Euronext - 2020 Universal Registration Document

Corporate Governance 4 Remuneration Report of the Remuneration Committee

(4) Other members of the Managing Board have dedicated individual quantitative or strategic targets. Performance is assessed for each of them on an individual basis by the Supervisory Board upon therecommendation of the Chief Executive Officer. KPI achievement and% pay-out for the members of the Managing Board: The overall performance assessment with the application of the performance multiplier will result in a STI pay-out of 150% of the AFS for the Group Chief Executive Officer.

v. build a trustful relationship with analysts, investors and Reference Shareholders; vi. deploy M&A strategy & secure smooth execution of any possible deal; vii. increase team productivity and optimise efficiencies. Following assessment of the 2020 KPIs and milestones by the Supervisory Board, overall performance for these criteria were assessed as over performed with a payout between target and maximum level.

Pay-out as%of AFS

Maximumpay-out as % of AFS

Performance criteria achievement

Performance multiplier impact

Annual target as %of AFS

Name

Position

Stephane Boujnah

Group Chief Executive Officer and Chairman CEO of Euronext Paris and Global Head of Listing and Post Trade CEO of Euronext London, Head of Global Sales CEO of Euronext Dublin and Head of Debt & Funds Listings and ETFs CEO of Euronext Lisbonand CEO of Interbolsa Chief Operating Officer

122%

200%

75%

150% 150%

Anthony Attia

118%

189%

50%

100%

94%

Chris Topple

118% 121%

189% 200%

50% 50%

100%

94%

Georges Lauchard

100% 100%

Daryl Byrne

108%

140%

50%

100%

70%

Isabel Ucha

110% 106% 101% 108%

150% 129% 105% 139%

40% 50% 40% 50%

80%

61% 65% 42% 70%

Simone Huis in’t Veld CEO of Euronext Amsterdam

100%

Vincent van Dessel Øivind Amundsen

CEO of Euronext Brussels

80%

CEO of Oslo Børs

100%

4.4.3.3.2 STI component for 2021 (new 2021 Remuneration Policy) Starting in 2021, a new STI target has been defined for the Chief Executive Officer of 100% of Annual Fixed Salary versus 75% before, with an unchanged maximum pay-out of 150%, in order to align

with market practice, but also allow for additional threshold and ambitious targets as described below in the document.

Minimum annual STI as% of AFS

Position

On target annual STI as% of AFS

Maximum annual STI as% of AF

Group Chief Executive Officer

0%

100%

150%

Other members of the Managing Board

0%

50%-70%

75%-105%

A threshold for payment at 70% of objectives reached has been introduced. No payment will be made below 70%, whereas there was not threshold in the previous policy. At 90% of the objectives reached (compared to 80% in the previous policy) the STI pay-out will be set at 50% of the target STI, meaning 50% of AFS. At 100%, STI pay-out

will be set at 100%. At 110% of objectives reached (compared to 120% in the previous policy) the STI pay-out will be set at 150%, meaning 150% of AFS. Linear extrapolation between performance bands is applied.

Depending on performance against objectives, the STI pay-out calculation rules will be the following:

Performance versus objectives

STI pay-out versus target STI

110% and above

150%

100% to 110%

Calculation on a linear basis from 100% to 150%

100%

100%

90% to 100%

Calculation on a linear basis from 50% to 100%

90%

50%

70% to 90%

Calculation on a linear basis from 0 to 50%

Below 70%

0%

Financial targets will represent 50% of the annual objectives (compared to 40% in the previous policy), strategic quantitative targets 30% and individual qualitative targets 20% (compared to 30% in the previous policy). This includes a dedicated ESG target set

at 10%. The performance criteria for the members of the Managing Board’s Short Term Incentives would be based on the following scorecard:

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2020 UNIVERSAL REGISTRATION DOCUMENT