Remuneration policy Alpina Group

At Alpina Group, a customer-focused, sustainable, and ethical way of doing business is central to everything we do. Our remuneration policy fully aligns with these principles and is designed to promote integrity, enhance customer value, and support long-term success.

Objectives

Our remuneration policy aims to:

• Promote sustainability by rewarding performance that contributes to long-term customer value.
• Encourage responsible risk-taking, without incentivising reckless decisions.
• Ensure strict compliance with laws and regulations, in line with societal norms.
• Guarantee equal pay regardless of gender, age, or background.
• Attract and retain top talent through competitive market-based compensation.

Who does it apply to?

This policy applies to all employees of Alpina Group, including permanent staff, temporary workers, and contractors.

Fixed and variable remuneration

• Fixed remuneration forms the foundation of our compensation package. It is based on job responsibilities, experience, and individual performance. Annual benchmarking is conducted to ensure market competitiveness.
• Variable remuneration is only granted in exceptional cases, for example, to recognise outstanding performance. The maximum bonus is capped at 20% of the fixed annual salary.

Avoiding undue incentives

To prevent conflicts of interest and excessive risk-taking:

• Performance is assessed using both financial (e.g. contribution to profit) and non-financial criteria (e.g. customer satisfaction and compliance).
• Strict conditions apply to any bonus payments, including provisions for clawbacks or downward adjustments (malus) where necessary.

Transparency & accountability

The remuneration policy is publicly accessible to both employees and third parties.

It is reviewed and re-approved annually by the management of Alpina Group B.V.

The Compliance department monitors adherence to this.

Version August 2025