DATALOGIC S.P.A.
REPORT ON THE REMUNERATION POLICYAND ON COMPENSATION PAID

Pursuant to Article 123-terof Legislative Decree no. 58 of February 24, 1998

Datalogic S.p.A.
www.datalogic.com

Approved by the Board of Directors at its meeting on April 4, 2024

Remuneration Report 2024

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TABLE OF CONTENTS
Letter from the Chairman of the Control, Risks, Remuneration and Appointments Committee ....................... 3
FOREWORD ........................................................................................................................................................ 4
SECTION I ........................................................................................................................................................... 7
I. RESULT OF VOTING 2023 ON SECTION I - REPORT ON THE REMUNERATION POLICY .................................7II.

CORPORATE GOVERNANCE .......................................................................................................................................7

III. PROCEDURE FOR ADOPTING DATALOGIC'S REMUNERATION POLICY .............................................................8
IV. DEVIATION FROM THE REMUNERATION POLICY .................................................................................................9V.

REMUNERATION POLICIES - PURPOSES AND GENERAL PRINCIPLES ............................................................. 10

VI. MARKET PRACTICE ................................................................................................................................................... 12VII. REMUNERATION OF DIRECTORS ........................................................................................................................... 12
VIII. REMUNERATION OF THE BOARD OF STATUTORY AUDITORS ......................................................................... 14
IX. REMUNERATION OF KEY MANAGEMENT PERSONNEL .................................................................................... 14
X.

REMUNERATION OF EXECUTIVES ......................................................................................................................... 15

XI. ANNUAL INCENTIVE PLANS (MANAGEMENT INCENTIVE PLAN AND SALES INCENTIVE PLAN) ................ 15
XII. MEDIUM- TO LONG-TERM INCENTIVE PLANS BASED ON FINANCIAL INSTRUMENTS ............................... 17
XIII. NON-MONETARY BENEFITS.................................................................................................................................... 19
XIV. OTHER FORMS OF DISCRETIONARY, OCCASIONAL, AND NON-RECURRING REMUNERATION ................ 20
XV. COMPENSATION UPON TERMINATION OF OFFICE OR EMPLOYMENT AND NON-COMPETE
AGREEMENTS..................................................................................................................................................................... 20
XVI. FURTHER CLARIFICATIONS ................................................................................................................................... 211
SECTION II ........................................................................................................................................................ 22
TABLE 1: Compensation paid to the Board of Directors ........................................................................................... 26
TABLE 1: Compensation paid to the Board of Statutory Auditors .......................................................................... 29
TABLE 1: Compensation paid to Key management personnel ........................... Error! Bookmark not defined.
TABLE 3A: Incentive plans based on financial instruments, other than stock options, for members of thegoverning body, general managers and other Key management personnel ....................................................... 31
TABLE 3B: Monetary incentive plans for members of the governing body and Key management
personnel………………………………………………………………………………………………………………………………………………….
Error! Bookmark not defined.2
SCHEDULE 7-TER - ANNEX 3A CONSOB ISSUER REGULATION.......................................................................... 33

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Letter from the Chairman of the Control, Risks, Remuneration and Appointments Committee
Shareholders,
the remuneration policy of Datalogic S.p.A. ("Datalogic" or the "Company") reflects the Company's values,emphasising its commitment to people, inclusion, equal opportunities, alignment of interests between shareholders andManagement, and the need to attract, motivate, and retain top professional talent for key strategic managerial
positions, even amidst significant fluctuations in macroeconomic conditions and targets markets.
To ensure transparency for the market and stakeholders, this policy incorporates best market practices andreflects the valuable feedback we have received from diverse stakeholders over time.
The Datalogic Shareholders' Meeting will be called to resolve on Agenda Item 5: "Report on the Remuneration
Policy and on Compensation Paid:−approval of section one (2024 remuneration policy); relevant and ensuing resolutions;−non-binding vote on section two (compensation for 2023); relevant and ensuing resolutions.”

Specifically, the Board of Directors, pursuant to and in accordance with Article 123-ter of the TUF, submits:−

for your approval section one of this Report on the Remuneration Policy and on Compensation Paid (hereinafteralso the "Report"), which sets out Datalogic's policy for 2024 on the remuneration of Directors, Keymanagement personnel of the Company and the group it heads (hereinafter, the "Datalogic Group" or the"Group") and, without prejudice to the provisions of Article 2402 of the Italian Civil Code, the members of thesupervisory bodies;−to your advisory vote section two of this Report, which details for the members of the governing and supervisory
bodies and for Key management personnel (i) each remuneration component, including payments provided in
the event of termination of office or termination of employment; (ii) the compensation paid in the reporting
year for any reason and in any form by the Company and its subsidiaries or affiliates; and (iii) the compensation
to be paid in one or more subsequent years for the activities carried out in the reporting year.

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FOREWORD
Remuneration - specifically of Directors with management proxies or holding special offices and of Key
management personnel - serves as a critical tool to uphold the integrity of corporate governance mechanisms andenhance the effectiveness of strategies executed within the company. It aims to encourage and incentivise the creationof sustainable value for shareholders and, more broadly, for all stakeholders of the Datalogic Group, over a medium-tolong-term time horizon.
Hence, Datalogic's remuneration policy primarily aims to attract, retain, and motivate individuals possessing
the essential personal and professional qualities needed to effectively run business activities. It seeks to foster alignment
between Management's interests and the expectations of the Company's shareholders over the medium to long term.

Purpose of the Remuneration Policy - Link with Strategies and the Sustainability Plan
Datalogic's Remuneration Policy aims to:•

attract, motivate, and retain high-profile professional and managerial individuals;•

incentivise the achievement of the strategic targets and sustainable growth of the company;•align the overarching objective of creating sustainable shareholder value in the medium to long term with Management's
interests, and to uphold the company's mission and values.

Purposes
Fixedcomponent

Enhancestheskills,experiences, and contribution
required by the role assigned.

Operating proceduresComponents
Chairman: compensation as Chairman andfor the proxies given.

AnnualIncentive Plans

Promotes the achievement ofannual targets set in the
Budget.

Fixed remuneration is determined toalign with the characteristics,
responsibilities, and any delegatedauthority associated with the role.
The company conducts annual
monitoring of key market practices
for comparables to ensure theconsistency and competitiveness of
the remuneration offered to its
senior roles.
The payment of variable annual
remuneration, identified in theManagement Incentive Plan (MIP)and Sales Incentive Plan (SIP), is
directly tied to the achievement of
performance targets, assigned toeach beneficiary according to the plan
outline consistent with the role held.

Long-Term
Incentive Plans

The aim is to promote value Incentive Plan 2022-2024, based on
creation for Shareholders and the Company's shares.
achieve results that align with
the Company's strategy byfostering the retention andengagement of resources.

Non-monetary
benefits

To promote the retention ofmanagerial resources.

Chairman, CEO and KMP: 2022-2024 Plan,
based on the Company's shares: 35%compounded annual growth rate (CAGR) of
Adjusted Revenue 2022-2024 + 35%
Adjusted EBITDA Margin 2024 + 25%
Proportion of Adjusted Net Trade Working
Capital before factoring on Adjusted
Revenue + 5% percentage of female
employees in management and clericalroles ("White Collars") in the Group at
December 31, 2024.
Supplementary pension plans;
Supplementary healthcare;
Insurance coverage;
Mixed-use car;Remuneration Report 2024

Mainly insurance and welfare
benefits in line with those outlined by
the National Collective Labour
Agreement
andcompany

CEO: compensation as CEO and Gross
Annual Pay as Manager.
KMP: gross annual pay establishedconsistent with the role held and areas of
responsibility.

