Yara International : Executive Remuneration Report 2025

About this update from Yara International Asa

YARA ExeCULiVQ RQfTlUneratiOn Report 2025 ‌About the report This report outlines the remuneration received by the members of the Board of Directors of Yara International ASA and members of Yara Group Executive Board during 2025. It is prepared in accordance with the Public Limited Companies Act section 6-16b and the European Commission guidelines on the standardized presentation of the remuneration report under Directive 2007/36/EC, as amended by Directive (EU) 2017/828, as regards encouragement of long-term shareholder engagement. Pursuant to the Norwegian Public Limited Companies Act section 6-16b (2) the statement will be presented to the Annual General Meeting (AGM) 2026, which shall hold an advisory vote on the report. The report is available on Yara's website for ten years from the time of publishing. The Yara Executive Remuneration Report for 2024 was presented to the 2025 AGM for advisory vote. 74.7 percent of the votes cast were for the report and 25.3 percent were against. There are reasons to believe that the high number of votes against the report is based on recommendation given by the proxy advisory company Institutional Shareholder Services Inc. (ISS), who provides services to shareholders to vote their shares at shareholder meetings. All capital managers holding more than one million Yara shares who voted against the report utilize ISS' services. The major Norwegian capital managers who voted against confirm that they followed ISS' advice. ISS cited that the reason for their recommendation to vote against was that there are no performance conditions in the scheme Yara's Share-Based Remuneration (SBR) following the grant. The Board considers that SBR in its current form is an important element of the total remuneration in order to stay competitive and secure retention of executives. SBR payment is contingent on Yara's net results excluding special items and currency gain/loss being net positive over the last three years. In order to support alignment of interests with shareholder's interests, it is furthermore expected, as explained in more detail in the section Share-based remuneration, that members of the Group Executive Board, in addition to the SBR, yearly invest in Yara shares and that they do not sell any Yara shares during their tenure as members of the Group Executive Board. In addition to SBR supporting alignment of interests with shareholders over time, the annual targets in the Short-term incentive plan (STIP) are aligned with the company's long-term strategic goals, so that this plan also supports the company's long-term value creation and capital allocation policy. The allocation of SBR shares in 2025 was based on the same principles as for 2024, as described above. The Board has decided that these principles shall remain in place for the 2026 allocation of SBR shares to the Yara CEO. The CEO has decided that the same principles will apply to the other members of the Group Executive Board. ‌Contents‌ Summary of company performance and executive remuneration 4 Board of Directors 5 Remuneration principles for the Board 5 Board remuneration overview 6 Board shareholdings 7 Group Executive Board 8 Remuneration principles for the Group Executive Board 8 CEO remuneration 2025 9 Remuneration of other members of the Group Executive Board in 2025 10 Group Executive Board remuneration overview 12 Group Executive Board shareholdings 13 Application of performance criteria in the short-term incentive plan 14 Group Executive Remuneration last five years 17 Annual development in remunerations 20 Alignment with State remuneration guidelines and long-term company performance 22 Statement of the Board of Directors 23 Independent Auditor's statement 24 ‌Summary of Yara's performance and executive remuneration in 2025‌ ‌Financial highlights for the year 2025 Yara's 2025 net income was USD 1,372 million compared to USD 15 million a year earlier. The improvement in 2025 reflected higher margins and volumes, as well as reduced fixed costs, in addition to a foreign currency translation gain of USD 383 million compared to a foreign currency translation loss of USD 321 million in 2024. Yara's EBITDA excluding special items was USD 2,803 million, 37 percent higher than 2024, mainly reflecting higher margins and volumes, as well as reduced fixed costs. Total deliveries were 3 percent higher compared to 2024, driven by Europe and Brazil. ‌Group Executive Board 2025 Effective 21 March 2025, the following changes were made to the Group Executive Board: Solveig Hellebust, former EVP & Chief HR Officer, stepped down from the Group Executive Board. Hanna Opsahl-Ben Ammar was appointed EVP People, External Affairs & Chief of Staff, in a newly established unit consisting of the following areas: People, Corporate Affairs & Communication, Brand and CEO Office. Former EVP Corporate Development Magnus Ankarstrand was appointed EVP & Chief Financial Officer (CFO). Former EVP & CFO Thor Giæver was appointed interim EVP Corporate Strategy and Business Development until stepping down on 1 August 2025. Former EVP Yara Africa & Asia Fernanda Lopes Larsen was appointed EVP Corporate Development. She retained the responsibility for Yara Africa & Asia during a transition phase until 1 July 2025. Other changes: On 1 July 2025 Luis Alfredo Pérez was appointed EVP Yara Africa & Asia. From 1 October 2025, EVP, Global Plants & Operational Excellence Johan Labby's area of responsibility was expanded to include local plants that were previously managed by the regions. Remuneration of the Group Executive Board in 2025 For the annual salary review as of 1 June 2025, the base salaries of the members of the Group Executive Board were increased by 4.37 percent, equal to the percentage frame for Yara employees in Norway. The performance of the 2025 Short-Term Incentive Plan resulted in a bonus payment equal to 22 percent of the annual base salaries for the Group Executive members. The members were rewarded share-based remuneration amounting to 30 percent of their annual base salary, in accordance with the Share-Based Remuneration Plan. ‌Board of Directors‌ ‌Remuneration principles for the Board‌ The Chair and other Board members receive remuneration as Board members and members of Board committees. The remuneration is determined by the General Meeting based on recommendation from the Nomination Committee. Employee-elected Board members receive the same remuneration as shareholder-elected Board members. None of the shareholder elected Board members are employed by the company. None of the employee-elected Board members are executives. The employee-elected Board members receive salary, pension, and other remuneration such as bonuses, share-based remuneration, car allowance, and similar benefits in accordance with the company's general terms for employment. In the case of business travel on behalf of the Board, the employee-elected Board members are entitled to travel compensation. For trips lasting at least 12 hours duration or for travel days with accommodation, the employee receives compensation equivalent to ordinary hourly pay for 2 hours on weekdays and 7.5 hours for travel on weekends. The hourly rate is limited to USD 57 (NOK 590). The Chair and other members of the Board have no agreements for compensation in the event of termination or changes in their positions as Board members. The remuneration of the Board members in 2025 has been provided in accordance with the Yara 2025 Guidelines on Salary and Other Remuneration for Executive Personnel, see page 39 in the Yara Annual Report 2025, available on