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GreenMobility Remuneration Information 2026
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Remuneration Information
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GreenMobility
REMUNERATION REPORT FOR THE FINANCIAL YEAR 2025
GREENMOBILITY A/S,
CVR NO. 35 52 15 85
GreenMobility
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REMUNERATION REPORT
This remuneration report (the "Report") provides an overview of the total remuneration received by each member of the Board of Directors ("Board") and of the Executive Management of GreenMobility A/S, CVR no. 35521585, (the "Company") during the financial year ending 31 December 2025. The Executive Management means the members of the executive management board of the Company registered as such with the Danish Business Authority. As for the financial year 2025 this consisted of Kasper Gjedsted.
The remuneration of the Board and Executive Management during the past financial year has been provided in accordance with the Remuneration Policy of the Company adopted by the Annual General Meeting on 21 April 2022 and available on the Company's website, greenmobility.com, (the "Remuneration Policy"). The overall objective of the remuneration is to attract, motivate
and retain qualified members of the Board and the Executive Management, to align the interests of the Board and the Executive Management with the interests of the shareholders as well as to support the Company's strategic goals and promote value creation for the benefit of the shareholders.
This Report has been prepared in accordance with section 139b of the Danish Companies Act (the "DCA").
The information included in this Report has been primarily derived from the audited annual reports of the Company for the financial year ending 31 December 2025 available on the Company's website, greenmobility.com/investors/governance/finance-reports/. All amounts are in DKK, gross.
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CONTENT
- Introduction ... 4
- Overview | Financial Performance ... 4
- Remuneration | Board of Directors ... 4
3.1 Fixed Annual Fee ... 4
3.2 Warrant Programmes ... 5
3.3 Overview of remuneration of the Board ... 6 - Remuneration | Executive Management ... 8
4.1 Fixed Base Salary ... 8
4.2 Pension Contribution ... 8
4.3 Annual Performance Based Cash Bonus ... 8
4.4 Warrant Programmes ... 8
4.5 Termination and Severance Payments ... 9
4.6 Non-Monetary Benefits ... 9
4.7 Claw-Back ... 9
4.8 Overview of remuneration of the Executive Management ... 9 - Remuneration | Comparative Overview ... 11
- Compliance with the Remuneration Policy ... 12
- Statement by the Board of Directors ... 13
- Independent Auditor's Report ... 14
1. INTRODUCTION
Following the successful turnaround in 2024, GreenMobility has further accelerated its sustainable profitability in 2025, delivering record results.
Our financial foundation has been substantially strengthened throughout the year. This development ensures the stability and flexibility required to continue the growth journey with confidence. Continuous efforts are being made to optimise the company and its operations. A primary focus is leveraging technology to ensure a better customer experience. Investments in sensors and new software improve safety and operational efficiency while enhancing overall service satisfaction.
At the company's Annual General Meeting held on 22 April 2025, Henrik Isaksen joined the board. Following the Annual General Meeting, the Board of Directors appointed Tue Østergaard as Chairman of the Board.
The remuneration report for 2024 was submitted to the shareholders for an advisory vote at the annual general meeting on 22 April 2025. The remuneration report for 2025 was endorsed by all of the votes cast.
2. OVERVIEW | FINANCIAL PERFORMANCE
GreenMobility delivered strong financial performance in 2025, marking a pivotal year of profitable growth and value creation. The company's strong results demonstrated the success of its strategic focus on the Danish market and operational excellence.
Revenue increased by 20% to DKK 153,9 million (2024: DKK 128,2 million), continuing the strong growth trajectory from 2024's 72% increase. This represents the company's highest revenue to date and reflects increased market penetration in Copenhagen and Aarhus, improved fleet utilization, and strong customer demand for sustainable urban mobility.
GreenMobility achieved a significant improvement in profitability across all key metrics:
- EBITDA: DKK 54,0 million (2024: DKK 34,5 million), representing a 56% increase and an EBITDA margin of 35%.
