Santander Bank Polska S.A.

Remuneration Information • Apr 15, 2025

Report on remuneration of members of the Management Board and the Supervisory Board Santander Bank Polska S.A. for 2024

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Content

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Report on remuneration of Management Board and Supervisory Board members for previous years	2
Decision-making process for determining the remuneration policy	2
Remuneration of Supervisory Board members and Management Board members	3
Remuneration of Supervisory Board members	3
Internal regulations concerning remuneration of Supervisory Board members	3
Remuneration paid to Supervisory Board members	3
Remuneration of Management Board members	4
Internal regulations concerning remuneration of Management Board members	4
Long-term performance of the company	4
Fixed remuneration	7
Variable remuneration	7
Incentive Plan VII	9
Control of the Incentive Plan in 2024	10
Delivery of the Incentive Plan in 2024	10
Remuneration paid to Management Board members	11
Options to prevent vesting the entitlement to variable components of remuneration	12
Evolution of remuneration and key financial highlights of Santander Bank Polska S.A. from 2019 to 2024	13

Remuneration report of Santander Bank Polska S.A.

This report on remuneration was produced in accordance with the requirements of Article 90(g) of the Act of 29 July 2005 on Public Offering, Conditions Governing the Introduction of Financial Instruments to Organised Trading, and on Public Companies Act (Journal of Laws of 2022, item 2554 as amended).

Report on remuneration of Management Board and Supervisory Board members for previous years

On 18 April 2024, by force of its resolution no. 18, the General Meeting approved the Supervisory Board's report on remuneration of Management Board and Supervisory Board members for 2023. The General Meeting approved that report without any comments.

Decision-making process for determining the remuneration policy

Remuneration report of Santander Bank Polska S.A.

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Remuneration of employees of the Bank is governed by the Remuneration Policy of Santander Bank Polska Group – adopted by the Management Board and approved by the Supervisory Board. In line with its provisions, the Remuneration Policy applicable in the Bank establishes the rules for developing, reviewing, implementing and supervising staff remuneration practices at Santander Bank Polska Group. Santander Bank Polska Group applies remuneration practices that are consistent with internal regulations and applicable law. The Remuneration Policy is the key element of the remuneration strategy. It establishes the general rules and practices for remunerating the Bank Group's staff. All regulations on awarding variable components of remuneration that apply to employees of the Bank (excluding Management Board) are published in the form of ordinances issued by the Management Board member in charge of the Business Partnership Division, in accordance with and on the basis of the Remuneration Policy of Santander Bank Polska Group, except for Incentive Plan VII introduced by force of the General Meeting's resolution.

The Supervisory Board has the Remuneration Committee and the Nominations Committee. The key tasks of the Remuneration Committee include reviewing and monitoring the Bank's remuneration policy, and supporting the General Meeting of Shareholders, the Supervisory Board and the Management Board in developing and implementing that policy.

The Management Board is responsible for developing and implementing the Remuneration Policy of the Supervisory Board of Santander Bank Polska S.A. and Remuneration Policy for members of the Management Board of Santander Bank Polska S.A. Then, at the request of the Remuneration Committee, these documents are approved by the Supervisory Board and adopted by the General Meeting by force of a resolution.

In 2024, the Remuneration Policy of Santander Bank Polska Group was updated to reflect changes to the following documents:

• standard internal annual process of the Remuneration Policy review;
• update of the Remuneration Policy of Santander Bank Polska Group.

No exceptions or temporary waivers to the Remuneration Policy or its implementing procedure were applied in 2024.

Remuneration of Supervisory Board members and Management Board members

Remuneration of Supervisory Board members

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Internal regulations concerning remuneration of Supervisory Board members

Remuneration report of Santander Bank Polska S.A.

As at 31 December 2024, the remuneration for the Supervisory Board was set in accordance with the Remuneration Policy for members of the Supervisory Board of Santander Bank Polska S.A. The amount of remuneration of the Supervisory Board members was specified in the Extraordinary General Meeting Resolution no. 43 of 18 April 2024 which replaced resolution of the Annual General Meeting no. 5 of 22 July 2023 on setting the remuneration for the Supervisory Board members.

Remuneration paid to Supervisory Board members

Members of the Supervisory Board are paid fixed remuneration only (monthly remuneration for performing their role on the Supervisory Board and additional remuneration for participating in meetings of the Supervisory Board committees on which they sit, which they chair or to which they provide expert advice). The remuneration for Supervisory Board members is paid in cash only.