yara.com. ‌Board remuneration overview USD thousands Annual fees 2025 Total fees previous years Board member and position Board member since Board member fee Audit Committee HR Committee Total fees 2025 2024 2023 2022 2021 Trond Berger Board Member Chair of the Board Chair of the Audit and Sustainability Committee Chair of the HR Committee May 2018 May 2020 May 2018 - May 2020 and Nov 2022 - June 2023 May 2020 92 - 12 104 90 91 87 90 John Thuestad 1 Board member May 2014 70 - - 70 61 58 55 53 Tove Feld 1 Board member Member of the HR Committee May 2022 May 2022 67 - 9 76 70 67 44 - Jannicke Hilland Vice Chair of the Board Member of the Audit and Sustainability Committee May 2022 May 2022 48 14 - 62 56 53 37 - Jais Valeur 1 Board member May 2025 47 - - 47 - - - - Tina Elizabeth Lawton 1 Board member June 2023 71 - - 71 58 33 - - Harald Thorstein 1 Board member Chair of the Audit and Sustainability Committee June 2023 June 2023 70 23 - 94 82 44 - - Rune Bratteberg Board Member (employee elected) Member of the Audit and Sustainability Committee May 2012 May 2012 - May 2024 42 - - 42 43 49 51 54 Ragnhild Flesland Høimyr Board Member (employee elected) Member of the Audit and Sustainability Committee May 2020 May 2024 42 14 - 57 45 36 39 42 Eva Safrine Aspvik Board Member (employee elected) Member of the HR Committee May 2019 - May 2020 and from May 2022 May 2024 42 - 9 52 43 36 25 - Geir O. Sundbø Board Member (employee elected) Member of the HR Committee May 2010 Sep 2012 - Sep 2013 March 2016 - May 2024 42 - - 42 41 45 47 50 Therese Log Bergjord Board member June 2023 - May 2025 16 - - 16 38 20 - - Kimberly Mathisen Board Member Vice Chair of the Board May 2019 - May 2022 May 2020 - May 2022 - - - - - - 15 47 Håkon Reistad Fure Board member Chair/member of the Audit and Sustainability Committee May 2019 - Sep 2022 May 2020 - Sep 2022 - - - - - - 46 54 Adele Bugge Norman Pran Board member Chair of the Audit and Sustainability Committee May 2019 - May 2022 May 2019 - May 2022 - - - - - - 21 63 Birgitte Ringstad Vartdal Board member Member of the HR Committee Chair of the Audit and Sustainability Committee May 2020 - July 2022 May 2020 - July 2022 May 2022 - July 2022 - - - - - - 25 50 Øystein Kostøl Board Member (employee elected) May 2020 - May 2022 - - - - - - 14 42 2025 exchange rate for fees in NOK to US: 0.096425 For the previous years, average exchange rates applying to each of the years have been used 1 Board members with residence outside Norway ‌Board shareholdings 2025 Number of shares owned 2025 Value as of 31 December 2025 Board member and position As of 1 January Additions Sold As of 31 December USD thousand Trond Berger Chair of the Board Chair of the HR Committee 8,000 - - 8,000 329 John Thuestad 1 Board member 1,200 - - 1,200 49 Tove Feld 1 Board member Member of the HR Committee 500 - - 500 21 Jannicke Hilland Vice Chair of the Board Member of the Audit and Sustainability Committee 1,587 - - 1,587 65 Jais Valeur 1 Board member - 860 - 860 35 Tina Elizabeth Lawton 1 Board member 840 - - 840 35 Harald Thorstein 1 Board member Chair of the Audit and Sustainability Committee - 2,000 - 2,000 82 Rune Bratteberg Board member (employee-elected) 673 - - 673 28 Ragnhild Flesland Høimyr Board member (employee-elected) Member of the Audit and Sustainability Committee 676 - - 676 28 Eva Safrine Aspvik Board member (employee-elected) Member of the HR Committee 1,209 - 30 1,179 49 Geir O. Sundbø Board member (employee-elected) 645 - - 645 27 Number of shares owned 2025 Value as of 31 December 2025 Deputy Board member As of 1 January Additions Sold As of 31 December USD thousand Roger Hansen 1 - - 1 - Vidar Viskjer 673 - - 673 28 Kari Nøstberg 642 - - 642 26 Maiken Sandland 85 - - 85 3 Per Harald Eriksen 241 - - 241 10 Veronique Revoy 1,280 - - 1,280 53 Lars-Kåre Heløy Nystadnes 32 - - 32 1 Øystein Botillen 15 - - 15 1 For 2025 exchange of NOK to US: 0.0993754 (end-rate December 31 2025) 1 Board members with residence outside Norway ‌Group Executive Board‌ ‌General principles for remuneration of the Group Executive Board‌ The purpose of Yara's remuneration policy is to ensure that Yara attracts and retains the right people in leadership positions to implement Yara's strategy and ensure long-term sustainable value creation to Yara's shareholders and other stakeholders. This requires that Yara offers competitive remuneration aligned with relevant market practice. At the same time Yara exercises moderation through responsible and non-market-leading remuneration. The total remuneration for the members of the Group Executive Board comprises the following elements: Base salary Share-Based Remuneration (SBR) Short-Term Incentive Plan (STIP) Pension plan benefits Other compensation elements such as internet connection, company car or car allowance For regional EVPs: Local Market Allowance and the Additional Share Based Remuneration In accordance with the State Guidelines on Remuneration, the Board assessed whether the salary increase should be a nominal increase in Norwegian kroner (NOK) rather than a percentage. The average salary increase in NOK for Yara employees in Norway was calculated to NOK 43 thousand (USD 4.1 thousand). A nominal increase of the base salary with this amount would be equal to a 0.5 percent increase for the Yara CEO and a 0.9 percent average for the other members of the Group Executive Board. With reference to retention risk and benchmarking againts peers, as well as Yara's general practice for salary review, which are not in nominal amounts, the Board decided that the annual salary increase in 2025 for the members of Group Executive Board should be a percentage increase. The annual base salary increase for the Yara CEO was set at 4.37 percent, aligning with the percentage framework applied to Yara employees in Norway. The remuneration of the Group Executive Board in 2025 has been provided in accordance with the 2025 Guidelines on Salary and Other Remuneration for Executive Personnel, see page 39 in Yara Annual Report 2025, available on yara.com. No share-based remuneration or short-term incentive awards from previous years have been clawed back from members of the Group Executive Board in 2025. ‌CEO remuneration 2025‌ Total direct compensation split 2025 CEO ‌Annual base salary The annual base salary for the CEO is USD 881,020 (NOK 9,136,814). An annual salary review adjustment of 4.37 percent of his base salary was made as of 1 June 2025. The CEO abstained from annual salary adjustments for the years 2019-2021. From the time the CEO was employed by Yara in 2015 through 2025, the average annual salary review increase of his base salary has been 2.7 percent. For the same period, the average annual salary review increase for Yara employees in Norway was 3.1 percent. ‌Short-Term Incentive Plan (STIP) The CEO was eligible for a short-term incentive payout according to the plan, with the outcome for 2025 described below. The target payout is 20 percent, with a capped payout of 25 percent of annual base salary, including vacation pay, on the short-term incentive payout. ‌Share-Based Remuneration (SBR) The CEO is entitled to and was rewarded share-based remuneration representing a fixed percentage (30 percent) of his annual base salary according to the plan described in the Yara 2025 Guidelines on Salary and Other Remuneration for Executive Personnel, see to page 39 in Yara Annual Report 2025, available on yara.com. ‌Pension and personal insurance plans Svein Tore Holsether is member of the following pension plans that were available for executive management until 3 December 2015: A funded defined contribution (DC) plan providing contributions equal to 7 percent of pensionable