Evotec ESG Presentation Deck

1600% Evotec target LTI¹) in % of base salary compared to market 1400% 1200% 1000% 800% 600% 400% 200% 0% evotec PAGE 38 More challenging LTI target versus national standards LTI target levels compared to both peer groups MDAX Int. PG CEO (new framework) MDAX Int. PG CxO (new framework) ¹) Displayed LTI target levels do not include deferred STI portion. 2) MDAX: Total Remuneration levels including pensions and benefits 3) Int. Peer Group: Target Direct Compensation • LTI target level market practice differs substantially between the German MDAX and the industry-specific International peer group, with the latter following an approach that is based on a substantially higher portion of pay-at-risk • To incentivize and foster long-term growth, Evotec puts a stronger focus on long- term variable remuneration resulting in higher LTI target levels compared to the German MDAX ● Additionally, a significant part of the short-term incentive will be deferred and require and additional investment in company shares (in combination with shareholding guidelines) to further align with shareholder interests • Evotec's pay-at-risk levels are substantially higher compared to average MDAX market practice and in line with levels of the competitor peer group % of Total CEO remuneration at risk2) CxO Q3 (75. percentile) Median Q1 (25. percentile) Evotec positioning Evotec 77% 70% MDAX 55% ✔ 53% ✔ Int. PG³) 76% ✔ 78%

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