Presentation of the draft resolutions

‌ UBISOFT ENTERTAINMENT SA

2026 GENERAL MEETING

Information regarding the compensation of corporate managing officers, as well as the terms of office and roles of corporate officers and/or the composition of the Company's governance bodies, reflects the situation as of the date the Universal Registration Document was approved by the Board of directors (May 20, 2026) or, where applicable legal or regulatory provisions so require, as of the end of the most recent financial year (March 31, 2026).

AGA: Free ordinary share award

AMF: French Financial Markets Authority (Autorité des Marchés Financiers)

Board: Board of directors

CEO: Chief Executive Officer

Chairman and CEO: Chairman and Chief Executive Officer

Deputy CEO: Deputy Chief Executive Officer

General Meeting: Shareholders' General Meeting

2022 General Meeting: Combined General Meeting of July 5, 2022

2024 General Meeting: Combined General Meeting of July 11, 2024

2025 General Meeting: Combined General Meeting of July 10, 2025

2026 General Meeting: Combined General Meeting of September 30, 2026

LTI: SOP and/or AGA plan(s)

NCGC-CSR: Nomination, Compensation, Governance and CSR Committee

OS: Ordinary shares

SOP: Share purchase and/or subscription options

Ubisoft Share(s) or Share(s): Ubisoft Entertainment SA ordinary share(s) listed on the Euronext Paris market

Ordinary

General Meeting

Approval of the separate financial statements for the financial year ended March 31, 2026 Allocation of earnings for the financial year ended March 31, 2026

Approval of the consolidated financial statements for the financial year ended March 31, 2026 Approval of regulated agreements and commitments

• Resolutions 1 and 3: Shareholders are asked to approve the Company's separate financial statements as well as the consolidated financial statements of Ubisoft group for the financial year ended March 31, 2026, as approved by the Board of directors on May 20, 2026, after review by the Audit, Risk and Sustainability Committee, and certified without reservation by the Statutory Auditors (6.2 and 6.4 of the Universal Registration Document), as follows:

  • the separate financial statements (6.3 of the Universal Registration Document), with a net profit of €875,203,023.96;

  • the consolidated financial statements (6.1 of the Universal Registration Document), with a loss of €1,475,213,611.17.

• Resolution 2: It is proposed that the profit, as shown in the Company's separate financial statements, be allocated to the Retained Earnings account after offsetting in full the prior negative Retained Earnings account's balance and allocating the amount required by law to the legal reserve.

  Profit	€875,203,023.96
  Offset of the prior negative Retained Earnings account's balance	€155,897,482.56
  Allocation to the legal reserve	€179,209.85
  Balance of the Retained Earnings account after allocation	€719,126,331.55

  It being stated, in accordance with article 243 bis of the French general tax code, that no dividend have been paid over the last three financial years.

  REGULATED AGREEMENTS AND COMMITMENTS

The Statutory Auditors' special report is presented in 6.5 of the Universal Registration Document.

• Resolution 4: It is proposed to approve the Statutory Auditors' special report on regulated agreements and commitments

  (articles L. 225-38, L. 225-40 et seq. and L. 22-10-13 of the French commercial code):

  • reporting the new agreements authorized by the Board of directors and entered into during the financial year ended

    March 31, 2026, published on the Company's website in compliance with article L. 22-10-13 of the French commercial code:

    • agreements authorized by the Board of directors at its meeting on November 13, 2025, and entered into on November 21, 2025:

      • Call option agreement relating to Ubisoft's audiovisual business entered into by and between the Company, Ubisoft Nova SAS ("Vantage Studios"), Proxima Beta Europe BV ("Tencent") and the Company;

      • Shareholders' agreement relating to Ubisoft Nova SAS ("Vantage Studios") entered into by and between Proxima Beta Europe BV ("Tencent") and the Company;

    • agreement authorized by the Board of directors at its meeting on March 24, 2026, and entered into on March 31, 2026:

      • Addendum to the intra-group loan agreement entered into by and between Ubisoft Nova SAS ("Vantage Studios") and the Company;

  • also mentioning information relating to an agreement authorized and entered into during a prior financial year (financial year ended March 31, 2023) and continued for the financial year ended March 31, 2026:

    • Master agreement entered into by the Company with Guillemot Brothers Ltd, Guillemot Corporation SA, Tencent Mobility Limited, and some directors of the Company.

      ‌COMPENSATION

"Overall Ex Post '' vote

5

Ordinary General Meeting

Approval of all components of the compensation paid to the corporate officers for FY26

"Individual Ex Post" vote

Approval of the components of the compensation and benefits paid or granted FY26: Yves Guillemot, Chairman and CEO Approval of the components of the compensation and benefits paid or granted FY26: Claude Guillemot, Deputy CEO Approval of the components of the compensation and benefits paid or granted FY26: Michel Guillemot, Deputy CEO Approval of the components of the compensation and benefits paid or granted FY26: Gérard Guillemot, Deputy CEO Approval of the components of the compensation and benefits paid or granted FY26: Christian Guillemot, Deputy CEO "Ex Ante" vote

Approval of the compensation policy applicable to the Chairman and CEO Approval of the compensation policy applicable to the Deputy CEOs Approval of the compensation policy applicable to the directors

In accordance with the provisions of article L. 22-10-34 of the French commercial code, it is proposed to submit an "Overall

Ex Post" resolution and five "Individual Ex Post" resolutions.

• Resolution 5: The proposal is to approve, by way of the "Overall Ex Post" vote, all the components of the compensation of the corporate officers listed in I of article L. 22-10-9 of the same code for FY26, as set out in 4.2.2.1 of the Universal Registration Document and/or in part in the excerpt of this latter reproduced hereafter.

  "Individual Ex Post " vote

In accordance with article L. 22-10-34, II of the French commercial code, it is proposed that the fixed, variable and exceptional components of the total compensation and benefits of any kind paid during FY26 or granted for the same financial year in accordance with the compensation policy approved by the 2025 General Meeting, as set out in 4.2.2.2 of the Universal Registration Document and/or in part in the excerpt of this latter reproduced hereafter, be approved by the "Ex Post Individual" vote.

• Resolution 6: Yves Guillemot, Chairman and CEO;

• Resolution 7: Claude Guillemot, Deputy CEO;

• Resolution 8: Michel Guillemot, Deputy CEO;

• Resolution 9: Gérard Guillemot, Deputy CEO; and

• Resolution 10: Christian Guillemot, Deputy CEO.

In accordance with the provisions of article L. 22-10-34, II of the French commercial code, the payment of the annual variable compensation of the Chairman and CEO for FY26 is subject to the result of the "Individual Ex Post" vote (see "Individual Ex Post" vote hereafter).