- Operating Profit: DKK 26,2 million (2024: DKK 10,6 million), more than doubling year-over-year.
- Profit before tax (continuing operations): DKK 18,1 million (2024: DKK 0,03 million).
- Net profit for the year: DKK 33,2 million (2024: DKK -18,6 million).
The substantial improvement in profitability reflects operational leverage, improved pricing strategies, technology-driven efficiency gains, and the benefits of scale in the Danish market. With no discontinued operations in 2025, the company's full focus on Denmark delivered strong financial returns.
The strong financial performance in 2025 validates GreenMobility's strategy of profitable growth and positions the company to execute on its Strategy 2028 targets of 8–12% average annual revenue growth and 12–16% average annual EBITDA growth. With a strengthened balance sheet, positive cash flow, and an equity ratio exceeding 20%, the company is well-positioned for sustainable value creation.
3 REMUNERATION | BOARD OF DIRECTORS
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The remuneration of the Board of Directors is defined in the company's Remuneration Policy in combination with approvals on remuneration made at the Annual General Meeting. The main element of remuneration for the Board of Directors is a fixed annual fee.
3.1 Fixed Annual Fee
Members of the Board receive a fixed annual base fee approved by the shareholders at the Annual General Meeting. This annual base fee which shall be in line with market practice of comparable listed companies taking into account the required competencies, effort and scope of work of the members of the Board. The Chairman of the Board of Directors may receive an additional fixed fee for his/her extended duties of up to 3 times the annual base fee (in total maximum four times the annual base fee). The Deputy Chairman, if elected by the Board, may receive an additional annual base fee (in total maximum two times the annual base fee).
As of 31 December 2025, the company had an Audit Committee with two committee members. Due to the size and needs of GreenMobility, the Board of Directors has not found it relevant to formally appoint any other committee. The Board of Directors will continuously assess the need to appoint separate committees. Memebers of the Board of Directors who also hold board positions in any of the Company's subsidiaries may receive additional fixed fees for such board positions, with a maximum of DKK 500.000 in board fees per subsidiary.
In 2025, no board fees have been paid in any of the Company's subsidiaries.
Members of the Board may be entitled to additional fees as set out in the Remuneration Policy, including for undertaking specific ad hoc tasks outside the scope of the ordinary tasks of the Board, reasonable travel allowance and participation in relevant training. According to the Remuneration Policy ad hoc fees may not exceed 1.5 times the fixed annual base fee. The Company may cover social duties and other taxes imposed on board members by foreign authorities in relation to the board fee revived. However no social duties have been covered by the Company for the financial year ending 31 December 2025.
3.2 Warrant Programs
The company had from its original start in 2016 chosen to implement warrants as the share-based remuneration for the Board of Directors. However, in 2022 the Board of Directors chose to end this form of remuneration for the Board of Directors going forward and only issue the warrants previously agreed and approved as part of the Annual General Meeting in April 2020. These warrants were issued in 2023. Below is a description of the 2019 warrant programme, which pertains to the warrants still held by members of the Board of Directors.
3.2.1 General Warrant Program
The Company introduced a warrant program in 2019 (the "General Warrant Program") with the aim of aligning the interests of the participants with those of the shareholders and to incentivise
all participants to contribute to the Company's value creation. Further, the warrant program is intended to retain members of management and other employees of the Company and its subsidiaries. The structure of this program continues to be the basis upon which new warrants are assigned, however with an updated exercise price relative to the time of issue of warrants.
Individual members of the Board may as approved by the shareholders at the general meeting be granted warrants issued in accordance with Company's General Warrant Program. Board members may be granted a number of Warrants giving the holder the opportunity to acquire shares in the Company at their own costs after vesting. The warrants vests over 24 months with 1/24 per month. Each warrant gives the holder the right to subscribe for one share of nominally DKK 0,40 of the predetermined exercise price. Exercise of the warrants may take place during open trading windows following publication of the Company's annual report and interim reports in the period from vesting of all warrants until five years after the date of grant. The exercise price for the warrants is based on the average closing price quoted on Nasdaq during the month leading up to the grant of the warrants.
