Summary of Controlled Remuneration Policy for Ultimoo Incasso B.V.

Remuneration Policy for Our Employees

The policy of Ultimoo Incasso B.V. regarding the remuneration of our employees is aimed at promoting, attracting, and retaining highly qualified professionals. The term "employees" also includes any freelancers or temporary staff engaged by Ultimoo Incasso B.V. With our remuneration policy, we aim to focus on the long-term interests of our clients and our company. The term "clients" also encompasses debtors. Wherever possible, our method of compensation is designed to encourage the careful treatment of customers and the fulfillment of our duty of care. We take measures to ensure that remuneration does not incentivize employees to treat customers carelessly or neglect our duty of care. The fundamental principle is that a customer must receive appropriate advice at all times. Our remuneration policy is transparent and communicated to our employees. Through this summary, we outline how our staff is compensated.

Employee Compensation

Our employees receive a fixed salary. Depending on their specific job classification, they may also receive variable remuneration based on performance. Article 1:120 paragraph 2 of the Dutch Financial Supervision Act (Wft) does not apply to our company. The total amount of variable remuneration paid out in 2024 was well below the maximum ceiling established by the regulatory authorities.

Measures to Ensure a Controlled Remuneration Policy

Our remuneration policy is always focused on stimulating the careful treatment of customers. Based on a risk analysis conducted on our remuneration policy, we have implemented several measures to guarantee a controlled policy.

Measures:

• We do not sell products or services for which we receive a commission from the provider of those products or services.
• Team Leaders conduct annual performance reviews with employees, where qualitative agreements and objectives are also evaluated.
• In addition, we hold periodic team meetings to discuss the progress of these agreements and goals.
• The responsible officers perform an annual evaluation of the remuneration policy and conduct a risk analysis. This evaluation is discussed with the Board of Directors, and additional measures are implemented if necessary.
• If it is found that customer interests have been harmed due to an employee's careless conduct, this will lead to a reduction in, or the complete withholding of, variable remuneration for that employee.