Company: EVGN
Filing Date: 2025-03-27
Form Type: 20-F
Source: 0001178913-25-001092
Chunk: 141

Company: Evogene Ltd.
Filing Date: 2025-03-27
Form: 20-F
Item: Item 4A
Chunk 141
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 restated prior, in accordance with the Companies Law. In accordance with
Nasdaq listing standards, under Rule 10D-1, we have adopted on August 16, 2023, a clawback policy.

Approvals Required for Compensation of Directors and Officers

Under the Companies Law, the compensation of each of our directors
and our CEO requires the approval of our compensation committee, the subsequent approval of the board of directors and, unless exempted
under the regulations promulgated under the Companies Law, the approval of our shareholders at a general meeting (in the case of our CEO,
the shareholder approval must include the special majority described under “ Item 6. Directors, Senior Management and Employees - C.
Board Practices - Approval of Related Party Transactions under Israeli Law - Disclosure of Personal Interests of an Office
Holder and Approval of Certain Transactions”). The compensation of any other office holder (who is neither a director nor our Chief
Executive Officer), if consistent with our compensation policy, requires the approval of our compensation committee, followed by our board
of directors. Compensation of any such office holder that deviates from our compensation policy also requires shareholders’ approval,
including by the special majority described under “ Item 6. Directors, Senor Management and Employees - C. Board Practices - 
Approval of Related Party Transactions under Israeli Law - Disclosure of Personal Interests of an Office Holder and Approval of Certain
Transactions.”

Compensation of Executive Officers

Our compensation for our executive officers is paid pursuant to
written employment agreements that we have entered with each of our executive officers and is based, in part, on each executive officer’s
personal contribution to our management, operations and success. Such compensation is determined consistent with our compensation policy.
For more information on our compensation policy, please see “ - Compensation Policy” above.

Each executive officer’s entitlement to an annual bonus is
determined according to a formula that links financial and qualitative target-based goals and metrics related to the specific objectives
within the responsibility of the relevant executive officer. In the case of executive officers who are also office holders, their annual
bonus is also required to be consistent with our compensation policy. The goals and objectives of Evogene’s office holders are determined
by the compensation and nominating committee and our board of directors. For each fiscal year, our compensation and nominating committee
and board of directors determine the maximum target bonus for each of our office holders, including our CEO. Further, for our CEO, all
terms of employment, including bonus terms, require,