salary up to 7.1 times the Norwegian Social Security Base Amount (G) plus 18 percent of salary between 7.1G and 12G, and; an unfunded DC plan for salary above 12G with contribution equal to 25 percent of pensionable salary exceeding 12G. The pension benefit reported for the unfunded DC plan for salary above 12G includes company contributions during the year. In addition to the above, the CEO has an unfunded DC savings early retirement plan. It provides him with a calculated (expected) pension payment corresponding to 65 percent of his base salary for the two years between age 65 and 67 if he stays with Yara until age 65. Contributions equal to 5.4 percent annually of his current base salary are made to this plan. If he leaves the company before turning 65, the company's contribution to the plan ceases, but a calculated return continues to be added to the savings balance accrued. The savings balance, including returns, is paid out as pension over two years from the age 65 to 67. The CEO is covered by the personal insurance schemes health insurance, life insurance, disability pension, lump-sum payment in the event of disability, and a scheme covering occupational diseases and occupational and non-occupational accidents. In addition, he is provided with a travel Insurance covering him and his family. ‌Other compensation elements The CEO is granted benefits in kind according to the applicable market standard, the main element being a fixed car allowance of USD 19,960 (NOK 207,000) annually. ‌Remuneration of other members of the Group Executive Board in 2025‌ Total direct compensation split 2025 Average of other GEB members ‌Annual base salary The annual base salaries for the members of Group Executive Board are shown in the table below. An annual adjustment of 4.37 percent was applied to the base salary as of 1 June 2025 for the members of the Group Executive Board. The average annual salary adjustment for employees in Yara's Norwegian companies as of June 1, 2025 was 4.37 percent. The average salary increases for Yara Group Executive Board was USD 22 thousand (NOK 229 thousand). The average salary increase for the other employees in Yara's Norwegian companies was USD 4.1 thousand (NOK 43 thousand). Effective 1 October 2025, EVP, Global Plants & Operational Excellence Johan Labby's area of responsibility was expanded to include local plants previously managed by the regions. To compensate for this increased responsibility, his base salary was raised by a total of 25 percent, which included the annual salary adjustment of 4.37 percent. ‌Local Market Allowance and the Additional Share-Based Remuneration for regional EVPs To reduce the retention risk for the regional EVP positions, a local market allowance was added as a new element in the respective compensation packages starting in January 2023. An additional share-based remuneration component was added beginning in January 2024. The Local Market Allowance and the Additional Share-Based Remuneration for regional EVPs are both linked to the position, meaning that the EVPs receive such compensation only for the period which they hold this position. Furthermore, this compensation is not included in the basis for calculating the allocation of share-based remuneration, the Short-Term Incentive Plan payouts or pension contributions. For 2025, the annual Local Market Allowance for the three regional EVP positions (EVP Europe, EVP Americas, and EVP Africa & Asia) was EUR 50 thousand (approximately USD 57 thousand) respectively, and the annual allocation of Additional Share-Based Remuneration for regional EVPs equaled the net after-tax amount of EUR 50 thousand (USD 57 thousand). The shares allocated are subject to a lock-in period and cannot be sold while the employee remains a member of the Group Executive Board. If the employee steps down from the Group Executive Board and assumes another position in Yara, a lock-in period of three years applies to all shares acquired through the Additional Share-Based Remuneration for regional EVPs, starting from the time the employee leaves the Group Executive Board. If the employee leaves Yara, any shares still under the lock-in period must be returned, regardless of whether the employee resigns, is dismissed by the company, or enters into a termination agreement with the company. ‌Short-Term Incentive Plan (STIP) The target payout for the members of the Group Executive Board is 20 percent of their base salary. The payout is capped at 25 percent of annual base salary, including vacation pay where applicable. ‌Share-Based Remuneration (SBR) Members of the Group Executive Board were entitled to and received share-based remuneration representing a fixed percentage (30 percent) of annual base salary. To support alignment between the members of the Group Executive Board and shareholder interests, it is expected that members of the Group Executive Board who participate in the SBR Program, every year, at a minimum - in addition to the shares received through the SBR Program - invest in Yara shares an amount equal to the lower of the short-term incentive payout for the preceding year or the value of the shares received as Share-Based Remuneration for the relevant year. Such investments should continue until the shareholding amounts to the total compensation as defined in the Yara Executive Remuneration Report (base salary, Share-Based Remuneration, Short-Term Incentive Plan, pension plan benefits, other compensation elements such as internet connection, company car or car allowance, Local Market Allowance, and Additional Share-Based Remuneration). Furthermore, it is also expected that members of the Group Executive Board do not sell any Yara shares as long as they remains members of the Group Executive Board. ‌Pension plans and personal insurance plans Chrystel Monthean and Luis Alfredo Pérez are members of the Yara IEC AG Pension Plan for Global Assignees. This is a DC pension plan with employer contributions equal to 20 percent of base salary. Mónica Andrés Enríquez and Jorge Noval are both members of the Yara Iberian S.A.U. Company-Paid Pension Plan. This is a DC pension plan with employer contributions above Spanish Social Security ceiling. Johan Labby is a member of the company-paid DC pension plan applicable to the employees of Yara Belgium S.A. Other members of the Group Executive Board are included in Yara's plans for employees in Norway. Since 2006, Yara in Norway has transitioned from defined-benefit pension plans to DC pension plan and simplified the pension plans. This work was completed in 2015, and new hires are now enrolled in one DC pension plan covering salary up to 12 times the Norwegian Social Security Base Amount (G). The members of the Group Executive Board employed in Norway are covered by the personal insurance schemes applicable to Yara employees in Norway. Three members on international assignments during 2025 (Chrystel Monthean, Fernanda Lopes Larsen and Luis Alfredo Pérez) were covered by insurance schemes according to Yara's Global Mobility Policy. Mónica Andrés and Jorge Noval are covered by the personal insurance schemes applicable to Yara employees in Spain. ‌Other compensation elements for CEO and other members The CEO and the other members of the Group Executive Board are granted benefits in kind according to the applicable local market standard. These are typically cell phone, internet connection, and company car, alternatively fixed car allowance. The three members on international assignments were granted allowances and benefits in accordance with Yara's Global Mobility Policy. ‌Compensation for each member of GEB 2025 USD thousands Cash compensation paid during the year