The compensation granted to directors for their participation in the work of the Board and its committees in respect of

FY26 is summarized in the table below:

1. 5 meetings in FY26

2. 5 meetings in FY26

3. Lead director: flat rate for the financial year

4. Commencement of office after the 2025 General Meeting

5. Termination of office after the 2025 General Meeting

For information purposes, the table below summarizes the directors' attendance rate at the said meetings for FY26, used as a basis for the calculation of the compensation paid (see Principles of compensation for corporate officers (directors) hereafter).

Board

Audit, Risk and Sustainability

Committee NCGC-CSR

14 meetings FY26 5 meetings FY26 5 meetings FY26

1. Commencement of office after the 2025 General Meeting

2. Termination of office after the 2025 General Meeting

3. Committee Chairwoman

4. Assumption of the role of Chairwoman of the NCGC-CSR following the 2025 General Meeting

Corporate managing officers receive compensation consisting of annual fixed compensation as well as long-term variable compensation and, for the Chairman and CEO, annual variable compensation.

Total compensation aims to be positioned at the market median in the event of achievement of the Performance Conditions set for variable compensation (annual and long-term), with the fixed compensation portion remaining below the market median. This positioning of the target total compensation at the market median, particularly through higher long-term compensation, is consistent with the characteristics of the companies making up the comparison panel, and provides a stable reflection of changing market practices.

The payment and/or final granting of annual (Chairman and CEO) and long-term variable compensation (Chairman and CEO and Deputy CEOs) is subject in full to the achievement of financial and non-financial performance conditions, including at least one CSR performance condition (the "Performance Conditions"). The related indicators, which are approved by the Board of directors and are based on the recommendations of the NCGC- CSR, are systematically constructed to be measurable and accompanied by demanding target objectives in line with the Group's value creation objectives (the "Indicators").

It is to be noted that in light of the results of the compensation study, the Board, wishing on the one hand to guarantee the principle of competitiveness of total compensation presented in 4.2.1.3 and on the other hand to ensure its consistency with the target positioning strategy set out above, proposed to initiate a gradual catch-up of total compensation when the Chairman and CEO's term of office was renewed (AGM 2024) - the need to continue or not this catch-up would be studied each year in the light of the Group's results, the teams' compensation and the evolution of practices observed in the market.

For FY26, it has been decided, as part of the implementation of the remuneration policy submitted to a vote "Ex Ante" of the 2025 General Meeting (as mentioned under section 4.2.1.4 of the 2024-25 URD), to maintain the Chairman and CEO's Fixed compensation at the FY25 level; and, as a result, the Chairman and CEO's fixed compensation remains unchanged at €599,448 (see the "Ex Post" vote below).

The Fixed compensation of the Deputy CEOs has remained unchanged for FY26 and, more specifically, since FY19 (see "Ex Post

Individual" vote hereafter).

The Board meeting of May 20, 2026 noted the that the level of achievement of the Performance Conditions did not entitle the Chairman and CEO to receive the target Bonus for FY26:

Financial indicators (80%)

Non-financial indicators (20%)

Annual variable compensation as a % of fixed compensation

0%

34%

100%

150%

20%

* The EBIT target for the financial year was set at break-even (EBIT = 0). As a result, the Threshold and Ceiling levels, defined as percentages of this target, are not meaningful and are therefore shown as not applicable (N/A)

Long-term variable compensation granted to the Chairman and CEO and Deputy CEOs

Although the total compensation structure of the corporate managing officers for FY26 provided for a long-term variable compensation, in the form of Share Plans and/or Multi-annual Compensation in application of the corporate managing officers' compensation policy (see 4.2.1.3 of the 2024-25 URD), representing approximately 40% (Chairman and CEO) and 50% (Deputy CEOs) of their FY26 target total compensation; the Board, which noted that the grant in the form of Share Plans could not be implemented, notably in view of the provisions of article L. 22-10-60, decided that granting a Multi-annual Compensation was not appropriate.

Long-term variable compensation (Share Plan) definitively vested during the financial year ended March 31, 2026 (for information purposes) - Chairman and CEO and Deputy CEOs

During the past financial year, shares under the AGA plan dated December 7, 2021 were delivered to the corporate managing officers (4,053 AGAs for the Chairman and CEO and 341 AGAs for each Deputy CEO), corresponding to 20% of the award, as only the "CSR" indicator was met (see 4.2.2.1.1 of the 2024-25 URD and 4.2.3 of the 2025-26 URD).

Furthermore, pursuant to article 27.1 of the Afep-Medef Code, the Board of directors, based on the information provided for by the NCGC-CSR, noted at its meeting on May 20, 2026, that with respect to the three Indicators hereinafter referred to, conditioning the acquisition of the AGAs granted under the plan dated December 6, 2022 in favor of the corporate managing officers (33,602 AGAs for the Chairman and CEO and 2,828 AGAs for each Deputy CEO), only the "CSR" Indicator, corresponding to 20% of the award, was met, giving entitlement, on December 7, 2026, to 6,720 AGAs for the Chairman and CEO and 566 AGAs for each Deputy CEO (see 4.2.3.3 of the 2025-26 URD).

Level of

achievement

Target

Level of

achievement

Target

1. Growth is measured by the average annual growth rate between the average MAU in the financial year preceding the grant and the average MAU in the last financial year of the assessment period

   Level of

   achievement

   Target

   Threshold 2

1. MAU: number of unique players who have, over the course of a month, played at least one game on any type of game published by Ubisoft and on any platform (PC, consoles), with the exception of Mobile

* The decrease in GHG emissions is partly explained by the closure of certain studios, an increased share of renewable energy, and lower emissions from procurement, in line with the cost optimization policy

A history of the SOP and/or AGA/AGAP plans for executive corporate managing officers is presented in Appendices 1. and 2.

Pursuant to article L. 22-10-34, II of the French commercial code, a breakdown of the total compensation and benefits of any kind, paid during or granted in respect of the financial year to the Chairman and CEO and to each Deputy CEO, submitted for a shareholder vote, is set out here below.

N/A N/A N/A N/A N/A N/A N/A N/A

N/A N/A N/A N/A N/A N/A N/A N/A N/A

* For his duties as CEO of the cinema and television business, in respect of FY26, Gérard Guillemot received gross annual compensation of €601,258 (subject to impact of exchange rates)

In accordance with the provisions of article L. 22-10-8, II of the French commercial code, it is proposed that the compensation policy, as set out in 4.2.1 of the Universal Registration Document, an excerpt of which is reproduced hereafter, be submitted to a vote:

• Resolution 11: for the Chairman and CEO;

• Resolution 12: for the Deputy CEOs; and

• Resolution 13: for the directors.

