COMPENSATION TO THE BOARD OF DIRECTORS (AUDITED)

1. Employer’s contribution to social security.
2. Vesting condition: Graded vesting from May 1, 2024 to April 30, 2025 (Share Plan BoD 2024) and from May 1, 2025 to April 30, 2026 (Share Plan BoD 2025). Vested shares are transferred at the end of the service period (April 30, 2025 and April 30, 2026, respectively). The shares are fully included in the amount of fair value of shares granted.
3. Formula for 2024: Shares granted in 2024 * fair value at grant (CHF 325.60) and formula for 2025: Shares granted in 2025 * fair value at grant (CHF 165.00)
4. Dr. Karen Hübscher's term as a member of the Board of Directors ended at the Annual General Meeting on April 18, 2025.
5. Monica Manotas' membership in the Board of Directors ended on July 31, 2025 as she became CEO of Tecan on August 1, 2025.

At the 2024 Annual General Meeting, shareholders approved a maximum aggregate compensation amount of CHF 1,700,000 for the Board of Directors for the term from the 2024 Annual General Meeting until the 2025 Annual General Meeting. The actual compensation paid to the Board of Directors for 2025 was CHF 1,102,000. At the 2025 Annual General Meeting, shareholders confirmed the aggregate compensation amount of CHF 1,700,000 for the Board of Directors for the term from the 2025 Annual General Meeting until the 2026 Annual General Meeting. This compensation period is not completed yet and a conclusive assessment will be provided in the 2026 Compensation Report.

1. Employer's contribution to social security and contributions to post-employment benefit plans (including social security on shares transferred during the reporting period).
   2 Payment will be made in the following year.
   3 Formula for 2024: Shares granted in 2024 * fair value at grant (CHF 325.60).
   3 Formula for 2025: Shares granted in 2025 * fair value at grant (CHF 165.00). Exception: fair value at grant for Monica Manotas, who started effective August 1, 2025, was CHF 156.20.
   4 Formula for 2024: Shares granted in 2024 * fair value at grant (CHF 325.60) * 1.25. The disclosed amount corresponds to the fair value of the matching shares at the time of grant (e.g. based on performance achievement at target). This value may differ from the value of the accruals disclosed under IFRS reporting, as those are based on a best-estimate at the end of the reporting year.
   4 Formula for 2025: Shares granted in 2025 * fair value at grant (CHF 165.00) * 1.25. The disclosed amount corresponds to the fair value of the matching shares at the time of grant (e.g. based on performance achievement at target). This value may differ from the value of the accruals disclosed under IFRS reporting, as those are based on a best-estimate at the end of the reporting year. Exception: fair value at grant for Monica Manotas, who started effective August 1, 2025, was CHF 156.20.
   5 Member of the Management Board with the highest compensation in 2024 and 2025.
   6 Members of the Management Board with the second highest compensation in 2024 and 2025.
   7 2024: Total eight members. 2025: Total eight members. Figures for Other Members of the Management Board includes the values for the position of CFO, which was shown separately in 2024 as Member of the Management Board with the second highest compensation.

Explanatory comments on the compensation table:

Details for the achievement of targets for short-term variable cash compensation in 2024 are given below.

At the 2024 Annual General Meeting, shareholders approved a maximum aggregate compensation amount of CHF 20,500,000 for the Management Board for the financial year 2025. The actual compensation awarded to the Management Board in 2025 was CHF 15,036,000 and is therefore within the approved limits.

Reported sales for the Group for fiscal year 2025 decreased in comparison to fiscal year 2024 by 1.6% in local currencies, leading to a payout ratio of 84% for this component of the short-term variable cash compensation. The adjusted EBITDA target prior to tariffs and FX impacts was 17.8% and resulted in a payout ratio of 108% for this component. The sustainability objectives for cultural development, environmental impact and governance achieved a ratio of 95% combined for these targets. Details of the individual goals and target achievement levels are shared below.

The financial performance indicators were equally weighted and accounted for 80% of the short-term variable cash compensation, and the sustainability targets accounted for the remaining 20%. A detailed overview of the individual achievements relative to their set target is shown in illustration [7] below.

In the year under review, the 2023 to 2025 PSMP cycle came to an end. In the 2023 Annual Report the performance objectives for the three-year cycle 2023-2025 were disclosed prospectively, just as the current cycle is set out in table [2] above. The actual performance achievement over the performance period resulted in a matching share factor of 0. This reflects for the cycle 2023 to 2025 an average growth rate of minus 4% and an average adjusted EBITDA margin of 19%.

No compensation was paid in 2025 or the previous year to parties related to present or former members of the Board of Directors or the Management Board.

For details of the employee participation plans please refer to note 12.4 of the consolidated financial statements.

1. The member did not stand for re-electon in 2025.
2. The member moved from the Board of Directors to the Management Board in 2025.

1. The member moved from Board of Directors to the Management Board in 2025.
2. The member is on garden leave. The employment will end in 2026.

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