GOV-3 Integration of sustainability-related performance in incentive schemes

Members of the Management Boards of Enea Group companies are entitled to variable compensation, which is paid provided they achieve their management objectives in whole or in part.

The management objectives for a given financial year, as well as the method for assessing their achievement, are established by the General Meeting or the Supervisory Board, in accordance with the Resolution on Remuneration, no later than 15 June of the year to which they apply. As a general rule, the objectives are the same for all members of a company’s management board, and there are usually between seven and ten of them.

The amount of variable compensation that may be earned for achieving all designated management targets is up to 50% of the annual fixed compensation of each member of the company’s management board, with the exception of Lubelski Węgiel Bogdanka S.A., for which the amount of variable compensation may be up to 100% of the annual fixed compensation. Performance is evaluated against specific management objectives with defined weightings, which directly impact the amount of variable compensation.

In 2025, sustainability management goals – including climate-related goals – were assigned to the management (either to all or to specific Management Board Members) of companies based on their business profile:

Enea Nowa Energia with regard to the development of renewable energy sources,
Enea Ciepło, PEC Oborniki, MEC Piła, Enea Elektrownia Połaniec with regard to decarbonization,
Enea Ciepło with regard to zero-emission energy production from biomass,

Enea Eko with regard to energy efficiency,
Enea Elkogaz, Enea Wytwarzanie, Enea Elektrownia Połaniec with regard to peaker gas-fired units and the construction of CCGT units,
Enea Operator with regard to its role in the energy transition.

The amount of variable compensation for the Management Board of Enea S.A., which is directly linked to the sustainability management targets set for 2025, amounts to up to 40% of annual variable compensation. Climate-related targets are responsible up to 20% of variable compensation, which corresponds to up to 6.7% of total compensation.