In 2024, the composition of the Supervisory Board was changed. For more details, please see the footnote to the table below.

The table below presents the remuneration paid to members of the Supervisory Board of Santander Bank Polska S.A. in 2024 by virtue of their supervisory role:

	Fixed remuneration (PLN k)
Name and surname Job title	Base salary	Additional pay	Other benefits
Antonio Escámez Torres Supervisory Board Chair	310	-	-
José Luis de Mora1 Vice Chair	-	-	-
Dominika Bettman Member of the Supervisory Board	192	180	6
José Garcīa Cantera1 Member of the Supervisory Board	-	-	-
Danuta Dąbrowska Member of the Supervisory Board	192	153	5
Isabel Guerreiro1, 3 Member of the Supervisory Board	-	-	-
David Hexter2 Member of the Supervisory Board	56	53	-
Marynika Woroszylska-Sapieha2 Member of the Supervisory Board	58	46	-

¹ José García Cantera, José Luis de Mora and Isabel Guerreiro did not receive remuneration for their membership on the Supervisory Board. 2Members of the Supervisory Board until 18 April 2024.

Jerzy Surma3 Member of the Supervisory Board	154	75	-
Celiński Adam Member of the Supervisory Board	192	170	-
Kamila Marchewka-Bartkowiak4 Member of the Supervisory Board	135	129	2
Tomasz Sójka4 Member of the Supervisory Board	135	112	2

Adam Celiński received PLN 320k in 2024 for performing the roles on the supervisory boards of the Bank's subsidiaries (PLN 52k in 2023).

Remuneration of Management Board members

Internal regulations concerning remuneration of Management Board members

Remuneration report of Santander Bank Polska S.A.

The rules of remunerating Management Board members, including rules of paying fixed and variable remuneration in 2024, are set out in their employment contracts. The Supervisory Board approves the level and terms of remuneration by force of a resolution.

Long-term performance of the company

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Under the Remuneration Policy, the remuneration structure fully reflects market practices while the remuneration levels are adequate to those offered in the banking sector, taking account of the scale of the Bank's business. The remuneration levels are reviewed once a year in line with the internal process.

The criteria that affect the type and amount of fixed and variable remuneration paid to Management Board members were defined so as to support the delivery of the Bank's business strategy, long-term interests and stability, in particular by:

• setting annual objectives in accordance with the Bank's financial and strategic plans (including cost of risk and capital for the Bank and liquidity risk in the long-term horizon), and assessing the performance of individual Management Board members;
• applying a flexible variable remuneration policy by maintaining a proper balance between fixed and variable components;
• awarding a portion of remuneration in deferred payment instruments and linking it with the financial instrument being the Bank's shares as well as deferring payment of variable remuneration for five years which ensures that the Bank's financial performance affects remuneration in the long-term perspective;
• applying malus clauses which ensure proper and effective management of risk which might materialise in the deferral period;
• awarding the variable components of remuneration only when it does not represent any threat to the solid capital base of the Bank or the Santander Bank Polska Group in the long-term horizon.

³Supervisory Board members until 18 April 2024 and since 1 July 2024 4Supervisory Board members since 18 April 2024

Information on how total remuneration contributes to the delivery of long-term objectives of the company

The purpose of the Remuneration Policy is to ensure long-term sustainable growth of Santander Bank Polska Group, protecting thus its stakeholders, including customers, shareholders and employees by, among others, ensuring adequate remuneration to employees for their performance, motivating them to deliver best results and to achieve the Bank's strategic goals, both in terms of business and quality aspects, based on adopted values.

Under the bonus scheme for the Bank's Management Board members, their remuneration is linked to the assessment of the company's long-term financial position, long-term growth of shareholder value, business stability, and risk appetite.

The 2024 bonus pool for the Management Board members is set based on Balanced Scorecard, including quantitative metrics, the result of the relative performance multiplier and qualitative metrics.

• 1) Quantitative metrics are calculated in three dimensions:
  • a) transformation, including growth in the number of customers, growth in the number of active customers, income per active customer, cost per active customer;
  • b) capital, reflected by the Capital Generation ratio;
  • c) sustainable profitability, reflected by the return on tangible equity.

Remuneration report of Santander Bank Polska S.A.

