Company: ENTXW
Filing Date: 2025-05-14
Form Type: PRE 14A
Source: 0001178913-25-001794
Chunk: 59

Company: Entera Bio Ltd.
Filing Date: 2025-05-14
Form: PRE 14A
Chunk 59
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 Board to be outside the range set in the Company’s compensation policy but in line with comparable standards as detailed in the 2025 comparative executive compensation benchmark analyses, which included comparative data of the Company’s executive compensation relative to the peer-group companies in Israel and in the United States. The 2025 comparative executive compensation benchmark analysis found that the compensation terms, especially current annual salary of $419,000 of our CEO are materially below that of similar companies within the market. The update in compensation terms is therefore critical to provide an effective retention incentive. As a result of the conclusions of the 2025 comparative executive compensation benchmark analysis, our Compensation Committee and Board have determined that, it would be advisable for the Company to increase Ms. Toledano’s compensation terms in order to better reflect the terms being offered by companies in a similar sector and of a similar size to the Company. The Compensation Committee and Board have further determined that it would be in the best interests of the Company to update and amend the Company’s compensation policy, as outlined in Proposal Five below. Had the updated compensation policy, to be approved per Proposal Five below, been in effect as of the date hereof, the revised compensation terms below would be considered materially consistent with our compensation policy. A significant portion of the CEO’s total compensation is “at-risk” in the form of equity compensation and is directly tied to the Company’s share performance.As a result, this component of compensation aligns the CEO’s interests with those of shareholders by linking potential rewards to long-term stock price appreciation. Pursuant to the Israeli Companies Law, any transaction between us and a member of our Board, relating to his or her terms of compensation, must generally be consistent with our compensation policy, and must be approved by the Compensation Committee, the Board and a Special Majority of our shareholders, to the extent applicable, in accordance with the provisions of the Israeli Companies Law. Terms of Revised Compensation and One-time Grant of Compensation On April 23, 2025 and April 28, 2025, the Compensation Committee and the Board, respectively, voted to approve for Ms. Toledano (i) an RSU grant in place of a cash bonus, (ii) an option grant, (iii) a salary increase, including a one-time RSU grant in place of a portion of Ms. Toledano’s salary, in accordance with the terms below, which were deemed by the Board to be outside the range set in the Company’s compensation policy but in line with comparable standards as detailed in the