www.se.com Schneider Electric Universal Registration Document 2021 316 Chapter 4 – Corporate Governance Report Say on pay table relating to the compensation paid or granted to the Chairman and CEO in 2021 The fixed, variable, and exceptional components of the total compensation and benefits paid or awarded for the fiscal year 2021 to the Corporate Officer, as detailed below, will be submitted to the shareholders for approval at the 2022 Annual Shareholders’ Meeting of May 5, 2022 under the 8 th resolution. The tables below summarize the compensation paid during the past fiscal year and compensation awarded for the past fiscal year, along with a description of how each component was calculated in compliance with the compensation policy in force. Elements of compensation submitted to the vote Amounts Description Fixed compensation €1,000,000 (amount due for 2021 paid in 2021) Reminder: €875,000 (amount due for 2020 paid in 2020) Reminder of the 2021 compensation policy In 2020, as a practical expression of solidarity with the Group employees affected by the COVID-19 crisis, Mr. Jean-Pascal Tricoire volunteered to contribute 25% of his 2020 fixed compensation payed for six months to the Tomorrow Rising Fund. Hence, his fixed compensation paid during and for the fiscal year 2020 amounted to €875,000. For the fiscal year 2021, his theoretical gross annual fixed compensation was set by the Board of Directors at €1,000,000 upon recommendation from the Governance & Remunerations Committee. For 2021, the Board decided not to award a salary increase to the Corporate Officer. The fixed compensation is reviewed at long intervals by the Board in accordance with the AFEP-MEDEF Corporate Governance Code. Base salary element represents approximately 20% of total target compensation for Corporate Officer. 5% Salary increase over the last 5 years Nil Nil Nil Nil 2021 2017 2018 2019 2020 Application of the 2021 compensation policy Mr. Jean-Pascal Tricoire received in 2021 a fixed compensation of €1,000,000. Annual variable compensation €1,990,300 (amount due for 2021 to be paid in 2022) Reminder: €1,048,775 (amount due for 2020 paid in 2021) Reminder of the 2021 compensation policy The annual variable compensation rewards achievement of the short-term financial, and sustainability (corporate and social responsibility) objectives of the Group. The pay-out opportunity is as follows: • at threshold performance: 0% of the fixed compensation; • at target: 130% of the fixed compensation; • at maximum over-performance: 260% of the fixed compensation. The payment of the variable annual cash compensation is conditional upon approval by shareholders of the compensation granted to the concerned Corporate Officer. The structure of the 2021 Annual variable compensation focuses on what matters to Schneider Electric in delivering value to shareholders. 100% of the variable compensation depends on measurable objectives: • 80% depends on Financial criteria which closely align pay outcomes for the Corporate Officer to Schneider Electric’s financial performance: − organic sales growth (40%), − adjusted EBITA margin improvement (30%), and − cash conversion rate (10%); • 20% depends on Schneider Sustainability Impact (SSI) highlighting the importance of sustainability on Schneider Electric’s business agenda. The Board also ensured that stringent targets were set for the annual variable compensation with maximum award only payable if a strong performance is delivered on each performance metric. 4.2 Compensation Report