), €106.94 (for LTIP 2018), €122.06 (for LTIP 2019), €68.04 (for LTIP 2020). (7) Based on performance achievement of 50% for Performance Units under LTIP 2018. (8) Based on performance achievement of 50% for Performance Units under LTIP 2019. (9) Based on performance achievement of 150% for Performance Units under LTIP 2020. (10) Accelerated vesting following the death of a beneficiary. * For more information in respect of units and shares granted to the Chief Executive Officer, please refer to the “Notes to the IFRS Consolidated Financial Statements – Note 33: Remuneration”.

The information in respect of stock options and performance and restricted shares cancelled and exercised during the year are set out in “Notes to the IFRS Consolidated Financial Statements – Note 32: Share-based payment”.

260 Airbus Annual Report

Universal Registration Document 2023