Non-cash compensation for the year Annual base Short-term incentive accrued in 2024 and Other Sum cash compensation during the Share-based Other Contribution to company paid pension Short-term incentive Accrued holiday pay on short- term incentive Total GEB member salary Salary 3 paid in 2025 benefits year remuneration 4 benefits plans accrued 5 accrued compensation 9 Svein Tore Holsether 1, 8 President and Chief Executive Officer 881 856 144 31 1,063 254 8 270 194 23 1,637 Magnus Ankarstrand 1, 7 EVP & Chief Financial Officer 490 485 80 24 596 141 4 17 108 13 791 Fernanda Lopes Larsen 1, 6 EVP Corporate Development 383 383 65 294 742 115 10 17 84 - 903 Chrystel Monthean 2, 6 EVP, Americas 448 441 73 270 784 129 38 90 99 - 1066 Mónica Andrés Enríquez 2 EVP, Europe 453 442 74 56 572 187 63 31 100 - 878 Luis Alfredo Peres 2, 6 (from 1 July 2025) EVP Asia & Africa 367 184 - 94 278 - 7 37 41 - 362 Hanna Opsahl-Ben Ammar 1 (from 21 March 2025) EVP People, External Affairs & Chief of Staff 403 310 - 23 333 - 2 13 69 8 426 Johan Labby 2, 6 EVP, Global Plants & Operational Excellence 522 408 71 3 492 125 4 43 113 18 714 Kristine Ryssdal 1 EVP & General Counsel 440 429 72 14 533 126 26 17 96 14 722 Jorge Noval 2 EVP & CEO Industrial Solutions 589 575 96 671 169 81 38 130 - 993 Solveig Hellebust 1 (until 21 March 2025) EVP, People, Process and Digitalization 383 84 65 5 155 115 1 4 19 2 230 Thor Giæver 1, 7 (until 1 August 2025) Interim EVP Corporate Strategy and Business Development 383 231 65 16 311 103 2 9 38 5 402 1 Exchange of NOK to USD: 0.096425 2 Exchange of EUR to USD: 1.129910 3 The development in annual base salary and actual paid salary may differ from one year to the next due to when during the year salary increases have been granted and effects of the Norwegian holiday pay system, where a change in number of days holiday taken and/or annual holiday allowance impact on salary paid. 4 Gross before tax amount related to SBR Program and additional share-based remuneration for regional EVPs. 5 Accrued short-term incentive payout (excluding holiday allowance) earned in 2025 to be paid in 2026. 6 Benefits and perks provided in relation to an International Assignment Contract are included in other benefits. In addition, Yara covers housing and school for accompanying children where applicable. Both in accordance with Yara's Global Mobility Policy. 7 Thor Giæver and Magnus Ankarstrand are deferred members of an unfunded defined-contribution (DC) pension plan covering part of salary exceeding 12 times Norwegian social security base amounts (G). In addition they are deferred members of an unfunded defined contribution pension plan being converted from a defined benefit early retirement plan. For 2025 returns on the applicable savings balances was USD 12 thousand for Thor Giæver and USD 14 thousand for Magnus Ankarstrand. 8 Svein Tore Holsether is active member of an unfunded defined-contribution (DC) pension plan covering part of salary exceeding 12 times Norwegian social security base amounts (G) and an unfunded DC early retirement pension plan. For 2025 total return on the savings balances in the two unfunded pension plans was USD 126 thousand and is not included in the figure for total compensation. Detailing of the pension plans applying to Yara CEO is included under "CEO remuneration 2025" below. 9 The figures for short-term incentive accrued in 2024 and paid in 2025 were reported in the Executive Remuneration Report for 2024, and are not included in Total compensation 2025. Compensation this year for the current members of GEB with salaries in NOK NOK thousands Cash compensation paid during the year Non-cash compensation for the year Annual base Short-term incentive accrued in 2024 and Other Sum cash compensation during the Share-based Other Contribution to company paid pension Short-term incentive Accrued holiday pay on short- term incentive Total GEB member salary Salary 1 paid in 2025 benefits year remuneration 2 benefits plans accrued 3 accrued compensation 7 Svein Tore Holsether 6 President and Chief Executive Officer 9,137 8,881 1,488 321 11,029 2,637 81 2,805 2,010 241 16,976 Magnus Ankarstrand 5 EVP & Chief Financial Officer 5,081 5,026 828 250 6,176 1,461 38 176 1,118 134 8,203 Fernanda Lopes Larsen 4 EVP Corporate Development 3,970 3,970 675 3,046 7,691 1,191 106 180 873 - 9,366 Hanna Opsahl-Ben Ammar (from 21 March 2025) EVP People, External Affairs & Chief of Staff 4,175 3,215 - 238 3,454 - 22 138 720 86 4,420 Kristine Ryssdal EVP & General Counsel 4,563 4,450 743 140 5,531 1,312 266 176 998 143 7,485 Solveig Hellebust (until 21 March 2025) EVP, People, Process and Digitalization 3,973 876 675 51 1,602 1,192 6 38 199 24 2,385 Thor Giæver 5 (until 1 August 2025) Interim EVP Corporate Strategy and Business Development 3,970 2,394 675 161 3,230 1,065 17 97 391 47 4,171 1 The development in annual base salary and actual paid salary may differ from one year to the next due to when during the year salary increases have been granted and effects of the Norwegian holiday pay system, where a change in number of days holiday taken and/or annual holiday allowance impact on salary paid. 2 Gross before tax amount related to SBR Program and additional share-based remuneration for regional EVPs. 3 Accrued short-term incentive payout (excluding holiday allowance) earned in 2025 to be paid in 2026. 4 Benefits and perks provided in relation to an International Assignment Contract are included in other benefits. In addition, Yara covers housing and school for accompanying children where applicable. Both in accordance with Yara's Global Mobility Policy. 5 Thor Giæver and Magnus Ankarstrand are deferred members of an unfunded defined-contribution (DC) pension plan covering part of salary exceeding 12 times the Norwegian social security base amounts (G). In addition they are deferred members of an unfunded defined contribution pension plan being converted from a defined benefit early retirement plan. For 2025 returns on the applicable savings balances was NOK 123 thousand for Thor Giæver and NOK 144 thousand for Magnus Ankarstrand. 6 Svein Tore Holsether is active member of an unfunded defined-contribution (DC) pension plan covering part of salary exceeding 12 times the Norwegian social security base amounts (G) and an unfunded DC early retirement pension plan. For 2025 total return on the savings balances in the two unfunded pension plans was NOK 1,309 thousand and is not included in the figure for total compensation. Detailing of the pension plans applying to Yara CEO is included under "CEO Remuneration 2025" below. 