Company officers’ remuneration and interests

Remuneration policy for company officers

Remuneration policy for Board members

Overall structure of the remuneration package

The Company’s directors receive remuneration for their service as members of the Board and its committees and for their involvement inthe work carried out by these bodies. The maximum aggregate amount of remuneration paid to Board members was set at €1,600,000by resolution of the shareholders at the Shareholders’ General Meeting of 17 April 2019. This limit applies to the remuneration paid todirectors for one calendar year, regardless of the date of payment. It does not include remuneration paid to executive company officersserving on the Board, who receive remuneration only as provided by the policy mentioned in paragraph 4.1.2 below, nor that paid todirectors representing employees as part of their employment. Remuneration received by directors is paid twice each year in arrears aftersix months of completed service.

The guidelines for the allocation of remuneration paid to directors, as adopted by the Board on 8 February 2023 following proposals from the Remuneration Committee, are as follows:

• At the outset, Board members receive annual fixed remuneration consisting of: 
  • basic remuneration equal to €26,500 for each Director;
  • with additional remuneration of:
    • €55,000 for the Lead Director,
    • €20,000 for Board committee chairmen,
    • €10,000 for Audit Committee members,
    • €5,500 for Remuneration Committee members,
    • €5,500 for Appointments and Corporate Governance Committee members,
    • €4,000 for permanent members of the Strategy and CSR Committee.
• Directors also receive annual variable remuneration equal to:
  • €3,500 for each Board meeting during the year at which they are physically present. If more than one Board meeting is held on the same day, this fee is paid only once, with the exception of the two meetings held before and after the Shareholders’ General Meeting, when directors receive two payments, their amounts depending on the manner of participation in these meetings.
  • €1,500 for each meeting of a Board committee during the year at which they are physically present. If a committee holds more than one meeting on the same day, this fee is paid only once.
    The €1,500 amount is paid to any director participating on a voluntary basis in person at a meeting of the Strategy and CSR Committee.
  • Any director taking part in a meeting of the Board or any of its committees remotely via videoconferencing or audio conferencing is entitled to receive variable remuneration determined as follows:
    • The fee per meeting is equal to 100% of the amount to which the director would have been entitled for being physically present at the meeting, up to a maximum of two meetings of the Board and two meetings of the Strategy and CSR Committee.
    • The fee per meeting is halved for meetings of the Board and of the Strategy and CSR Committee in excess of the two-meeting limit mentioned above and for all meetings of the other committees.
  • Provided they are physically present at meetings of the Board or of any of its committees, additional amounts are paid to directors as follows:
    • €1,000 per meeting for directors who reside elsewhere in Europe,
    • €6,000 per meeting for directors who reside outside Europe.

If the Board or any of its committees holds more than one meeting on the same day, this additional amount is paid only once.

Directors are entitled to the reimbursement of expenses they have incurred in the exercise of their duties and, in particular, any travel and accommodation costs connected with attending meetings of the Board and its committees.

Items of remuneration subject to shareholder approval in accordance with Article L.22-10-8 II of the FrenchCommercial Code

At the Shareholders’ General Meeting of 17 April 2025, in accordance with the provisions of Article L.22-10-8 II of the French Commercial Code, shareholders will be asked to vote on the remuneration policy for Board members, as presented above.

Remuneration policy for executive and non-executive officers

Overall structure of the remuneration package

In light of its decision to separate the roles of Chairman of the Board and Chief Executive Officer after the Shareholders’ General Meeting called in 2025 to approve the 2024 financial statements, the Board established as follows the remuneration policies applicable to:

• the Chairman and Chief Executive Officer for the period from 1 January 2025 until the date when these two roles are separated,

• the Chairman of the Board once the two roles have been separated,

• the Chief Executive Officer upon his appointment.

Under the policies applicable to the Chairman and Chief Executive Officer (from 1 January 2025 until the end of his term of office in 2025) and to the future Chief Executive Officer (for the duration of his term of office), remuneration will include a short-term fixed component, a short-term variable component and, solely for the future Chief Executive Officer, a long-term variable component. All three of these remuneration components are detailed below. Under the policy applicable to the Chairman of the Board, remuneration will consist exclusively of a short-term fixed component.

These remuneration components are deemed to include any other remuneration received as a Director of the Company.
 