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• 2) Relative performance multiplier takes into account: return on equity, net interest margin, cost to income ratio, customer satisfaction score, cost of risk, net operating income after provisions.
• 3) Qualitative metrics resulting from the analysis of the financial performance and risk run, specifically in the following categories:
  • a) risk, with focus on liquidity risk in the long-time horizon;
  • b) compliance with regulations;
  • c) ESG: environmental, social and governance risks.

In 2024 the performance against the Balanced Scorecard was 145.72%.

Variable remuneration is awarded to the Management Board members based on the evaluation of their performance. The selection of metrics (as well as their granularity) for individual Management Board members takes into account their individual duties and responsibilities in the process of managing the Bank.

Based on the actual metrics and evaluation of performance against objectives under WHAT, HOW and RISK categories as well as relevant weights assigned to them, the rating is established and adjusted by a multiplier, which arises, among other things, from assessment of performance against a three-year horizon, as proposed by the Supervisory Board Remuneration Committee and approved by the Supervisory Board.

In 2024, the rating scale in place was from 1.00 to 4.00.

Objectives, performance against them and variable remuneration paid in 2024 are presented in the table:

Criteria	1 Criteria related to a remuneration component – description	2 Relative weight of performance criteria		3 Name and surname Job title	4 Actual awards/ remuneration (in PLNk)
		Management functions
	- Financial objectives, including profitability, capital management and costs management - Implementation of 6 strategic directions			Michał Gajewski President of the Management Board	4,954
Objectives WHAT	(employee focus, simplification, customer obsession, innovate to open platform, smart omichannel, safety and trust)		Maciej Reluga Member of the Management Board	1,540
	- Objectives related to customer satisfaction - Standardising processes within the Group.			Juan De Porras Aquirre Vice President of the Management Board	2,020
Objectives HOW	- Actions related to the corporate culture – The Santander Way	40%		Lech Gałkowski Member of the Management Board	2,025
	- Risk management and building the risk culture			Patryk Nowakowski Member of the Management Board	1,500
Objectives RISK		10%		Magdalena Proga-Stępień Member of the Management Board	1,635
					Wojciech Skalski Member of the Management Board
		Arkadiusz Przybył5 Vice President of the Management Board	320
		Control functions
Objectives WHAT	- Financial objectives, including profitability and costs management - Implementation of 6 strategic directions (employee focus, simplification, customer obsession, innovate to open platform, smart omichannel, safety and trust) - Objectives related to customer satisfaction - Standardising processes within the Group	50%		Artur Głembocki Member of the Management Board	1,300
Objectives HOW	- Actions related to the corporate culture – The Santander Way	40%		Andrzej Burliga: Vice President of the Management Board	1,580
Objectives RISK	- Risk management and building the risk culture	10%		Dorota Strojkowska Member of the Management Board	1,450

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Fixed remuneration

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Pursuant to the Statutes of Santander Bank Polska S.A. and the aforementioned regulations, the remuneration of President and members of the Management Board is set by the Supervisory Board, taking into account the recommendations of the Remuneration Committee.

Remuneration report of Santander Bank Polska S.A.

In accordance with the Strategy of Santander Bank Polska for investing into equity market instruments, members of the Management Board do not receive remuneration for performing duties of supervisory board members in the companies to which they have been designated by the Bank. Members of Santander Bank Polska Management Board do not perform other roles in other companies of SBP Group and, accordingly, do not receive any remuneration in that respect.

Variable remuneration

The rules for determining variable remuneration for Management Board members of Santander Bank Polska S.A. are laid down in the Remuneration Policy of Santander Bank Polska Group. These rules are subject to regular (at least annual) reviews by the Remuneration Committee of the Supervisory Board.

Management Board members are paid variable remuneration once a year following the end of the reference period and release of the Bank's results. Variable remuneration is awarded in accordance with the applicable bonus regulations for the Management Board members (adopted by virtue of the Supervisory Board's resolution), which set out the bonus principles depending on the performance against personal objectives as well as business and financial objectives of an organisational unit and the Bank. The performance is assessed against the financial and non-financial criteria for the period of minimum three years to take into account the Bank's economic cycle and business risk. The Remuneration Committee recommends the amount of variable remuneration for members of the Management Board to the Supervisory Board. The Supervisory Board decides – by force of a resolution – on the level of annual bonuses awarded to individual members of the Management Board.