7 The figures for short-term incentive accrued in 2024 and paid in 2025 were reported in the Executive Remuneration Report for 2024, and are not included in Total compensation 2025. ‌GEB shareholdings 2025 Number of shares owned 2025 Value as of 31 December 2025 GEB member Position As of 1 January Additions Sold As of 31 December (USD thousand) Svein Tore Holsether President and Chief Executive Officer 60,465 3,678 - 64,143 2,639 Magnus Ankarstrand EVP & Chief Financial Officer 8,199 2,089 - 10,288 423 Fernanda Lopes Larsen EVP Corporate Development 13,915 2,993 - 16,908 696 Chrystel Monthean EVP, Americas 15,630 3,455 - 19,085 785 Mónica Andrés Enríquez EVP, Europe 13,330 3,071 - 16,401 675 Luis Alfredo Péres EVP Asia & Africa 7,677 1,314 - 8,991 370 Hanna Opsahl-Ben Ammar EVP People, External Affairs & Chief of Staff 32 492 - 524 22 Johan Labby EVP, Global Plants & Operational Excellence 3,098 1,806 - 4,904 202 Kristine Ryssdal EVP & General Counsel 20,342 1,876 - 22,218 914 Jorge Noval EVP & CEO Industrial Solutions 11,006 2,753 - 13,759 566 2025 exchange rate for NOK to US: 0.0993754 (end-rate 31 December 2025) ‌Application of performance criteria in the Short-Term Incentive Plan‌ The Short-Term Incentive Plan (STIP) contributes to realizing Yara's strategy, long-term value creation, and capital allocation policy. The plan sets stretched annual goals covering the dimensions People, Planet, Profit and Resource based on Yara's communicated strategic goals. The annual goals are divided into two categories: Company Performance and Strategic Focus Areas, as further described below. If all stretched goals are met with a 100 percent performance score, the CEO and other members of the Group Executive Board will receive a target bonus of 20 percent of base salary. The maximum gross payout before tax is 25 percent of base salary in the event that the average weighted performance score is 125 percent. The maximum performance score each KPI in the Company performance scorecard and each milestone in the Strategic focus areas can get is 125 percent. In the Board's total STIP performance evaluation, in addition to assessing performance against the factors described below, the Board will place emphasis on the difficulty of achieving the results, any changes in external non-controllable factors that were not anticipated at the beginning of the year, and ensuring that the results have been achieved in accordance with Yara's values and ethical principles. ‌Company Performance ‌ESRS 2, GOV-3; E1 Governance §13 The table below presents the Company Performance indicators established to drive performance for 2025, in alignment with Yara`s strategic goals. Each indicator carries individual weight, and the weighted sum of the performance score for each KPI determines the overall outcome as a percentage of base salary. The maximum bonus for Company Performance is 15 percent of base salary. Strategic KPIs KPI Unit Weight People 20% Strive towards zero accidents (TRI) Ratio 5% Engagement index 1 % 5% Diversity and inclusion index 1 % 5% Female senior managers 2 % 5% Planet 20% GHG emissions, intensity 3 tCOշe / tN 10% Digitized hectares 4 MHa 5% MSCI rating score 5% Profit 40% Ammonia production 5 Mt 5% Finished fertilizer production 5 Mt 5% Premium generated MUSD 2.5% Working capital Days 2.5% ROIC ex. SI 6 % 25% Resource 20% Capex BUSD 5% Fixed cost 7 MUSD 15% 1 Measured annually, see details in Annual Report, page 156 2 For actuals: Status as per end of the reporting month 3 GHG emissions intensity does not include Freeport and Hull. See details on the climate KPIs in Yara Annual Report, page 107 4 Cropland with digital farming user activity within defined frequency parameters 5 Yara Improvement Program performance, see details in Annual Report, page 19 6 ROIC LTM (excl. special items) 7 Fixed costs calculated according to currencies used in Business Plan 2025 The score on the above KPIs represented a STIP payout for the year equal to 10.8 percent of base salary for the Yara CEO and other members of the Group Executive Board. ‌People (weight 20%) The average weighted performance score for this group of KPIs was 31 percent. The individual indicators contributed to the STIP payout as follows: People Unit Weight Actual 2024 Target 2025 Achievement 2025 Strive towards zero accidents (TRI) Ratio 5% 0.9 <1.0 1.2 Engagement index 1 % 5% 76% 82% 75% Diversity and inclusion index 1 % 5% 75% 78% 74% Female senior managers 2 % 5% 32% 40% 33% Total weight 20% 1 Measured annually, see details in Annual Report, page 156 2 For actuals: Status as per end of the reporting month The score on the People KPIs represented a STIP payout for the year equal to 0.8 percent of the base salary for the Yara CEO and other members of the Group Executive Board. ‌Planet (weight 20%) The average weighted performance score for this group of KPIs was 75 percent. The individual indicators contributed to the STIP payout as follows: Planet Unit Weight Actual 2024 Target 2025 Achievement 2025 GHG emissions, intensity 1 Digitized hectares 2 MSCI rating score tCOշe / tN MHa 10% 5% 5% 2.8 24 A 2.7 150 A 2.7 25 A Total weight 20% 1 GHG emissions intensity does not include Freeport and Hull. See details on the climate KPIs in Yara Annual Report, page 107 2 Cropland with digital farming user activity within defined frequency parameters The score on the Planet KPIs represented a STIP payout for the year equal to 1.8 percent of base salary for the Yara CEO and other members of the Group Executive Board. ‌Profit (weight 40%) The average weighted performance score for this group of KPIs was 109.4 percent. The individual indicators contributed to the STIP payout as follows: Profit Unit Weight Actual 2024 Target 2025 Achievement 2025 Ammonia production 1 mt 5% 7.5 7.9 7.4 Finished fertilizer production 1 mt 5% 20.6 21.1 20.8 Premium generated MUSD 2.5% 1,415 N/A 1,372 Working capital Days 2.5% 108 92 109 ROIC excl. special items 2 % 25% 6.6% 10.0% 11.2% Total weight 40% 1 Yara Improvement Program performance, see details in Annual Report, page 19 2 ROIC LTM (excl. special items) The 2025 achievement of the indicators Premium generated (MUSD) and ROIC excl. special items (%) were above the targets set for the year. The achievement for the indicator Finished fertilizer production (mt) was at target. The achievements for the indicators Ammonia production (mt) and Working capital (days) were below target. The score on the Profit KPIs represented a STIP payout for the year equal to 5.3 percent of the base salary for the Yara CEO and other members of the Group Executive Board. ‌Resource (weight 20%) The average weighted performance score for this group of KPIs was 125 percent. The individual indicators contributed to the STIP payout as follows: Resource Unit Weight Actual 2024 Target 2025 Achievement 2025 Capex Fixed cost 1 BUSD MUSD 5% 15% N/A 2,443 1.2 2,380 0.95 2,333 Total weight 20% 1 Fixed costs calculated according to currencies used in Business Plan 2025 The score on the Resource KPIs represented a STIP payout for the year equal to 3.0 percent of the base salary for the Yara CEO and other members of the Group Executive Board. ‌Strategic Focus Areas milestones The following two Strategic Focus Areas were set to drive performance for 2025: Improve profitability & competitiveness Cost and capital discipline The maximum bonus for Strategic Focus Areas is 10 percent of base salary. The score on Strategic Focus Areas for the year represented a STIP payout for the year equal to 9.1 percent of base salary. The individual factors contributed the following weighted scores to the bonus: Improve profitability & competitiveness Eleven out of a total fourteen milestones were reached with 100 percent success or more, one milestone was reached with less than 100% success, and one milestone was not reached Cost and capital discipline All four milestones were reached with more than 100 percent success ‌Discretionary evaluation of the total performance 2025 was characterized by strong efforts throughout the organization to deliver on the targets that were set in the Fixed Cost and Capex Reduction Program and for increased production volumes with increased reliability. The Board highlighted the following regarding the company performance during the year: ‌Value Creation The organization significantly exceeded the cost reduction and capex targets established in the Fixed Cost and Capex Reduction Program through strong, company-wide effort. The performance of these two elements contributed to an estimated increase in market capitalization of 1.5 billion USD. ‌Operational Excellence Delivery and production improved during the year despite the internal restructuring and irrespective of an increase in the market prize for fertilizer and thereby