Fixed compensation is defined based on the relationship between each role and its assessment, which is defined consistently according to the CompensaVal model (a job rating tool developed by the company Compensa Capital Humano). This tool evaluates based on seven factors: required training and experience, complexity of problems, managerial complexity, leadership and motivation, decision-making, organizational responsibility and nature of results.

In order to maintain the internal equity shown by the analyses carried out and thereby improve the degree of competitiveness, a combination is established between internal equity (80% weighting) and market (20% weighting). In this way, the structure is generated for the content grade shown below.

The evaluation midpoint for each content grade is calculated according to the median (MD) formula of the fixed remuneration market average for that grade:

Based on this result, minimum (-20%) and maximum (+20%) limits are established for each content grade, and the dispersion between -20% and +20% is divided into nine levels so that individuals can be promoted in terms of remuneration without having to change the content of their role according to their experience, performance, and potential.

To present the data relating to remuneration, they are presented by professional category and gender, as the role system has not yet been extended to work centers outside Spain.

In Spain, all companies are required to carry out salary audits pursuant to Royal Decree 902/2020 of 13 October on equal pay between women and men, through an external company. In none of the cases have gaps been detected that require the preparation of specific action plans.

In Brazil, in compliance with legal requirements, an exercise in transparency in compensation terms is carried out, making information on staff salaries public through the website (link).

In the case of France, “intéressement” bonuses and profit-sharing payments are made based on the Company’s results. In Morocco, salary review is carried out annually based on the Company’s results, whereby a percentage of the payroll is defined by management; in addition, there are bonuses directly associated with production and other exceptional bonuses.

For direct staff, salary compensation is determined by the applicable collective bargaining agreement. Therefore, for similar positions, with the same level of experience and seniority, the fixed salary received is the same, regardless of any other circumstance (including age or gender), while variable compensation (incentive system) is directly linked to the person’s performance, irrespective of any other variable.

The remuneration of the members of the Boards of Directors is governed by the Articles of Association, which were amended in this regard during the reporting year on 1 October 2025. Thus, two groups of directors have been established (Group A and Group B, respectively), with the position of Group A director being remunerated and that of Group B director being unpaid. Group A directors shall be entitled to receive a fixed, lump-sum annual allowance, appropriate to their services and responsibilities, which may be paid in cash and/or in kind.

The average gross monthly remuneration of the remunerated directors was €8,485 in the months in which they served as directors, consistent with previous years. In total, remuneration of €760,350 was paid to the Board of Directors as a whole during 2025.

Information is not available for analysis by gender, as there is only one female director on each of the boards.

No payments in kind were made during the year. Nor were any contributions made to pension funds or pension plans on behalf of the directors or management personnel, nor were any obligations incurred in this regard. The directors did not receive any remuneration in the form of profit-sharing, life insurance premiums or payments into long-term savings schemes. Nor did they receive shares or share options during the year, nor did they exercise options, have options pending exercise, or receive advances or loans. No payments were made as indemnities.