LEGRAND_REGISTRATION_DOCUMENT_2017

06

CORPORATE GOVERNANCE

Compensation and benefits of company officers

Non-financial performance criterion (applicable to the 2016 and 2017 plans)

Applicable to the Chairman and Chief Executive Officer

Between 70% and 90% Between 70% and 90%

Between 90% and 97% Between 90% and 125%

Between 97% and 150%

Capped at 150%

0%

Pay-out rate (1)

3-year average achievement rate of the Group’s CSR Roadmap priorities

Lower than 70%

Between 125%

and 213% Over 213%

(1) Linear calculation of pay-out rate for any result between the limits indicated above.

Table 7 – Performance shares freely allocated that became available in 2017 for the executive officer

Number of shares that have become available during the year

Executive Officer

Date of plan

Acquisitions terms

Gilles Schnepp

N/A

Nil

N/A

Table 10 – Summary of multi-year variable compensation attributed to the executive officer for previous financial years by the Company and by any Group company

2013

2014

2013 Future Performance Units Plan

2014 Future Performance Units Plan

Gilles Schnepp, Chairman and Chief Executive Officer

Date of plan

March 6, 2013

March 5, 2014

Min Target Max (as a % of fixed compensation)

0% 100% 150%

0% 100% 150%

IFRS valuation (in euros) before indexation to stock price and application of performance criteria

605,221

600,508

For a description of the applicable performance criteria, see pages 203-204 of this Registration Document.

Performance criteria

Date on which presence and performance criteria are verified

March 6, 2016

March 6, 2017

92.2% of the target and 61.5% of the maximum

Level of achievement of future performance criteria

100.2%

For a description of the method used to index the value of Future Performance Units to the stock price during the two-year lock-in period, please refer to page 204 of this Registration Document

Method used to index the value of Future Performance Units to the stock price

Existing performance units plans For 2013 and 2014, the long-term variable compensation approved by the Board of Directors and presented in the table above consists of Future Performance Units Plans. On the recommendation of the Compensation Committee, the Board of Directors, at its meetings of March 6, 2013 and March 5, 2014, decided to put in place Future Performance Units plans (the “ 2013 Performance Units Plan ” and the “ 2014 Performance Units Plan ” respectively) which benefit notably to Mr. Gilles Schnepp.

Under the 2013 Performance Units Plan, the value of Future Performance Units is equal to €63 each, the closing price of the Legrand stock on NYSE Euronext Paris on the last day of the two- year lock-in period, i.e. on March 7, 2018. The total theoretical amount calculated (on the basis of the rate of achievement of future performance criteria of 100.2% and the stock price of €63) which is €1,237,670.28 has been capped at €937,500 in accordance with the rule mentioned on pages 172 and 173 of the 2013 Registration Document.

202

REGISTRATION DOCUMENT 2017 - LEGRAND