AIRBUS - 2019 Registration Document

REGISTRATION DOCUMENT 2018

Corporate Governance  /   4.3 Employee Profit Sharing and Incentive Plans

4.2.3 Related Party Transactions

Financial Statements — Note 8: Related party transactions” for the year ended 31 December 2018 and “— Notes to the IFRS Consolidated Financial Statements — Note 8: Related party transactions” for the year ended 31 December 2017, as incorporated by reference herein. For a description of the relationships between the Company and its principal shareholders, see “— General Description of the Company and its Shareholders — 3.3.2 Relationships with Principal Shareholders”. Other than the relationships between the Company and its principal shareholders described therein, there are no potential conflicts of interest between the duties to the Company of the Directors and their respective private interests or other duties.

Reflecting Article 2:129(6) of the Dutch Civil Code, Article 18.5 of the Articles of Association provides that “ a Director shall not take part in the deliberations or decision-making if he has a direct or indirect personal interest which conflicts with the interests of the Company and of the enterprise connected with it. If as a result thereof no resolution of the Board of Directors can be adopted, the resolution is adopted by the General Meeting”. During the years 2016, 2017 and 2018, no agreement was entered into by the Company with one of its Directors or principal officers or a shareholder holding more than 5% of the voting rights of the Company outside the ordinary course of business and in conditions other than arm’s length conditions. For more information, please refer to the “—Notes to the IFRSConsolidated

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4.3 Employee Profit Sharing and Incentive Plans

4.3.1 Employee Profit Sharing and Incentive Agreements

The success sharing schemes which are implemented at the Company in France, Germany, Spain and the UK follow one set of common rules of the group, ensuring a consistent application in these four countries.

The Company’s remuneration policy is strongly linked to the achievement of individual and Company objectives, both for each Division and for the overall Company. In 2012, a Performance and RestrictedUnit planwas established for the senior management of Airbus (see “—4.3.3 Long-Term Incentive Plans”), and employees were offered shares at favourable conditions within the context of a new Employee Share Ownership Plan (see “— 4.3.2 Employee Share Ownership Plans”).

4.3.2 Employee Share Ownership Plans

According to shareholders’ resolutions adopted at the AGM, the powers to issue shares and to set aside preferential subscription rights of existing shareholders have been granted to the Board of Directors at the 2018 AGM. Such powers include the approval of ESOP.

Enabling employees to participate in the results of the Company is a key element in the Airbus benefits policy. Since its creation, the Company has developed a philosophy based on sharing the added value created by the Company with all employees (including the CEO). Therefore, the Company has regularly offered qualifying employees the opportunity to purchase shares on favourable terms through the ESOP.

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Airbus / Registration Document 2018