Short-term fixed component

VINCI SA’s executive and non-executive officers receive fixed remuneration

Executive officers

Chairman and Chief Executive Officer: At the Board meeting of 3 February 2022, the short-term fixed component of the Chairman and Chief Executive Officer’s remuneration was set at €1,300,000 per year for the duration of his term of office, with effect from the date of the 2022 Shareholders’ General Meeting held on 12 April 2022. It is payable in 12 monthly instalments and will be paid on a pro rata basis in 2025.

Chief Executive Officer: At the Board meeting of 6 February 2025, the short-term fixed component of the future Chief Executive Officer’s remuneration from the date of his appointment was set at €1,300,000 per year for the duration of his term of office. It will be paid in 12 monthly instalments and on a pro rata basis in 2025.

Non-executive officer

Chairman of the Board: At the Board meeting of 6 February 2025, the short-term fixed component of the Chairman of the Board’s remuneration once the two roles have been separated was set at €900,000 per year from the date of his appointment and for the duration of his term of office. It will be paid in 12 monthly instalments and on a pro rata basis in 2025. 

Short-term variable component

Executive officers

VINCI SA’s executive officers receive short-term variable remuneration based on the level of performance achieved, as noted by the Board at the end of the year in question. This component of remuneration will only be paid if the corresponding resolution is passed at the Shareholders’ General Meeting (known as an “ex-post” vote).

The criteria for determining the short-term variable component are selected to take account of the Group’s all-round performance. To this end, they fall into three categories, relating respectively to economic and financial, managerial, and environmental, social and governance (ESG) factors.

The rationale for choosing these indicators is given below. The amount of the short-term variable component is equal to the sum of the bonuses determined after applying these criteria.

At the start of a given year, the Board sets goals, applying a weighting coefficient to those considered as priorities. As part of this overall policy, the Board reserves the option to modify the indicators in use, whether in relation to their type or how they are applied, when it believes the circumstances justify such a move, provided that the reasons for the changes are outlined at the Shareholders’ General Meeting in which shareholders are asked to vote on the remuneration of the individuals concerned. The Board reaches its decisions when examining the financial statements for the prior year, once it has reviewed the recommendations of the Remuneration Committee and given Board members the opportunity to discuss matters in the absence of any executive officer.

At its meeting of 6 February 2025, the Board established the guidelines for the application of performance indicators for 2025 as shown in the table below:

Given the level of operating cash flow achieved by the Group at the end of 2023, the Board decided that economic and financial performance indicators for 2024 will be evaluated in relation to the annual average of each indicator as noted at 31 December 2022 and 31 December 2023. In addition, the Board decided that these three indicators will be adjusted for the impact of the new levy on long-distance transport infrastructure operators introduced by France’s Finance Law for 2024 (Law 2023-1322 of 29 December 2023).

With respect to managerial performance, the Board will review in particular the balance of the Group’s geographic exposure and the assistance provided by the Chairman and Chief Executive Officer in support of the managerial transition.

With respect to ESG performance, the CDP indicator has been replaced to provide a better fit with the Group’s environmental ambition and the corporate governance indicator has been maintained so as to continue tracking the work relating to the succession plan for the executive company officer and the related governance matters.

The Board and its committees ensure that all-round performance is evaluated by taking into account progress against targets for each ofthe selected performance indicators.

At the start of a given year, the Board sets goals, applying a weighting coefficient to those considered as priorities. The Board reserves the option to modify the indicators in use, whether in relation to their type or how they are applied, when such a move is, in its view, justified by the circumstances, provided that the reasons for these changes are outlined at the Shareholders’ General Meeting in which shareholders are asked to vote on the remuneration policy for the individual concerned. The Board reaches its decisions in conjunction with its examination of the financial statements for the prior year, after reviewing the recommendations of the Remuneration Committee and after having given Board members the opportunity to pursue discussions without any executive company officers being present.

Long-term variable component

The remuneration of executive company officers includes a long-term portion intended to align the interests of the beneficiaries with those of shareholders, taking a multi-year perspective.

To this end, the Board carries out an analysis each year to determine the appropriate structure of the award for this component. It may be comprised of physical or synthetic VINCI shares and may be granted either under a plan set up in accordance with ordinary law or underany other plan permitted by law. Since 2014, all awards to VINCI SA’s executive company officers have been granted in accordance with ordinary law and satisfied using existing VINCI shares (and therefore not in accordance with Article L.225-197-1 of the French CommercialCode due to regulatory constraints).