expected lower demand. ‌Legacy KPIs The KPI targets for the year were set according to the five-year long-term targets for 2025, which were established in 2020. However, these targets became less relevant to the strategy due to the focus on the Fixed Cost and Capex Reduction Program. Due to the extraordinary situation arising from the active decision to reprioritize in line with the Fixed Cost and Capex Reduction Program and the strong overachievement of the program targets, the Board decided to honor the CEO with an additional discretionary reward equal to 2 percent of his base salary as part of the total STIP performance evaluation for the year. This brought the total 2025 short-term incentive bonus payout to the CEO to 22 percent of his Base Salary. The CEO decided to honor the other members of the Group Executive Board with the same percentage. ‌GEB remuneration last five years to members serving in 2025 USD thousands Annual Short-term base Share-based Other Pension incentive accrued Total Fixed/variable GEB members 2025 Year salary Salary remuneration benefits benefits incl. holiday pay compensation remuneration 4 Svein Tore Holsether 1, 5 2025 881 856 254 39 270 217 1,637 71% / 29% President and Chief Executive Officer 2024 815 807 233 45 238 155 1,478 74% / 26% Member since September 2015 2023 704 699 199 32 156 299 1,386 64% / 36% 2022 732 701 212 28 163 366 1,471 61% / 39% 2021 787 798 236 25 183 344 1,586 63% / 37% Magnus Ankarstrand 1, 3, 5 2025 490 485 141 28 17 121 791 67% / 33% EVP & Chief Financial Officer 2024 453 458 129 36 16 86 726 70% / 30% Member since August 2023 2023 383 149 - 9 6 64 228 72% / 28% Fernanda Lopes Larsen 1, 3 2025 383 383 115 304 17 84 903 78% / 22% EVP, Africa & Asia 2024 370 362 160 247 16 63 848 74% / 26% Member since October 2020 2023 312 304 85 245 15 133 782 72% / 28% 2022 325 320 78 164 16 163 741 67% / 33% 2021 349 404 87 61 17 143 712 68% / 32% Chrystel Monthean 2 2025 448 441 129 308 90 99 1,066 79% / 21% EVP, Americas 2024 412 403 171 302 86 70 1,033 77% / 23% Member since June 2020 2023 350 342 99 468 67 133 1,110 79% / 21% 2022 323 317 78 143 63 145 747 70% / 30% 2021 349 349 87 109 70 125 741 71% / 29% Mónica Andrés Enríquez 2, 3 2025 453 442 187 119 31 100 878 67% / 33% EVP, Europe 2024 415 399 173 123 27 71 793 69% / 31% Member since July 2021 2023 350 333 99 127 21 133 713 67% / 33% 2022 323 312 78 42 19 145 596 63% / 37% 2021 349 186 - 39 11 63 300 79% / 21% Luis Alfredo Peres 2, 3, 7 2025 367 184 - 101 37 41 362 89% / 11% Member since 1 July 2025 EVP Asia & Africa from Hanna Opsahl-Ben Ammar 1, 3 2025 403 310 - 25 13 78 426 82% / 18% Member since 21 March 2025 EVP People, External Affairs & Chief of Staff Johan Labby 2, 3 2025 522 408 125 8 43 130 714 64% / 36% EVP, Global Plants & Operational Excellence 2024 400 383 104 217 44 79 826 78% / 22% Member since July 2023 2023 308 154 - 92 11 59 316 81% / 19% Kristine Ryssdal 1 2025 440 429 126 39 17 110 722 67% / 33% EVP & General Counsel 2024 407 411 116 25 16 79 646 70% / 30% Member since June 2016 2023 344 344 97 34 15 149 640 61% / 39% 2022 358 364 86 27 16 179 672 61% / 39% 2021 384 392 96 25 17 161 691 63% / 37% Jorge Noval 2, 3 2025 589 575 169 81 38 130 933 70% / 30% EVP & CEO Industrial Solutions 2024 541 548 154 59 38 92 890 72% / 28% Member since August 2023 2023 456 178 - 77 13 68 336 80% / 20% Solveig Hellebust 1, 3 2025 383 84 115 5 4 21 230 41% / 59% EVP, People, Process and Digitalization 2024 370 369 106 24 16 70 585 70% / 30% Member July 2021 - 21 March 2025 2023 312 310 89 26 15 133 573 61% / 39% 2022 325 322 78 27 16 163 606 60% / 40% 2021 349 167 - 12 8 72 260 72% / 28% Thor Giæver 1, 3, 5 2025 383 231 103 17 9 42 402 64% / 36% EVP & Chief Financial Officer until 21 March 2025 2024 370 376 105 21 15 70 588 70% / 30% Interim EVP Corporate Strategy and Business 2023 312 305 89 20 14 133 560 60% / 40% Development from 21 March 2025 2022 325 343 78 21 16 163 620 61% / 39% Member July 2021 - 1 August 2025 2021 349 176 - 11 8 72 267 73% / 27% GEB remuneration last five years to members serving prior to 2025 USD thousands GEB members prior to 2025 Year Annual base salary Salary Share-based remuneration Other benefits Pension benefits Short-term incentive accrued incl. holiday pay Total compensation Fixed/ variable remuneration 4 Lars Røsæg 1, 3 2023 384 236 115 17 9 99 476 55% / 45% EVP, Corporate Development & Deputy CEO 2022 423 403 102 20 16 211 752 58% / 42% Member November 2018 - August 2023 2021 454 443 99 22 17 186 767 63% / 37% Pål Hestad 1, 3 2023 325 166 97 16 24 68 372 56% / 44% EVP, Global Plants & Operational Excellence 2022 358 358 86 40 (11) 179 652 59% / 41% Member June 2020 - July 2023 2021 384 380 87 28 80 157 733 67% / 33% Tove Andersen 1, 3 2021 408 211 102 10 14 - 337 70% / 30% Member of GEB until July 2021 Terje Knutsen 1 Member of GEB throughout December 2021 2021 382 390 95 32 185 156 859 71% / 29% Pablo Barrera Lopez 1, 3 Member of GEB until July 2021 2021 384 200 96 12 9 78 395 56% / 44% 1 Exchange of shares value in NOK to USD: 2025: 0.096423, 2024: 0.09313, 2023: 0.0949, 2022: 0.1045, 2021: 0.1166 2 Exchange of shares value in EUR to USD: 2025: 1.1299, 2024: 1.0823, 2023: 1.0818, 2022: 1.0543, 2021: 1.1836 3 The numbers presented for the year are for the period of the year as a GEB member 4 Salary, Other benefits and Pension benefits are included in fixed remuneration. Share-based remuneration and short-term incentive included i variable remuneration 5 In the Yara Executive Remuneration Report for previous years, return on savings balances in unfunded pension plans have been included in the total compensation figure. Starting in 2024, return on the savings balances in unfunded pension plans is excluded from total compensation, and has also been subtracted from the historical total compensation figures in this table to ensure that the annual figures are comparable. For Svein Tore Holsether, return on savings balances in unfunded pension plans was USD 126 thousand in 2025, USD 144 thousand in 2024, USD 59 thousand in 2023, USD -27 thousand in 2022, and USD 63 thousand in 2021. For Thor Giæver it was USD 12 thousand in 2025, USD 28 thousand in 2024, USD 16 thousand in 2023, USD -10 thousand in 2022, and USD 13 thousand in 2021. For Magnus Ankarstrand it was USD 14 thousand in 2025, USD 18 thousand in 2024, and USD 5 thousand in 2023. Compensation last five years for the current members of GEB with salaries in NOK NOK thousands Current GEB members Year Annual base salary Salary Share-based remuneration Other benefits Pension benefits Short-term incentive accrued incl. holiday pay Total compensation Svein Tore Holsether 2 President and Chief Executive Officer Member since September 2015 2025 2024 2023 2022 2021 9,137 8,754 7,418 7,008 6,758 8,881 8,668 7,367 6,712 6,856 2,637 2,496 2,102 2,028 2,028 402 482 337 271 214 2,805 2,561 1,648 1,562 1,569 2,252 1,667 3,157 3,504 2,950 16,976 15,874 14,612 14,077 13,616 Magnus Ankarstrand 1, 2 EVP & Chief Financial Officer Member since August 2023 2025 2024 2023 5,081 4,869 4,040 5,026 4,922 1,575 1,461 1,388 - 288 387 92 176 168 63 1,252 927 678 8,203 7,792 2,408 Fernanda Lopes Larsen 1 EVP, Africa & Asia Member since October 2020 2025 2024 2023 2022 2021 3,970 3,970 3,293 3,110 3,000 3,970 3,888 3,202 3,065 3,470 1,191 1,713 900 750 750 3,151 2,656 2,581 1,565 523 180 171 163 153 145 873 675 1,401 1,556 1,228 9,366 9,104 8,247 7,088 6,116 Hanna Opsahl-Ben Ammar 1 (from 21 March 2025) EVP People, External Affairs & Chief of Staff 2025 4,175 3,215 - 260 138 806 4,420 Kristine Ryssdal EVP & General Counsel Member since June 2016 2025 2024 2023 2022 2021 4,563 4,372 3,622 3,422 3,300 4,450 4,391 3,630 