Governance

In compliance with the principles defining the compensation policy, the NCGC-CSR follows a rigorous process for preparing the compensation policy for corporate officers in order to enable the Board to rule in compliance with the legal and regulatory provisions and the best governance and market practices. In this respect, it should be noted that the composition of the NCGC-CSR, comprising a director representing employees and consisting of exclusively independent women directors, fully complies with the recommendations of the Afep-Medef Code (article 19.1).

The NCGC-CSR analyzes and proposes the principles and indicators for determining, revising and implementing the compensation policy for corporate officers, as well as the general policy for the granting of performance shares.

The remits, functioning modalities and details of the work of the NCGC-CSR during the previous financial year are described in

4.1.2.4.1 and 4.1.2.4.3 of the 2025-26 URD.

The NCGC-CSR, as well as the lead director, ensure that the expectations expressed by shareholders not represented on the Board are debated by the Board. In this respect, it is recalled that the resolutions relating to the compensation of corporate officers were approved, with an average score of 97.52%, during the 2025 General Meeting and of 98.51%, during the 2024 General Meeting.

For preliminary and informative purposes, it is recalled hereafter the details of the "Ex Ante" votes for the last two financial years as well as the "Individual Ex Post" votes resulting from the compensation policy thus approved and/or previously approved.

Compensation "Individual Ex Post"

Compensation "Ex Ante"

The annual fixed compensation reflects the responsibilities, experience and skills of the corporate managing officer. The maximum increase in fixed remuneration for the term of office is proposed by the Board at the time of appointment and/or renewal of the term of office of the person concerned, and distributed annually taking into account market trends based on compensation surveys, Group results and employee compensation.

The annual variable compensation is aligned with the Group's performance and is designed to encourage the proper execution of the Business Plan each year. As such, the annual variable compensation applies only to the Chairman and CEO who, assisted by the Executive Committee, is in charge of Group operational management.

The annual variable compensation granted to the Chairman and CEO is determined in accordance with the principles set out above and is expressed as a percentage of his fixed compensation.

The financial Indicator(s) selected are designed to reflect the achievement of the Business Plan each year. The non-financial Indicator(s) enrich this view and take into account the achievement of the strategic choices required for the growth of Ubisoft group, including in particular the environmental, social and/or societal challenges faced by the Group.

It is specified that, for each Indicator, in the event of non-attainment of a demanding minimum threshold, no annual variable compensation will be paid. Furthermore, annual variable compensation is capped at 150% of fixed compensation, thereby enabling outperformance to be compensated within a defined framework.

Annual variable compensation increases proportionally between each threshold until the ceiling is reached, in order to encourage the best possible performance, even when the target cannot be reached.

It is to be noted that, pursuant to article L. 22-10-34, II of the French commercial code, the payment of the variable components of compensation in cash will be subject to the result of the "Individual Ex Post" vote at the General Meeting called to approve the financial statements for the financial year ended.

Long-term variable compensation, applicable both to the Chairman and CEO and to Deputy CEOs, ensures sustained and solid value creation. It is directly aligned with the interests of stakeholders and the achievement of Performance Conditions in line with the Group's strategic plan.

Long-term variable compensation may consist, where recommended by the NCGC-CSR, in the grant of instruments such as Performance shares ("Share Plans" or "LTIs") and/or a payment in cash as part of multi-annual variable compensation plans ("Multi-annual Compensation"). Irrespective of the mechanism (Share Plan or Multi-annual Compensation), it is linked to stringent Performance Conditions to be met over a period of several consecutive financial years or calendar years. It is understood that the Multi-annual Compensation is only intended to be set up in the event that Share Plans cannot fully or partially enable the grant of longterm variable compensation; and this, provided that the Board confirms the allocation in this format.

It is to be noted that, pursuant to article L. 22-10-34, II of the French commercial code, in the event of a Multiannual Compensation (in cash), payment will be subject to the result of the "Individual Ex Post" vote by the General Meeting called to approve the financial statements for the financial year ending March 31 following the vesting date.

The financial and non-financial Indicators used ensure the correlation between the value of the long-term variable compensation and the performance of the Ubisoft Share, while taking into account the Group's economic, environmental, social and/or societal challenges.

It is specified that, for each Indicator, if a minimum threshold is not reached, no long-term variable compensation will be vested/paid. In addition, the definitive vesting of long-term variable compensation is capped at 100% of the grant.

As with annual variable compensation, the acquisition/payment of long-term variable compensation follows a proportional progression between each threshold until the target is reached.

Achievement of the Performance Conditions is assessed over a minimum period of three financial or calendar years conditioning the vesting/payment of the long-term compensation. The Performance Conditions assessed over three financial or calendar years allow the dilution connected to the vesting of the Performance shares and/or SOP to be aligned directly with the value creation for the stakeholders.

The Share Plans are definitively vested after a minimum vesting period of four years. Vesting/payment is also conditional upon remaining in office as an corporate managing officer.

In the event of retirement, the definitive vesting of long-term compensation will be prorata temporis and, in accordance with the provisions of the Afep-Medef Code, will be at the discretion of the Board, with due justification.

Pursuant to articles L. 225-185 and L. 225-197-1 II of the French commercial code, and in accordance with the provisions of the Afep-Medef Code, the Board of directors sets, at each award, the number of Shares stemming from the exercise of SOP or the definitive vesting of performance shares that each corporate managing officer is required to hold in registered form until the expiry of their term of office. This percentage is set by the Board, on the NCGC-CSR's recommendation, when SOP or performance share plans are implemented in favor of the corporate managing officers.

The corporate managing officers do not use hedging instruments for Share Plans.

The Chairman and CEO and the Deputy CEOs may also be granted compensation in respect of their terms as directors, comprising a fixed portion (40%) and a variable portion related to attendance (60%), and/or as member of a committee (see 4.2.1.4 of the 2025-26 URD and hereafter "Ex Post" Vote and/or "Overall Ex Post Vote" hereinbefore).

In accordance with the provisions of article L. 22-10-8, III, paragraph 2, of the French commercial code, in the event of exceptional circumstances, the Board may, on the recommendation of the NCGC-CSR, derogate from the application of the compensation policy if this exemption is temporary, in accordance with the corporate interest, and necessary to guarantee the sustainability or viability of the Company, provided that these exceptional circumstances:

• are proven to result from external events that are outside of the Company's control and/or decisions;

• may have an impact on predefined Indicators prior to such circumstances; and

• if the Company has made every effort to reduce the impacts on the said Indicators as far as possible, if applicable.

