IBERSOL | Integrated Management Report | 2025

bution, specialised knowledge, and complexity and responsibility of the positions; (ii) the promotion of efficien- cy and the creation of sustainable value, rewarding increased productivity and the achievement of quantifiable economic financial and operational objectives, defined in order to foster sustained growth and mitigate exces- sive risk taking; (iii) the attraction and retention of talent, ensuring competitive pay levels that make it possible to attract and retain professionals with profiles appropriate to the demands of their duties; (iv) the promotion of environmental sustainability, encouraging alignment with sustainable practices, namely in the area of ener- gy efficiency and the reduction of emissions associated with activity; and (v) internal alignment and a sense of belonging, ensuring consistency of the remuneration policy with the conditions applicable to the Group’s employees and promoting a culture of commitment, collaboration and convergence of interests between cor- porate bodies and employees. The possible relevance of a balanced remuneration structure between fixed and variable components, in the case of directors with executive functions, is also considered. The fixed component is set in accordance with the responsibilities assigned and by reference to comparative market analyses; the variable component is annual, limited to an amount equivalent to the fixed component, and depends on a performance assessment based on objective indicators. The assessment considers, in equal parts, quantitative indicators linked to fi- nancial performance, real growth and value creation for shareholders, and qualitative indicators related to the implementation of structural projects, future competitiveness, organisational health, talent management and relations with the various stakeholders. Payment of a relevant portion of the variable remuneration may be deferred for a period of three years, in order to allow confirmation of the sustainability of performance and to ensure effective alignment with the Company’s long term objectives. Thus, total remuneration (fixed and variable) must ensure a market competitive amount and serve as an incen- tive to individual and collective performance through the setting of ambitious objectives with a view to ensur- ing growth and adequate return levels for shareholders. These principles are duly reflected in the assumptions of the above mentioned agreement between ATPS – Sociedade Gestora de Participações Sociais, SA and Ibersol – Restauração, S.A. INTEGRATED MANAGEMENT REPORT 2025 337