Company: EVGN
Filing Date: 2025-03-27
Form Type: 20-F
Source: 0001178913-25-001092
Chunk: 140

Company: Evogene Ltd.
Filing Date: 2025-03-27
Form: 20-F
Item: Item 4A
Chunk 140
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187      29      448      664  
  Dan Gelvan                                                         210      -       159      369  
  Elran Haber                                                        251      -        48      299  
  Yoash Zohar                                                        251      -       332      583  

  (1)      All amounts reported in the table are in terms of cost to the Company, as recorded in our financial statements.  

  (2)      Bonus amounts shown in this table reflect bonuses that were paid in 2024 relating to the office holders’ service in our Company                   
           in 2023, as approved by our Compensation and Nominating Committee and Board of Directors, and, to the extent required, also by our shareholders.  
 ─────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────────

  (3)      Consists of amounts recognized as non-cash expenses in our statement of profit or loss for the year ended December 31, 2024 in respect  

82

Compensation Policy

As required by the Companies Law, we have adopted a policy regarding
the terms of engagement of office holders, or a compensation policy. Under the Companies Law, the term “office holders” includes
directors and certain officers, including the general manager (i. e., chief executive officer, or CEO), chief business manager, deputy
CEO, vice CEO, any other person assuming the responsibilities of any of the foregoing positions without regard to such person’s
title, and any director or manager who reports directly to the CEO. The compensation policy serves as the basis for determining the financial
terms of employment or engagement of office holders, including exculpation, insurance, indemnification or any monetary payment or obligation
of payment in respect of employment or engagement. The compensation policy must relate to certain factors specified in the Companies Law,
including advancement of the company’s objectives, the company’s business and its long-term strategy, and creation of appropriate
incentives for executives. It must also consider, among other things, the company’s risk management, size and the nature of its
operations. The Companies Law describes what factors have to be considered by, and what principles must be included in, the compensation
policy.

Our current compensation policy was adopted in June 2024, at
an annual general meeting of our shareholders, following the recommendation of our compensation committee and our board of directors,
and will remain in effect for a period of three years unless