At Bracell, employee compensation is based on their roles and responsibilities, ensuring there is no gender bias or any other form of discrimination. For confidentiality reasons, we do not disclose individual salaries or details on salary composition.

Bracell’s Compensation Policy, applicable to all employees, uses an inclusive and equitable approach that values diversity and provides equal opportunity for everyone. This policy embraces differences and recognizes individual talent and potential, covering diversity across gender, ethnicity, age, religion, sexual orientation, geographic origin, social class, disability, physical appearance, and world views.

Bracell’s total compensation package includes financial elements based on each employee’s role, contributions, and achievements.

Our compensation structure is compliant with current labor laws and all collective bargaining agreements. We also benchmark our compensation practices so we remain competitive in attracting and retaining talent to support Bracell’s strategies and goals.

Internally, compensation is determined based on a role’s grading and/or its relative importance in the organizational structure, internal pay equity, the knowledge and competencies required for each role, the defined organizational structure, available budget, and both individual and company performance.

The salary table is updated annually based on market benchmarks. Benchmarking assessments cover variables such as competitor compensation, regional benchmarks, labor availability, unemployment rates, and turnover.

For the highest governance body and C-suite positions, Bracell’s compensation structure includes fixed and variable pay, signing bonuses and recruitment incentives, retirement benefits, and severance-related policies.

For leadership positions, variable compensation includes bonuses linked to achieving organizational goals, including commitments outlined in Bracell 2030 (read more under Bracell 2030).

Total compensation structure

Total compensation is composed of:

• Basic salary
• Allowances
• Variable compensation
• Benefits.

Our salary table is reviewed annually against market-specific or general benchmarks from research published by specialized consultancies. Based on this benchmarking research, adjustments may or may not be made. Salary adjustments consider factors such as:

• Market fluctuations
• Competitiveness
• Region
• Labor availability
• Unemployment rate
• Market turnover

Variable compensation

Variable compensation is structured into two main groups:

1. Performance Contract (PC):
   • Based on an individual contracts setting specific targets
   • The award is governed by a corporate bonus program tied to target achievement
2. TOPICC Core Values Assessment Form (CVAF):
   • Based on scores from the employee performance review process
   • Payments are governed by a Profit-Sharing Agreement (PPR), established annually between the company, a committee elected by employees, and the relevant union