Guidelines for remuneration to the executive management

The guidelines comprise the CEO and the other members of the Management Team. The guidelines
should be applied on compensation that is agreed upon, and changes in already agreed compensation, after the guidelines have been adopted by the Annual General Meeting 2025. The guidelines do not
apply to remuneration adopted by the shareholders’ meeting.

The guidelines’ promotion of the company’s business strategy, long-term interests and sustainability

In brief, the company’s business strategy is as follows. Ambea aims to offer the best-possible
residential care for the elderly and for people with disabilities or a need for social support. Ambea
aims to be the preferred choice for care receivers, the best partner for clients and the most attractive
employer. The long-term objective is to continue focusing on Own Management operations, with
large-scale, sustainable investments in quality management, innovation and skills development.

For more information about the company’s business strategy, see ambea.com/about-ambea.

Successful implementation of the company’s business strategy and safeguarding of the company’s
long-term interests, including its sustainability, requires that the company can recruit and retain
qualified employees. To achieve this goal, the company must offer competitive remuneration. These
guidelines ensure competitive total remuneration for the performance of senior executives.

The company has established long-term share-based incentive programs. These programs have been
adopted by the shareholders’ meeting and are not therefore covered by these guidelines.

For more information about Ambea’s long-term share-based incentive programs, see ambea.com/investorrelations/corporate-governance/fees-and-remunerations/.

Variable cash remuneration covered by these guidelines is aimed at promoting the company’s
business strategy and long-term interests, including its sustainability.

Forms of remuneration

Remuneration shall be market-based and may include the following components: fixed cash salary,
variable cash remuneration, pension benefits and other benefits. In addition, the shareholders’
meeting may – and independently of these guidelines – make decisions regarding, for example, sharebased and share-price related remuneration.

The fulfilment of criteria for the payment of variable cash remuneration must be measurable over a
period of one year. The variable cash remuneration shall not exceed 50 per cent of the fixed annual
cash salary.

For the CEO, pension benefits, excluding health insurance and waiver of premium benefit, shall be
defined-contribution. Variable cash remuneration shall not be pensionable. Pension premiums for
defined-contribution pensions shall not exceed 30 per cent of the fixed annual cash salary. For other
senior executives, pension benefits, shall be defined-contribution unless the executive is covered by
a defined-benefit pension according to applicable collective agreement provisions. Variable cash
remuneration shall not be pensionable. Pension premiums for defined-contribution pensions shall not
exceed 25 per cent of the fixed annual cash salary.

Additional variable cash remuneration may be paid during extraordinary circumstances, provided
such extraordinary arrangements are only made on an individual basis to recruit or maintain senior
executives, or as a compensation for extraordinary efforts in addition to the individual’s normal tasks.
Such remuneration cannot exceed a total sum of 30 per cent of the fixed annual cash salary. Decision
regarding such remuneration is made by the board of directors by proposal from the remuneration
committee.

Other forms of remuneration can include life insurance, medical insurance and car benefit for
example. Premiums and other costs as a result of such benefits may only add up to 10 per cent of the
fixed annual cash salary.

In terms of the employment relationships governed by rules other than those that apply in Sweden,
insofar as pension benefits and other benefits, due adjustment shall be made to comply with such
compulsory rules or local practice, whereby the overall purpose of these guidelines should be met as
far as possible.

Termination of employment

Upon termination by the company, the CEO shall be entitled to a notice period of twelve months,
and other senior executives shall be entitled to a notice period of up to six months. Upon termination
by the company, senior executives, in addition to their fixed cash salaries during the notice period,
shall be entitled to severance pay in an amount ranging from three to twelve months’ fixed cash
salaries. Upon termination by the senior executive, the period of notice is up to a maximum of six
months, with no right to severance pay. In addition, any non-compete obligations may be
compensated with compensation for loss of income to the extent that the former executive is not
entitled to severance pay. The remuneration shall amount to a maximum of 60 percent of the cash
salary (including both fixed cash salary and variable cash remuneration) at the time of termination
or the average monthly cash salary (including both fixed cash salary and variable cash remuneration)
during twelve months before termination of employment, subject to mandatory collective agreement
provisions, and be paid during the period for which the non-compete obligation applies, which shall
not exceed twelve months after the termination of the employment. The compensation shall be
reduced by a value corresponding to the income that the person receives from other sources of
income, either from employment or from other independent activities.

Criteria for distribution of variable cash remuneration

Variable cash remuneration shall be linked to pre-determined and measurable criteria that can be
financial or non-financial. They may also consist of quantitative or qualitative targets for the
individual. The criteria shall be designed to promote the company’s business strategy and long-term
interests, including its sustainability, by, for example, having a clear link to the business strategy or
promoting the executive’s personal long-term development.

At the end of the measurement period for fulfilment of the criteria for the payment of variable cash
remuneration, the extent to which the criteria have been met must be assessed/determined. The
remuneration committee are responsible for this assessment. For financial targets, the assessment
shall be based on the company’s most recently available financial information.

Salaries and terms of employment for employees

When preparing the board of directors’ proposal for these remuneration guidelines, salaries and terms
of employment for the company’s employees have been taken into account by including information
about the employees’ total remuneration, components of the remuneration, and the increase and rate
of increase of the remuneration over time in the remuneration committee and the board of directors’
decision-making documentation for the evaluation of the fairness of the guidelines and the limitations
arising from them. The development of the gap between the senior executives’ remuneration and
other employees’ remuneration will presented in the remuneration report.

Decision-making process

The board of directors has established a remuneration committee. The committee’s duties include
preparation of the board of directors’ decision to propose remuneration guidelines for senior
executives. The board of directors shall prepare a proposal for new guidelines at least every four
years and present the proposal to the Annual General Meeting for adoption.

The guidelines shall apply until new guidelines are adopted by the Annual General Meeting. The
remuneration committee shall also monitor and evaluate variable remuneration programs for
management, the application of the remuneration guidelines for senior executives and the current
remuneration structures and levels applied by the company. The remuneration committee’s members
are independent in relation to the company and management. To the extent they are affected by these
matters, neither the CEO nor any other member of management is present when the board of directors
considers and makes decisions related to remuneration.

Deviation from the guidelines

The board of directors may resolve to temporarily deviate from the guidelines, in whole or in part,
should there be special reasons for doing so in an individual case, and a deviation is necessary to
meet the company’s long-term interests, including its sustainability, or to ensure the company’s
economic viability. As set out above, the remuneration committee’s duties include preparation of the
board’s remuneration-related decisions, which includes decisions to deviate from the guidelines.

Review of the guidelines and description of significant changes compared to previous guidelines

A review of the guidelines has been carried out and the board of directors does not consider it
necessary to make any significant changes to the previous guidelines.

The company has not received any comments from shareholders regarding the wording of the
guidelines