Compagnie des Alpes // 2021 Universal Registration Document

3 REPORT ON CORPORATE GOVERNANCE Compensation of corporate officers

(i) compensation may be paid in the event of forced departure from the Company, following dismissal except in the event of serious misconduct or gross negligence (these concepts being assessed in the light of the criteria laid down by the French Labour Code), it being specified that non-renewal will not constitute a reason to receive compensation, (ii) no compensation will be paid to the Chief Executive Officer (i) if he leaves the Company on his own initiative or (ii) if he exercises new executive functions within the Group, or (iii) if he has the option of claiming full pension rights, or (iv) in the event of serious misconduct or gross negligence. Severance pay is subject to individual and Group performance criteria. These performance criteria shall be assessed on the date the tenure of corporate office is terminated: (i) individual performance condition: it will be met if, on average, over the last two financial years, the average amount of bonus awarded by the Board of Directors to the Chief Executive Officer is greater than 30% of the maximum bonus attributable; (ii) Group performance condition: it will be met if, on average, over the last two financial years, and based on the consolidated financial statements, the EBITDA/revenue ratio is greater than or equal to 20% on a like-for-like basis, it being understood that this criterion will have to be assessed excluding the impact of Covid-19 as long as the health crisis has a significant impact on the Group’s results. The amount of this severance payment will be equal to x1 the “basic annual salary” of the Chief Executive Officer. The basic annual salary shall be his last gross basic annual salary, including the gross amount of the bonus paid to him for the most recent full financial year, and excluding the amount of benefits in kind, reimbursements for professional expenses and any financial instruments and stock options granted during that period; l private unemployment insurance from the Association pour la Garantie Social des Chefs et Dirigeants d’Entreprise – GSC.

b. Accelerate the development of Parc Astérix (hotels) and Bellewaerde, c. Boost distribution and accommodation in mountain areas via the organisation and deployment of a new “Distribution & Hospitality” division; 2. Continue to deploy new CSR ambitions for the Group (accuracy and implementation of roadmaps), in particular: a. in terms of the environment, commit the action plan on the deployment of 0 net carbon, b. in terms of the social aspect, commit to an action plan to reduce accidents; 3. Support work on the adoption of a raison d'être by the end of 2022 including stakeholders and involve Group employees in the approach; 4. Define a plan of succession for the Group’s main managers and communicate to the Company’s Appointments and Compensation Committee. The Appointments and Compensation Committee will assess the achievement of these objectives after the end of the 2021/2022 financial year, and on the basis of this review, the Board will decide to allocate all or part of the variable portion to the Chief Executive Officer. The variable portion allocated for financial year 2021/2022 will be liquidated and paid during the following financial year, after approval by the Annual Shareholders’ Meeting called to vote on the financial year ended on 30 September 2022, in accordance with Article L. 22- 10-8 of the French Commercial Code. c) Other items of compensation The Chief Executive Officer will also benefit from: l the employee profit-sharing agreement of Compagnie des Alpes; l the provision of a company car; l the benefit of a defined contribution plan; l the benefit of the supplementary health and personal protection plans of Compagnie des Alpes; l severance pay:

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Compagnie des Alpes I 2021 Universal registration document