  For example, a major event impacting the industry as a whole or a change in accounting method imposed by legislation could lead the Board to use its discretion in order to temporarily make adjustments to certain existing components of compensation as it deems necessary to ensure consistency between the performance of the compensation of the corporate managing officer(s) and that of the Company in accordance with the principles of this compensation policy. In accordance with the provisions of article L. 22-10-8, II, paragraph 1, the Board will have to assess whether the adjustments so made constitute one or more significant changes to the compensation policy that must be put to a vote at the General Meeting.

  Where applicable, the use of such an exemption by the Board would relate exclusively to the components of annual or long-term variable compensation, as defined by the Board of directors on the recommendations of the committees in accordance with the compensation policy, and would result in:

• the modification of the thresholds, targets and/or ceilings of the Performance Conditions determining the vesting and/or payment in cash of variable compensation, both upwards and downwards, where applicable in accordance with the resolutions relating to the Share Plans voted on by the General Meeting;

• the adaptation of the scope and/or methodology for calculating an Indicator;

• the removal of an Indicator that has become unenforceable or its replacement in the event of an unexpected and sudden change related to an external event, it being understood that any new Indicator would be subject to demanding targets related to the creation of the Group's value;

• the adjustment of the weight of the Indicators maintained in the event of the removal of an Indicator if the previous point occurs. Thus, the use of such a derogation shall not allow for an increase in the value of the target and ceiling amounts to be paid or granted.

  It is understood that if such a derogation is used by the Board of directors, the modifications will be duly justified and made public after the Board meeting that approved them and these modifications must preserve the alignment of shareholder interests with those of the corporate managing officers.

  Application of the compensation policy for FY27 Total compensation structure of the Chairman and CEO
  
  Total compensation structure for the Deputy CEOs
  
  Compensation principles for the corporate officers (directors)

  Directors receive compensation for their participation in the work of the Board and its committees.

  The maximum amount of the compensation package to be distributed among the directors is voted by the Shareholders' General Meeting upon the proposal of the Board, in view of the recommendations of the NCGC-CSR, taking the corporate interest into account. This amount remains unchanged until a new decision is taken by the General Meeting.

  The NCGC-CSR regularly assesses whether the amount of this budget is appropriate to the number of meetings of the Board and its committees, as well as to the number of directors and/or committees members.

  The 2022 General Meeting set the maximum annual budget that may be granted to the compensation of directors, until a new decision by the General Meeting of Shareholders, at €850,000.

  Board of directors
  Fixed	Variable according to attendance (A)

  Maximum per year and per director: €40 thousand

  40% (€16,000/year) 60% (€24,000/year)

  50% in September (€8,000)

  Compensation for the period from April 1 to September 30 50% in March (€8,000)

  Compensation for the period October 1 to March 31

  If A < 50% - €0 If A ≥ 50% and < 75% - €12,000

  If A ≥ 75% - €24,000

  Audit, Risk and Sustainability Committee		NCGC-CSR		Lead director
  Fixed Chairperson	Variable Members	Fixed Chairperson	Variable Members	Lump sum

  €2,500 per meeting

  €15,000 (capped at four meetings per financial year)

  €10,000

  €2,500 per meeting (capped at four meetings per financial year)

  €15,000 per financial year

  ‌SHARE BUYBACK PROGRAM

General

Meeting

Authorization granted to the Board to trade in the Company's shares

Authorization granted to the Board to reduce the share capital by cancellation of the own shares held by the Company

• Resolution 14: As is the case each year, it is proposed to renew the authorization granted to the Board of directors to acquire shares in the Company as part of the share buyback program.

  The objectives of the buyback program are detailed in 1. of Resolution 14 and the description of the buyback program is set out in 7.2.4.3 of the Universal Registration Document. These objectives include the cancellation of the treasury shares held by the Company, the subject of Resolution 15.

  In the event of a public offer for shares or securities issued by the Company, this authorization may only be used for the purpose of fulfilling commitments to deliver securities, as part of the employee share ownership plans, pledged and announced prior to the launch of the offer.

  As at May 20, 2026, the Company held none of its own shares.

  • Ceiling: 10% of the share capital on the buyback date.

  • Maximum buyback price: €70 per share (excluding acquisition costs).

  • Indicative maximum budget (based on the share capital and own shares as at May 20, 2026, date of the Board of directors' meeting at which the resolutions were adopted): €951,616,750 corresponding to 13,594,525 shares.

  • Duration: 18 months.

    Share buyback program

    Excerpt from the Universal Registration Document - 7.2.4

Pursuant to the provisions of the delegated Regulation (EU) no. 2016/1052 of March 8, 2016 (supplementing the Market Abuse Regulation) and articles 241-2 and 241-3 of the AMF General Regulation, the Company presents below the description of the share buyback program (the "2026 Share Buyback") that will be submitted for approval to the 2026 General Meeting.

Details of the securities liable to be repurchased: ordinary shares in Ubisoft Entertainment SA listed on Euronext Paris -Compartment B, ISIN code: FR0000054470.

Maximum portion of the share capital and maximum number of securities that may be purchased: 10% of the total number of shares comprising the share capital (K) at the buyback date - or for information purposes:

K 10% of K Treasury shares

(0% of the share capital)

05/20/26 135,945,254 shares 13,594,525 shares 0 share

Shares to be acquired 2026 Share Buyback

13,594,525 shares or 10% of the share capital *

* Based on the number of shares comprising the share capital as of May 20, 2026, the date on which the resolutions were adopted by the Board of directors

Maximum purchase price: €70 i.e., based on the share capital as at May 20, 2026, a maximum amount of €951,616,750 and, taking into account the number of shares held by the Company at the same date described above, €951,616,750.

Objectives:

• to ensure the liquidity and activity of Ubisoft Entertainment SA share using an investment services provider acting independently under a liquidity agreement in accordance with market practice approved by the AMF;

• to allocate, cover and honor any share purchase option plans or free share grant plans, employee savings plans or any other form of awards or of transfers of shares for the benefit of employees and/or of corporate managing officers of the Group or for the benefit of some of them, notably as part of all company or Group savings schemes, or profit sharing, or to allow hedging of an employee share ownership offering structured by a bank, or by an entity controlled by such an establishment under the meaning of article L. 233-3 of the French commercial code, taking place at the Company's request;

• to retain shares for delivery at a later date in exchange or as payment for any future external growth operations, subject to a limit of 5% of the existing capital;

• to deliver shares upon the exercise of rights attached to debt securities giving access, by any means, immediately and/or at a future date, to the Company's share capital through redemption, conversion, exchange, presentation of a warrant or any other means;

• to cancel, all or some of the shares purchased, as part of a capital reduction, subject to an authorization from the Extraordinary General Meeting in effect;

• to enable the Company to trade on its own shares for any other purpose currently authorized, or that may become authorized in the future, by applicable laws or regulations, or to comply with any new regulations adopted by the AMF.

