Company: ENTXW
Filing Date: 2025-05-14
Form Type: PRE 14A
Source: 0001178913-25-001794
Chunk: 83

Company: Entera Bio Ltd.
Filing Date: 2025-05-14
Form: PRE 14A
Chunk 83
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, thus achieving the objectives of the Company's Compensation Policy:

| • | Base salary- designed to partially reward the Office Holder for his or her devotion and contribution to the performance of his or her role and the daily performance of his or her tasks. The base salary takes into account the Office Holder's skills, experience, expertise, education, professional qualifications etc., and the requirements of the role and the responsibilities and authorities it carries. |

A - 3

| • | Benefits and perquisites- some of which are mandatory according to law (such as pension, severance pay, vacation days, sick  leave, recuperation pay, etc.), some of which are common market practice (such as health insurance, further education funds, all which  may  have certain tax benefits for the employee and the Company) and others are designed to compensate the employee for expenses incurred in fulfilling the position (such as car lease, travel expenses, phone, etc.). |

| • | Variable performance-based awards (e.g. annual bonus)- designed to reward the Office Holder for his or her achievements and contribution to attaining the Company's goals during the course of the period for which the variable compensation is paid and to supplement the base salary. The weight of variable performance-based compensation in relation to the overall compensation shall increase the higher the Officer’s position is. |

| • | Equity-based compensation- designed to link long-term shareholder returns and the compensation of Office Holders of the Company. Equity- based compensation creates a correlation between the interests of employees and Office Holders and the interests of the  Company’s shareholders, and assists in creating motivation and in retaining the key personnel in the Company. |

| 6.2. | Ratio Between Variable and Fixed Components of the Compensation Package |

The rate of the annual variable components (including, without limitation, cash bonuses, performance-based awards and equity-based awards) of the Office Holders overall annual compensation package (comprised of the base salary and variable components) shall not exceed the 80% of the Office Holder's total compensation package. A deviation of up to 10% of these terms shall not constitute a deviation or deflection from the compensation policy. Note that this refers to the planned ratio only, assuming the receipt of the target bonus as stated in this policy. The actual ratio between the components of the compensation package, in a given year, may be different due to underperformance or overachievement impacting the variable compensation, as stated in this Policy.

| 6.3. | Market comparison (benchmark)