The fair value measurement for these awards (under IFRS 2) is capped, at the time they are decided by the Board, at 100% of the total of fixed remuneration plus the upper limit of short-term variable remuneration. Vesting of these awards is subject to:

• Performance conditions evaluated over a period of three years. This performance evaluation may lead to a decrease in the number ofshares delivered or eliminate the award entirely.
• Continued service within the Group, as mentioned in the table on the next page. However, the Board reserves the right to maintaineligibility in other cases, depending on its assessment of the circumstances.

The performance conditions applying to plans to be put in place beginning in 2024 are presented in paragraph 5.1, “Policy on the granting of awards”, page 166.

The Board may amend these performance conditions either in the event of a strategic decision that changes the scope of the Group’sbusiness activities or under exceptional circumstances.

Condition of continued service applicable to Xavier Huillard

As Mr Huillard has not entered into an employment contract with the Group, the condition of continued service is evaluated with regardto the appointments he holds at VINCI SA, namely as Chairman, Chief Executive Officer and Director, the terms of office of which arelimited by law and the Articles of Association.
The condition of continued service applicable to Mr Huillard with respect to share awards that have not vested at the time of evaluationis defined as follows:

As part of this policy, the Board reserves the right to amend or adapt these performance conditions or the way in which they are applied, while explaining the rationale behind its decision, if it believes that specific circumstances, whether internal or external to the Group, warrant such changes.

Chairman and Chief Executive Officer

The short-term variable component of the Chairman and Chief Executive Officer’s remuneration for 2025 will be calculated in accordance with the rules set out above, taking into account his performance over the year as a whole.

The amount of the bonus awarded to the Chairman and Chief Executive Officer for 2025 resulting from this calculation will be reduced on a pro rata basis between 1 January and the date of the end of his term of office as Chief Executive Officer.

Chief Executive Officer

The short-term variable component of the future Chief Executive Officer’s remuneration for 2025 will be calculated in accordance with the rules set out above, taking into account his performance over the year as a whole.

The amount of the bonus awarded to the future Chief Executive Officer for 2025 resulting from this calculation will be reduced on a pro rata basis beginning on the date of his appointment.

Non-executive officer

Following the separation of roles, the Chairman of the Board will not receive short-term variable remuneration.

Long-term variable component

Executive officers

The long-term variable component of the executive officers’ remuneration is intended to align their interests with those of shareholders, taking a multi-year perspective.

To this end, the Board carries out an analysis each year to determine the appropriate structure of the award for this component. It may be comprised of physical or synthetic VINCI shares and may be granted either under a plan set up in accordance with ordinary law or under any other plan permitted by law. Since 2014, all awards to VINCI SA’s executive officers have been granted in accordance with ordinary law and satisfied using existing VINCI shares (and therefore not in accordance with Article L.225-197-1 of the French Commercial Code due to regulatory constraints).

The fair value measurement for these awards (under IFRS 2) is capped, at the time they are decided by the Board, at 100% of the total of fixed remuneration plus the upper limit of the short-term variable component. Vesting of these awards is subject to:

Performance conditions measured over a period of three years. This performance determination may lead to a decrease in the number of shares delivered or eliminate the award entirely.

Continued service within the Group, as mentioned below. However, the Board reserves the right to maintain eligibility in other cases, depending on its assessment of the circumstances.

The performance conditions applying to plans to be put in place from 2025 are presented in paragraph 5.1, “Policy on the granting of awards”, page 164.

As part of this policy, the Board reserves the right to amend or adapt these performance conditions or the way in which they are applied, while explaining the rationale behind its decision, if it believes that specific circumstances, whether internal or external to the Group, warrant such changes.

Chairman and Chief Executive Officer

Due to the end of his service as Chief Executive Officer in 2025, Xavier Huillard will not receive long-term variable remuneration in 2025.

The Board notes that, with respect to the share plans set up for the Chairman and Chief Executive Officer prior to 31 December 2024 for which the vesting periods are still ongoing, the activation of the succession plan resulting in the end of Mr Huillard’s term of office as Chief Executive Officer will maintain his eligibility, but only on a pro rata basis over the period running from the grant date of the award under the plan in question until the date on which his term of office as Chief Executive Officer ends.

