QUADIENT // 2021 Universal Registration Document

2

CORPORATE GOVERNANCE REPORT Remuneration report

The qualitative component is based on achieving formalized individual objectives. The number of criteria has been streamlined to reinforce their significance. To support the communities in which we operate and promote gender diversity at all levels, ESG criteria has been introduced. With the great resignation, and the proportion of women resigning being greater than men, the diversity targets will be challenging. For 2022, the qualitative objectives of Geoffrey Godet are as follows: 10 tied to Intelligent Communication Automation: ● Create and develop a mature ICA organization which encompasses R&D organization transformation into a global integrated team with operational synergies and a standard set of KPIs, a solution portfolio vision and successful acquisitions integration. 10 tied to Mail-Related solutions and Parcel Locker ● Solutions: maintain MRS customer satisfaction at 97 . The threshold is set at 95 and the maximum would be triggered at 98 . Maintain PLS customer satisfaction at 77 . The threshold is set at 75 and the maximum would be triggered at 80 . 10 tied to an improvement in diversity presence for ● management layers: The Ratio of Women in the senior leader and executive committee population should be increased to 24 . The threshold is set at 23 and the maximum would be triggered at 26 . The calculation will be triggered only if there is a minimum of 28 of women among directors and middle management layers by the end of fiscal year 2022. It is however specified that, notwithstanding the achievement of said objectives, no variable remuneration will be paid in cases of resignation or dismissal for gross negligence (as defined by French labor law), occurring prior to the date of payment. 4° Long-term incentives The long-term component of Geoffrey Godet’s remuneration comprises a performance share allocation plan open to a range of executives and key talents within the Group, following a decision of the Board of directors taken upon the Appointments and remuneration committee’s recommendation. The allocations awarded to the Chief Executive Officer are capped at 10 of the total number of free shares allocated annually, which represents a maximum of 0.13 of the share capital of Quadient. In 2022, it was decided to set the current performance share package to 135 of the Chief Executive Officer’s base salary. The face value of the stock price will be determined by using the monthly average value of the stock price before the grant date. The number of performance shares granted cannot vary more than 30 (up or down) year over year to prevent windfall effects that could result from stock volatility. Performance shares will be subject to a three-year vesting period. In the event that the company share price would not be high enough to guarantee a grant of 135 of the Chief Executive Officer's base salary, while remaining within the 30 shares variation limitation stated above, the excess

will be granted as phantom stock units that would follow the share price evolution and the same performance conditions of the free share plans. Therefore, they will be settled in cash at the end of the vesting period with an obligation for the Chief Executive Officer to invest 50 of this phantom stock units into shares of the company. The vesting of free shares is subject to the existence of a corporate appointment or employment contract within the Quadient Group. Accordingly, no delivery can take place after the termination of any corporate office or employment contract, except in case of death, disability, or retirement. Additionally, the Board of directors, acting on the recommendation of the Appointments and remuneration committee and in accordance with the regulations governing free share plans, may decide to grant to the Chief Executive Officer post-mandate vesting on a pro rata basis for time and performance. The final acquisition of the allocated free shares is subject to a condition of presence and the following performance criteria will be assessed by the Board of directors at the end of a period of three years following the date allocation. As explained in the letter from the Chairman of the Remuneration and appointments committee, the Board of directors decided to update partially the performance criteria attached to the 2022 share plan. The organic growth was removed as it is already used to measure the performance of the annual variable compensation. On the recommendation of some of our shareholders, ESG criteria has been introduced, in line with several company changes observed on the market that occurred in the recent years. The CSR plan was enriched in 2021 to provide expansion of our programs and forward-looking targets, related to the Company's low carbon strategy. Since March 8, 2021, Quadient is a signatory to the UN Global Compact and has publicly stated support and direction to reduce emissions below 2 degrees by 2030. The company has set an ambitious target to reduce its CO 2 emissions, related to energy consumption and company vehicles – emissions from owned or controlled sources and emissions from the generation of purchased energy, by 28 by 2030 in comparison with 2018 baseline. This target was set in accordance with the SBTi methodology and considering the "Well below 2°C" trajectory. 2021 showed a significant reduction in our emissions compared to 2018's baseline. To keep the benefit of the improvements made and ensure the GHG reduction target is still challenging, the company increased its ambition with more aggressive targets in line with a 1.5°C trajectory instead of 2°C. Thus, by following this new scenario, the company has updated its commitments to reduce the CO 2 emissions of the scope aforementioned by 50.4 by 2030 vs. 2018's baseline instead of 28 . This will result in an expected reduction of 25.2 by the end of 2024. Additionally, the peer group used to analyze the total shareholder return has been modified to the CAC Small + Mid 60. This change has been proposed to retain an index more relevant for Quadient as the company is part of it and the stock price is more closely linked to those indices than the SBF 120 used in 2021. The large number of companies constituent those indices would bring stability in the year over year analyses.

60

UNIVERSAL REGISTRATION DOCUMENT 2021