Euronext // 2021 Universal Registration Document

Empower Sustainable Finance 3 Euronext’s five ESG Impact Areas and the Sustainable Development Goals

Employee well-being, health and safety and embracing new ways of working The Company is committed to providing all employees and others who are on Company property, with a safe and healthy work environment. Accordingly, all employees will comply with all health and safety laws and regulations as well as Company policies governing health and safety. All employees are responsible for immediately reporting accidents, injuries and unsafe equipment, practices or conditions to a manager or other designated person. With Covid-19 still having an impact, Euronext continued its company-wide partnership with the Business Continuity team and each local CEO and HR partner to document, track, provide solutions and report progress in all Euronext locations across the following areas: n maximum office capacity;

n summer campus for employees’ children, cultural events to exhibitions, virtual tours in European capitals; n social connections through virtual coffee roulette and a variety of in-person employee events when it was safe to do so. Euronext truly embraced the hybrid working model making sure every employee was set up effectively and safely to work from home. Principles and guidance were provided with tailoring to suit the needs of each location and team as appropriate. Flexible working hours were offered where possible within the context of each role to accommodate employees to perform their role taking into account individual circumstances. This also included respecting legislative types of leave such as paid maternity leave and paid paternity leave and in many of our locations, Euronext offers pay and benefits beyond the legally required minimum for these types of leave ( e.g. France, Ireland, the Netherlands). Despite the ever evolving challenges, Euronext had a low absentee rate in 2021 of 2.34%. Performance & remuneration Euronext’s Performance and Development process aims to strengthen the performance culture by equipping our managers with tools to develop and motivate their teams, and to recognise the contributions of each employee. Since 2016, Euronext has been working to promote a culture of continuous feedback, encouraging managers and employees to have regular discussions on performance and development. The annual appraisal process, which brings formalised milestones to this continuous feedback culture, is rolled out each year, starting in November with the self-assessment period, followed by an annual appraisal meeting and the setting of new objectives in line with the Growth for Impact 2024 strategy. The new goal-setting grid is structured in three axes so that all employees are involved in the strategic priorities. It is mandatory that each employee has one ESG objective, one objective related to continuous transformation and at least three objectives related to their function. Below is an excerpt from Euronext’s guidance to employees in setting their ESG objective related to Euronext’s Fit For 1.5 commitment.

n government advice on working from home; n face masks inventory and recommendations; n social distancing; n public transport options; n international travel considerations and restrictions; n management of events and visitors to offices; n nurseries and schools’opening status;

n when offices were able to open according to local regulations and to public authorities decisions, specific protocols were put in place (such as the provision of masks to staff – and setting up the offices with appropriate social distance and sanity controls). Euronext also reinforced its Wellnext programme (aimed at improving health and well-being of employees at work) and its volunteering efforts which help provide a welcome mental health outlet with the added benefit of mixing with colleagues. A snapshot of some group-wide and local examples includes: n psychological supports & confidential employee assistance helplines including health seminars, subsidised subscription to virtual meditation tools and bespoke talks; n ergonomic assessments, health assessments, anti-flu vaccination campaigns for employees and their families; n physical activities such as steps challenges for charity, beach cleaning & tidying of towns in the cities Euronext is located;

The HR team ensures that a written record of the key performance discussions is entered into the HR system:

2021

2020

2019

2018

Percentage of employees with an annual performance and career development discussion/form completed

98,50%

98%

95%

98%

Percentage of employees with objectives forms completed

95,50%

95%

96,40%

95%

Percentage of female/male with annual performance and career development discussion/review completed

99%/98%

98%/98%

94%/96%

Euronext’s LTI plan is a discretionary performance share plan in which 23% of all employees benefited from in 2021. In addition, Euronext granted ten performance shares to all permanent employees in May 2021 vesting in 2024.

The Remuneration policy also includes local benefits plans. For specific information on Managing Board and Supervisory Board remuneration please refer to Section 4.4 - Remuneration Report.

94

2021 UNIVERSAL REGISTRATION DOCUMENT