Chief Executive Officer

If the Chief Executive Officer is working under an employment contract entered into with a VINCI Group company at the time of the appointment, this employment contract will be suspended for the duration of the individual’s term of office.

The condition of continued service applicable to the Chief Executive Officer, with respect to the plans under which he was granted awards as an employee prior to his appointment as Chief Executive Officer, will be assessed, for as long as his employment contract remains in force or is suspended, in accordance with the provisions applicable to the employee beneficiaries of the performance share plans set up by VINCI SA.

The condition of continued service applicable to the Chief Executive Officer with respect to the plans under which he will be granted awards following his appointment as Chief Executive Officer is defined as presented in the table below:

Non-executive officer

Following the separation of roles, the Chairman of the Board will not receive long-term variable remuneration.

Pension and insurance plans

Executive and non-executive officers are eligible for the pension and insurance plans set up by VINCI for its employees.

These plans include the following:
(i) a defined contribution pension plan (known in France as an “Article 83” plan) called Reverso and set up in 2013, which is open to all Group employees and is described in paragraph 3.1.3.1, “Working conditions: promoting open social dialogue and sharing the benefits of performance”, of the Sustainability report, page 243;
(ii) a supplementary defined benefit pension plan (known in France as an “Article 39” plan) set up in 2010 for senior executives of VINCI SA and its subsidiary VINCI Management, which is described in paragraph 4.2.3, “Supplementary pension plan set up for senior executives”, page 162. This plan was closed to new members in 2019 pursuant to Order 2019-697 of 3 July 2019, but its beneficiaries are not required to forfeit any benefits obtained at the closing date.

Retirement benefits for Xavier Huillard

Given that the Board has officially confirmed the senior executive status of the Chairman and Chief Executive Officer, Mr Huillard is eligible for the defined contribution pension plans and insurance plans set up by VINCI for its employees. He will retain this status when serving solely as the Chairman of the Board.

As Mr Huillard is a beneficiary of the supplementary defined benefit pension plan referred to in item (ii) above, he may claim his entitlement, at the settlement of his benefits provided by the general social security plan, to a supplementary pension, the amount of which will be capped at eight times the annual French social security ceiling (i.e. €376,800 for 2025).

Retirement benefits for the Chief Executive Officer

Given that the Board has officially confirmed the senior executive status of the Chief Executive Officer, the latter is eligible for the defined contribution pension plans and insurance plans set up by VINCI for its employees.

If the individual appointed as Chief Executive Officer is also a beneficiary of the supplementary defined benefit pension plan referred to in item (ii) above, his benefits under this plan will be capped upon his appointment at the level attained on the suspension date of his employment contract.

To address the consequences of this situation, namely that the benefits that would be paid to the Chief Executive Officer under the plan described in item (ii) above are set to decrease each year due to the annual rise in the French social security ceiling used to calculate their level, the Board has decided to set up a defined benefit pension plan with individual and voluntary enrolment (known in France as an “Article 82” plan) specifically for the Chief Executive Officer so that the latter will receive a supplementary pension. This plan will involve an annual cash payment considered as a salary. The amount paid by the Company will be divided between a payment to an insurer and a payment to the Chief Executive Officer intended to cover the tax and social security contributions due on these payments.

The annual amount of the payment will be set by the Board when it determines the variable component of the Chief Executive Officer’s remuneration. It will correspond to 12% of his gross short-term remuneration.

Benefits in kind

Executive and non-executive officers have the use of a company car.

Overview of the remuneration policy

On the basis of the above structure, this remuneration policy has the following features:

Items of remuneration subject to shareholder approval in accordance with Article L.22-10-8 II of the French Commercial Code

At the Shareholders’ General Meeting of 17 April 2025, in accordance with the provisions of Article L.22-10-8 II of the French Commercial Code, shareholders will be asked to vote on the remuneration policies for executive and non-executive officers, as presented above.

Comparative information

External benchmarking exercise

Chairman and Chief Executive Officer

At the request of the Remuneration Committee, a benchmarking exercise relating to the components of the Chairman and Chief Executive Officer’s remuneration package was conducted by an independent firm. The aim of such an exercise is to ensure that the remuneration of the Group’s top executive remains coherent and in line with market practice. The most recent update was based on the latest publicly available information relating to the 2023 financial year.

