ThaiBev Group CEO and executives are fully aligned with the long-term performance of ThaiBev. With PASSION 2030 as our strategic goals, variable remuneration is determined by a broad set of indicators, financials and relative financial metrics including but not limited to:

• Volume Growth
• Net Sales
• Net Profits

• Total Shareholder Return relative to benchmarking companies and SGX
• Issuer credit ratings by credit rating agencies.

Net-zero GHG Emission by 2050
Additional strategic goals, PASSION 2030 goals (underscoring the areas of focus in our pursuit of sustainable growth. These are “Reach Competitively” – maximizing reach with efficiency – and “Digital for Growth” – by leveraging digital and technology to enhance competitiveness and operational efficiency.) , are set to be evaluated by September 2030 including but not limited to:

• Market share in five main geographical markets
• Proportion of revenue from new businesses and channels

The Group CEO, Mr. Thapana Sirivadhanabhakdi, has been in senior management position since the incorporation of the company and was appointed President and CEO of ThaiBev in 2008. He initiated Vision 2020, PASSION 2025 and PASSION 2030. Driven by our commitment to 'Creating and Sharing the Value of Growth,' ThaiBev is building on the success of PASSION 2030 by advancing sustainable growth through PASSION 2030 strategic roadmap for continued progress over the next five years to achieve long term vision as the stable and sustainable ASEAN leader.

He currently holds 107 million shares since the incorporation of the company or 29.49 times of his current annual salary base and is fully aligned to the long-term performance of ThaiBev. Share ownership guideline for Group CEO as well as variable compensation follow the mandate from the Remuneration Committee and Long Term Incentive Plan Committee (LTIP Committee). The incentive plan determined by LTIP Committee lay out the performance metrics, amount of share bonus, performance period and conditions as well as vesting time.

For Group CEO, the share bonus in 2025 were determined by the LTIP Committee. Up until 2020, Mr. Thapana Sirivadhanabhakdi as the person who initiated the program and serves on the committee voluntarily declined to participate and accept the shares to avoid conflict of interest. Starting from 2021, the share bonus to the Group CEO was granted by the LTIP Committee with full acknowledgement of his commitment to protect against the conflict of interest. The share grant to Group CEO is linked to highly ambitious strategic goals and are administered as shadow or synthetic shares. Performance condition for Group CEO is set as for subsequent financial year and PASSION 2030 goals. Therefore, the longest performance period for the 2025 grant for Group CEO is 5 years. The vesting period for Group CEO is determined to be 5 years with clawback provisions in line with LTIP.

For Product Group CEOs, the share amount granted are determined from 2 performance years, where thereafter the shares are vested over the span of 5 years with clawback provision based on pre-defined targets. As a result of performance condition and clawback, the final amount for Product Group CEOs range from 0% to 120% of the initial grant.

The proportion of deferred bonus in 2025 as percentage of total bonus for the Group CEO is 20% and 18% for Product Group CEOs.

ThaiBev have a corporate governance system with the aim to ensure that we are managed in the interests of its shareholders and other stakeholders. We commit to align the interests of the shareholders with the management of the company. As ThaiBev extended a new Long Term Incentive Plan (“LTIP”) to replace the expired Long Term Incentive Plan, according to shareholders’ approval at the annual general meeting, additional guidelines were considered by the Long Term Incentive Committee (LTIP Committee) and adopted to ensure that long term incentive program help drive the company performance towards our PASSION 2030 goals and beyond. The LTIP Committee has the authority to consider and determine the matters related to the Long Term Incentive Plan, including the eligibility of participants, conditions or criteria for granting awards, administration, cancellation of the Long Term Incentive Plan within a maximum period of 5 years from the date of project commencement, and any alteration to the Long Term Incentive Plan.

The minimum requirement to build up shareholding value for the position of Group CEO were considered and determined to be at least 15 times of annual base salary (share ownership). As he currently holds 107 million shares since the incorporation of the company or 29.49 times his current annual salary base, it is considered that such target has been well achieved. Figure end of Fiscal Year 2025

Additional guideline has been put in place to strengthen the alignment through shareholding of executives who are members of the Executive Committee. A target has been set for members of Executive Committee who are eligible to participate in the Long Term Incentive Plan to build up shareholding value to at least 5 times of annual base salary (share ownership).

ThaiBev conducts our business on a global scale while operating our business with significant insourcing of activities. Accordingly, the Group CEO’s compensation is based on international standard and influenced by the global scale of our business, while the mean of all employee compensation, THB 620,437, is influenced by the minimum wage of the country, we operate in.

Also, for the purpose of understanding the pay multiples of the Group CEO and our staff, the pay ratio of the Group into three relevant groups, which are the Group CEO to all employees, the Group CEO to white-collar employees, and the Group CEO to management-level employees.

• The ratio between average of the Group CEO and mean of all employees: 185.77, and median of all employees 982.86.
• The ratio between average of the Group CEO and mean of white-collar employees: 208.76 and median of white collar 478.02
• The ratio between average of the Group CEO and mean of management-level employees: 21.65 and median of management-level employees 69.75