Company: GIFLF
Filing Date: 2025-06-05
Form Type: 6-K
Source: 0001104659-25-056816
Chunk: 9

Company: Grifols SA
Filing Date: 2025-06-05
Form: 6-K
Chunk 9
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311,594.12.

NTD: the reference price being the average of share price in Mercado Continuo prior 90 trading days from 28 thApril, 2025.

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6. Requirements and conditions for the delivery of the shares:

The specific number of shares within the
established maximum that will be delivered to the Participants at the end of the Plan will be subject to and determined based on the achievement
of the set objectives for the Participant in each case.

The proposed percentages have been defined
with a conservative approach, balancing market competitiveness with internal equity and sustainability.

| · | 50% Base Salary for senior management team for the entire three years of the 
 Plan.                                                                        |

| · | 35% Base Salary for other executives for the entire three years of the Plan. |

These percentages have been defined considering
total compensation benchmarking.

The specific payout for the Participants who are
members of the senior management team will be decided by the Board of Directors prior proposal of the Company's Appointments and Remuneration
Committee.

The specific payout for the Participants
who are not members of the senior management team will be decided by the special committee led by the Company's Chief Executive Officer.

Awards shall be subject to:

| a. | the Participant’s continuous service within the Group during the Term of the 
 Plan;                                                                        |

| b. | having achieved an average annual performance evaluation of at least “3” out of “5”                                                            
 under Grifols' Performance System, which is the global process used to evaluate employee performance, assess potential and ensure constructive 
 feedback about competences and professional development. The process gives to employee and manager the opportunity to work collaboratively     
 on setting goals, identifying development opportunities, and understanding how the individual work aligns with the larger organizational       
 objectives; and                                                                                                                                |

| c. | in the case of Performance Shares, the attainment of the relevant performance metrics                                  
 for the applicable performance period based on relative total shareholder return (“TSR”) as compared to a defined peer 
 group, as explained below.                                                                                             |

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7. Performance Metrics for Performance Shares:

The vesting of Performance Shares under
the Plan shall be subject to the attainment of specific performance objectives over the applicable performance period.

For the members of the senior management team,
the performance criteria is exclusively 100% linked to relative TSR (“Relative TSR”). Relative TSR compares
the Company’s total shareholder return (including