Eezy Oyj — Remuneration Information 2026

Mar 3, 2026

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REMUNERATION REPORT 2025

This document – Eezy Plc's ("the Company" or "Eezy") remuneration report for 2025 has been prepared in accordance with the Finnish Corporate Governance Code (2025) for listed companies.

INTRODUCTION

The principles for the remuneration of the Company's Board of Directors and CEO are based on the remuneration policy that was supported at the Eezy's Annual General meeting held on 9 April 2024. Remuneration of the Company's management has complied with the Company's remuneration policy during the financial year without deviation.

Remuneration contributes to the Company's long-term financial success by improving the Company's competitiveness and the beneficial development of shareholder value. Remuneration ensures that the common long-term interests of the Company and its shareholders are realized and encourages, engages and motivates competent members of the institutions to act in accordance with common targets. The remuneration policy is based on long-term commitment and rewarding with the company's shares.

The remuneration of the Board of Directors and CEO has developed compared to average remuneration development of the Company's employees and the financial development of the Company at the group level as follows (thousands euros):

Financial year	The Board of Directors	CEO	Employees (2)	Financial development (3)
1.1.-31.12.2025	249	550(1)	47	139 335
1.1.-31.12.2024	238	307	48	174 054
1.1.-31.12.2023	212	460(1)	48	218 974
1.1.-31.12.2022	224	559(1)	46	247 596
1.1.-31.12.2021	220	296	45	203 328

(1) In 2022, 2023 and 2025 the CEO's renumeration has included the compensation paid during the notice period
(2) Employees' cost according to the Company's financial statements divided by the average numbers of employees during the financial year.
(3) Revenue

The Company hasn't made any recoveries in accordance with the remuneration policy for the financial period that ended on 31 December 2025.

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REMUNERATION FOR THE BOARD OF DIRECTORS 2025

Eezy’s annual general meeting decides on the remuneration paid to the Board of Directors. Company’s annual general meeting that was held on 8 April 2025 decided to pay remuneration as follows:

Remuneration 2025	Monthly Fee(EUR)	Payment Mechanism
Chair	5 000	Cash
Member	2 500
Remuneration 2025
for each committee meeting (EUR)	Chair	Member
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Audit committee	300	300
Sustainability and human resource committee	300	300

The decision was taken to compensate members of the Board of Directors for the travel expenses they incur by attending meetings in accordance with invoices at reasonable rates.

The members of the Board of Directors will be paid the following emoluments for the financial period that ended on 31 December 2025 based on the decision of the general meeting on 8 April 2025 (thousand euros):

Member	Remuneration	Attendance fee	Total
Tapio Pajuharju (chair)	60	2	62
Kati Hagros	30	1	31
Tomi Laaksola	30	-	30
Maria Pajamo	30	2	32
Paul-Petteri Savolainen	30	1	31
Mika Uotila	30	1	31
Mikko Wirén	30	2	32

The members of the Company’s Board of Directors are not covered by Eezy’s incentive schemes, and they haven’t been paid any other benefits by the Company in addition to Board and meeting fees.

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REMUNERATION FOR THE CEO 2025

The salary paid to Eezy’s CEO consist of a monthly salary and benefit in kinds. The CEO is entitled to short-term and long-term incentive schemes, which the Board of Directors decides upon annually. The CEO’s incentives are mainly based on the specified profitability targets and for a minor part on the achievement of personal targets set for the financial period. The CEO is entitled to a severance payment specified in his CEO contract.

The Short-Term Incentive plan

The CEO’s short-term remuneration (STI) is based on the Company’s result, revenue, or other similar targets set by the Board of Directors. The part of the short-term remuneration may not exceed the amount of fixed salary paid annually to the CEO.

The short-term remuneration criteria for the CEO were decided by the board of directors in 2025:

Earning criteria	Weighting	Remuneration max
Achieved annual savings target	100 %	nine (9) month salary (1)

1) The CEO’s entitlement to a performance bonus shall be adjusted on a pro rata basis according to the number of months served as CEO during the year 2025.

Long-Term Incentives

The purpose of long-term incentive plans is to align the objectives of the shareholders and the CEO in order to increase the Company’s value and to implement the business strategy over the long term. In addition, the plan aims to commit the CEO to the Company and provide a competitive reward system based on the earning and value development of the Company’s shares.

Performance Matching Share Plan (PMSP)

The CEO is entitled to participate in a share-based incentive plan approved by the Board of Directors (Performance Matching Share Plan, PMSP) for the years 2025–2026. The plan rewards the CEO with Company shares if the targets set by the Board for the CEO are achieved. As part of the PMSP, the CEO acquires Company shares, against which the Company will deliver reward shares to the CEO in accordance with the terms of the plan.

The implementation of the planned PMSP requires separate approval by the Company’s Board of Directors. Any reward potentially payable under the planned PMSP will be delivered in accordance with the terms of the share-based incentive plan and the decision of the Board. The Board did not decide on the implementation or the terms of the PMSP in 2025.

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Other Long-Term Incentive Plans

The CEO is also entitled to participate in the share-based incentive plan for key personnel (LTI) decided by the Board of Directors, subject to its prevailing terms and conditions. The CEO is not entitled to participate in the Fifth Performance Period of the current share-based incentive plan (years 2025-2026), as the CEO is entitled to participate in the Company's Performance Matching Share Plan (PMSP).

CEO'S REMUNERATION 2025

The CEO of the Company Johan Westermarck has earned the following emoluments for the financial period that ended on 31 December 2025 (thousand euros).

Emolument	Total
Fixed salary	234
Fringe benefits	1
Performance-based bonus (STI)	-
Performance-based share bonus (PMSP)	-
Share-based bonus (LTI)	-
Total	235
The relative proportion of fixed and variable components (STI / LTI)	100 % / 0 %
The CEO of the company is not entitled to the supplementary pension paid by the Company in addition to the statutory pension benefit.

The CEO of the Company Siina Saksi (1) has earned the following emoluments for the financial period that ended on 31 December 2025 (thousand euros).

Emolument	Total
Fixed salary	308 (2)
Fringe benefits	7
Performance-based bonus (STI)	-
Share-based bonus (LTI)	-
Total	315
The relative proportion of fixed and variable components (STI / LTI)	100 % / 0 %
The CEO of the company is not entitled to the supplementary pension paid by the Company in addition to the statutory pension benefit.

(1) The Company's CEO from 1. January to 14 May 2025
(2) Includes severance compensation of EUR 176 thousand relating to the financial year 2025, paid in 2025.

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CEO'S LONG-TERM INCENTIVE COMPENSATION IN 2025

No long-term incentive rewards were paid to the CEOs in 2025. CEO Westermarck does not participate in the Fifth Performance Period of the Company's current share-based incentive plan (LTI), and the Board did not decide on the implementation or terms of the performance-based share plan (PMSP) in 2025. CEO Saksi will not receive any rewards from the Fifth Performance Period of the current share-based incentive plan (LTI), as the service contract ended before the conclusion of the Fifth Performance Period.

EMOLUMENTS PAID TO THE MANAGEMENT TEAM IN 2025

Information on remuneration of the management team is presented on an overall level on Eezy's website: Investors/corporate-governance/remuneration