Company: RGNT
Filing Date: 2025-09-30
Form Type: F-1/A
Source: 0001213900-25-093302
Chunk: 171

Company: REGENTIS BIOMATERIALS LTD.
Filing Date: 2025-09-30
Form: F-1/A
Chunk 171
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 which this prospectus forms
a part. The compensation policy will be reviewed from time to time by our compensation committee and our board of directors, according
to the requirements of the Companies Law.

The compensation policy must
serve as the basis for decisions concerning 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, including advancement of the company’s long-term objectives, business plan and policies,
and creation of appropriate incentives for office holders. It must also consider, among other things, the 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