3,485 3,369 1,312 1,247 1,027 825 825 407 267 357 260 217 176 168 160 151 144 1,141 850 1,573 1,711 1,378 7,485 6,922 6,746 6,433 5,933 Solveig Hellebust 1 EVP, People, Process and Digitalization Member July 2021 - 21 March 2025 2025 2024 2023 2022 2021 3,973 3,973 3,293 3,111 3,000 876 3,959 3,273 3,086 1,432 1,192 1,133 933 750 - 57 262 273 254 106 38 168 160 151 73 222 756 1,401 1,555 619 2,385 6,278 6,040 5,797 2,230 Thor Giæver 1, 2 EVP & Chief Financial Officer until 21 March 2025 Interim EVP Corporate Strategy and Business Development from 21 March 2025 Member July 2021 - 1 August 2025 2025 2024 2023 2022 2021 3,970 3,970 3,293 3,110 3,000 2,394 4,035 3,215 3,280 1,511 1,065 1,132 933 750 - 178 228 214 201 91 97 162 146 150 69 438 756 1,401 1,555 619 4,171 6,314 5,909 5,937 2,290 1 The numbers presented for the year are for the period of the year as a GEB member 2 In the Yara Executive Remuneration Report for previous years, return on savings balances in unfunded pension plans have been included in the total compensation figure. Starting in 2024, return on the savings balances in unfunded pension plans is excluded from total compensation, and has also been subtracted from the historical total compensation figures in this table to ensure that the annual figures are comparable. For Svein Tore Holsether, return on savings balances in unfunded pension plans was NOK 1,309 thousand in 2025, NOK 1,547 thousand in 2024, NOK 622 thousand in 2023, NOK -258 thousand in 2022, and NOK 541 thousand in 2021. For Thor Giæver it was NOK 123 thousand in 2025, NOK 302 thousand in 2024, NOK 169 thousand in 2023, NOK -96 thousand in 2022, and NOK 112 thousand in 2021. For Magnus Ankarstrand it was NOK 144 thousand in 2025, NOK 198 thousand in 2024, and NOK 53 thousand in 2023. ‌Annual development in company results, Board and GEB remuneration, and average FTE remuneration‌ Development in company results 2025 2024 2023 2022 2021 EBITDA USD million 2,803 2,051 1,709 4,959 2,804 ROIC 10.7% 5.0% 2.9% 25.7% 7.9% Development in Board remuneration USD thousands 2025 2024 2023 2022 2021 Trond Berger Chair 104 90 91 87 90 Percent change from the previous year 15% 0% 4% (3%) 24% John Thuestad 70 61 58 55 53 Percent change from the previous year 15% 5% 5% 5% (6%) Tove Feld 1 76 70 67 44 - Percent change from the previous year 9% 5% N/A N/A Jannicke Hilland 1 62 56 53 37 - Percent change from the previous year 12% 4% N/A N/A Jais Valeur 1 47 - - - - Percent change from the previous year N/A Tina Lawton 1 71 58 33 - - Percent change from the previous year 22% N/A N/A Harald Thorstein 1 94 82 44 - - Percent change from the previous year 14% N/A N/A Rune Bratteberg 42 43 49 51 54 Percent change from the previous year (1%) (12%) (5%) (5%) 12% Ragnhild Flesland Høimyr 57 45 36 39 42 Percent change from the previous year 24% 25% (6%) (7%) N/A Eva Safrine Aspvik 1 52 43 36 25 - Percent change from the previous year 21% 18% N/A N/A Geir O. Sundbø 42 41 45 47 50 Percent change from the previous year 3% (8%) (5%) (6%) 14% Exchange of shares value in NOK to USD: 2025: 0.096423, 2024: 0.09313, 2023: 0.0949, 2022: 0.1045, 2021: 0.1166 1 The numbers presented for the year are for the period of the year as board member Development in GEB remuneration USD thousand 2025 2024 2023 2022 2021 Svein Tore Holsether 1, 4 1,637 1,478 1,386 1,471 1,586 Percent change from the previous year 11% 7% (6%) (7%) 6% Magnus Ankarstrand 1, 3, 4 791 726 228 - - Percent change from the previous year 9% N/A N/A Fernanda Lopes Larsen 1 903 848 782 741 712 Percent change from the previous year 7% 8% 6% 4% N/A Chrystel Monthean 2 1066 1,033 1,110 747 741 Percent change from the previous year 3% (7%) 49% 1% N/A Mónica Andrés Enríquez 2, 3 878 793 713 596 299 Percent change from the previous year 11% 11% 20% N/A N/A Luis Alfredo Peres 2, 3 362 - - - - Percent change from the previous year N/A Hanna Opsahl-Ben Ammar 1, 3 426 - - - - Percent change from the previous year N/A Johan Labby 2, 3 714 826 316 - - Percent change from the previous year (14%) N/A N/A Kristine Ryssdal 1 722 645 640 672 691 Percent change from the previous year 12% 1% (2%) (5%) 3% Jorge Noval 2, 3 933 890 336 - - Percent change from the previous year 12% N/A N/A Solveig Hellebust 1, 3 230 585 573 606 260 Percent change from the previous year (61%) 2% (5%) N/A Thor Giæver 1, 3, 4 402 588 560 620 267 Percent change from the previous year (32%) 5% (10%) N/A Development in average FTE remuneration 2025 2024 2023 2022 2021 Average Group Executive Board (FTE) 963 841 823 779 932 Percent change from the previous year 14% 2% 6% (16%) (14%) Employees compensation (FTE) Average compensation Yara Employees in Norway 116 105 101 110 105 Percent change from the previous year 11% 4% (8%) 4% 13% Average percent increase of base salary as of 1 June Group Executive Board 4.4% 5.3% 5.9% 3.7% 0.0% Yara employees in Norway 4.4% 5.2% 5.9% 4.8% 3.4% Average increase of base salary as of 1 June (USD thousand) Group Executive Board 22 22.6 21.3 13.9 - Yara employees in Norway 4.1 4.1 4.5 4.1 3.5 1 Exchange of shares value in NOK to USD: 2025: 0.096423, 2024: 0.09313, 2023: 0.0949, 2022: 0.1045, 2021: 0.1166 2 Exchange of shares value in EUR to USD: 2025: 1.1299, 2024: 1.0823, 2023: 1.0818, 2022: 1.0543, 2021: 1.1836 3 The numbers presented for the year are for the period of the year as a GEB member 4 In the Yara Executive Remuneration Report for previous years, return on savings balances in unfunded pension plans have been included in the total compensation figure. Starting in 2024, return on the savings balances in unfunded pension plans is excluded from total compensation, and has also been subtracted from the historical total compensation figures in this table to ensure that the annual figures are comparable. For Svein Tore Holsether, return on savings balances in unfunded pension plans was USD 126 thousand in 2025, USD 144 thousand in 2024, USD 59 thousand in 2023, USD -27 thousand in 2022, and USD 63 thousand in 2021. For Thor Giæver it was USD 12 thousand in 2025, USD 28 thousand in 2024, USD 16 thousand in 2023, USD -10 thousand in 2022, and USD 13 thousand in 2021. For Magnus Ankarstrand it was USD 14 thousand in 2025, USD 18 thousand in 2024, and USD 5 thousand in 2023. ‌How total compensation complies with the Guidelines for remuneration of the GEB and contributes to the long-term performance of the Yara‌ Purpose Description and link to the strategy Value Base salary Minimum expected remuneration for doing the job. Share-Based Remuneration (SBR) Support the alignment between executives and shareholder interests and ensures retention of key talents. Short-Term Incentive Plan (STIP) Incentivizing achievement of short-term business targets aligned with realizing Yara's strategy, its long-term value creation and capital allocation policy. Pension plan benefits Providing security for post-retirement and aligns the remuneration package with market practice. Other benefits Providing security for the employee and aligns the remuneration package with market practice The base salary should be competitive and fair to attract and retain the talents needed to manage and develop the business. The base salary is reviewed annually and may in addition be reviewed if scope of responsibility is materially changed. Reviews of base salary are based on annual salary adjustment for employees in Yara International ASA and Norwegian subsidiaries and Benchmark of Executive Management Salaries in peer companies. For the years 2019, 2020 and 2021, Yara GEB voluntarily abstained from the annual salary adjustment. Conditional on Yara's net result excluding special items and currency gain/loss being positive in sum