Detsky Mir Expansion Strategy

Top management compensation structure overview Annual compensation structure CEO <<CEO-1>> Fixed 50% 50%-80% Total 50% 20%-50% Variable Incl. Financial¹ 25% 4%-15% Incl. Financial² 25% 16%-35% detsky mir <<CEO-2» 70%-85% 15%-30% 3%-9% 10.5%-24% Last LTI programme At IPO ☐ %-based payment linked to valuation increase at IPO ◉ ☐ ☐ Amount calculated as 3% from the differential between new liquidity event (i.e. IPO) price and RCIF price in 2015 50%/50% cash and share based payments (via purchases of shares in the open market) ■ After IPO Approved by the Board of Directors in August 2017 Covers the 3-year period to February 2020, the third anniversary of the Company's IPO, senior management in continuing employment by the Company as of that anniversary will be eligible for cash payments from a pool equivalent in value to up to 4.6% of the increase in the Company's stock market value (including dividend payments) over the period The LTIP also provides for additional cash payments expected to total around RUB 500m (plus any social taxes) New equity-based compensation programme The new 3-year LTIP Approved by the Board of Directors in October 2019 Covers the 3-year period from the end date of the previous program (Feb 8, 2020) to February 7, 2023 Senior management team in continuing employment by the Company and in program membership as of April 30, 2024 will be eligible for the Company's share grants and cash payments from a bonus fund valued at up to 4.6% of the increase in the Company's stock market value (incl. dividend payments) over the period. The new LTIP includes more than 40 key employees of the Company Incentive program to cement the management's long-term focus on shareholder value creation 1 Financial KPIs - EBITDA, net income, revenues 2 Functional KPIs - specific operational KPIs, individual for each role 41

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