Company: SNY
Filing Date: 2025-02-13
Form Type: 20-F
Source: 0001121404-25-000010
Chunk: 246

Company: Sanofi
Filing Date: 2025-02-13
Form: 20-F
Chunk 246
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 the Board of Directors at its meeting of February 22, 2024 at € 495,775 . Payment of those amounts is contingent on approval of the Chief Executive Officer’s compensation package by the shareholders in an Ordinary General Meeting, on the terms stipulated in Article L. 22-10-34 II of the French Commercial Code. Social welfare and health insurance Paul Hudson is subject to, benefits from and contributes to the same health cover, and death and disability plans, as are applicable to other employees of Sanofi based in France. He also benefits from an unemployment insurance scheme. Benefits in kind The benefits in kind received by Paul Hu dson in 2024 were valued at €13,497, and correspond to a company car with a driver.

| 144 | SANOFIFORM 20-F2024 |

| PART I                                             |
| ITEM 6. Directors, Senior Management and Employees |

Compensation and benefits for other Executive Committee members Compensation The compensation of Executive Committee members other than the Chief Executive Officer is reviewed by the Compensation Committee, taking into consideration the practices of leading global pharmaceutical companies. In addition to fixed compensation, they receive variable compensation. Their target variable compensation depends on their position, and can represent up to 100% of their fixed compensation. The target amount of individual variable compensation is determined in line with market practice. It rewards the joint contribution of all Executive Committee members to Sanofi’s performance. Fo r 2024, the variable component consisted of three elements: • attainment of quantitative objectives (accounting for 60%) measured at consolidated level: sales growth 20%, business earnings per share (Business EPS) 20%, research and development outcomes 10%, and free cash flow (FCF) 10%; • attainment of corporate social responsibility (CSR) objectives measured at consolidated level (accounting for 10%); and • attainment of individual quantitative and qualitative objectives (accounting for 30%). The indicators used are intended to measure Sanofi’s annual performance objectives; individual objectives; the attainment of human capital objectives (such as gender representation in senior executive roles and transformation of the corporate culture to align with the Play to Win strategy; and an objective relating to the reduction in Sanofi's carbon footprint. In addition, Executive Committee members may be awarded performance shares. For 2024, the total gross compensation paid and accrued in respect of members of the Executive Committee (excluding the Chief Executive Officer) was €21 million, of which €9 million was fixed compensation. A total of 298,471 performance