over the last three years, SBR may be awarded by the Board on an annual basis. A three-year lock-in period applies, starting at the time of grant. It is also expected that GEB members do not sell any Yara shares as long as they are members of the GEB. It is furthermore expected that members of the GEB that participate in the SBR Program, every year as a minimum -in addition to the shares received as part of the SBR - invest in Yara shares an amount equaling the lowest amount received as net, after tax short-term incentive payout for the preceding year or the value of the shares when received as SBR for the relevant year. Such investments should be made until the shareholding amounts to Total compensation as described in the Yara Executive Remuneration Report (base salary, share-based remuneration, short-term incentive plan, pension plan benefits, other compensation elements such as internet connection, company car or car allowance, local market allowance, and additional share-based remuneration). The SBR Program aims to drive long-term value creation aligned with the company's strategy. The Board sets the annual STIP Scorecard for the CEO, including the goals and targets, respective weights, and predefined performance scale. The CEO sets the STIP Scorecard that applies to the other members of GEB. The goals are stretched and reflects the business objectives to achieve the company's long-term strategic targets. Pension plans in Yara should be defined-contribution (DC plans and aligned with local legislation and market practice. For employees in Norway who have joined GEB after December 2015, contributions to the pension plan have been capped at salaries equivalent to 12 times the Norwegian Social Security Base Amount (G), currently USD 13 thousand. Executives are granted benefits in kind according to the applicable market standard. These are typically cell phone, internet connection, and company car, alternatively fixed car allowance. In the event of an international assignment contract, the executive and family will be entitled to allowances and benefits in accordance with Yara's Global Mobility Policy. GEB members on Norwegian contracts are entitled to a severance pay equal to six months basic salary on certain conditions, calculated from the end of the notice period. Other income the executive receives during the severance pay period will be deducted. Focusing on peer companies in applicable labor markets The SBR grant equals 30 percent of the base salary Performance according to the stretched goals gives a STIP reward equal to 20 percent of annual base salary. Maximum reward is capped at 25 percent of base salary. Pension plans are aligned with local market standards Other benefits are aligned with local market standards ‌Statement from the Board of Directors‌ The Board of Directors has today considered and adopted the Remuneration Report of Yara International ASA for the financial year 2025. The Remuneration Report is prepared in accordance with section 6-16b of the Public Limited Companies Act. In our opinion, the Remuneration Report is in accordance with the Remuneration Policy adopted at the Annual General Meeting, and is free from material misstatement and omissions, whether due to fraud or error. The Remuneration Report will be presented to the Annual General Meeting 2026 for an advisory vote. The Board of Directors Yara International ASA Oslo, 19 March 2026 Trond Berger Chair ( signed ) Jannicke Hilland Vice chair ( signed ) John Thuestad Board member ( signed ) Rune Bratteberg Board member ( signed ) Tove Feld Board member (signed) Geir O. Sundbø Board member ( signed ) Eva Safrine Aspvik Board member ( signed ) Ragnhild Flesland Høimyr Board member ( signed ) Jais Valeur Board member (signed) Harald Thorstein Board member (signed) Tina Lawton Board member (signed) Svein Tore Holsether President and CEO (signed) To the General Meeting of Yara International ASA ‌INDEPENDENT AUDITOR'S ASSURANCE REPORT ON REPORT ON SALARY AND OTHER REMUNERATION TO DIRECTORS ‌Opinion We have performed an assurance engagement to obtain reasonable assurance that Yara International ASA's report on salary and other remuneration to directors (the remuneration report) for the financial year ended 31 December 2025 has been prepared in accordance with section 6-16 b of the Norwegian Public Limited Liability Companies Act and the accompanying regulation. In our opinion, the remuneration report has been prepared, in all material respects, in accordance with section 6-16 b of the Norwegian Public Limited Liability Companies Act and the accompanying regulation. ‌Board of directors' responsibilities The board of directors is responsible for the preparation of the remuneration report and that it contains the information required in section 6-16 b of the Norwegian Public Limited Liability Companies Act and the accompanying regulation and for such internal control as the board of directors determines is necessary for the preparation of a remuneration report that is free from material misstatements, whether due to fraud or error. ‌Our independence and quality control We are independent of the company as required by laws and regulations and the International Ethics Standards Board for Accountants' Code of International Ethics for Professional Accountants (including International Independence Standards) (IESBA Code), and we have fulfilled our other ethical responsibilities in accordance with these requirements. The firm applies International Standard on Quality Management, which requires the firm to design, implement and operate a system of quality management including policies or procedures regarding compliance with ethical requirements, professional standards and applicable legal and regulatory requirements. ‌Auditor's responsibilities Our responsibility is to express an opinion on whether the remuneration report contains the information required in section 6-16 b of the Norwegian Public Limited Liability Companies Act and the accompanying regulation and that the information in the remuneration report is free from material misstatements. We conducted our work in accordance with the International Standard for Assurance Engagements (ISAE) 3000 - "Assurance engagements other than audits or reviews of historical financial information". We obtained an understanding of the remuneration policy approved by the general meeting. Our procedures included obtaining an understanding of the internal control relevant to the preparation of the remuneration report in order to design procedures that are appropriate in the circumstances, but not for the purpose of expressing an opinion on the effectiveness of the company's internal control. Further we performed procedures to ensure completeness and accuracy of the information provided in the remuneration report, including whether it contains the information required by the law and accompanying regulation. We believe that the evidence we have obtained is sufficient and appropriate to provide a basis for our opinion. Oslo, 19 March 2026 Deloitte AS Espen Johansen State Authorised Public Accountant (This document is signed electronically) Deloitte AS and Deloitte Advokatfirma AS are the Norwegian affiliates of Deloitte NSE LLP, a member firm of Deloitte Touche Tohmatsu Limited ("DTTL"), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities. DTTL (also referred to as "Deloitte Global") does not provide services to clients. Please see https://www.deloitte.no for a more detailed description of DTTL and its member firms. Registrert i Foretaksregisteret Medlemmer av Den norske Revisorforening Organisasjonsnummer: 980 211 282

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