Evotec ESG Presentation Deck

evotec Key concerns raised by investors & proxy advisors Features of the new remuneration framework Level of target remuneration Restricted Share Plan 2020 (RSP) LTI caps (RSP & SPP¹)) LTI performance period Performance metrics PAGE 21 Investor's & proxy advisor's concerns addressed with the new remuneration framework Features of the new remuneration framework for Management Board • Maximum compensation levels have decreased • No change in target remuneration as benchmark suggests reasonable annualized target compensation levels based on both German peers and international competitor peer group • Elimination of Restricted Share Plan, reallocation of annualized grant value and introduction of a deferral to the short- term incentive combined with shareholding guidelines • Elimination of the 400% payout cap of the RSP Continuing strong focus on long-term value creation with revised and more challenging performance targets led to a stable payout cap for the SPP in line with international market practice • The LTI performance period has been increased to four years to foster long-term value creation • Annual lock-ins have been eliminated • Revised LTI performance metrics consisting now of an internal and external measure to better reflect performance • More challenging performance targets, to strengthen the pay-for-performance link • Introduction of clearly measurable ESG metrics in the STI in line with Health Care market practice with substantial weight 1) Share Performance Plan

View entire presentation