Duration of authorization: 18 months from the 2026 General Meeting.

No operation of any kind was carried out during the financial year ended March 31, 2026.

Transaction(s) signed or settled during the financial year ended March 31, 2026

No transactions were signed or settled during the financial year ended March 31, 2026.

Open position(s) at March 31, 2026

Date of transaction

Name of intermediary

Purchase/

Sale

Number of

shares Options/Futures Expiry date

Exercise

price Premium

Organized market/

over the counter

03/20/18 CACIB (1) Purchase 1,755,907 (2)

Term (Prepaid forward agreement on shares)

03/22/27

(except in the event of early settlement) (3)

€66 N/A Over the counter

1. Crédit Agricole Corporate and Investment Bank

2. Partial early settlements of 1,100,000 shares on 09/08/20, 1,000,000 shares on 09/08/22, 200,000 shares on 06/14/23 and 489,547 shares on 09/07/23

3. Initial term set at 03/22/21 extended for successive 3-year periods by amendments dated 09/15/20 (see press release dated 09/15/20) and 03/11/24 (see press release dated 03/11/24)

   CANCELLATION OF TREASURY SHARES

It should be noted that no treasury shares were cancelled in FY26.

19

20

21

16

17

18

Increase in share capital through the capitalization of reserves, profits, premiums or other amounts

Extraordinary General Meeting

Issuance of shares and/or securities giving access to share capital with maintenance of preferential subscription rights

Issue of shares and/or securities giving access to share capital through a public offering, excluding the offerings referred to in 1° of article L. 411-2 of the French monetary and financial code, with waiver of preferential subscription rights

Issue of shares and/or securities giving access to share capital through a public offering, referred to in 1° of article

L. 411-2 of the French monetary and financial code (formerly "private placement"), with waiver of preferential subscription rights

Issue of shares and/or securities giving access to share capital reserved for one or more specifically named persons, with waiver of preferential subscription rights

Increase in share capital in order to remunerate contributions in kind granted to the Company

It is proposed that several financial resolutions be approved, the purpose of which is to enable the Board of directors, subject to certain conditions and within certain ceilings, to carry out capital increases of the Company through the issue of shares (the "Ubisoft Shares") or any securities representing debt securities granting access, immediately and/or in the future, to Ubisoft Shares (the "Securities"), with or without preferential subscription rights ("PSRs"), or through the capitalization of reserves, profits, premiums or other.

These resolutions are presented individually below.

They are intended to provide the Company with the financial resources to pursue its growth strategy and strengthen its equity, while giving the Board of directors the flexibility to adapt the type of financial instruments to be issued at the appropriate time, based on the Company's financing needs and conditions in the French and international financial markets.

None of these delegations may be used during the offer period for the Company's securities.

The amounts proposed are presented at par value, bearing in mind that the par value of the Ubisoft share is €0.0775. The conditions and ceilings provided for in these resolutions are summarized below ("R": Resolution/"K": share capital).

The characteristics of the compound securities that could be issued (resolutions 17 to 21), would comply with the provisions of article L. 228-92, paragraph 1, of the French commercial code:

1. Company's securities granting access to other equity securities of the Company (issued or to be issued) or to debt securities, or

2. debt securities granting access to equity securities to be issued by the Company. These may notably be share subscription warrants or convertible, exchangeable bonds or bonds repayable in shares to be issued such as "OCEANEs" (bonds convertible into new shares or exchangeable for existing shares) or bonds with share warrants attached.

   In connection with the delegations of authority relating to issuances with the waiver of PSR rights through a public offering or private placement (resolutions 18 and 19), it is proposed to exercise the option provided for in article L. 22-10-52, paragraph 1, of the French commercial code, as amended by Law No. 2024-537 of June 13, 2024 (known as the "Attractiveness Act"). These provisions relax the rules governing the pricing of offerings conducted without PSR, in order to allow listed companies to adapt the pricing methodology to the specific circumstances of each offering and, where appropriate, to grant the Board of directors greater discretion in determining the issue price.

   It is therefore proposed that the Board of directors be authorized to exercise this discretion to freely set the issue price, subject to compliance with a minimum price corresponding to the weighted average of the Company's share price during the three (3) or twenty (20) most recent trading sessions preceding the setting of the offering price, at the Board of directors' discretion, possibly reduced by a maximum discount of 10%.

   This provision would allow the Company to benefit from the flexibility introduced by the legislature in order to seize financing opportunities under conditions adapted to the requirements of the financial markets, while ensuring that the issue price remains based on an objective reference to the share price and determined according to criteria consistent with market practices.

   R. 16

   Nature		Maximum ceiling	Price determination
   ↗	through the capitalization of reserves, profits, premiums or other amounts (26 months)	€10,000,000 (autonomous)

   R. 17	↗	with maintenance of PSR (1) (26 months)		A. €5,267,878 or 50% of the K (2)		Overall ceiling	R. 18 and R. 19: Weighted average market price (4) over the last 3 or 20 trading sessions, at the Board's discretion Maximum discount: 10% R. 20: At least = to the closing market price of the last trading session (6) Maximum discount: 10%
   R. 18	↗	with waiver of PSR (1)	Public offering with mandatory priority period (3) (26 months)	€2,107,151 or B. 20% of the K (2)	Ceiling C. is counted toward ceiling B.
   R. 19 ↗ R. 20 ↗ R. 21 ↗
   			Through a private placement (5) (26 months)	C. €1,053,575 or 10% of the K (2)				Joint ceiling R. 19 to R. 21
   			Restricted to one or more named person(s) (18 months)
   			Remuneration of contributions in kind (26 months)
   R. 22 R. 23 R. 24	↗		As part of an employee share ownership offering R. 22: 26 months R. 23 & R. 24: 18 months	2% of the K (2) (7)			R. 22 to R. 24: Average market price over the last 20 trading sessions (8) Maximum discount: 15%

   1. The total nominal amount of securities representing debt securities may not exceed €1,000,000,000

   2. Share capital as of 05/20/26 (date of the Board of directors' meeting at which the drafts of resolutions were adopted): €10,535,757.19

   3. Excluding offerings referred to in article L. 411-2, 1° of the French monetary and financial code

   4. Preceding the determination of the issue price

   5. Offerings addressed exclusively to a restricted circle of investors acting on their own behalf or to qualified investors as defined in article L. 411-2, 1° of the French monetary and financial code

   6. Preceding the Board of directors' decision to exercise the delegation of authority (article R. 22-10-32 of the French commercial code)

   7. On the date of the Board of directors' meeting at which the decision to implement a share capital increase was made

   8. Preceding the day on which the Board of directors sets the opening date for subscriptions

      The summary table on the use of financial delegations and authorizations in force FY26 is set out in 7.2.3 of the

      Universal Registration Document and hereafter.

