Strategic report Governance Financial statements Other information DIRECTORS’ REMUNERATION POLICY (SUMMARY) CONTINUED Illustration of application of Remuneration Policy Chris Hill – Remuneration opportunity for 2021/22 Philip Johnson – Remuneration opportunity for 2021/22 The Committee discloses each year in the Group’s Report and (£’000s) (£’000s) Financial Statements a bar chart that models the potential 4,000 4% 3,000 remuneration for each of the Executive Directors for the 9% 9% forthcoming year using a range of assumptions. The chart 3,500 5% 2,500 10% 9% shows the potential value of the current Executive Directors’ 3,000 remuneration for the forthcoming year for three scenarios; 2,500 2,000 13% 70% 67% 68% 65% minimum, mid-point and maximum scenario as follows: 2,000 1,500 15% The minimum amount represents the unconditional 57% • 1,500 1,000 component of the remuneration package: salary, pension 52% and employee benefits; 1,000 500 100% 500 The mid-point amount is the amount the Executive Director 30% 21% 20% 100% 33% 22% 21% • will receive if they achieve an on-target bonus level and awards 0Minimum Mid-point Maximum Max incl 50% 0Minimum Mid-point Maximum Max incl 50% under the Sustained Performance Plan vest in full. It will include share price growth share price growth both fixed and variable components of remuneration; and under SPP under SPP The maximum level is the maximum amount of remuneration SPP Annual bonus Fixed 50% share price SPP Annual bonus Fixed 50% share price • each Executive Director can be awarded in the year. The growth under SPP growth under SPP maximum is subject to remuneration caps that have been Notes established for each component. Within the scenario charts, the final scenario on the right hand side sets out the impact on 1 Chart for Chris Hill shows that on-target bonus for the 2021/22 performance year the SPP award of a 50% appreciation in the Company’s share will decrease to 212.5% and maximum bonus opportunity will increase slightly to price during the relevant period. 375% of applicable salary for 2021/22 2 Chart for Philip Johnson shows that on-target and maximum bonus opportunity, based on applicable salary for 2021/22, remain the same for the 2021/22 performance year 95 Hargreaves Lansdown Report and Financial Statements 2021