The total amount of the variable remuneration granted to Management Board members for a single calendar year cannot be higher than 100% of the fixed remuneration paid for that calendar year to the person concerned. However, in exceptional cases, this limit may be increased up to 200% of fixed remuneration subject to the approval of the Bank's General Meeting. The decision on determining the maximum ratio of the fixed components of total remuneration to the variable components of the remuneration in Santander Bank Polska Group was taken by the AGM on 27 April 2022.

Variable remuneration is awarded in accordance with bonus regulations and paid in cash and in the form of a financial instrument. Remuneration paid in the form of a financial instrument must represent min. 50% of the total amount of variable remuneration. Until 2022, phantom shares represented the financial instrument.

Starting from 2022, shares of Santander Bank Polska S.A. have represented the financial instrument component of variable remuneration and are awarded under Incentive Plan VII.

At least 40% of each component of the variable remuneration is deferred for 5 years.

The table below shows unpaid variable remuneration in cash and financial instruments:

		Instrument (no. of pieces)							Cash (in PLNk)
Name and surname	Variable remuneration for	Payment date
Job title	the year	2025	2026	2027	2028	2029	2030	2031	2025	2026	2027	2028	2029	2030
	2020	426	426	426					80	80
	2021	511	511	511	512				180	180	180
Michał Gajewski President of the Management	2022	1,14 3	1,14 3	1,14 3	1,14 3	1,13 9			315	315	315	315
Board	2023	1,91	575	575	575	575	574		280	280	280	280	280
	2024	7	991	297	297	297	297	297	991	297	297	297	297	297
	2020	153
Andrzej Burliga	2021	121	121	121	117				42	42	42
Vice President of the	2022	203	203	203	203	203			56	56	56	56
Management Board	2023	698	93	93	93	93	93		45	45	45	45	45
	2024		474	63	63	63	63	63	474	63	63	63	63	63
	2020	1,96 9
	2021	207	207	207	204				73	73	73
Juan De Porras Aquirre Vice President of the	2022	290	290	290	290	290			80	80	80	80
Management Board	2023	1,01 0	135	135	135	135	133		66	66	66	66	66
	2024		606	81	81	81	81	81	606	81	81	81	81	81
	2020	205
	2021	165	165	165	165				58	58	58
Arkadiusz Przybył6 Vice President of the	2022	237	237	237	237	234			65	65	65	65
Management Board	2023	727	97	97	97	97	96		47	47	47	47	47
	2024		96	13	13	13	13	13	96	13	13	13	13	13
	2021	130	130	130	129				46	46	46
Lech Gałkowski	2022	237	237	237	237	234			65	65	65	65
Member of the Management Board	2023	986	132	132	132	132	128		64	64	64	64	64
	2024		608	81	81	81	81	81	608	81	81	81	81	81
	2020	156
Patryk Nowakowski	2021	127	127	127	127				45	45	45
Member of the Management	2022	199	199	199	199	197			55	55	55	55
Board	2023	770	103	103	103	103	101		50	50	50	50	50
	2024		450	60	60	60	60	60	450	60	60	60	60	60
	2020	165
Maciej Reluga	2021	108	108	108	106				38	38	38
Member of the Management	2022	199	199	199	199	197			55	55	55	55
Board	2023	705	94	94	94	94	94		46	46	46	46	46
	2024		462	62	62	62	62	62	462	62	62	62	62	62
	2023	776	104	104	104	104	101		50	50	50	50	50

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Magdalena Proga-Stępień Member of the Management Board	2024		491	65	65	65	65	65	491	65	65	65	65	65
Artur Głembocki	2023	462	62	62	62	62	60		30	30	30	30	30
Member of the Management Board	2024		390	52	52	52	52	52	390	52	52	52	52	52
Wojciech Skalski Member of the Management Board	2024		363	48	48	48	48	48	363	48	48	48	48	48
Dorota Strojkowska Member of the Management	2020	166
	2021	127	127	127	127				45	45	45
	2022	199	199	199	199	197			55	55	55	55
Board	2023	761	102	102	102	102	98		49	49	49	49	49
	2024		435	58	58	58	58	58	435	58	58	58	58	58
	2020	449
Former members Bank's Management Board	2021	148	148	148	145				52	52	52
	2022	237	237	237	237	234			65	65	65	65
	2023	740	99	99	99	99	96		48	48	48	48	48

Incentive Plan VII

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On 27 April 2022, Incentive Plan VII was established in Santander Bank Polska Group under resolution no. 30 of the Annual General Meeting. The Plan is addressed to the employees of the Bank and its subsidiaries (excluding Santander Consumer Bank S.A.) who significantly contribute to growth in the value of the organisation. Its purpose is to motivate the participants to achieve business and qualitative goals in line with the Group's long-term strategy. This mechanism is to strengthen the employees' relationship with the Group and encourage them to act in its longterm interest.