Share buyback program

Issue of securities

Employee share ownership

1. Pursuant to articles L. 22-10-62 et seq. of the French commercial code and 241-1 to 241-7 of the AMF General Regulation

2. Vesting of free shares (see 7.2.1 of the 2025-26 URD)

3. Joint ceiling shared by the 23th through 29th resolutions of the General Meeting of 07/10/25

4. French monetary and financial code

5. Deducted from the overall ceiling of €5 million provided for in the 23rd resolution of the General Meeting of 07/10/25

6. Deducted from the overall ceiling of €3.5 million provided for in the 29th resolution of the General Meeting of 07/11/24

7. Issue on 09/24/25 as part of the 2025 employee share ownership offer (Press release dated 06/09/25)

8. Launch of the 2026 employee share ownership operation following the Board decisions of 03/24/26 and decisions of the Chairman and CEO dated 05/07/26

9. Joint ceiling shared by the 28th and 29th resolutions of the General Meeting of 07/05/22

10. Joint ceiling shared by the 30th and 31st resolutions of the General Meeting of 07/10/25

Extraordinary General

Meeting

Delegations of authority to the Board - Increases in share capital with waiver of the PSR, for the benefit of:

members of company or Group savings scheme(s)

employees and/or corporate officers of certain subsidiaries of the Company (article L. 233-16 of the French commercial code), for which the registered office is located outside France, excluding PEG

for categories of beneficiaries under an employee share ownership offering (related to resolution 23)

Authorization for the Board to grant share purchase and/or subscription options

to employees and/or corporate officers of subsidiaries of the Company, with the exception of the Company's corporate managing officers

These resolutions are subject to shareholders' approval as part of employee share ownership. They aim to allow Ubisoft to continue to offer its employees competitive packages compared to those offered by other companies in the sector, notably American companies (Activision, Electronic Arts, Take-Two).

The Board remains convinced that offering the Group's employees part of their overall compensation in Company shares contributes to aligning shareholder and employee interests. For the Group, it is also a means of encouraging the long-term commitment of its teams and retaining the most creative talents by maintaining a direct link between their level of compensation and the performance of the Ubisoft share.

This is all the more important today as the motivation and commitment of the Group's production workforce, takes place within a

context of very strong competitive pressure on the most experienced teams in the industry.

These long-term benefits are, therefore, an integral part of a strategy to promote:

1. the recruitment of the best profiles,

2. the retention of the most creative talents and key skills, and

3. the motivation of employees whose level of compensation is related to the Group's success.

However, the Board of directors is also committed to keeping the dilutive impact of these employee benefits within reasonable limits, in the best interests of its shareholders.

The dilutive impact of the free share award plans in effect as of March 31, 2026, is as follows:

Free performance share grants Number

of potential shares

Potential dilution

Attendance and/or performance conditions 4,892,112 3.50%

For information, the average burn rate over the last three financial years is 1.50%.

Resolutions 22, 23 and 24 aim to offer Ubisoft group employees in France and abroad the possibility of subscribing to shares in the Company on preferential terms, in order to involve them more closely in the Company's development.

It is proposed that the Board of directors delegate the possibility to carry out, in one or more installments, capital increases through the issue of ordinary shares and/or securities granting access to the Company's share capital, as part of conventional and/or leveraged employee share ownership transaction(s), reserved for:

• Resolution 22: members of a company or Group savings scheme(s);

• Resolution 23: employees and/or corporate officers of certain subsidiaries of the Company, whose registered office is located outside France, excluding company or Group savings scheme; and

• Resolution 24: categories of beneficiaries as part of an employee share ownership offering.

  • Maximum discount: 15% - bearing in mind that the maximum discount authorized by the legal and regulatory provisions applicable to these resolutions is 30%.

  • Ceiling: 2% of the share capital - joint ceiling (resolutions 22, 23 and 24) and deducted from the overall ceiling of €5,267,878

    (resolution 17).

  • Duration: 26 months (resolution 22) and 18 months (resolutions 23 and 24).

  • Effective date: at the end of the current employee share ownership operation ("MMO 2026") pursuant to the resolutions of the same nature approved by the Combined General Meeting of July 10, 2025 (resolutions 27, 28 and 29).

    The use made of all or part of these resolutions is hereabove set out (Financial authorizations), it being recalled that as at March 31, 2026, employees held 5,084,391 shares, or 3.77% of the share capital.

    Resolution 25: Grant of share subscription and/or purchase options of the Company

    In order to continue the policy of motivating team members and involving them in the Group's development - against the backdrop of an intensifying war for talent - Resolution 25 aims to provide an additional tool through a mechanism that would strengthen the direct alignment of beneficiaries with shareholders' interests while fostering Ubisoft's entrepreneurial DNA. The Group would thus have a tool enabling it to do everything possible to attract, retain, and engage professionals with expertise critical to the success of its projects.

    Objective and purpose

    It is proposed to authorize the Board of directors to grant share subscription and/or purchase options to employees and/or

    corporate officers of the Company's subsidiaries, excluding the Company's corporate managing officers:

• Ceiling (for 38 months): 1.5% of the share capital

• A price (without any discount and within the limits and conditions provided for by law), which shall not be lower than the average of the 20 trading prices of the shares on the Euronext Paris regulated market preceding the grant date, nor:

  • in the case of share subscription options: the opening price of the share on the grant date,

  • in the case of share purchase options: the average purchase price of the shares held by the Company.

    ‌AMENDMENT OF THE ARTICLES OF ASSOCIATION / POWERS

Extraordinary General Meeting

Ordinary and Extraordinary General Meeting

Alignment of the articles of association with applicable legal provisions and/or regulations

Powers for formalities

• Resolution 26: It is proposed to amend the Company's articles of association in order to:

  • incorporate Decree no. 2025-744 of July 30, 2025, which sets forth obligations to promote gender parity on Boards of directors, with the aim of ensuring compliance with gender balance requirements on the Board of directors;

  • and, at the same time, to subsequently align the clauses requiring an update with the legal and regulatory provisions in force.

