Company: RTNTF
Filing Date: 2025-02-20
Form Type: 20-F
Source: 0001628280-25-006642
Chunk: 234

Company: RIO TINTO LTD
Filing Date: 2025-02-20
Form: 20-F
Chunk 234
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’s conduct or performance has been in breach of their employment contract, any laws, rules or codes of conduct applicable to them; or the standards or demeanour reasonably expected of a person in their position • misstatement or misrepresentation of performance • where any team, business area, member of the Group or profit centre in which the participant works (or worked) has been: found guilty in connection with any regulatory investigation; or has been in breach of any laws, rules or codes of conduct applicable to it; or the standards, leadership behaviour or demeanour reasonably expected of it • where the Committee determines that there has been material damage to the Group’s social licence to operate • a catastrophic safety or environmental event. – Under the suspension provisions, the Committee may suspend the vesting of an award for up to 5 years until the outcome of any internal or external investigation is concluded, and may then reduce or lapse the participant’s award based on the outcome of that investigation. Where suspension applies, the 24-month clawback period will not extend beyond the period commencing from the original vesting date, or the end of any holding period. – Remuneration delivered under the Policy is subject to SEC-compliant clawback policies for up to 3 financial years requiring the clawback of erroneously awarded incentives as a result of material misstatements.

Discretion – The Committee reserves the right to review all remuneration outcomes arising from mechanistic application of performance conditions, and to exercise discretion to make adjustments where such outcomes do not properly reflect underlying performance or the experience of shareholders or other stakeholders. – The Committee may at its discretion adjust, or change performance measures, or both, if events occur which cause the Committee to determine that the measures are no longer appropriate or in the best interests of shareholders or other stakeholders, and that amendment is required so that the measures, as far as possible, achieve their original purpose. Such discretion will be exercised judiciously and clearly disclosed and explained in the Implementation report.

When remuneration is delivered The following chart provides a timeline of when remuneration is delivered, using 2024 as an example.

|                          | Year 12024             |                          |     | Year 22025 |                           |     | Year 32026                |                                |     | Year 42027                                    |                  |     | Year 52028 |     | Year 62029 |                      |
| Base salary              | Salary                 |                          |     |            |                           |     |                           |                                |     |                                               |                  |