Participation in the General Warrant Program may under the Company's Remuneration Policy be offered to members of the Board as an element of remuneration in order to ensure that the Board stays focused on value creation and achievement of the Company's
long-term objectives. The value of the warrants may not exceed 200% of the fixed annual base fee. The value is calculated using Black-Scholes. The entitlement to exercise the Warrants is based on the board members continued affiliation with the Company. However, if the board members is considered a "good leaver" the board member maintains and can exercise any vested warrants. No performance criteria has been attached to the Boards participation in the General Warrant Program.
During the financial year ending 31 December 2025, no warrants have been granted to the Board of Directors of GreenMobility.
The following fees for 2025 were approved at the Annual General Meeting on 22 April 2025:
| Board | |
|---|---|
| Member | Base fee DKK 150.000 |
| Chairman | Base fee + up to DKK 450.000 |
| Vice Chairman | Base fee + up to DKK 150.000 |
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3.3 Overview of remuneration of the Board
The remuneration for the board as detailed below is reported proportionally to their service period in the financial year 2025, as the board fee covers the period between Annual General Meetings.
| Name and position | Annual fee | Total remuneration |
|---|---|---|
| CURRENT MEMBERS OF THE BOARD | ||
| Tue Østergaard, Chairman | ||
| Member of the Audit Committee | 600.000 | 600.000 |
| Claus Schønemann Juhl, Board member | 150.000 | 150.000 |
| Mie Levi Fenger, Board member | ||
| Chairwoman of the Audit Committee | 150.000 | 150.000 |
| Kim Haugstrup Mikkelsen, Board member | 150.000 | 150.000 |
| Henrik Isaksen, Board member^{1} | 100.000 | 100.000 |
| TOTAL | 1.150.000 | 1.150.000 |
1) Henrik Isaksen joined the board of directors at the Annual General Assembly 2025, and the remuneration in the table therefore only reflects the last 8 months of the financial year of 2025.
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3.3 Overview of remuneration of the Board (continued)
Table 2 | Warrant Programs for the Board of Directors
| Name and position | Program | Grant date | Vesting date | Exercise period | Granted value | Outstanding as of 01.01.2025 | Additions | Exercised | Forfeited | Transferred | Outstanding as of 31.12.2025 |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Tue Østergaard, Chairman | General Warrant Program | October 2020 | 1/24 per month from grant | October 2022 – October 2025 | 63.020 | 2.352 | 0 | 0 | (2.352) | 0 | 0 |
| General Warrant Program | March 2023 | Fully vested at grant¹ | March 2023 – March 2028 | 102.120 | 4.000 | 0 | 0 | 0 | 0 | 4.000 | |
| Claus Schønemann Juhl, Board member | General Warrant Program | October 2020 | 1/24 per month from grant | October 2022 – October 2025 | 63.020 | 2.352 | 0 | 0 | (2.352) | 0 | 0 |
| General Warrant Program | March 2023 | Fully vested at grant¹ | March 2023 – March 2028 | 51.060 | 2.000 | 0 | 0 | 0 | 0 | 2.000 | |
| Mie Levi Fenger, Board member | General Warrant Program | October 2020 | 1/24 per month from grant | October 2022 – October 2025 | 63.020 | 2.352 | 0 | 0 | (2.352) | 0 | 0 |
| General Warrant Program | March 2023 | Fully vested at grant¹ | March 2023 – March 2028 | 51.060 | 2.000 | 0 | 0 | 0 | 0 | 2.000 | |
| TOTAL OF CURRENT BOARD MEMBERS | 508.500 | 15.056 | 0 | 0 | (7.056) | 0 | 8.000 |
¹) The value of warrants granted the Board under the March 2023 programme were all due from decision made at the Annual General Meeting in 2021, and therefore fully vested upon grant date.