Amendment to Article 8 of the articles of association (to reflect the new rules on gender balance on the Board of directors)

Article 8 - Composition of the Board of directors

The Company is managed by a Board of directors, consisting of no fewer than three and no more than eighteen members, subject to the exception provided for by the Law in the event of a merger.

The composition of the Board of directors must at all times comply with the legal and regulatory provisions regarding the balanced representation of women and men.

Directors representing employees and directors representing employee shareholders, referred to in articles 8.2 and 8.3 of these articles of association respectively, are not taken into account for the determination of the aforementioned minimum and maximum numbers, as well as nor, unless otherwise provided by legal provisions or regulatory provisions, for the application of the first paragraph of the gender parity rules set forth in article L. 225-18-1 of the French commercial code.

[…/…]

[…/…]

‌Alignment of Articles 6.1, 10.1, 10.2, and 14 of the articles of association with applicable legal provisions and regulations.

Article 6 - Identification of shareholders

The Company or its agent may at any time, in accordance with make use of legal and regulatory provisions in force, request, either from the central securities depository that maintains the securities issuance account or directly from one or more intermediaries referred to in article L. 211-3 of the French monetary and financial code, the information specified in article R. 228-3 of the French commercial code that enables it to identify the required regarding identification of holders of his shares of bearer securities and of his securities that confer the voting right at its own meetings, either immediately or in the future.

Article 10 - Deliberations of the Board of directors

[…/…]

Directors who have not responded by the deadline are deemed not to be present for the purposes of calculating the quorum and majority. The rules regarding quorum and majority for decisions made at in-person meetings or by video conferencing a means of telecommunication apply mutatis mutandis to decisions made by written consultation. The results of the consultation are communicated to all directors. Decisions made by written consultation are recorded in minutes prepared under the same conditions as those for deliberations adopted at a physical meeting or by video conferencing a means of telecommunication.

Harmonization - Article L. 225-103-1 of the French commercial code Article 14 - General Meetings

[…/…]

Pursuant to a decision of the Board of directors published in the notice of meeting and/or the convening notice, shareholders may attend General Meetings (via videoconference or by voting via by using a telecommunication tools enabling their identification and remote transmission (including the internet), in accordance with the provisions of applicable regulations.

• Resolution 27: This standard resolution proposes the granting of powers for the purposes of carrying out the formalities required by law in connection with the resolutions voted by the General Meeting.

2026 GENERAL MEETING

Appendix 1: History of SOP plans for corporate managing officers ◀

‌HISTORY OF THE GRANTING OF SHARE PURCHASE AND/OR SUBSCRIPTION OPTIONS TO EACH EXECUTIVE CORPORATE MANAGING OFFICER BY THE ISSUER AND BY ALL GROUP COMPANIES

General Meeting 09/25/06 07/04/07 09/22/08 07/10/09 07/02/10 09/24/12 09/23/15 09/23/15 06/27/18 06/27/18 07/02/20 Board (plan no.) 04/26/07 (no. 14) 06/27/08 (no. 17) 05/12/09 (no. 19) 04/29/10 (no. 22) (3) 04/27/11 (no. 24) 03/17/14 (no. 27) 12/16/15 (no. 31) 12/14/16 (no. 33) 12/17/18 (no. 41) (9) 12/12/19 (no. 43) (12) 12/08/20 (no. 47)

Price €17.45 (1) (2) €27.35 (1) (2) €14.75 (2) €9.91 (2) €6.77 (2) €11.92 €26.85 €31.96 €68.59 €54.30 €77.76

Number of executives 5 5 5 5 5 5 3 4 5 5 5

(2) 139,648 (2) 125,392 (2) 120,336 (2) 111,232 (2) (4) 100,000 37,500 19,344 (7) 56,031 67,743 49,104 (13)

(2) 91,108 (2) 80,896 (2) 75,840 (2) 70,784 (2) (4) 60,000 (6) 0 0 41,607 50,683 36,716 (13)

(2) 12,135 (2) 11,124 (2)

(2) 12,135 (2) 11,124 (2)

(2) 12,135 (2) 11,124 (2)

(2) 12,135 (2) 11,124 (2)

0 0

(7) 3)

(7) 3)

(7) 3)

(7) 3)

(5) 3)

(7)

1. Two-for-one stock split effective 11/14/08

   (cumulative): sales and profitability (3)

   (cumulative): sales and profitability

   Group operating income over

   4 financial years/% based on tiers) of which 25%

   collective performance condition

   (Non-IFRS Group operating income over 4 financial years/% based

   on tiers)

   Group operating income over

   4 financial years/

   proportional grant (8))

   Group operating income over

   3 financial years/ acquisition by

   tier (10))

   50%: External condition (TSR over 3 years/acquisition

   by tier (11))

   Group operating income over

   3 financial years/ acquisition by tier (10))

   50%: External condition (TSR over 3 years/acquisition

   by tier (11))

   acquisition by

   tier (10))

   20%: Growth in number of monthly active users (MAU) (over 3 financial years/acquisition

   by tier (14))

   20%: "CSR"

   Indicator (Increase in the gender diversity of teams) (over

   3 financial years/ acquisition by

   tier (15))

2. Subscription price and number adjusted following the issuance of share subscription warrants on 04/10/12 (articles L. 225-181 and L. 228-99 of the French commercial code)

3. Plan of 04/29/10 → Board meeting of 07/01/14: acknowledgment of the early expiry due to the failure to meet the cumulative performance conditions of sales and profitability at 05/15/14

4. Plan of 04/27/11 → Board meeting of 03/09/12: change in the designation of 417,000 options from share subscription options to purchase options

5. 5% to be held in registered form until expiration or termination of office

6. Plan of 03/17/14 → Board meeting of 07/01/14: 25% cancellation of the grant made to the Chairman and CEO following the recognition of the failure to achieve the collective performance condition by the NCGC on 06/26/14

7. Plan of 12/14/16 → Board meeting of 05/14/20: recognition of the achievement of 75.97% of the performance condition related to the Non-IFRS Group operating income over 4 financial years giving rise to the exercise of 3,674 SOP for each Deputy CEO

8. Plan of 12/14/16 → Proportional vesting as follows [Non-IFRS Group operating income]:

   • if < 70% of the target: acquisition of SOP canceled

   • if ≥ 70% and < 100% of the target: acquisition of SOP proportional to the % achieved

   • if ≥100% of the target: acquisition of 100% of the SOP confirmed

9. Plan of 12/17/18 → Board meeting of 02/23/22: recognition of early expiry due to failure to meet performance conditions (10) (11)