Chairman: tied to the level of achievementof the targets set in the MIP scheme: 95%
Company Performance Factors + 5% Net
Promoter Score.
CEO and KMP: tied to the level ofachievement of the targets set in the MIP
scheme: 65% Company Performance
Factors + 30% Individual Performance
Factors + 5% Net Promoter Score.

4

supplementary agreements
Managers (including KMP).

for

Welfare plan.

Alignment with strategy
Strategic drivers

Business expansion

Adjusted revenue

Adjusted EBITDA %AnnualPlans

Incentive

Proportion of Adjusted Net
Trade Working Capital
before factoring on Adjusted
Revenue

Operational
andSustainable successfinancial efficiency

.
.

.

.

.
.

Net Promoter Score
Compounded annual
growth rate (CAGR) of
Adjusted Revenue 2022 2024
Adjusted
2024

EBITDA

Margin

Proportion of Adjusted Net
Trade Working Capital
Long-Term Incentive before factoring on Adjusted
Plans
Revenue

.
.

.

.

.

Percentage
offemaleemployees in management
and clerical roles ("White
Collars") in the Group at
December 31, 2024
Total Shareholder Return.
.

.

<- VALUE CREATION FOR STAKEHOLDERS AND SHAREHOLDERS ->Remuneration Report 2024

5

Pursuant to and in accordance with the combined provisions of Article 123-ter of the TUF and Article 84-quater of theIssuer Regulation ("Issuer Regulation"), the Report is divided into two separate sections:-

SECTION I: sets forth Datalogic's policy on the remuneration of the members of the Company's governing body,of the Datalogic Group's Key management personnel and, without prejudice to the provisions of Article 2402 of
the Italian Civil Code, of the members of the supervisory bodies ("Policy" or "Remuneration Policy"), as well as
the procedures used for the adoption and implementation of such Policy;-

SECTION II: individually for the members of the governing and supervisory bodies, and collectively for the Key
management personnel, unless otherwise specified in Annex 3A, Schedule 7-bis of the Issuer Regulation (i)provides an adequate breakdown of each of the components that make up the remuneration (including
payments provided in the event of termination of office or termination of employment) emphasising its
consistency with the Policy approved in the prior year, and (ii) details the compensation paid with regard to theyear ended December 31, 2023 for any reason and in any form, by the Company or its subsidiaries or affiliates(see Annex 1 and Annex 2 to the Report).
Annexed to the Report (see Annex 3) are, in addition, the equity interests held in the Company - and incompanies controlled by the latter - by members of the governing and supervisory bodies, as well as by Key management
personnel, pursuant to and in accordance with Article 84-quater, paragraph 4 of the Issuer Regulation.

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SECTION I

I.

RESULT OF VOTING 2023 ON SECTION I - REPORT ON THE REMUNERATION POLICY
Datalogic conducts an annual evaluation of the voting results from the8,5%Company's Shareholders' Meeting to ensure ongoing enhancement of its
remuneration policy.
Datalogic has incorporated feedback into this Report to improveinformation presentation and enhance transparency around the Remuneration
91,5%

Policy's components.

II.

CORPORATE GOVERNANCE

Favorevoli 91.5%
Contrari 8.5%
Astenuti 0.0%
Non votanti 0.0%

Datalogic has adopted a corporate governance model inspired by theprinciples of fairness and transparency in management and information. These principles are also upheld through an
ongoing process of verifying their actual implementation and effectiveness.
The corporate governance structure adopted by Datalogic is shown in the following chart:

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III.

PROCEDURE FOR ADOPTING DATALOGIC'S REMUNERATION POLICY

Remuneration
Committee
Definition
Remuneration Policy

Prior review
Remuneration Policy

Human resources

Shareholders’Meeting
Review andapproval
Remuneration
PolicyBinding Vote
Remuneration
PolicyBoard of Directors

In accordance with the recommendations contained in the Corporate Governance Code ("Corporate GovernanceCode") to which Datalogic adheres, the Company's Board of Directors receives assistance in remuneration-related
decisions from the internally established Control, Risks, Remuneration, and Appointments Committee ("Committee").
This committee supports the governing body:i.

submitting, every year, to the Board of Directors a proposal for the adoption of a policy regarding the
remuneration of Directors and Key management personnel;ii.

regularly assessing (and making proposals to the Board of Directors in this regard) the adequacy, overall
consistency and tangible application of the policy for the remuneration of Directors and Key management
personnel, making use, in this latter regard, of the information provided by the Chief Executive Officer or other
Managing Director, verifying, in particular, the actual achievement of performance targets ;iii.

submitting proposals or expressing opinions to the Board of Directors on the remuneration of executive
Directors and other Directors holding special offices, as well as the setting of performance targets related to thevariable component of such remuneration, also monitoring the application of the decisions adopted by the
Board;

iv.

with regard to any share-based compensation plans, submitting to the Board of Directors its recommendations
on their use and the technical aspects related to their formulation and application. The Committee, therefore,
makes proposals to the Board of Directors regarding the share-based remuneration plan deemed mostappropriate, overseeing the actual implementation of the approved plans over time, and the establishment of
the implementing regulations for such remuneration plans.

At the Report Date, the fact-finding, propositional and advisory activities regarding remuneration are carried out by theCommittee, established by the Board of Directors on April 29, 2021, following the appointment of the Board of Directors
for the three-year period 2021-2023 resolved by the Shareholders' Meeting on the same date.
Aligning with the provisions of the Corporate Governance Code, the Committee is composed of 3 independent directors,
specifically:•

Angelo Manaresi (Chairman of the Committee and a non-executive and independent director with appropriate
experience in accounting and finance);•

Chiara Giovannucci Orlandi (non-executive and independent director);

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Vera Negri Zamagni (non-executive and independent director).

The Committee operates according to the regulation found on the Company website (www.datalogic.com) to whichreference is made for further details.
This Policy was established through a clear and transparent corporate process involving the following parties:▪

the Company’s Human Resources Department and the Corporate Affairs Department by assisting theCommittee and the Board of Directors in establishing the Policy;▪

the Committee by instructing and proposing to the Board of Directors the adoption of the Policy;▪

the Board of Statutory Auditors by expressing - with specific regard to the Committee's proposals on theemoluments of Directors with management powers or vested with special offices - its opinion on compliancewith the Policy;▪

the Board of Directors by approving the Policy;▪

the Shareholders' Meeting by casting its binding vote on the Policy.

For information sake, it should be noted that, according to the current regulations, including self-regulatory guidelines,
the determination of the remuneration for the Head of the Internal Audit Department also involves the Chief Executive
Officer.
The Board of Directors (including through the Chief Executive Officer), the Committee, assisted by the relevant
corporate units, and the Board of Statutory Auditors oversee the application of the Policy.
The 2024 Policy - approved on March 27, 2024 by the Committee and by the Board of Directors on April 4, 2024 - issubject to a binding vote of the Shareholders' Meeting.
Considering the assessment of overall consistency and adequacy expressed by the Committee on the 2023 Policy, the2024 Policy - detailed in this section of the Report - maintains substantial continuity with the policy outlined andimplemented in 2023. However, there are some differences (as mentioned below), reflecting the natural evolution of
the Group's salary policies. These adjustments align with the established objective of enhancing participation in
incentive schemes by managers and employees acknowledged as "key value contributors" particularly those engaged inresearch and development.
IV.