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| Table 2 | Warrant Programs for the Board of Directors (continued) |
|---|---|
| Name and position | Program |
| Jørn P. Jensen, Board member | General Warrant Program |
| Thomas Alsbjerg, Board member | General Warrant Program |
| FORMER BOARD MEMBERS, TOTAL | 102.120 |
| TOTAL | 610.620 |
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4. REMUNERATION | EXECUTIVE MANAGEMENT
Members of the Executive Management are entitled to an annual remuneration in accordance with the Remuneration Policy which may consist of the following fixed and variable remuneration components:
(a) fixed base salary,
(b) pension contribution,
(c) short-term incentive remuneration consisting of an annual cash bonus,
(d) long-term incentive remuneration consisting of participation in Share Based Programs
(e) termination and severance payments, and
(f) customary non-monetary employment benefits.
The choice of these components creates a well-balanced remuneration package reflecting (i) individual performance and responsibility of the members of the Executive Management, both in the short and the longer term, and (ii) the Company's overall performance. The composition of the remuneration of each individual manager is determined with a view to contribute to the Company's ability to attract and retain competent key employees while, at the same time, ensuring that the Executive Management has an incentive to create added value for the benefit of the Company's shareholders through variable remuneration.
The Executive Management's terms of employment and remuneration are agreed between the individual executive and the Board.
4.1 Fixed Base Salary
The annual fixed base salary is intended to attract and retain competent key employees with a view to contribute to the Company's ability to obtain its short- and long-term targets.
4.2 Pension Contribution
Members of the Executive Management may receive a pension contribution with an annual value of up to 10% of the fixed annual salary.
4.3 Annual Performance Based Cash Bonus
Members of the Executive Management may under the Remuneration Policy receive an annual Performance Based Cash Bonus determined at the discretion of the Board. The annual cash bonus is intended to align the individual members' interests with the Company's short-term targets. Payment of the performance-based cash bonus thus depends on the achievement of performance criteria determined by the Board related to the achievement of both financial and non-financial targets related to the Company's strategy and key performance indicators, which may include, but not be limited to, revenue growth, growth in user base, user satisfaction, fleet utilization, cost optimization and the overall satisfactory financial performance of the company. The level of achievement of the financial targets may be determined through the Company's results as presented in financial reports and achievement of non-financial targets may be assessed internally or by external assistance, as deemed relevant by the Board. The size of the bonus may not exceed 50% of the fixed annual salary of the relevant member of the Executive Management.
For 2025, a bonus has been awarded to the CEO in the amount of DKK 720,000 based on the following individual targets:
- Achieving the guidance on the financial targets for the year (50% weight)
- Achieving specific non-financial targets (50% weight), including satisfactory development on cost, IT platform, ESG metrics and employee engagement
The Board has evaluated the bonus and deemed that the criteria have been met. The bonus is 100% of the maximum bonus.
4.4 Warrant Programs
The company has chosen to implement warrants as the share-based remuneration, purely based on warrants being a solution that has the least negative cash effect on the company, and thus the company can utilize its cash for its growth plans.
4.4.1 The General Warrant Program
The Company introduced the General Warrant Program in 2019 with the aim of aligning the interests of the participants with those of the shareholders and to incentivise all participants to contribute to the Company's value creation. Further, the warrant program is intended to retain members of management and other employees of the Company and its subsidiaries and as an element of remuneration in order to ensure that the Executive Management stays focused on value creation and achievement of the Company's long-term objectives.