10. Tiered vesting as follows [Non-IFRS Group operating income]:

    • < 80% of the target → 0% of the grant for this Indicator

    • ≥ 80% and < 90% of the target → 30% of the grant for this Indicator

    • ≥ 90% and < 100% of the target → 50% of the grant for this Indicator

    • ≥ 100% of the target → 100% of the grant for this Indicator

11. Acquisition by tier as follows [TSR]:

    • < 50th percentile → 0% of the grant for this Indicator

    • ≥ 50th and ≤ 60th percentile → 50% of the grant for this Indicator

    • > 60th percentile → 100% of the grant for this Indicator

12. Plan of 12/12/19 → Board meeting of 03/30/23: recognition of early expiry due to failure to meet performance conditions (10) (11)

13. Plan of 12/08/20 → Board meeting of 02/07/24: recognition of the achievement of the CSR indicator (15) assessed over 3 financial years giving rise to 20% of the total grant, i.e. the exercise of 7,343 SOP for the Chairman and CEO and 619 SOP for each Deputy CEO (14)Acquisition by tier as follows [MAU]:

    • < 80% of the target → 0% of the grant for this Indicator

    • ≥ 80% and < 90% of the target → 30% of the grant for this Indicator

    • ≥ 90% and < 100% of the target → 50% of the grant for this Indicator

    • ≥ 100% of the target → 100% of the grant for this Indicator

(15) Acquisition by tier as follows [CSR]:

• < 23% women in the teams → 0% of the grant for this Indicator

• ≥ 23% and < 24% women in the teams → 50% of the grant for this Indicator

• ≥ 24% women in the teams → 100% of the grant for this Indicator

27

‌HISTORY OF GRANTING OF PERFORMANCE SHARES TO EACH EXECUTIVE CORPORATE MANAGING OFFICER BY THE ISSUER AND BY ALL GROUP COMPANIES

1. 1 preference share ("AGAP") convertible into 30 ordinary shares subject to market conditions at the end of the vesting period

   • if ↘ in the share price in relation to the floor market price *: the AGAP do not give the right to any ordinary share

   • if ↗ in the share price up to 50% compared to the floor market price *: each % of ↗ recorded gives entitlement to 0.6 ordinary share

   • if ↗ in the share price ≥ 50% of the floor market price *: 1 AGAP entitles the holder to 30 ordinary shares

     * Average price over the 20 trading days preceding the Board of directors' meeting granting the shares

2. Plan of 12/16/15 → Definitive vesting date of the AGAP on 12/17/18 - Board meeting of 10/30/18: recognition that 100% of the performance condition has been met (5)

   Plan of 12/14/16 → Definitive vesting date of the AGAP on 12/16/19 - Board meeting of 05/15/19: recognition that 100% of the performance condition has been met (6)

3. Plan of 12/16/15 → Automatic conversion date 12/17/20 - Conversion ratio: 30 ordinary shares for 1 AGAP/Subsequent cancellation of 1,500 AGAP Plan of 12/14/16 → Automatic conversion date 12/16/21 - Conversion ratio: 28.766 ordinary shares for 1 AGAP/Subsequent cancellation of 394 AGAP

4. 5% to be held in registered form until expiration or termination of office

5. Tiered vesting as follows [Non-IFRS Group operating income]:

   • if < 80% of the target → 0% of the grant for this Indicator

   • if ≥ 80% and < 90% of the target → 50% of the grant for this Indicator

   • if ≥ 90% and < of the target → 70% of the grant for this Indicator

   • if ≥ of the target → 100% of the grant for this Indicator

6. Proportional vesting as follows [Non-IFRS Group operating income]:

   • if < 70% of the target → 0% of the grant for this Indicator

   • if ≥ 70% of the target and < 100% of the target → grant proportional to the % achieved

   • if ≥ 100% of the target → grant of 100% of AGAP confirmed

7. Plan of 12/07/21 → Board meeting of 02/06/25: recognition of the achievement of the CSR indicator (10) assessed over 3 financial years giving rise to 20% of the total grant, i.e. 4,053 AGA for the Chairman and CEO and 341 AGA for each Deputy CEO, delivered on 12/08/25

8. Tiered vesting as follows [TSR]:

   • < 50th percentile → 0% of the grant for this Indicator

   • ≥ 50th and ≤ 60th percentile → 50% of the grant for this Indicator

   • > 60th percentile → 100% of the grant for this Indicator

9. Tiered vesting as follows [MAU]:

   • < 80% of the target → 0% of the grant for this Indicator

   • ≥ 80% and < 90% of the target → 30% of the grant for this Indicator

   • ≥ 90% and < 100% of the target → 50% of the grant for this Indicator

   • ≥ 100% of the target → 100% of the grant for this Indicator

10. Tiered vesting as follows [CSR]:

    • < 80% of the target → 0% of the grant for this Indicator

    • ≥ 80% and < 90% of the target → 30% of the grant for this Indicator

    • ≥ 90% and < 100% of the target → 50% of the grant for this Indicator

    • ≥ 100% of the target → 100% of the grant for this Indicator

11. Plan of 12/06/22 → Board meeting of 05/20/26: recognition of the achievement of the CSR indicator (10) assessed over 3 financial years giving rise to 20% of the total grant, i.e. 6,720 AGA for the Chairman and CEO and 566 AGA for each Deputy CEO, deliverable on 12/07/26 subject to the continuation of the functions of corporate managing officer

12. Tiered vesting as follows [CSR]:

    • 1st sub-indicator [% reduction in GHG emissions for the scopes 1 and 2 (as defined in the Universal Registration Document 2021-22 (p. 131) between CY20 (2020 emissions, used as the basis for the calculation, as indicated in the latest Universal Registration Document published before the assessment of the indicator) and October 2026]

      • < 21% → 0% of the grant for this sub-indicator

      • ≥ 21% and < 23% → 30% of the grant for this sub-indicator

      • ≥ 23% and < 25% → 50% of the grant for this sub-indicator

      • ≥ 25% → 100% of the grant for this sub-indicator

    • 2nd sub-indicator [% of suppliers (with expenses covering purchases of goods and services, capital goods and upstream transport and distribution) engaged in a SBT initiative (validated and published on the SBTi website, or equivalent publicly announced commitment) in October 2026]

      • < 55% → 0% of the grant for this sub-indicator

      • ≥ 55% and < 61% → 30% of the grant for this sub-indicator

      • ≥ 61% and < 67% → 50% of the grant for this sub-indicator

      • ≥ 67% → 100% of the grant for this sub-indicator