All Management Board members must be covered by the plan given their identified employee status in Santander Bank Polska Group. (MRT/Material Risk Takers).

The Plan covers the period of five years (2022–2026). However, as the payment of variable remuneration is deferred, the share buyback and allocation will be completed by 2033.

The participants are entitled to variable remuneration in the form of the Bank's shares provided that they meet the terms and conditions stipulated in the participation agreement and the resolution. To that end, Santander Bank Polska S.A. will buy back up to 2,331,000 of its own shares from 1 January 2023 until 31 December 2033.

Management Board members participating in the Plan receive variable remuneration in line with the Rules for payment of variable remuneration to identified employees of Santander Bank Polska Group applicable in a given year.

Additionally, the Supervisory Board decides to grant the retention award to a participant, if the following criteria are met:

1) the participant's average annual individual performance rating is at least 2.0 on the 1–4 rating scale during the period of their participation in Incentive Plan VII;

• 2) the average annual weighted performance against the Bank's targets in the years 2022–2026 is at least 80%, taking into account the following weights:

  • a) 40% for the average annual performance against the PAT target;

• b) 40% for the average annual performance against the RORWA target;

• c) 20% for the average annual performance against the ESG targets.

Control of the Incentive Plan in 2024

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The Supervisory Board defines the list of participants at the Management Board's request.

In each year of the Plan, the Supervisory Board sets the matrix of targets for Management Board members. Their achievement impacts the value of the award granted.

The entitlement to the award or retention award may be denied in part or in full if a conflict of interest is identified because an employee has put their personal interests or the Bank's interests before customer's interests or has acted to the detriment of a customer.

The Supervisory Board may periodically review the list of participants, in particular in order to verify the rationale behind their further participation in the Plan.

Delivery of the Incentive Plan in 2024

In 2024, Santander Bank Polska S.A. implemented the resolutions of the Extraordinary General Meeting of 11 January 2024 authorising the Management Board to buy back the Bank's shares as part of Incentive Plan VII and establish a capital reserve for that purpose.

The table below illustrates the settlement of the Plan for participants being the Management Board members in individual years:

The year for which entitlement to the award is	Number of shares	Price at the calculation time	Number of shares transferred to the brokerage
due			account
2022	29,049	275.78	18,237
2023	17,510	487.39	9,552
2024	20,697	472.02	n/a

Remuneration paid to Management Board members

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Remuneration report of Santander Bank Polska S.A.

	Fixed remuneration		Variable remuneration
Name and surname Role	Base salary	(in PLNk) Expenses	Other fixed remuneration and additional benefits7	Due in a single year	(in PLNk) Due for many years8	Extraordinary	Old-age pension	Total remuneration (in PLNk)	Fixed to variable remuneration ratio
Michał Gajewski
President of the Management Board	3,327	-	367	-	3,451	-	-	7,145	107%
Andrzej Burliga Vice President of the Management Board	1,428	-	314	-	1,146	-	-	2,888	152%
Juan De Porras Aquirre Vice President of the Management Board	1,714	-	743	-	1,810	-	-	4,267	136%
Arkadiusz Przybył9 Vice President of the Management Board	592	-	90	-	1,351	-	-	2,033	50%
Lech Gałkowski Member of the Management Board	1,536		249		1,163			2,948	153%
Patryk Nowakowski Member of the Management Board	1,476		209	-	1,147	-	-	2,832	147%
Maciej Reluga Member of the Management Board	1,356	-	244	-	1,135	-	-	2,735	141%
Magdalena Proga-Stępień Member of the Management Board	1,260		295		595			2,150	261%
Artur Głembocki Member of the Management Board	1 080		233		225			1,538	584%
Wojciech Skalski Member of the Management Board	1 080		229		0			1,309	0%

The table below presents the total remuneration and additional benefits received by members of the Management Board of Santander Bank Polska S.A. for their functions on the Management Board in 2024:

⁷ Other fixed remuneration and additional benefits may include life insurance without pension option, car allowance and housing allowance.

⁸ The portion of variable remuneration due for 2020-2021 in the form of phantom shares was calculated based on the Bank's share price

determined as the average price over 3 months preceding the calculation date in the amount of PLN 472.02 per share.

