Company: RGNT
Filing Date: 2025-07-07
Form Type: F-1/A
Source: 0001213900-25-061821
Chunk: 172

Company: REGENTIS BIOMATERIALS LTD.
Filing Date: 2025-07-07
Form: F-1/A
Chunk 172
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 and long-term performance and measurable criteria; |

| ● | the relationship between                                                                 
 variable and fixed compensation, and the ceiling for the value of variable compensation; |

| ● | the conditions under which                                                                                                                   
 an office holder would be required to repay compensation paid to him or her if it was later shown that the data upon which such compensation 
 was based was inaccurate and was restated in the company’s financial statements;                                                             |

| ● | the minimum holding or                                                                                                            
 vesting period for variable, equity-based compensation while referring to an appropriate long-term perspective -based incentives; 
 and                                                                                                                               |

| ● | maximum limits for retirement 
 payments.                     |

We expect to adopt a compensation
policy after completion of this offering, which will be designed to promote retention and motivation of directors and executive officers.
Additionally, our compensation policy will be designed to align the interests of our directors and executive officers with our long-term
performance and will serve as a risk management tool. Under such compensation policy, a portion of an executive officer’s compensation
package will be targeted to reflect our short- and long-term goals, as well as the executive officer’s individual performance.
Our compensation policy will also include measures designed to reduce an executive officer’s incentives to take excessive risks
that may harm us in the long term. Such measures include limits on the value of cash bonuses and equity-based compensation for executive
officers, limits on the ratio between an executive officer’s variable and total compensation, and minimum vesting periods for equity-based
compensation.

Our compensation policy will
take into account an executive officer’s individual characteristics, such as his or her respective position, educational background,
scope of responsibilities and contributions to the attainment of our goals, as the basis for compensation variation among our executive
officers and will consider the internal ratios between compensation of our executive officers and directors and other employees.

Compensation that may be
granted to an executive officer may include base salary, an annual bonus, other cash bonuses (such as a signing bonus or special bonus
for special achievements, such as an outstanding personal achievement, outstanding personal effort or outstanding company performance),
equity-based compensation, benefits and retirement compensation and termination of service arrangements. All cash bonuses will be limited
to a maximum amount linked to the executive officer’s base salary. In addition, the total variable compensation components (cash
bonuses and equity-based compensation) may not exceed 85% of each executive officer’s total compensation package with respect to
any given calendar year.

The annual cash bonus that