IGD’s remuneration policy

The Remuneration Policy adopted by IGD is a function of the Company’s sustainable success and takes into account the need to attract, retain and motivate the people who possess the expertise and professional standing that the role held requires.

More in detail, the remuneration of the Chief Executive Officer, Directors holding special offices and the Managers with Strategic Responsibilities aims to:

• attract, motivate and retain highly qualified professional managers;
• to involve and incentivise the management deemed key to achieving the Company’s (and the Group to which it belongs) targets;
• to promote the medium/long term creation of value for shareholders, taking into account the interest of all the Company’s relevant stakeholders;
• to create a strong link between remuneration and performance, both individual and group.

For the other Directors, the Remuneration Policy takes into account the commitment required by each of them and their participation, if any, in one or more committees and it is not linked to financial performance targets.

The Remuneration Policy is defined and reviewed annually by the Board of Directors as proposed by the Nomination and Remuneration Committee, after having consulted with the Board of Statutory Auditors. Section I of the policy is subject to the binding approval of the shareholders as resolved during the Annual General Meeting held to approve the FY financial statements, while Section II is submitted to the non-binding vote of the Shareholders’ Meeting.

During the Ordinary Annual General Meeting held on 16 April 2025 shareholders approved the first section of the Report on the Remuneration Policy and Compensations Paid, which describes the Company’s policy with respect to the remuneration of the members of the Board of Directors, of the Board of Statutory Auditors and of managers with strategic responsibilities for financial year 2025, as well as the procedures used to adopt and implement the said policy.

During the Ordinary Annual General Meeting shareholders also approved the second section of the Report on the Remuneration Policy and Compensations Paid, which is subject to the non-binding resolution of the Shareholders’ Meeting. The second section contains information about the compensation paid to the members of the Board of Directors, of the Board of Statutory Auditors and to managers with strategic responsibilities (shown as an aggregate) referring to financial year 2024 or related to same.

Description of the 2025 Remuneration Policy

CHIEF EXECUTIVE OFFICER

The Policy provides that the remuneration of the Chief Executive Officer shall be composed in particular of:

• A total fixed component (including the fixed remuneration
  for the position of Managing Director) is defined as Euro 390,000;
• A short-term variable component, linked to the achievement of annual performance targets such
  as:

• • Consolidated EBITDA margin from core business,
    amounting to 50% of the core business;
  • Consolidated FFO, equal to 50% of the variable
    component.
• A medium-long term variable component (Long-term Incentive Plan): with an annual allocation mechanism (rolling) and a three-year vesting period (2025-2027), subject to the achievement of updated economic-financial and ESG targets referring to the 2025-2027 Business Plan and in particular:

• • rTSR vs EPRA/NAREIT Europe Index, with 50%
    weight;
  • Absolute TSR, 30% weight;
  • ESG, defined as the achievement of the targets set out in the 2025-2027 Business Plan, with a weight of 20%.
    • Reducing CO2 emissions (Scope 1 and Scope 2);
    • Reducing CO2 emissions (Scope 3);
    • Achievement of 7 specific ESG measures (BREEAM certifications, Photovoltaics, Purchasing energy from renewable sources, Electric car charging stations, Defining a Diversity & Inclusion Policy, Sharing retailers and supplier policies).