Dorota
Strojkowska Member of the	1,428	-	275	-	1,173	-	-	2,876	145%
Management
Board

None of the Management Board members received cash or non-cash benefits for persons close to them.

Options to prevent vesting the entitlement to variable components of remuneration

Remuneration report of Santander Bank Polska S.A.

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Deferred variable remuneration, whether in cash or in financial instruments, pending payment may be subject to the malus clause if, during the period before its vesting, specific circumstances occur. They will be based on performance or respond to real risk situations or to changes in persistent risk for the companies, business lines or employee activities.

According to the criteria set out in Directive 2013/36/EU, it is not enough for there to be misconduct/misbehaviour or serious error by an employee for the associated breach to be considered a potential trigger for the application of a malus clause, but rather this behaviour must translate into a significant negative impact of a financial nature or impact on the risk profile or reputation of the Group, the Bank or a subsidiary, always provided that the latter does not occur alone, but simultaneously with other negative consequences for the Group, the Bank or a subsidiary.

The factors analysed when a decision is taken to apply malus clauses and the decision-taking process are described in detail in the Malus Clauses Application Procedure of Santander Bank Polska Group. Specifically, these factors include:

• Significant irregularities in risk management on the part of the entity, a business unit, a control unit or a support function;
• Material restatement of the Santander Bank Polska Group's financial statements, when so considered by the external auditors, except when appropriate pursuant to a change in accounting standards;
• Violation by the employee of internal regulations or codes of conduct, particularly those relating to risks;
• Significant change in financial capital or risk profile of the Santander Bank Polska Group;
• Significant increase in economic or regulatory capital requirements which has not been foreseen at the time of approval of the exposure;
• Regulatory sanctions or criminal charges made against the entity or employees who are held liable;
• Any misconduct, whether individual or collective, in particular when referring to the marketing of unsuitable products;
• Negative financial performance of Santander Bank Polska Group.

No malus triggers were identified in 2024 in respect of the Management Board members.

Members of the Management Board of Santander Bank Polska S.A are employed under employment contracts; according to the Labour Code, there are no grounds to demand that they return their variable remuneration paid out to them earlier in part or in full.

Evolution of remuneration and key financial highlights of Santander Bank Polska S.A. from 2019 to 2024

Remuneration report of Santander Bank Polska S.A.

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The table below presents evolution of total remuneration and key financial highlights of Santander Bank Polska Group from 2019 to 2024:

Year						2024
	2019	2020	2021	2022	2023	(PLN k)
YoY change	2019 vs 2018	2020 vs 2019	2020 vs 2021	2021 vs 2022	2022 vs 2023	2023 vs 2024
Antonio Escámez Torres	n/a	n/a	227	338	328	310
Chair	n/a	n/a	n/a	49%	-3%	-6%
José Luis de Mora	-	-	-	-	-	-
Vice Chair	-	-	-	-	-	-
José García Cantera	/-	-	-	-	-	-
Member of the Supervisory Board	-	-	-	-	-	-
Danuta Dąbrowska	261	249	283	258	304	351
Member of the Supervisory Board	12.3%	-4.5%	13.6%	-8.5%	17.7%	15%
Isabel Guerreiro10	-	-	-	-	-	-
Member of the Supervisory Board	-	-	-	-	-	-
David Hexter11	299	320	346	358	363	109
Member of the Supervisory Board	9.2%	7.1%	7.9%	3.7%	1.2%	-70%
Jerzy Surma10	304	302	329	298	342	229
Member of the Supervisory Board	12.9%	-0.4%	8.7%	-9.5%	14.8%	-33%
Marynika Woroszylska-Sapieha11	256	254	282	253	307	103
Member of the Supervisory Board	12.1%	-0.8%	11.0%	-10,3%	21.4%	-66%
Celiński Adam	n/a	n/a	n/a	n/a	102	362
Member of the Supervisory Board	n/a	n/a	n/a	n/a	n/a	257%
Kamila Marchewka-Bartkowiak12	n/a	n/a	n/a	n/a	n/a	266
Member of the Supervisory Board	n/a	n/a	n/a	n/a	n/a	n/a
Tomasz Sójka12	n/a	n/a	n/a	n/a	n/a	249
Member of the Supervisory Board	n/a	n/a	n/a	n/a	n/a	n/a
Dominika Bettman	n/a	128	303	296	334	378
Member of the Supervisory Board	n/a	n/a	136.8%	-2.5%	13.0%	13,0%
		Remuneration of Management Board members (in PLN k)
Michał Gajewski	3,911	4,821	4,704	6,085	6,224	7,145
President of the Management Board	36.5%	23.2%	-2.4%	29.4%.	2.3%	14.8%
Andrzej Burliga	2,460	2,342	2,044	2,428	2,611	2,888
Vice President of the Management
Board	1.1%	-4.8%	-12.7%	18.8%	7.5%	10.6%
Juan De Porras Aquirre	2,860	3,108	2, 738	3,897	3,972	4,267
Vice President of the Management
Board Arkadiusz Przybył13	4.5%	8.7%	-11.9%	42.3%	1.9%	7.4%
Vice President of the Management	2,229	2,338	2,165	2,902	3,031	2,033
Board	29.2%	4.9%	-7.4%	34.0%.	4.4%	-32.9%