DEVIATION FROM THE REMUNERATION POLICY
Under Article 123-ter, paragraph 3-bis of the TUF, as amended by Legislative Decree No. 49 of May 10, 2019,and Article 84-quater of the Issuer Regulation, as amended by CONSOB Resolution No. 21623 of December 10, 2020,
Datalogic reserves the right to temporarily deviate from its remuneration policy under exceptional circumstances.
Exceptional circumstances are narrowly defined as situations where a deviation from the remuneration policy becomes
necessary to safeguard the long-term interests and sustainability of the Company as a whole or to ensure its market
resilience. Examples of such circumstances include: (i) the occurrence of extraordinary and unforeseeable events, either
nationally or internationally, impacting the Group or the sectors/markets in which it operates, and significantly affecting
the Group's results; (ii) substantial changes in the organisation of business activities, whether objective (such as
extraordinary transactions, mergers, divestments, etc.) or subjective (such as changes in top management structure).
Should the prerequisites be fulfilled, the Board of Directors, upon the opinion of the Committee acting as theCommittee for Related-Party Transactions of Lesser Significance or, for Related Party Transactions of Greater

Remuneration Report 20249

Significance, of a specially established committee comprising at least three unrelated independent directors, inaccordance with the provisions outlined in the Procedure for Related-Party Transactions available on the Company
website (www.datalogic.com), may temporarily deviate from the Remuneration Policy under the circumstances
described above. These deviations may relate to the amendment and/or replacement of the performance targets andquantitative parameters related to the annual incentive plans (Management Incentive Plan and Sales Incentive Plan) for
the Chief Executive Officer, the Chairman and Key management personnel and/or the amounts payable uponachievement of the targets under these plans.
V.

REMUNERATION POLICIES - PURPOSES AND GENERAL PRINCIPLES
Datalogic's proposed Remuneration Policy for 2024, designed for an annual duration, reaffirms its objective of

attracting and retaining individuals possessing the requisite professional qualities to successfully manage and operate
within the Group. This policy is guided by the principles outlined in the Company's code of ethics, emphasisingprofessionalism, skills, merit, and the attainment of assigned targets.
Datalogic's Remuneration Policy is structured in alignment with the Group's governance model and is intended
to foster a strong correlation between the interests of Management and all corporate stakeholders.
The Remuneration Policy is also defined based on the recommendations of the Corporate Governance Codeand best market practices.
In pursuit of these objectives, Datalogic adopts a remuneration system characterised by a structure that aligns
with best market practices. This system strikes a balance between fixed and variable components, both in the short andlong term, to uphold equity and sustainability over time.
Datalogic's strategic plan encompasses a development strategy structured on two fronts: firstly, the Company
endeavors to achieve growth through acquisitions, and secondly, it focuses on organic growth, prioritising innovationand investment in strategic market segments.
In line with a customer-centric strategy, Datalogic supports Customers as true partners, assisting them innavigating the new challenges presented by a constantly evolving market landscape across the four sectors in which theGroup operates: Retail, Manufacturing, Transportation & Logistics and Healthcare. Understanding and aligning with
Customer expectations are key drivers, embodied through customer experience enhancement initiatives, which
Datalogic implements daily.
Research and development of innovative solutions remain Datalogic's competitive advantage, enabling themaintenance of a leadership position and the fulfilment of customer needs, while also prioritising the future and theneeds of all stakeholders. As explained in the Non-Financial Statement, found on the Company website(www.datalogic.com), material sustainability topics prioritised for the Group and its stakeholders were updated in 2023
such as:1.

Research, development and innovation;

2.

Product quality and safety;

3.

Responsible supply chain;

4.

Conduct of responsible business;5.

Customer centricity;

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6.

Sustainability of materials;

7.

Worker health and safety;

8.

Energy and emissions;9.

People well-being;

10.

Waste and packaging.
The Remuneration Policy specifies that the remuneration for non-executive directors (including independent

directors) is proportionate to the level of commitment required from each individual, considering their involvement inboard committees as well. In line with market practices, this remuneration is not tied to the company’s results.
Conversely, for directors with management powers or vested with special offices 1 and Key management
personnel2, a substantial portion of the remuneration is tied to the achievement of specific performance targets 3,
including non-income targets, previously set and determined in accordance with the following guidelines:a)the fixed component and the variable component are appropriately balanced according to Datalogic's
strategic targets;b) caps are set for variable components;c)the fixed component adequately remunerates the performance in cases where the variable component is
not disbursed due to failure to achieve the performance targets set by the Board of Directors;d) performance targets are predefined, measurable, and directly correlated with the creation of shareholder
value and the sustainability of corporate performance across both short- and medium- to long-termhorizons;e)a substantial portion of the variable remuneration component is contingent upon the achievement of both
short-term and medium-to-long-term performance targets. Consequently, it is deferred by an appropriate
timeframe relative to the commencement of the reference period for these targets.

The Policy also encompasses tools and strategies applied across the entire corporate population, designed to
attract, motivate, and retain individuals possessing the professional qualities essential for shaping the Group's growthstrategy and reinforcing its long-term interests. It is grounded in principles of fairness, equal opportunity, meritocracy,
and market competitiveness.
Indeed, several initiatives have been implemented to guarantee the company's population a Total Reward inline with market practices and capable of attracting, retaining, and motivating top talent, ensuring ongoing employee
training, and safeguarding their health and safety, such as:i.

Benefits and initiatives to support employees (reimbursements for daycare fees also to encourage
female employment and eliminate gender disparities, health insurance coverage, life and accident
policies, pension coverage);ii.

Welfare plan to offer access to multiple services for employees, such as family services (mortgage,pension, education, utility facilities) and personal services (sports, entertainment, and shopping

1 At the Report Date, the directors with proxies are: the Chairman of the Company Romano Volta and the Chief Executive Officer

Valentina Volta.
2 At the Report Date, Valentina Volta and Alessandro D'Aniello are Key management personnel of the Datalogic Group.
3 Namely, the income results and any other specific targets to which the disbursement of variable components is tied.

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vouchers) as a lever to increase trust and engagement;iii.

Tailored training programs provided for various stages of career development, enabling employees toenhance and refresh their skills.

VI.

MARKET PRACTICE
Datalogic consistently monitors market practices by participating in specific compensation surveys, facilitatedby consultants with expertise in the field.
VII.

REMUNERATION OF DIRECTORS
Pursuant to and in accordance with Article 2389, paragraph 3, item 2 of the Italian Civil Code, Article 20 of

Datalogic's Bylaws specifies that the Shareholders' Meeting shall annually establish the maximum overall compensation
allocated to all members of the Board of Directors, including Directors with management powers or holding special
offices. The Company's Shareholders' Meeting of April 29, 2022 resolved to award a maximum overall compensation
assignable to all members of the Board of Directors of €2,500,000.00. The Company's Shareholders’ Meeting convened
for April 30, 2024 will be called to resolve, among other things, on the maximum compensation that can be awarded to
all members of the Board of Directors for the current portion of the year and for the portion of 2024 until the approvalof the Company's financial statements at December 31, 2024.
At the Report Date, the remuneration of the Company's directors is structured as follows:a)a fixed annual base compensation for each director in consideration of their office of €20,000.00;b)

an additional fixed annual compensation for the Committee Chairman of €30,000.00 and an additional fixedannual compensation for the Committee members of €15,000.00;c)

an additional fixed annual compensation for the Chairman of the Board of Directors of €600,000.00,
including €100,000.00 for the office of Chairman and €500,000.00 for the powers delegated by the Board;d)an additional fixed annual compensation for the Chief Executive Officer of €700,000.00;e)a variable annual compensation governed by the Management Incentive Program (see below) for the Chief
Executive Officer and the Chairman of €450,000.00 and €200,000.00, respectively;f)a variable long-term compensation for the Chief Executive Officer and the Chairman, governed by themedium- to long-term incentive plan (see below);g)

non-monetary benefits (see below) for the Chief Executive Officer and the Chairman of the Board of
Directors.

