Universal Registration Document 2024

3 CORPORATE GOVERNANCE

CORPORATE GOVERNANCE REPORT ADOPTED BY THE BOARD OF DIRECTORS ON 19 FEBRUARY 2025

The maximum amount for the variable portion of his compensation has been set as an absolute value, not as a percentage of his fixed remuneration. Decree no. 2012-915 of 26 July 2012 amending that of 9 August 1953 capped the compensation of corporate officers in public companies at €450,000. The fixed compensation recommended by the Board of Directors and approved by ministerial decision for the Chairman and CEO is €350,000. It was also decided that the amount of the variable portion payable to the Chairman and CEO could enable the legally authorised ceiling to be reached: the maximum amount is therefore pre-set by the Board of Directors at €100,000 and expressed as a directly readable monetary value. The Board of Directors is aware of the conditions of employment and compensation of the employees within Groupe ADP and the equity ratio between the compensation Pursuant to article L. 22-10-8 of the French Commercial Code, the Board of Directors is submitting to the approval of the General Meeting the 2025 compensation policy which describes all the components of the fixed and variable compensation of the Deputy Chief Executive Officer and explains the decision-making process followed for its determination, review and implementation. The compensation policy is in line with French decree no. 2012-915 of 26 July 2012 amending that of 9 August 1953 which capped the compensation of corporate officers of public sector companies to which this decree is applicable, including Aéroports de Paris, at €450,000. It consists of a fixed and of a variable portion. The allocation of the variable portion is based on the achievement of quantitative and qualitative objectives related to the corporate strategy. The Group's strategy, which was aligned in 2022 with the 2025 Pioneers strategic roadmap, promotes an innovative airport model with a long-term perspective. Apart from the air travel industry’s environmental transformation, hospitality for the travelling customer remains central to the Company's values and concerns, with increased attention paid to each component of the travel experience: simplicity and fluidity, health and safety, comfort and quality of experience. The roll-out of the 2025 Pioneers strategic roadmap will be completed in 2025. The strategy for the following years will be prepared in 2025. This collective industrial project, on the scale of a multi-local group, must be built and secured financially (financial performance indicators: Group recurring EBITDA, Group ROCE and net debt to Group recurring EBITDA ratio). In a social, environmental and societal context that requires a sustainable model, and with the support of each of its employees, the Company is reaffirming its environmental commitments, in particular for the climate, and its social commitments, in particular for occupational safety and the employment of young people. The recommended compensation is in line with this strategic framework, and the social and environmental criteria for the variable portion are included in the CSR strategy, as reviewed by the CSR Committee and validated by the Board of Directors. For 2025, the compensation policy was approved by the Board of Directors on 19 February 2025, on the advice of the Compensation, Appointments and Corporate Governance Committee (CRNG). It will be submitted for ministerial approval under article 3 of French decree no. 53-707 of 9 August 1953, as amended. of the Chairman and CEO and those of employees. b) Compensation of the Deputy Chief Executive Officer

The conflicts of interest management policy is set out under "Operation of the Board of Directors", third paragraph, below. We recommend that you approve the compensation policy as presented in this report. It is specified that the approval of the General Meeting will be required for any modification to the components of compensation that have already been approved by the General Meeting. The components of compensation are governed by the aforementioned French decree no. 2012-915, regardless of the Executive Officer in question. The gross annual amount of the Deputy CEO’s fixed compensation for 2025 has been set at €300,000. The Deputy CEO’s maximum annual gross variable compensation has been set at €100,000. It is based on six objectives: The quantitative targets are identical to those for the Chairman and CEO, as set out in the table for the Chairman and CEO in a) above. Their overall weighting is 55%. The qualitative objectives are described below: u promote an ambitious policy in support of sustainable construction (weighting = 15%) by integrating processes to reuse materials, and adopt environmental labels and certification; u promoting a strategy for adapting buildings to climate change (weighting = 5%); u finalising the Long Term Investment Plan (LTIP) (weighting = 13%), in line with the draft Public Consultation Document for an Economic Regulation Agreement; u ensuring the voluntary public consultation on the Paris Charles de Gaulle airport long-term development plan runs smoothly and that its assessment is completed (weighting = 12%). The level of performance ranges from 0.8 to 1.5 (variable portion zero if the level is less than 0.8). The quantitative criteria account for 55% of the total. Given the assessment scales used, the quantitative results on the one hand and the qualitative results on the other hand, the qualitative criteria may ultimately be weighted more heavily than the quantitative criteria on measuring past achievement. The qualitative portion is capped at €67,500 (€100,000 x 45% x 1.5). The Board of Directors will assess the extent to which each of these objectives has been achieved. The weighting given to each objective defines the fraction of the variable portion linked to it. All of these objectives exclude the impact of items whose exceptional nature would be assessed by the Compensation, Appointments and Corporate Governance Committee. The imperatives of management and need to adapt or review the Company's strategy will be considered. The payment of the gross annual variable compensation of the Deputy CEO for 2025 will be subject to approval by the Company's Annual Ordinary General Meeting to be held in 2026 (to approve the financial statements for the financial year ending 31 December 2025), in accordance with the laws in force. The Deputy CEO has the use of a company car and is covered by the death & disability and individual accident insurance policies provided to Aéroports de Paris employees. She resigned from her salaried position at Aéroports de Paris on the date of her appointment as Deputy CEO. She is not entitled to any compensation in respect of a non-compete clause.

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AÉROPORTS DE PARIS w UNIVERSAL REGISTRATION DOCUMENT 2024