For the purposes of this exercise, the Remuneration Committee selected two representative peer groups, the first comprised of French industrial companies in the CAC 40 (the “French peer group”), and the second comprised of European companies with operations in the construction sector or infrastructure concessions (the “International peer group”).

These two peer groups are as follows:

The charts below situate VINCI in relation to the median and the third quartile of each of these peer groups and show that VINCI is positioned above the peer groups in terms of revenue and number of employees. In 2023, VINCI’s market capitalisation was below the third quartile of the French peer group and above the third quartile of the International peer group.

According to the results of the benchmarking exercise for 2023, the total remuneration received by VINCI’s Chairman and Chief Executive Officer can be characterised as follows:

• The fixed component comes out near the median and third quartile of both peer groups.

• The short-term component (fixed and variable) sits near the median of the French peer group but above the median of the International peer group, while remaining below the third quartile of both peer groups;

• The total remuneration (fixed + variable + long-term) is above the median of both panels but near the third quartile of the French peer group.

Chief Executive Officer

At the request of the Remuneration Committee, a benchmarking exercise relating to the components of the future Chief Executive Officer’s remuneration package was conducted by an independent firm based on the latest publicly available information for the 2023 financial year. 
The remuneration policy applicable to the future Chief Executive Officer was compared with that applicable to chief executive officers of the 26 companies in the CAC 40 having opted to separate the roles of board chairman and chief executive officer. This peer group comprises the following companies: Air Liquide, Airbus, ArcelorMittal, Axa, BNP Paribas, Bouygues, Capgemini, Crédit Agricole, Danone, Dassault Systèmes, Engie, Hermès International, Legrand, L’Oréal, Michelin, Orange, Renault, Safran, Sanofi, Schneider Electric, Société Générale, Stellantis, STMicroelectronics, Unibail-Rodamco-Westfield, Veolia Environnement and Vivendi.
The benchmarking exercise showed that the planned fixed remuneration sits near the median of the 26 companies in the CAC 40 and that the upper limit for short-term component is below both the median and the third quartile of the same group of companies.

Chairman of the Board

At the request of the Remuneration Committee, a benchmarking exercise relating to the components of the Chairman’s remuneration package after the separation of roles was conducted by an independent firm based on the latest publicly available information for the 2023 financial year. The remuneration policy was compared with that applicable to chairmen of the 26 companies in the CAC 40 having opted to separate the roles of board chairman and chief executive officer. The peer group was the same as that used for the Chief Executive Officer.

The benchmarking exercise showed that the planned fixed remuneration is slightly below the third quartile of the same group of 26 companies in the CAC 40. This remuneration is justified by the role to be played by the Chairman during the managerial transition alongside VINCI’s Executive Management team.

Internal comparison

In accordance with the sixth paragraph of Article L.22-10-9 I of the French Commercial Code, it is noted that the ratio between the Chairman and Chief Executive Officer’s total annual remuneration (fixed, variable and long-term components) and

• the average full-time equivalent remuneration^(*) for 2024 of VINCI SA’s employees, not including company officers, employed from 1 January to 31 December (Ratio A) is equal to 47.8;

• the median full-time equivalent remuneration^(*) for 2024 of VINCI SA’s employees, not including company officers, employed from 1 January to 31 December (Ratio B) is equal to 86.5;

• the average full-time equivalent remuneration^(*) for 2024 of employees in France of French companies over which VINCI has exclusive control within the meaning of Article L.233-16 II of the Commercial Code, not including VINCI SA’s executive officers, employed from 1 January to 31 December (Ratio C) is equal to 129.3.

The indicators mentioned in Article L.22-10-9 recorded the movements shown in the table below:

Remuneration paid in 2024 or due in respect of this same year to company officers

Decisions relating to the Chairman and Chief Executive Officer’s remuneration

Short-term variable remuneration payable for 2024 to the Chairman and Chief Executive Officer

At its meeting of 6 February 2025, acting on a proposal from the Remuneration Committee and on a separate proposal prepared jointly by this committee and the Appointments and Corporate Governance Committee for the managerial and ESG parts, the Board approved the short-term variable remuneration payable to Xavier Huillard for 2024 as shown below.

Economic and financial part
The following movements were recorded for the indicators relating to economic and financial performance in 2024:

Given the level of operating cash flow achieved by the Group at the end of 2023, the Board decided that economic and financial performance indicators for 2024 would be measured in relation to the average of each indicator as noted at 31 December 2022 and 31 December 2023.

