RISK Group has various business units that together operate in a broad field of financial services. When integrating business units by RISK Group, employment conditions are harmonized and aligned with the Remuneration Policy for Financial Enterprises Act (Wbfo). The general remuneration policy ensures, from RISK Group's perspective, a balanced equilibrium between desired (commercial) behaviour, client interests, and individual development.

The remuneration policy of RISK Group aims to attract new talent to our company and retain existing talent. We have a considered remuneration policy that consists of three components: fixed income, secondary employment conditions, and variable remuneration. The main principle within the employment conditions policy is that none of the remuneration components to be included may contain incentives that could lead to the neglect of client interests or result in careless treatment of clients. This also applies to any variable remuneration components.

RISK Group does not grant guaranteed variable remuneration. For certain teams, commercial, and management positions, RISK Group aims to establish a uniform, clear (individual) performance remuneration scheme that fully complies with the criteria of the Controlled Remuneration Policy in accordance with the new Financial Enterprises (Wnbfo) Act on Further Remuneration Measures. This means that the performance criteria on which the variable remuneration is based, involve attainable goals and measures on which the team or employee has a certain direct influence. They do not increase the risk of careless treatment of clients, consider the interests of clients, and are in line with the long-term corporate strategy and values of the organization.

To determine the level of variable remuneration, both quantitative and qualitative aspects are taken into account. Where variable remuneration is involved, it does not exceed 20% of the fixed salary. Furthermore, at least 50% of the variable remuneration is awarded based on non-financial criteria. In specific individual cases, we may use a remuneration that exceeds 20% of an employee's fixed salary. This will never occur for employees with an internal control function or for employees engaged in providing financial services to consumers.