With specific regard to the Chairman of the Board of Directors, it is noted that, in the event of achieving thetargets set at the target level:-

the annual variable compensation amounts to 32% of the fixed compensation, and, in any case, cannot exceed
48% of the fixed compensation;-

the long-term "annualised" variable compensation amounts to 17% of the fixed compensation, and, in any
case, cannot exceed 20% of the fixed compensation.
Therefore, with regard to the so-called annual total compensation (i.e., annualising the variable long-term

Remuneration Report 202412

compensation), the following proportion (i.e., weight) of the fixed and variable components will be at a target level:

Chairman
11%

22%

Componente fissa
PerformancetargetComponente variabile annuale
Componente variabile di medio/lungo periodo
67%

With specific regard to the Chief Executive Officer, it is noted that, in the event of achieving the targets set at the target
level:-

the variable annual compensation amounts to 51% of the fixed compensation, and, in any case, cannot exceed
68% of the fixed compensation;-

the variable long-term "annualised" compensation amounts to 12% of the fixed compensation, and, in any
case, cannot exceed 14% of the fixed compensation.
Therefore, with regard to the so-called annual total compensation (i.e., annualising the variable long-termcompensation), the following proportion (i.e., weight) of the fixed and variable components will be at a target level 1:

Chief Executive Officer
7%

Componente fissa
32%

PerformancetargetComponente variabile annuale
61%

Componente variabile di medio/lungo periodo

1 The percentages also consider compensation other than compensation received as a Director of Datalogic S.p.A.

Without prejudice to the powers of the Shareholders' Meeting, which determines the compensation due to
directors and members of the Board of Statutory Auditors, the Board of Directors, following the Shareholders' Meeting
convened to approve the 2023 Financial Report, will be called, after obtaining the opinion of the Board of Statutory
Auditors and upon the proposal of the Committee, to determine the compensation of directors holding special offices
pursuant to Article 2389, paragraph 3, of the Italian Civil Code.

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VIII.

REMUNERATION OF THE BOARD OF STATUTORY AUDITORSThe remuneration of the Board of Statutory Auditors is determined by the Shareholders’ Meeting at the time of
appointment.
The remuneration of the Company's Board of Statutory Auditors is commensurate with the commitment required, theimportance of the role held and the size and sector characteristics of the Company. On April 29, 2022, the Company's
Shareholders' Meeting resolved to award the following compensation to the members of the Board of Statutory
Auditors:Compensation
BOARD OF STATUTORY AUDITORS

CHAIR€25,000

STATUTORY AUDITORS€20,000

The Board of Statutory Auditors will remain in office until the date of the approval by the Shareholders' Meeting of thefinancial statements for the year ending December 31, 2024.
IX.

REMUNERATION OF KEY MANAGEMENT PERSONNEL

The remuneration of Key management personnel is structured as follows:a)a fixed pay as manager/executive of the Datalogic Group;b)

an additional annual fixed emolument, if any, for the office and/or proxy - and possible Termination Pay if the Key management personnel also serves as a director in Datalogic Group companies;c)a variable annual compensation governed by the Management Incentive Program (see below);d)a variable long-term compensation governed by the medium- to long-term incentive plan (see below);e)non-monetary benefits (see below).

It should be noted that in the event of achieving the targets set at the target level, compared to the fixed pay:-the variable annual compensation averages approximately 43% and, in any case, cannot be approximately
57% higher than the same fixed compensation;-

the variable long-term "annualised" compensation averages approximately 22% and, in any case, cannot
be approximately 27% higher than the same fixed compensation.
Therefore, with regard to the so-called annual total compensation (i.e., annualising the variable long-termcompensation only), the following proportion on average (i.e., weight) of the fixed and variable components will

Key management personnel
13%
Componente fissa
26%

Componente variabile annuale

Performancetarget61%

Remuneration Report 2024

Componente variabile di medio/lungo periodo

14

be at a target level:
X.

REMUNERATION OF EXECUTIVES
Aligned with the best market practices adopted by listed companies both nationally and internationally, theCompany views share-based compensation plans as effective incentives and retention tools. These plans incentivise
employees to sustain high performance levels and contribute to the creation of shareholder value over the medium tolong term.
XI.

ANNUAL INCENTIVE PLANS (MANAGEMENT INCENTIVE PLAN AND SALES INCENTIVE PLAN)
For 2024, the Board of Directors confirmed the adoption of an annual incentive scheme tailored specifically forsales and/or sales support personnel, known as the "Sales Incentive Plan 2024" ("2024 SIP Plan" or "2024 SIP"). Thisplan, structured based on job descriptions and levels, entails a percentage ranging from 100% to 55% based on sales
performance and up to 45% based on the achievement of individual targets.
For non-sales personnel, the Board of Directors - upon the proposal of the Committee and having heard theopinion of the Board of Statutory Auditors - confirmed the adoption of an annual incentive scheme for Datalogic GroupManagement known as the “2024 Management Incentive Plan" (“2024 MIP Plan" or “2024 MIP”). This plan ensuresuniformity and equitable treatment across the various company sectors.
The 2024 MIP Plan is based on the achievement of corporate performance targets (referred to as corporate
performance factors, CPF) - i.e. corporate targets), which are measurable based on the Group's results, as well as on theachievement of individual performance targets (individual performance factors, IPF) - i.e. individual targets),measurable and closely tied to the primary targets and ongoing projects of the respective department/sector. Lastly,
the plan includes a measurement of customer satisfaction on a regional or global scale, tailored to the role covered(referred to as Net Promoter Score, NPS).
The weight of corporate performance targets (CPFs) versus individual performance goals (IPFs) varies
depending on the hierarchical level of the participant in the MIP 2024 plan. Executive levels (including the CEO) and top
management are assigned corporate performance targets (CPF 65% and NPS 5%) which carry significant weight overindividual targets (IPF 30%). Other participants in the 2024 MIP plan are assigned corporate performance targets (CPF
45% and NPS 5%) and individual targets (IPF) with a 50% weight.
Corporate performance targets are measured on income and financial parameters such as adjusted sales (40%),
adjusted EBITDA % (40%), and Trade Working Capital before factoring (remaining 20%):

Adjusted sales
Adjusted EBITDA %TWC % before factoring

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Business Performance Indicators
NPS
(5%)

IPF
(30%)

CPF
(65%)

40%
40%
20%

CPF, IPF, and NPS weights are for the 2024 MIP plan for Executives (including CEO) and Top Management-

if the minimum level (entry point) defined for any of the corporate
targets is not met, no incentive will be awarded for the proportion

Performance/payout curve
150%of that target's contribution to the total 2024 MIP incentive
100%

payable at a target level;-

if the "target" level set for each of the corporate targets is achieved,

50%

100% of the incentive will be awarded for the share of the
proportion of that target's contribution to the total 2024 MIP
incentive payable at a target level;-