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Individual members of the Executive Management may at the discretion of the Board be offered to participate and be awarded warrants issued in accordance with Company's the General Warrant Program. Members of the Executive Management may be granted a number of Warrants giving the holder the opportunity to acquire shares in the Company at their own costs after vesting. The warrants vests over 24 months with 1/24 per month. Each warrant gives the holder the right to subscribe for one share of nominally DKK 0,40 of the predetermined exercise price. Exercise of the warrants may take place during open trading windows following publication of the Company's annual report and interim reports in the period from vesting of all warrants until five years after the date of grant. The exercise price for the warrants is based on the average closing price quoted on Nasdaq during the month leading up to the grant of the warrants. The value of the warrants may not exceed 25% of the annual salary. The value is calculated using Black-Scholes.
The entitlement to exercise the Warrants is based on the Executive Management member's continued employment with the Company. However, if the Executive Management member is considered a "good leaver" the member maintains and can exercise any vested warrants. No performance criteria has been attached to the Executive Managements participation in the General Warrant Program. During the financial year ending 31 December 2025, no warrants were granted to members of the Executive Management under the General Warrant Program.
- REMUNERATION | EXECUTIVE MANAGEMENT (CONTINUED)
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4.4.2 The Extraordinary Warrant Program
The Extraordinary Warrant Program, which was introduced in 2020 as a one-time program, is subject to the same terms and conditions as the General Warrant Program except for the following exceptions; warrants under the Extraordinary Warrant Program were only granted to the Executive Management and a group of employees in the Company i.e. not members of the Board of Directors, the Extraordinary Warrant Program solely consist of a one-time grant of warrants, warrants under the Extraordinary Warrant Program vest with 1/36 per month as from the date of employment, however no earlier than 1 January 2019, warrants under the Extraordinary Warrant Program can be exercised at an exercise price of DKK 1,00 in the period from vesting and up to 5 years from granting. No performance criteria has been attached to the Executive Managements participation in the Extraordinary Warrant Program.
During the financial year ending 31 December 2025, no warrants were granted to members of the Executive Management under the Extraordinary Warrant Program.
4.4.3 The 2023 Warrant Program
The warrants issued to the management and past members of the board, is subject to the same terms and conditions as for the General Warrant Programme except for the following exceptions; the warrants vest with 1/36 per month as from the date of employment, however no earlier than 1 January 2021, warrants under the 2023 Warrant Programme can be exercised at an exercise price of DKK 58,06 in the period of up to 5 years from granting.
In addition to warrants granted to management employees, a part of the warrants were granted to members of the Board of Directors who served as members of the Board of Directors in 2021, as authorized at the Annual General Meeting held on April 22nd 2021. Accordingly, 12,000 warrants will be granted to members of the Board of Directors (assuming all warrants are subscribed), which gives the right to a subscription of nominally DKK 4,800 shares in the company. The warrants are granted fully vested. This is a one-time grant and no on-going granting of warrants for members of the Board of Directors is planned.
4.4.4 The 2025 Warrant Program
The warrants issued to the management, is subject to the same terms and conditions as for the General Warrant Programme except for the following exceptions; the warrants vest with 1/36 per month as from the date of employment, however no earlier than 1 January 2021, warrants under the 2025 Warrant Programme can be exercised at an exercise price of DKK 28,87 in the period of up to 5 years from granting.
4.5 Termination and Severance Payments
Employment agreements with members of the Executive Management may be ongoing (i.e. without a fixed term) and are subject to a maximum notice of termination of 24 months under the Company's Remuneration Policy. Severance payments (including salary during applicable notice periods) cannot exceed an amount equal to the total remuneration of the relevant member of the Executive Management for the two years prior to the termination.
The Executive Management are, under their respective service contracts, entitled to a notice period of 12 months if the employment is terminated by the Company. Subject to certain conditions, the Company may terminate the employment of the members of the Executive Management with 1 month's notice in case of long-term illness. The Executive Management may terminate the employment with 3 months' notice.
The spouse or heirs of the Executive Management are, under their respective service contracts, entitled to receive the salary including pension payments for a period of 6 months in case of the death of the Executive Manager.
The Executive Management are, under their respective service contracts, bound by a non-compete clause for a period of 6 months after the end of the termination period.
