Company: ENTXW
Filing Date: 2025-06-05
Form Type: DEF 14A
Source: 0001178913-25-002111
Chunk: 81

Company: Entera Bio Ltd.
Filing Date: 2025-06-05
Form: DEF 14A
Chunk 81
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 a specific Office Holder, that such Office Holder is entitled to compensation components that are inferior to those indicated herein, such shall not be deemed as deviation from the Compensation Policy. To the extent that after the Effective Date a relief is granted as to the mandatory or minimum requirements prescribed by applicable law to be included in a Compensation Policy, or any limitation contained in this Policy is more stringent than that required by applicable law, then such relief or less stringent limitation shall be deemed incorporated by reference into this Policy notwithstanding anything else to the contrary, unless otherwise determined by the Board.

| 4. | GENERAL BACKGROUND |

| 4.1. | Objectives |

This Compensation Policy is designed to promote and advance the Company's long-term objectives, work plans and policy, and to create appropriate incentives subject to any law, taking into consideration, inter alia, the Company’s risks management policy, in view of the Company's size, the nature of its activities and its financial state. In support of this goal, compensation practices, including variable compensation, for the Company's Office Holders, are designed to meet the following objectives:

| 4.1.1. | Improve business results and strategy implementation, and support the Company’s work-plans, from a long-term perspective; |

| 4.1.2. | Align Officers’ and Directors' interests with those of the Company and its shareholders and incentivize Officers and Directors 
 to create long- term economic value for the Company;                                                                           |

| 4.1.3. | Create motivation for Office Holders to attain a high level of business achievements without taking unreasonable risks; |

| 4.1.4. | Create a clear line-of-sight between Officers’ and Directors' compensation and both Company and individual performance; |

| 4.1.5. | Establish an appropriate balance between the various compensation components - fixed vs. variable compensation, quantitative and            
 measurable components vs. discretionary components, short-term vs. long-term components, compensation in cash vs. equity-based compensation 
 and benefits and perquisites, to ensure sustained business performance over time; and                                                       |

| 4.1.6. | Utilize market benchmark compensation tools to ensure our Officers and Directors are compensated fairly and best practices are implemented. |

| 4.2. | Primary Bodies Involved in Determining the Compensation Policy for Office Holders |

The parties involved in determining the Company's Compensation Policy are:

| • | The Compensation Committee – (i) makes recommendations                                                                                    
 to the Board regarding the