Entry Point

TargetMassimo

if the "target" level set for each of the corporate targets is exceeded, an increased incentive up to a maximum of
150% (versus 100% of the incentive itself) will be awarded for the share of the proportion of that target's
contribution to the total 2024 MIP incentive payable at a target level.
The performance of targets related to customer satisfaction, whose weight on the total bonus payable is 5%,

is measured through the Net Promoter Score (NPS) indicator. An entry point and target related to the achievement ofcustomer satisfaction targets (100% payout) are set.
Individual performance targets are based on the SMART method, ensuring they are Specific, Measurable,
Achievable, Realistic and Time-based. A maximum threshold (cap) related to the achievement of individual targets isset (100% cap).
The operation of the 2024 MIP is detailed in the respective Regulation.
The disbursement of the 2024 MIP incentive will occur subsequent to the approval of Datalogic's 2024 financial
statements.
The recipients of the 2024 MIP Plan include, among others, as previously mentioned, the Chairman of the Boardof Directors, the Chief Executive Officer, and Key management personnel of the Datalogic Group. For the Chairman of
the Board of Directors, considering the nature of the delegated powers assigned, this Plan is based solely on theachievement of corporate performance targets (known as Company Performance Factors CPF and customer satisfaction
target NPS) described above:

Remuneration Report 2024

16

5%

CPF
NPS
95%

For the Chief Executive Officer, aside from the Company Performance Factors (CPF) constituting 65% of thetotal bonus payable at a target level, and the Net Promoter Score contributing 5% to the total bonus payable at a target
level, there are also 3 individual targets aligned with the Company's strategy, accounting for 30% of the total bonus
payable at a target level.

5%

CPF

30%

Altri obiettivi
strategici
65%

NPS

Individual targets refer to the achievement of the Gross Operating Margin GOM result (45% weight), therevenue result of a specific strategic Product Group (40% weight), and, in the ESG area, the definition, formalisation andapproval by the Board of Directors of the Corporate Sustainability Plan and related long-term targets (15% weight).
If the minimum level (entry point) defined for any of these targets is not met, no incentive will be awarded forthe proportion of that target's contribution to the total incentive payable at a target level. A maximum threshold (cap)related to the achievement of these individual targets is also set (100% cap).

XII.

MEDIUM- TO LONG-TERM INCENTIVE PLANS BASED ON FINANCIAL INSTRUMENTS
With regard to the three-year period 2022-2024, the Shareholders' Meeting of April 29, 2022, upon the

proposal of the Board of Directors formulated through the Committee and with the favourable opinion of the Board of
Statutory Auditors - approved a new medium-to-long-term share-based incentive system ("2022-2024 Performance
Shares Plan"). The Plan is deemed "of particular significance" as per Article 114-bis, third paragraph, of the TUF and
Article 84-bis, second paragraph, of the Issuer Regulation, given its focus on executive directors and Key management
personnel of the Company, among others.
Aligned with the best market practices adopted by listed companies both nationally and internationally, theCompany views share-based compensation plans as effective incentives and retention tools. These plans incentivise
Management and employees, while contributing to the creation of shareholder value in the medium to long term.
The adoption of share-based compensation plans aligns with the recommendations of the Corporate
Governance Code. Article 5 acknowledges such plans as suitable tools for aligning the interests of executive directors
and Key management personnel of listed companies with those of the shareholders. This alignment enables them toprioritise value creation in the medium to long term.
Hence, the primary objective of the Plan is to enhance the Company's ability to attract and retain key resources

Remuneration Report 202417

crucial for accomplishing the Group's strategic targets across its markets of operation.
The purpose of the Plan is to grant free rights (the "Rights") that allow, if certain performance targets areachieved, to receive one (1) share of the Company for each Right granted at no cost. In 2022, the Human Resources
Department, in execution of the Plan, managed the granting of Rights to the beneficiaries (executive directors, Keymanagement personnel, and employees in key positions). At the end of a three-year "vesting period" in 2025 (i.e., after
the approval of Datalogic's financial statements for the year ending December 31, 2024), shares will be granted under
the terms and conditions set forth in the regulation, subsequent to the assessment of the achievement of performancetargets.

Each beneficiary is granted one (1) free share in the Company for each Right assigned, subject to theachievement of performance targets. The performance targets covered by the Plan are represented by: (i) "Compound
Annual Growth Rate (CAGR) of Adjusted Revenue 2022 - 2024”, with a weighted contribution of 35%, (ii) "Adjusted
EBITDA Margin 2024”, with a weighted contribution of 35%; (iii) the “Proportion of Adjusted Net Trade Working Capital
before factoring on Adjusted Revenue”, with a weighted contribution of 25%; and (iv) and the percentage of female
employees in management and clerical roles ("White Collars") in the Group at December 31, 2024; as defined in thedisclosure document published in the corporate governance section of Datalogic's website.
Following measurement of the Performance Targets, the number of Shares to be granted to each beneficiary
may be adjusted according to the Total Shareholder Return (TSR), which will serve as a multiplier or demultiplier of thenumber of Shares subject to Granting by a percentage ±10% contingent upon the performance of Datalogic's TSR
compared to the following two reference groups: companies listed in the "FTSE Italia Star" index, and Peers Panel.
The shares granted to each beneficiary in the event of the achievement of performance targets, under theterms and conditions set forth in the regulations of the 2022 - 2024 Performance Shares Plan, will be determined asfollows:(1)

Entry Point: represents the minimum level of achievement of each of the performance targets below which noshare will be granted. Upon reaching the Entry Point level, 40% of the shares granted will be assigned.

(2)

Target: represents the Target level of each of the performance targets, upon achievement of which 100% of theshares granted will be assigned.

(3)

Max: represents the maximum level of achievement of each of the performance targets upon achievement of
which 110% of the shares granted will be assigned. Achievement levels above this level will not lead to additional
assignments.
The stated performance targets represent independent targets. If the Entry Point threshold is not exceeded for

one condition, the Rights granted may still accrue in relation to the level of achievement of the other target(s).

Remuneration Report 2024

18

Assessment of the achievement of performance targets will be made by the Company's Board of Directors
following the approval of the 2024 financial statements.
In order to grants Rights, the beneficiaries were categorised into the following 3 groups, each corresponding
to a minimum and maximum number of Rights to be granted per beneficiary:(i)

Executive Chairman, Chief Executive Officer, and Key management personnel;(ii)

Other Executives and Key Managers;(iii)

Managers in critical roles.

The Company holds no obligation to uphold, for a specified duration, the shares granted to the beneficiaries ofthe 2022 - 2024 Performance Shares Plan, as it believes that value creation over the medium to long term horizon canbe ensured even without such a restriction.
The Plan includes claw-back clauses. Specifically, in instances where, within the 3-year period from the Grant
Date, it is determined that the Performance Targets were set by the Board of Directors based on data proven to be
manifestly misstated, or it is established that the Beneficiary engaged in (i) fraudulent or grossly negligent conduct
detrimental to the Company, (ii) breach of loyalty obligations, or (iii) actions resulting in significant financial or asset loss
to the Company, the Board of Directors reserves the right to:(i)reclaim the Shares, deducting a number of Shares equivalent to the tax, social security, and welfare charges
linked to the Granting of the Shares; and(ii)

if the Shares have already been sold, the reclaim of the sale proceeds, after deduction of the amountcorresponding to tax, social security, and welfare charges at the Granting of the Shares, possibly offset against
the Beneficiary’s wages and/or termination pay.

For further details on the "2022 - 2024 Performance Shares Plan" and the effects of the Beneficiary’s
termination of employment on the Rights granted under the Plan, see the disclosure document prepared pursuant to
Article 114-bis of the TUF and Article 84-bis of the Issuer Regulation available on the Company website, as well as the
explanatory report published on the Company website, corporate governance section relating to the 2022 Shareholders'Meeting.
XIII.