Part based on managerial and ESG performance

At its meeting of 6 February 2025, the Board approved the recommendations of the Remuneration Committee and the Appointments and Corporate Governance Committee, which had examined managerial and ESG performance in detail.

Long-term component of the Chairman and Chief Executive Officer’s remuneration

At its meeting of 9 April 2024, the Board decided to grant a conditional award of VINCI shares to Mr Huillard, corresponding to a total fair value (under IFRS 2) of €3,380,000, i.e. the upper limit stipulated for such an award in the remuneration policy applicable to him. As the fair value of VINCI was calculated by an independent valuer at €94.63 per share, the Chairman and Chief Executive Officer was granted an award, in accordance with ordinary law, of 35,718 existing VINCI shares that will vest at the end of a three-year period on 9 April 2027, subject to applicable performance conditions that will be assessed at 31 December 2026 as described in paragraph 5.3.2, “Long-term incentive plan for the Chairman and Chief Executive Officer set up by the Board on 9 April 2024”, page 167. The condition of continued service will be assessed as set forth in paragraph 4.1.2.4, page 155.

Long-term incentive plans for which Mr Huillard is eligible

Plans set up on 12 April 2022, 13 April 2023 and 9 April 2024
These plans are mentioned in paragraph 5.3.1, “Existing long-term incentive plans”, pages 166 and 167.

Mr Huillard is eligible to be granted conditional awards under the following long-term incentive plans remaining in force at 31 December 2024

In accordance with the provisions of Article 26.3.3 of the Afep-Medef code, Mr Huillard made a commitment not to engage in any hedging transactions in respect of his own risks with regard to the shares in awards granted under the long-term incentive plans for which he is eligible, and agreed to respect this commitment until the end of the holding period for the shares as set by the Board, where applicable.

Pension and insurance plans

Retirement benefits for Xavier Huillard
The supplementary pension benefits that Mr Huillard would be entitled to receive in 2025 under the defined benefit pension plan set up by in March 2010 by the Company for its senior executives are subject to a payment limit equal to eight times the annual French social security ceiling.

With respect to the defined benefit pension plan mentioned in paragraph 4.1.2.5, “Pension and insurance plans”, page 156, and as required by Decree 2016-182 of 23 February 2016, the following points should be noted:

Items of remuneration paid in 2023 or due in respect of this same year to the executive company officer, subject toapproval at the Shareholders’ General Meeting of 9 April 2024

At the Shareholders’ General Meeting of 17 April 2025, in accordance with Article L.22-10-34 II of the French Commercial Code, shareholders will be asked to vote on a draft resolution relating to the items of remuneration paid in 2024 or payable for this same year to Mr Huillard, Chairman and Chief Executive Officer.

Supplementary pension plan set up for senior executives

In 2010, VINCI SA and its subsidiary VINCI Management set up a defined benefit pension plan for their senior executives, with the aim of guaranteeing them a supplementary annual pension. This plan, now closed to new members due to a change in regulatory provisions, has the following main features:

Remuneration payable to company officers other than executives for 2024 and/or paid to them in that same year

The total amount of remuneration paid by the Company in 2024 to company officers other than executives as Board members (for the second half of 2023 and the first half of 2024) was €1,226,815.

The total amount of remuneration payable for 2024 by VINCI to company officers other than executives as Board members is €1,202,315.

The table below summarises the remuneration payable to and received by VINCI’s company officers other than executives as Board members, as well as the other remuneration payable to and received by them, for and in 2023 and 2024.

VINCI shares held by company officers

Shares held by Board members

In accordance with the Company’s Articles of Association, each Board member (other than the Director representing employee shareholders and the Directors representing employees) must hold a minimum of 1,000 VINCI shares which, on the basis of the share price at 31 December 2024 (€99.74), amounts to a minimum of €99,740 invested in VINCI shares.

The number of shares held by each of the company officers, as declared to the Company, is included in the information presented in paragraph 3.2, “Company officers’ appointments and other positions held”, pages 136 to 143.

Share transactions by company officers, executives and persons referred to in Article L.621-18-2 of the French Monetary and Financial Code

In 2024, the Group’s company officers and executives subject to spontaneous declaration of their share transactions carried out the following transactions: