PERNOD-RICARD - Notice of meeting 2021

4. ___ PRESENTATION OF THE COMPENSATION OF THE EXECUTIVE DIRECTOR

Compensation principles for the Executive Director (vote ex-ante )

Components of compensation Fixed compensation

€1,250,000

Variable compensation

Target: 110% – Max: 180% (Quantitative criteria: target 80%/max 150% – Qualitative criteria: target 30%/max 45%)

Long-term profit-sharing plan

Max 150% of fixed annual compensation, subject to performance conditions

Supplementary pension scheme

20% of fixed and variable compensation (10% in performance shares and 10% in cash) Non-compete clause + Imposed departure clause: combined maximum of 24 months' compensation (fixed and variable) Any multi-year variable compensation or exceptional compensation shall be precisely communicated and justified. None currently

Deferred commitments

Multi-year/exceptional variable compensation

Other

Company car/collective healthcare and welfare schemes

Breakdown of target annual compensation

25% Compensation without performance conditions

The components of the compensation structure are balanced and are allocated as follows: 50/50 between fixed and variable annual compensation, and long-term compensation; 60/40 between cash compensation and share-based compensation; 75/25 between performance-based compensation and non-performance-based compensation.

Share-based compensation 40%

Fixed annual compensation 25% Variable annual compensation 25%

Long-term compensation (LTI + post- employment benefits) 50%

60% Cash compensation

Compensation with performance conditions 75%

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NOTICE OF MEETING 2021