Company: AEGOF
Filing Date: 2025-05-16
Form Type: 6-K
Source: 0001193125-25-121236
Chunk: 13

Company: AEGON LTD.
Filing Date: 2025-05-16
Form: 6-K
Chunk 13
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 accordance with applicable laws and regulations. In order to ensure that the remuneration policies and practices take all types of risks properly into account, in addition to considering liquidity and capital levels, the Compensation and Human Resource Committee assesses in particular the remuneration governance processes, procedures and methodologies adopted. Furthermore, the Committee ensures that the overall remuneration policy is consistent with the longer-term strategy of the Company and the longer-term interests of its shareholders, investors and other stakeholders as well as the public at large. This includes, among other things:

| • |     | Reviewing Aegon’s Global Remuneration Framework and making recommendations on the remuneration policies and advising the Board on the approval and adoption of the Global Remuneration framework; |

| • |     | Preparing a proposal for the remuneration of, and overseeing the remuneration of the Executive Directors; |

| • |     | Reviewing annually a proposal for the remuneration of the Heads of Control Functions; |

| • |     | Preparing recommendations regarding variable compensation both at the beginning and at the end of the performance year; and |

| • |     | Preparing the information provided to shareholders on remuneration policies and practices, including the Remuneration Report. |

| 15 |     | | Aegon Financial Condition Report 2024 |

| Governance structure  Parent board and senior executives |

Nomination and Governance Committee The Nomination and Governance Committee focuses on the size, composition, and profile of the Board and addresses the functioning, succession, and proposed nomination of Directors and ensures that the corporate governance structure is in line with the applicable rules and regulations and advises on the responsible business strategy. This includes:

| • |     | Drawing up selection criteria and (re-)appointment procedures for nominations of Directors; |

| • |     | Preparing selection criteria and appointment procedures and proposal for the nomination of the Chief Executive Officer; |

| • |     | Updating the Board Profile and periodically assessing the size and composition of the Board and making a proposal for a composition profile of the Board; |

| • |     | Assessing the functioning of individual Directors and drawing up a plan for the succession of Directors; |

| • |     | Advising on and proposing to the Board candidates to be designated as Chairperson and Vice-Chairperson of the Board; |

| • |     | Supervising the policy of the Board on the selection criteria and appointment procedures for senior management; |

| • |     | Periodically