NON-MONETARY BENEFITSThe Company, following a Total Reward approach and based on company policies and individual agreements,

provides access to non-monetary benefits, primarily including supplementary health insurance policies and life
insurance policies. These benefits are in addition to those provided by national collective bargaining agreements andsupplementary company agreements applicable to employees with managerial qualifications (or equivalentqualifications in countries outside Italy). They are aligned with the practices of the relevant labour market and the legal
requirements applicable to the employment relationship. These benefits include, but are not limited to, supplementary
healthcare, advanced professional and/or managerial training programs, car allowance for mixed use or an annual
contribution for mixed use of the car, and potential house renting services.
Also included is a D&O (Directors & Officers) Liability insurance policy, which covers third-party liability for
Directors, the Board of Statutory Auditors, and Key management personnel in the performance of their duties.

Remuneration Report 2024

19

XIV.

OTHER FORMS OF DISCRETIONARY, OCCASIONAL, AND NON-RECURRING REMUNERATION
Occasionally, within the context of the pay policy and with the aim of attracting key figures from the market,

motivating and retaining top talent, or due to the completion of special projects of particular importance to theCompany or the Group, significant project commitments, or other exceptional situations, the Company may award
executive directors, Key management personnel, or employees in key positions various sums of money. These may
include one-time entry bonuses or long-term retention bonuses, in line with common market practices. These
extraordinary components of remuneration, if awarded to executive directors, shall be subject to approval by the Boardof Directors, upon the proposal of the Committee, which also serves as the Related-Parties Committee if required byapplicable regulations, and after hearing the Board of Statutory Auditors. For Key management personnel, thedisbursement will be at the sole discretion of the Chief Executive Officer.
XV.

COMPENSATION UPON TERMINATION OF OFFICE OR EMPLOYMENT AND NON-COMPETE AGREEMENTS
Regarding the policy on treatments provided in the event of termination of office or employment (including

Directors and Key management personnel), it should be noted that the Datalogic Group generally does not enter into
agreements that pre-regulate the financial aspects related to any early termination initiated by either Datalogic or theindividual.
Aside of the above, with specific regard to the Chief Executive Officer, it should be noted that removal fromthe office of Chief Executive Officer without just cause, occurring before the natural expiration of the term, will entitle
the Chief Executive Officer, as provided in the agreement signed for the duration of the term (i.e., until the approval of
the 2024 financial statements), to a non-reducible indemnity equal to 3 years of compensation for the office of Chief
Executive Officer, except for greater damages. Additionally, in relation to the executive employment relationship, theChief Executive Officer will be entitled to an indemnity for lack of notice and the so-called additional indemnity in the
maximum amount provided for by the National Collective Labour Agreement for managers of industrial companies.
Additionally, a Termination Pay equal to 10% of the total amounts paid for each of the offices is provided to the Chief
Executive Officer. Under the terms of the above agreement, the Chief Executive Officer is also subject to a non-competeagreement for a term of 18 months from the date of termination of his term as a director of the company, withconsideration equal to 50% of the Chief Executive Officer’s compensation for the term of the agreement.
As of July 1, 2023, one Key management personnel terminated his employment relationship with each
Datalogic Group Company. Therefore, the agreements in force with said Manager concerning financial (and nonfinancial) aspects resulting from the termination of the employee's employment, as shown in previous reports, were
upheld.
Regarding a Key management personnel, it is confirmed that there are no indemnities in force in the event oftermination of office or early termination of the open-ended employment relationship with Datalogic, beyond what isprovided for in the relevant national agreements. Additionally, there are no non-compete agreements entered into.
If the employment relationship is terminated before the variable annual incentive payout (if any) (MIP), theincentive will not be paid, as stipulated in the plan regulation.
With regard to the medium-long term incentive plan (Performance Shares Plan), in the event of termination
prior to the grant date or before the delivery of the shares following the vesting period, the beneficiary will permanently

Remuneration Report 2024

20and fully lose the rights assigned, and the grant will be immediately cancelled and rendered ineffective. However, in theevent of death or permanent disability, the right to receive a pro-rata amount of the number of shares due will be
retained, based on the unquestionable assessment of the competent bodies regarding the achievement of the
Performance Targets.

XVI.

FURTHER CLARIFICATIONS
For information regarding insurance coverage, i.e., social security or pension coverage if any in place, otherthan mandatory coverage, see par. XIII of this Report.
Mention should also be made that (i) no independent experts were consulted in the preparation of the Policyand (ii) the Policy was formulated using data from other comparable companies in the Euronext STAR segment of theStock Exchange, where Datalogic is listed.

Remuneration Report 2024

21

SECTION II- Part Two 0,7%

2,0%

RESULTS OF VOTING BY THE SHAHREHOLDERS’ MEETINGThe Shareholders' Meeting of April 27, 2023 voted in favour of Section IIof the Report on the Remuneration Policy and on Compensation Paid published in
97,3%2023. The chart below shows the advisory vote results.

Favorevoli 97.3%
Contrari 2.0%
Astenuti 0.7%
Non votanti 0.0%

Feedback from the Shareholders’ Meeting was considered to identify
potential areas for improvement in the 2024 Remuneration Policy.
ANNUAL CHANGE IN TOTAL COMPENSATION PAID AND CORPORATEPERFORMANCE

OFFICENAME

Δ 2023-2022

Δ 2022-2021

Δ 2021-2020

Δ 2020-2019

CHAIRMAN

Romano Volta-2.5%-13.0%

28.9%

1.6%

CEO

Valentina Volta

-3.0%

-4.9%

62.3%

-16.8%

Pietro Todescato

Not
comparable-21.2%

23.1%

-2.9%

KMP

N/A

N/A

N/A

N/A

DIRECTORS

0.0%

0.0%

0.0%

0.0%

AVERAGE HEADCOUNT ITALY2

3.3%

3.5%

8.2%

1.1%

CORPORATE PERFORMANCE3-34.8%

-5.8%

47.0%

-36.7%EXECUTIVE DIRECTOR1

1Pietro Todescato is considered an executive director until June 30, 2023 due to the termination of his employment relationship. Thechange in compensation does not accurately reflect the actual figure.
2 Average fixed and variable compensation at a target level of the Group's full-time employees in Italy who worked for the entire
year, excluding employees who also serve as directors of the Company or KMP.
3 Growth of Adjusted EBITDA: Earnings Before Interest, Taxes, Depreciation and Amortisation, this indicator is defined as Profit/Lossfor the period before depreciation and amortisation of tangible and intangible assets, nonrecurring costs/revenue, financial income
and expense, and income tax calculated before non-recurring costs.

PROPORTION BETWEEN FIXED AND VARIABLE COMPENSATION RECEIVED

OFFICE

NAME

fixed % / variable %CHAIRMAN

Romano Volta

89%/11%CEO

Valentina Volta

84%/16%EXECUTIVE DIRECTOR4

Pietro Todescato

100%/0%4 See previous note.

Remuneration Report 2024

22

KMP

71%/29%

DIRECTORS

100%/0%See Section I of this Report and the attached tables for an adequate presentation of each of the componentsthat make up the remuneration of the Directors and Key management personnel of the Company and the Group. Thissection also provides an overview of the proportion between fixed and variable compensation.