4.6 Non-Monetary Benefits
Members of the Executive Management may be offered customary non-monetary employment benefits such as a company car, insurance, newspaper, telephone and internet access as approved by the Board. Members of the Executive Management have the right to paid phone access.
4.7 Claw-Back
The Company is not currently entitled to reclaim variable remuneration paid to Executive Management, due to the level of variable remuneration. When entering into new agreements on variable remuneration, the Company may decide to include a right to reclaim variable remuneration, in full or in part, if the basis on which the variable remuneration was paid proves to be manifestly misstated.
4.8 Overview of the remuneration of the Executive Management
Table 3 | Remuneration of Executive Management for 2025
| Name and position | Fixed remuneration | Variable remuneration | Extraordinary items | Total remuneration | Proportion of fixed and variable remuneration | ||||
|---|---|---|---|---|---|---|---|---|---|
| Base salary | Pension contributions | Other fees | Benefits | Cash bonus¹ | Warrants (granted value)² | ||||
| Kasper Gjedsted, CEO | 1.443.540 | 96.284 | - | 3.300 | 720.000 | 370.800 | 0 | 2.633.924 | 59% / 41% |
| TOTAL 2025 | 1.443.540 | 96.284 | - | 3.300 | 720.000 | 370.800 | 0 | 2.633.924 | 59% / 41% |
¹ Bonus are based on financial as well as individual targets set by the Board of Directors.
² Warrants are recognized according to the granted pay method in accordance with The Danish Business Authority's guidelines. The total value of the warrant program has been recognized at grant date based on a Black and Scholes valuation.
Table 4 | Warrant Programs for Executive Management
| Name and position | Program | Grant date | Vesting date | Exercise period | Granted value | Outstanding as of 1 January 2025 | Additions | Exercised | Forfeited | Trans-ferred | Outstanding as of 31 December 2025 | Warrants vested as of 31 December 2025 |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Kasper Gjedsted, CEO | General Warrant Programme | March 2023 | 1/36 per month as from the date of employment | March 2023 – March 2028 | 1.021.200 | 40.000 | 0 | 0 | 0 | 0 | 40.000 | 37.778 |
| General Warrant Programme | March 2025 | 1/36 per month as from the date of employment | March 2025 – March 2030 | 370.800 | 0 | 40.000 | 0 | 0 | 0 | 40.000 | 37.778 | |
| TOTAL | 1.392.000 | 40.000 | 40.000 | 0 | 0 | 0 | 80.000 | 75.556 |
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5. REMUNERATION | COMPARATIVE OVERVIEW
The development in the remuneration of the Board and Executive Management over the past five years is summarized in the table below. The executive management group has been composed of Kasper Gjedsted. Henrik Isaksen joined the board in 2025, and no members left the board.
| Table 5 | Comparison of remuneration and Group performance over the past years |
|---|---|
| FINANCIAL PERFORMANCE DKK'000 | 2025 |
| Revenue - Group^{1} | 153.905 |
| Net result for the year - Group^{1} | 33.163 |
| Revenue – Parent company | 153.904 |
| Net result – Parent company | 32.724 |
| EXECUTIVE MANAGEMENT | |
| Kasper Gjedsted, CEO | 2.633.924 |
| CURRENT MEMBERS OF THE BOARD | |
| Tue Østergaard, Chairman | 600.000 |
| Claus Schønemann Juhl, Board member | 150.000 |
| Mie Levi Fenger, Board member | 150.000 |
| Kim Haugstrup Mikkelsen, Board member | 150.000 |
| Henrik Isaksen, Board member^{1} | 100.000 |
| Average remuneration of Company Employees (FTE)^{3} | 584.417 |
| Company Employees (FTE) | 12 |
1) Group financials for 2023 and 2024 reported for the continuing business.
