LEGRAND_REGISTRATION_DOCUMENT_2017

APPENDIX Appendix 4

Compensation components having been submitted to the shareholders’ approval in accordance with the procedure relating to related party agreements and undertakings

Compensation components voted upon by the General Meeting of Shareholders in accordance with the procedure relating to related party agreements and undertakings

Amounts

Details

Severance payment

Not applicable

There is no undertaking in this regard.

Non-compete compensation

Not applicable

There is no undertaking in this regard.

Supplementary pension plan

Not applicable

There is no undertaking in this regard.

Summary table of criteria for determining the 2017 annual variable compensation of the Chairman and Chief Executive Officer Mr. Gilles Schnepp’s annual variable compensation in respect of the 2017 financial year was determined by application of the criteria given hereafter:

Min Target

Max Actual

As a % of fixed compensation

Operating margin

2017 adjusted operating margin (at 2016 perimeter) 2017 organic revenues growth 2017 revenues growth (including the effect of the acquisitions) Legrand’s inclusion in CSR benchmark indices

0% 32% 48% 48.0%

Indicator value

19.3% 19.7% 20.1% 20.1%

Organic growth of revenues

As a % of fixed compensation

0% 12% 18% 18.0%

Quantifiable portion: 3/4 of annual variable i.e., 60% of fixed compensation (as a target)

Indicator value

0% 1.5% 3.0% 3.1%

As a % of fixed compensation

External growth

0% 8% 12% 10.2%

Indicator value

0% 5% 10% 7.8%

Corporate Social Responsibility (CSR)

As a % of fixed compensation

0% 8% 12% 3.2%

Indicator value

7

12

14

9

QUANTIFIABLE TOTAL

0% 60% 90% 79.4%

Revenue growth

Evolution market share, new products, sales policies, access to new markets, partnerships (including outside France), expansion in the new economies Compliance with set priorities, emphasis on multiples paid, quality of integration process for acquisitions already made

0%

8% 12% 12.0%

Qualitative portion: 1/4 of annual variable i.e., 20% of fixed compensation (as a target)

External growth policy

0% 8% 12% 12.0%

General criteria

Risk management, labor issues, successions plans

0% 4% 6% 5.0%

QUALITATIVE TOTAL

0% 20% 30% 29.0%

VARIABLE TOTAL AS A % OF FIXED COMPENSATION

0% 80% 120% 108.4%

2017 Long-term compensation of the Chairman and Chief Executive Officer The long-term compensation allocated to Mr. Gilles Schnepp in respect of the 2017 financial year takes the form of a performance share plan (the “2017 Performance Share Plan”), approved by your Board of Directors on May 31, 2017, on the recommendation from the Compensation Committee.

The number of performance shares that will be finally allocated to Mr. Gilles Schnepp will vary between 0% and 150% of the number of shares initially allocated, subject to a presence condition and various performance criteria.

A

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REGISTRATION DOCUMENT 2017 - LEGRAND