¹⁰Supervisory Board members until 18 April 2024 and since 1 July 2024

¹¹Members of the Supervisory Board until 18 April 2024.

¹²Supervisory Board members since 18 April 2024

Lech Gałkowski	n/a	n/a	699	1,809	2,426	2,948
Member of the Management Board	n/a	n/a	n/a	158.8%	34.1%	21.5%
Patryk Nowakowski	601	1,247	1,448	2,216	2,488	2,832
Member of the Management Board	n/a	107.3%	16.1%	53.0%	12.3%	13.8%
Wojciech Skalski	n/a	n/a	n/a	n/a	n/a	1,309
Member of the Management Board	n/a	n/a	n/a	n/a	n/a	n/a
Maciej Reluga	1,640	1,750	1,738	2,221	2,398	2,735
Member of the Management Board	33.2%	6.7%	-0.7%	27.8%	8.0%	14.1%
Magdalena Proga-Stępień	n/a	n/a	n/a	n/a	967	2,150
Member of the Management Board	n/a	n/a	n/a	n/a	n/a	122.3%
Artur Głembocki	n/a	n/a	n/a	n/a	17714	1,538
Member of the Management Board	n/a	n/a	n/a	n/a	n/a	768.9%
Dorota Strojkowska	1,722	1,774	1,710	2,311	2,529	2,876
Member of the Management Board	27.4%	3.0%	-3.6%	35.1%	9.4%	13.7%
		Company's results (in PLN m)15
	9,462	8,647	9,142	12,382	15,992	17,132
Total Income	8.6%	-8.6%	5.7%	35.4%	29.2%	7.1%
Total costs	-4,466	-4,488	-3,988	-4,698	-4,715	-5,065
	18.5%	0.5%	-11.1%	17.8%.	0.4%	7.4%
	-1,219	-1,763	-1,124	-895	-1,149	-983
Net impairment allowances	12.4%	44.6%	-36.2%	-20.4%	28.5%	-14.4%
	3,245	1,881	2,058	4,353	6,850	7,265
Profit before tax	-5.2%	-42.0%	9.4%	111.5%.	57.4%	6.1%
Profit attributable to shareholders of	2,138	1,037	1,112	2,799	4,831	5,213
Santander Bank Polska S.A.	-9.5%	-51.5%	7.2%	151.8%.	72.6%	7.9%
		Average remuneration (in PLN k)
Members of the Supervisory Board	287	257	297	298	314	262
active in 2024	19.6%.	-10.5%	15.4%	0.6%	5.1%	-16.5%
Members of the Management Board	2,277	2,509	2,199	3,033	3,022	2,975
active in 2024	6.3%	10.2%	-12.4%	37.9%	-0.4%	-1.6%
Members of the Supervisory Board	211	n/a	n/a	n/a	n/a	n/a
inactive in 2024	-8.5%	n/a	n/a	n/a	n/a	n/a
Members of the Management Board	1,195	931	886	840	612	476
inactive in 2024	-25.4%	-22.1%	-4.8%	-5.2%	-27.2%	-22.2%
	93	94	105	117	131	143
Other employees16	7.9%	1.7%	11.0%	12.1%	11.5%	9.1%

Confidential

¹⁴ For the period of performing the role of a Management Board member

¹⁵ Data presented on a consolidated basis

¹⁶ As at the end of the indicated year, exclusive of the Management Board, employees employed as 1/16 and 1/10 FTE and suspended

employees. Gross salary per FTE, multiplied by 12.