PERNOD RICARD - Universal Registration Document 2019-2020

2. CORPORATE GOVERNANCE Compensation policy

Supplementary pension scheme The supplementary pension scheme supplements the pensions provided under compulsory basic and supplementary schemes. The Executive Director receives annual compensation equal to 10% of his fixed and variable annual compensation paid each year: half ( i.e. 5%) in the form of the allocation of performance-based — shares, the number of which will be determined based on the IFRS value of shares when the allocation occurs, and which must be approved by the Board of Directors each year. The conditions relating to performance, presence and holding that will apply to these allocations will be the same as those outlined under the general Group performance-based shares allocation plan in effect on the grant date; and half ( i.e. 5%) in cash. — It is specified that the Executive Director will undertake to invest the cash component of this additional compensation he may receive, net of social security contributions and tax, in investment vehicles dedicated to financing his supplementary pension. Other benefits COMPANY CAR For fulfilling his duties as a representative of the Company, the Executive Director has a company car. Insurance, maintenance and fuel costs are borne by the Company.

COLLECTIVE HEALTHCARE AND WELFARE SCHEMES The Executive Director enjoys the benefit of the collective healthcare and welfare schemes offered by the Company under the same terms as those applicable to the category of employees to which they belong for the determination of their welfare benefits and other additional components of their compensation. Exception to the implementation of the compensation policy for the Chairman and Chief Executive Officer In accordance with the second paragraph of III of Article L. 225-37-2 of the French Commercial Code, in the event of exceptional circumstances, the Board of Directors may depart from applying elements of the compensation policy, provided that such a departure is temporary, is in the Company’s interest and is necessary to ensure the Company’s continued existence or viability. Any departure will be decided by the Board of Directors, on the recommendation of the Compensation Committee and after obtaining the opinion, where necessary, of an independent consulting firm, it being understood that reasons must be given for this departure. Such a departure may only be temporary and in exceptional circumstances, in particular a major event affecting markets in general or that of wines & spirits in particular. The compensation elements that may be departed from, in either a positive or negative sense, are the annual or long-term variable compensation (but without the limits being modified).

EMPLOYMENT CONTRACT (TABLE 11 AMF NOMENCLATURE)

Indemnities or advantages due or liable to be due by virtue of the discontinuance of or change in their positions

Supplementary defined-benefit pension scheme

Indemnities relating to a non-compete clause

Employment contract

Yes

No

Yes

No

Yes

No

Yes

No

Executive Directors

Mr Alexandre Ricard, Chairman and CEO  (1) Term of office start date: 17/11/2016 Term of office end date: 27/11/2020 (2)

X

X

X

X

Mr Alexandre Ricard terminated his employment contract on 11 February 2015, when he was appointed Chairman and CEO. Before this, his contract of employment with (1) Pernod Ricard had been suspended since 29 August 2012. The conditions for revoking or terminating an appointment are set out in subsection 2.5.1. (2)

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Pernod Ricard Universal Registration Document 2019-2020