2) Henrik Isaksen was chairman of the Board of Directors in 2020 and 2021
3) Our calculation on average remuneration, is based on all employees employed on fulltime contracts (equivalent of the Danish term "Funktionær"). The average figure is based on the yearly salaries for all fulltime employees who was employed by the end of the year (regardless of when they were hired). The figures are the base salaries, so excluding pension contributions and any other additional benefits.
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COMPLIANCE WITH THE REMUNERATION POLICY
The remuneration of the Board and Executive Management for the 2025 financial year complies with the framework provided by the Remuneration Policy. There has been no deviation or derogation from the framework provided by the Remuneration Policy, except for the owed warrants from 2021 granted to the past board.
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7. STATEMENT BY THE BOARD OF DIRECTORS
The Board of Directors has today considered and approved the remuneration report of GreenMobility A/S for the financial year 1 January - 31 December 2025,
The remuneration report has been prepared in accordance with section 139b of the Danish Companies Act,
In our opinion, the remuneration report is in accordance with the remuneration policy adopted at the Annual General Meeting, and is free from material misstatement and omissions, whether due to fraud or error,
The remuneration report will be presented for an advisory vote at the Annual General Meeting,
COPENHAGEN, 19 March 2026
Board of Directors
Tue Østergaard, Chairman
Claus Schønemann Juhl
Henrik Isaksen
Kim Haugstrup Mikkelsen
Mie Levi Fenger
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8. INDEPENDENT AUDITOR'S REPORT
To the shareholders of GreenMobility A/S
We have examined whether the remuneration report for GreenMobility A/S for the financial year 01.01.2025 – 31.12.2025 contains the information required by section 139b(3) of the Danish Companies Act,
We express a conclusion providing reasonable assurance,
The Board of Directors' responsibility
The Board of Directors is responsible for the preparation of the remuneration report in accordance with section 139b(3) of the Danish Companies Act and the remuneration policy adopted at the Annual General Meeting.
Further, the Board of Directors is responsible for the internal control that the Board of Directors considers necessary to prepare the remuneration report without material misstatement and omissions, whether due to fraud or error.
Auditor's responsibility
Our responsibility is to express a conclusion on the remuneration report based on our examinations.
We conducted our examinations in accordance with ISAE 3000, Assurance Engagements Other than Audits or Reviews of Historical Financial Information, and additional requirements under Danish audit regulation to obtain reasonable assurance about our conclusion,
Deloitte Statsautoriseret Revisionspartnerselskab applies International Standard on Quality Management 1, ISQM 1, which requires the firm to design, implement and operate a system of quality management including policies or procedures regarding compliance with ethical requirements, professional standards and applicable legal and regulatory requirements,
We have complied with the requirements for independence and other ethical requirements of the International Ethics Standards Board for Accountants' International Code of Ethics for Professional Accountants (IESBA Code), which is founded on fundamental principles of integrity, objectivity, professional competence and due care, confidentiality and professional behaviour, and ethical requirements applicable in Denmark,
As part of our examinations, we have checked whether the remuneration report, to the extent relevant, includes the information required by section 139b(3), items 1-6, of the Danish Companies Act for the remuneration of each member of the Executive Management and the Board of Directors,
We believe that the procedures performed provide a sufficient basis for our conclusion.
Our examinations have not included an examination to verify the accuracy and completeness of the information provided in the remuneration report, and therefore we do not express any conclusion in this regard.
Conclusion
In our opinion the remuneration report contains, in all material respects, the information required by section 139b(3) of the Danish Companies Act.
Copenhagen, 19 March 2026
Deloitte
Statsautoriseret Revisionspartnerselskab Business Registration No 33 96 35 56
Eskild Nørregaard Jakobsen
State-Authorised Public Accountant Identification No (MNE) mne11681
Jens Serup
State-Authorised Public Accountant Identification No (MNE) mne45825
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GreenMobility A/S | Landgreven 3, 4.sal | 1301 Copenhagen | Denmark | CVR-nr. 35 52 15 85