PERNOD-RICARD - URD 2021-22 EN

2. Corporate governance Compensation report

As compensation, the Directors representing the employees receive a fixed annual payment of €15,000 for their attendance at meetings of the Board of Directors and, as appropriate, those of the Board of Directors’ Committees of which they are members. The Chairman and CEO does not receive compensation in respect of his office as a Director. Of the €1,250,000 allocated by the General Meeting of 27 November 2020, total compensation of €1,012,500 was paid to Directors in respect of FY22, in accordance with the rules set out above. For FY23, no change will be made to the amount and allocation of the budget applied for FY22. Potential change of governance If a new Director is appointed, the elements of compensation, principles and criteria provided for in the Compensation Policy for corporate officers would also apply to him/her on a pro rata basis.

2.8.5

Other aspects

of the compensation policy (not subject to shareholder vote)

Global long-term profit-sharing policy (shares) During FY22, the Board of Directors reaffirmed its desire to involve key employees in the performance of Pernod Ricard shares, and decided, at its meeting of 10 November 2021, to no longer use the stock option mechanism and to implement an allocation plan composed of performance shares for managers in management-level positions and a share plan without performance conditions for young managers with potential (“Talents”) as well as for attracting new talents. The Board’s aim is therefore to continue to align the interests of Pernod Ricard employees with those of the shareholders, by encouraging them to hold shares of the Company. Just over 750 employees were rewarded, making it possible to target not only executives in management positions, but also to retain the "Talents" in all of the Group’s affiliates around the world. The Board of Directors confirmed the following plan features on the recommendation of the Compensation Committee: For young managers with potential (“Talents”): allocation of shares without performance condition; For executives holding management positions: allocation of shares subject to internal performance conditions, introducing a CSR criterion in addition to the internal financial performance criterion. The conditions applicable to this grant are as follows:

Presence of performance condition

Criterion detail

Performance assessment methods

PRO (Profit from Recurring Operations)

Average achievement of the Group’s annual Profit from Recurring Operations ( PRO ) targets restated for the effects of scope and budgeted exchange rates, realised during three consecutive financial years Achievement of the following criteria assessed over a period of three consecutive financial years (including that during which the shares were granted): carbon: implementation of the roadmap to reduce direct CO 2 emissions generated by our sites in order to achieve zero net emissions by 2030. water: implementation of the roadmap with the aim of reducing water consumption in our distilleries by 20% by 2030 responsible drinking: Pernod Ricard’s strategic brands will launch marketing campaigns focused on responsible drinking, with the aim of ramping this up each year over the next five years. employees: objective of achieving gender balance in our Top Management (at least 40% of each gender) by 2030.

average ≤ 0.95: 0% of shares average between 0.95 and 1: linear increase between 0% and 100% of the shares average ≥ 1: 100% of the shares no objective achieved: 0% of the shares 1 objective: 25% of the shares 2 objectives achieved: 50% of the shares 3 objectives achieved: 75% of the shares 4 objectives achieved: 100% of the shares

CSR (Corporate Social Responsibility)

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Pernod Ricard Universal Registration Document 2021-2022