Company: RGNT
Filing Date: 2025-03-11
Form Type: F-1
Source: 0001213900-25-022350
Chunk: 169

Company: REGENTIS BIOMATERIALS LTD.
Filing Date: 2025-03-11
Form: F-1
Chunk 169
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 company’s risk management,
size and the nature of its operations. The compensation policy must furthermore consider the following additional factors:

| ● | the education, skills,                                       
 expertise and accomplishments of the relevant office holder; |

| ● | the office holder’s                                                           
 roles and responsibilities and prior compensation agreements with him or her; |

| ● | the relationship between                                                                                                       
 the terms offered and the average compensation of the company’s personnel, including those employed through outsourcing firms; |

| ● | the impact of disparities                         
 in salary upon work relationships in the company; |

| ● | the possibility of reducing                                        
 variable compensation at the discretion of the board of directors; |

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| ● | the possibility of setting                                                        
 a limit on the exercise value of non-cash variable equity-based compensation; and |

| ● | as to retirement payments,                                                                                                 
 the period of service of the office holder, the terms of his or her compensation during such service period, the company’s 
 performance during that period of service, the person’s contribution towards the company’s achievement of its goals and    
 the maximization of its profits, and the circumstances under which the person is leaving the company.                      |

The compensation policy must
also include the following principles:

| ● | the link between variable                                       
 compensation 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