KPI and performance level MIP 2023: Chairman
Achievement level

Performance
Type

Corporate Income
Financial
95%

Customer
Satisfaction 5%

KPI MIP 2023

TargetMinimum

Maximum

Adjusted sales
Adjusted EBITDA %TWC % before factoring
Net Promoter Score

KPI and performance level MIP 2023: Chief Executive Officer and KMP
Achievement level

Performance
Type

Corporate Income
Financial
65%

KPI MIP 2023

Minimum

TargetMaximum

Adjusted sales
Adjusted EBITDA %TWC % before factoring

Customer
Satisfaction 5%

Net Promoter Score

Individual 30%

Individual targets

Remuneration Report 2024

23

KPI and performance level MIP 2023: KMPG
Achievement level

PerformanceType

KPI MIP 2023

Minimum

TargetMaximum

Adjusted sales

Corporate Income
Financial
65%

Adjusted EBITDA %TWC % before factoring

Customer
Satisfaction 5%

Net Promoter Score

Individual 30%

Individual targets- Part Two With regard to the year ended December 31, 2023, Annex 15 and Annex 26 to this Report give detailed
information of the compensation (for any reason and in any form) paid by the Company (and its subsidiaries andaffiliates) to the following individuals: (i) Members of the Company's Board of Directors; (ii) Members of the Company's
Board of Statutory Auditors; and (iii) Key management personnel of the Company and the Group.
Annex 37 to this Report, on the other hand, contains information on the equity interests held by members of
the governing and supervisory bodies, as well as by Key management personnel in the Company and its subsidiaries.
***
In light of the above, the Shareholders are requested to pass the following resolutions:
FIRST VOTE"The Ordinary Shareholders' Meeting of Datalogic S.p.A.
resolves
to approve section one of the Report on the Company's Remuneration Policy and on Compensation Paid, preparedpursuant to Article 123-ter paragraph 3 of Legislative Decree No. 58 of February 24, 1998”.

5 Table with detailed information on compensation paid to members of the governing and supervisory bodies, as well as to other Key

management personnel, prepared on the basis of the format of Annex 3A - Schedule No. 7-bis of the Issuer Regulation.
6 Table with detailed information on monetary incentive plans for members of the governing body, as well as for other Key
management personnel, prepared on the basis of the format of Annex 3A - Schedule No. 7-bis of the Issuer Regulation.
7 Table with detailed information on the equity interests held by members of the governing and supervisory bodies, as well as Key
management personnel in the Company and its subsidiaries, prepared on the basis of the format of Annex 3A - Schedule No. 7-ter of
the Issuer Regulation.

Remuneration Report 2024

24

SECOND VOTE"The Ordinary Shareholders' Meeting of Datalogic S.p.A.
resolves
to express a favourable opinion on section two of the Report on the Company's Remuneration Policy and on
Compensation Paid, prepared pursuant to Article 123-ter paragraph 4 of Legislative Decree No. 58 of February 24, 1998”.

***
Calderara di Reno (BO), April 4, 2024
For the Board of Directors
Chairman Romano Volta***
Annex 1: Table with detailed information on compensation paid to members of the governing and supervisory bodies
and other Key management personnel, prepared in accordance with Table 1, of Schedule 7-bis of Annex 3A of the Issuer
Regulation.
Annex 2: Table with detailed information on monetary incentive plans for members of the governing body and otherKey management personnel, prepared in accordance with Table 3B, of Schedule 7-bis of Annex 3A of the Issuer
Regulation.
Annex 3: Table with information on the equity interests of members of the governing and supervisory bodies, as well asother Key management personnel, prepared in accordance with Schedule 7-ter of Annex 3A of the Issuer Regulation.

Remuneration Report 2024

25

TABLE 1: Compensation paid to the Board of Directors
(A)

(B)

(C)

(D)

(1)

(2)

Name andsurname

OfficeTerm of office

Expirationof officeFixedcompensation

Compensation
for attendancein committees

Chairman Datalogic
S.p.A.

from 01/01/2023
to 31/12/2023

Director Datalogic S.p.A.

from 01/01/2023
to 31/12/2023

Romano Volta

Approval of2023 Financial
Statements
Approval of2023 Financial
Statements(I) Compensation in the reporting company

600.000(3)
Variable non-equity
compensation
Bonuses
Profitand othersharing
incentives
67.000

(4)

(5)

(6)

(7)

Nonmonetary
benefits

Other
compensation

Total

Fair value ofequitycomponents

674.237103.0697.237

20.000(8)
Termination of
office ortermination of
employment
indemnity

20.000620.000

67.0007.237

694.237(II) Compensation from subsidiaries and affiliates

103.069-(III) Total (*)

620.000

67.0007.237

694.237103.069(*) compensation subject to reversibility
(A)

(B)

(C)

(D)

(1)

(2)

Name andsurname

OfficeTerm of office

Expiration of
officeFixedcompensation

Compensation
for attendancein committees

Filippo Maria
Volta

Director Datalogic S.p.A.

from 01/01/2023
to 31/12/2023

Approval of2023 Financial
Statements

20.00020.00020.00020.00020.00020.000(I) Compensation in the reporting company(3)
Variable non-equity
compensation
Bonuses
Profitand othersharing
incentives

(4)

(5)

(6)

(7)

Nonmonetary
benefits

Other
compensation

Total

Fair value ofequitycomponents(8)
Termination of
office ortermination of
employment
indemnity(II) Compensation from subsidiaries and affiliates(III) Total
(A)

(B)

(C)

(D)

(1)

(2)

Name andsurname

OfficeTerm of office

Expirationof officeFixedcompensation

Compensation
for attendancein committees

Vera Negri
Zamagni

Director Datalogic S.p.A.

from 01/01/2023
to 31/12/2023“Sole” Committee(member)from 01/01/2023
to 31/12/2023

Approval of2023 Financial
Statements
Approval of2023 Financial
Statements

20.000(3)
Variable non-equity
compensation
Bonuses
Profitand othersharing
incentives

(4)

(5)

(6)

(7)

Nonmonetary
benefits

Other
compensation

Total

Fair value ofequitycomponents

20.00015.00015.000(I) Compensation in the reporting company(II) Compensation from subsidiaries and affiliates

20.00015.00035.000(III) Total

20.00015.00035.000(8)
Termination of
office ortermination of
employment
indemnity

(A)

(B)

(C)

(D)

(1)

(2)

Name andsurname

OfficeTerm of office

Expiration of
officeFixedcompensation

Compensation
for attendancein committees

Chief Executive Officer
Datalogic S.p.A.

from 01/01/2023
to 31/12/2023

Director Datalogic S.p.A.

from 01/01/2023
to 31/12/2023

Chairman and CEO
Datalogic Ip Tech S.r.l.

from 01/01/2023
to 31/12/2023

Manager Datalogic
S.p.A.

from 01/01/2023
to 31/12/2023

Valentina Volta

Approval of2023 Financial
Statements
Approval of2023 Financial
Statements
Approval of2023 Financial
Statements
Not applicable

700.000

158.527(6)(7)

Nonmonetary
benefits

Other
compensation

Total

Fair value ofequitycomponents

866.752

103.0698.225

30.00030.000125.680(II) Compensation from subsidiaries and affiliates

30.000(III) Total

875.680

158.5272.295

127.975

10.5201.014.727

158.527

(B)

(C)

(D)

(1)

(2)

Name andsurname

OfficeTerm of office

Expirationof officeFixedcompensation

Compensation
for attendancein committees

Director Datalogic S.p.A.

from 01/01/2023
to 31/12/2023

Managing director ofsubsidiaryfrom 01/01/2023
to 30/06/2023

Manager of subsidiary USA

from 01/01/2023
to 30/06/2023(3)
Variable non-equity
compensation
Bonuses andProfitothersharing
incentives

