Company: APM
Filing Date: 2025-12-05
Form Type: 424B5
Source: 0001213900-25-118752
Chunk: 96

Company: Aptorum Group Ltd
Filing Date: 2025-12-05
Form: 424B5
Chunk 96
---
olate any of these laws or regulations.

Our future success depends on our ability to retain our Chief Executive Officer, our scientific and clinical advisors, and other key executives and to attract, retain and motivate qualified personnel.

We are highly dependent on
Ian Huen, our Chief Executive Officer, as well as, other principal members of our management teams, scientific teams as well as scientific
and clinical advisors. Although we have formal employment agreements, which we refer to as appointment letters, with all of our executive
officers, these agreements do not prevent our executives from terminating their employment with us at any time, subject to applicable
notice periods. Nevertheless, the loss of the services of any of these persons could impede the achievement of our research, development
and commercialization objectives.

To induce valuable employees
to remain at our Company, in addition to salary and cash incentives, we provide share incentive grants that vest over time. The value
to employees of these equity grants that vest over time may be significantly affected by movements in the price of Aptorum Class A
ordinary shares that are beyond our control, and may at any time be insufficient to counteract more lucrative offers from other companies.
Although we have appointment letters with our key employees, any of our employees could resign at any time, with 1-month to 3-months prior
written notice or with payment in lieu of notice.

<div align='center'>50</div>

Recruiting and retaining qualified
officers, scientific, clinical, sales and marketing personnel or consultants will also be critical to our success. In addition, we rely
on consultants and advisors, including scientific and clinical advisors, to assist us in formulating our discovery and preclinical studies
development and commercialization strategy. The loss of the services of our executive officers or other key employees and consultants
could impede the achievement of our research, development and commercialization objectives and seriously harm our ability to successfully
implement our business strategy.

Furthermore, replacing executive
officers and key employees or consultants may be difficult and may take an extended period of time, because of the limited number of individuals
in our industry with the breadth of skills and experience required to successfully develop, gain regulatory approval of and commercialize
drug and diagnostics technology candidates. Competition to hire from this limited pool is intense, and we may be unable to hire, train,
retain or motivate these key personnel or consultants on acceptable terms given the competition among numerous pharmaceutical and biotechnology
companies for similar personnel.

We also experience competition
for the hiring of scientific