10.520103.069

1.044.727

103.069

(4)

(5)

(6)

(7)

Nonmonetary
benefits

Other
compensation

Total

Fair value ofequitycomponents

20.00020.00015.00015.000209.150(8)
Termination of
office ortermination of
employment
indemnity

30.000(A)

Not applicable(5)

20.000845.680

Approval of2023 Financial
Statements
Approval of2023 Financial
Statements(4)

20.000(I) Compensation in the reporting company

Pietro Todescato(3)
Variable non-equity
compensation
Bonuses andProfitothersharing
incentives

065.178274.328020.0000(I) Compensation in the reporting company

20.000(II) Compensation from subsidiaries and affiliates

224.150065.178289.328(III) Total

244.150065.178309.328(8)
Termination of
office ortermination of
employment
indemnity

179.271179.2710179.271

(A)

(B)

(C)

(D)

(1)

(2)

Name andsurname

OfficeTerm of office

Expiration of
officeFixedcompensation

Compensation
for attendancein committees

Director Datalogic S.p.A.

from 01/01/2023
to 31/12/2023

Approval of 2023
Financial
Statements

20.000“Sole” Committee(member)from 01/01/2023
to 31/12/2023

Approval of 2023
Financial
Statements

ChiaraGiovannucci
Orlandi(I) Compensation in the reporting company(3)
Variable non-equity
compensation
Bonuses
Profitand othersharing
incentives

(4)

(5)

(6)

(7)

Nonmonetary
benefits

Other
compensation

Total

Fair value ofequitycomponents(8)
Termination of
office ortermination of
employment
indemnity

20.00015.00015.00020.00015.00035.00020.00015.00035.000(II) Compensation from subsidiaries and affiliates(III) Total
(A)

(B)

(C)

(D)

(1)

(2)

Name andsurname

OfficeTerm of office

Expiration of
officeFixedcompensation

Compensation
for attendancein committees

Director Datalogic S.p.A.

from 01/01/2023
to 31/12/2023

Angelo Manaresi“Sole” Committee(Chairman)

Approval of 2023
Financial
Statements
Approval of 2023
from 01/01/2023
Financial
to 31/12/2023
Statements(3)
Variable non-equity
compensation
Bonuses
Profitand othersharing
incentives

(4)

(5)

(6)

(7)

Nonmonetary
benefits

Other
compensation

Total

Fair value ofequitycomponents

20.00020.00030.00030.000(I) Compensation in the reporting company

20.00030.00050.000(II) Compensation from subsidiaries and affiliates(III) Total

20.00030.00050.000

(A)

(B)

(C)

(D)

(1)

(2)

Name andsurname

OfficeTerm of office

Expiration of
officeFixedcompensation

Compensation
for attendancein committees

Maria Grazia
Filippini

Director Datalogic S.p.A.

from 01/01/2023
to 31/12/2023

Approval of 2023
Financial
Statements

20.00020.00020.00020.00020.00020.000(I) Compensation in the reporting company(II) Compensation from subsidiaries and affiliates(III) Total(8)
Termination of
office ortermination of
employment
indemnity(3)
Variable non-equity
compensation
Bonuses
Profitand othersharing
incentives

(4)

(5)

(6)

(7)

Nonmonetary
benefits

Other
compensation

Total

Fair value ofequitycomponents(8)
Termination of
office ortermination of
employment
indemnity

TABLE 1: Compensation paid to the Board of Statutory Auditors

TABLE 1: Compensation paid to Key management personnel

SUMMARYTOTALS:(A)

includes Welfare:

(B)

(C)

(D)

(1)

(2)

Expiration of
officeFixedcompensation

Compensationfor
attendance incommittees

Name and surname

OfficeTerm of office

Key management
personnel

Manager ofDatalogic S.p.A.

from
01/01/2023 to
12/31/2023(I) Compensation in the reporting company(3)
Variable non-equity
compensation
Bonusesand other
Profit sharing
incentives

(4)

(5)

NonOthermonetary
compensation
benefits

(6)

Total

(7)

(8)
Termination
Fair value ofof office orequitytermination ofcomponents employment
indemnity

354.016151.000

7.250

512.26777.302354.016151.000

7.250

512.26777.302354.016151.000

7.250

512.26777.302(II) Compensation from subsidiaries and affiliates(III) Total

TABLE 3A: Equity-based incentive plans, other than stock options, for members of the governing body, general managers and other Key management personnel

Financial instruments
assigned in prioryears non-vested
during the year

Financial instruments assigned during the year

A

B

(1)

Name and surname

OfficePlan

Romano Volta

Chairman Datalogic
S.p.A.

PSP 20222024

40.000

Valentina Volta

Chief Executive Officer
Datalogic S.p.A.

PSP 20222024

Key management
personnel

Manager ofDatalogic S.p.A.

PSP 20222024(I) Compensation in the reporting company(2)
Numberandtype offinancial
instruments(3)
Vesting
periodFinancial
instruments
vestedduringthe year andnon-granted(4)
Numberandtype offinancial
instruments(5)

Financial
instrumentsforthe year

(7)

(8)

(9)

(10)

(11)

(12)

Vesting
periodAllocation
dateMarketpriceat allocation

Number andtype
financial
instruments

Number andtype
financial
instruments

Value atvesting date

Fair value

283.440 €3 years

01/08/2022

7,49 €

40.000283.440 €3 years

01/08/2022

7,49 €

30.000212.580 €3 years

01/08/2022

7,49 €

110.000

779.460 €Fair value
at theallocation
date

(6)

Financial instruments
vested during
the year andgrantable

103.069 €103.069 €77.302 €-0€283.440 €(II) Compensation from subsidiaries and affiliates(III) Total

779.460 €€283.440 €TABLE 3B: Monetary incentive plans for members of the governing body and Key management personnel

A

B

Name and surname

Office

(1)

Plan

(A)
Payable/Paid

Romano Volta

Chairman Datalogic S.p.A.

MIP 2023

67.000

Valentina Volta

Chief Executive Officer
Datalogic S.p.A.

MIP 2023

158.527

Key management personnel

Manager of Datalogic S.p.A.

MIP 2023

151.000(I) Compensation in the reporting company(II) Compensation from subsidiaries and affiliates(III) Total

376.5270376.527(2)(3)

Bonuses for the year
(B)

Bonuses from prior years(B)

Deferred(C)
Deferment
period(A)
No longer
payablePayable/Paid

(4)
(C)

Still Deferred

Other bonuses

SCHEDULE 7-TER - ANNEX 3A CONSOB ISSUER REGULATIONDATALOGIC SHARES HELD BY MEMBERS OF THE GOVERNING AND SUPERVISORY BODIESTABLE 1: Equity interests of members of governing and supervisory bodies and of general managers
Name and surname

OfficeInvestee

Number of shares held Numberofshares Number of shares soldNumber of shares heldat the end of the prior purchased

at the end of theyear

current year

Romano Volta

Executive chairman

Datalogic S.p.A.

20,890--20,890

Valentina Volta

Chief Executive Officer

Datalogic S.p.A.

20,890--20,890TABLE 2: Equity interests of other Key management personnel
Numberof

Key Investee

management personnel
11

1

Datalogic S.p.A.

Number of shares held at Number
the end of the prior year

purchased

12,337-

Key management personnel with an employee relationship terminated on 30/06/2023.

ofshares Number of shares soldNumber of shares held at
the end of the current year-

12,337