EURAZEO_REGISTRATION_DOCUMENT_2017

SHAREHOLDERS’ MEETINGS Statutory Auditors’ Special Report on regulated agreements and commitments

if the Company’s share performance (dividends reinvested) compared to that of the LPX TR index is equal to 100% or more, the Executive → Board member will receive 100% of their termination benefits; if the Company’s share performance (dividends reinvested) compared to that of the LPX TR index is equal to or less than 80%, the → Executive Board member will receive two-thirds of their termination benefits; between these two limits, the termination benefits will be calculated on a proportional basis. → Nicolas Huet will not be entitled to termination benefits in the event of misconduct. Similarly, these termination benefits will not be paid if he • leaves Eurazeo on his own initiative to take up new duties or if he changes position within the Group or if he is eligible for a pension less than one month following the date of his departure. He will receive half of his termination benefits if he is eligible for a pension one to six months following the date of his departure. In any event, whatever the departure date, the termination benefits received may not exceed the compensation that he would have received for the remaining months to retirement. In the event of departure before the end of the vesting periods for share purchase option or free performance share grant plans, unvested • rights will be lost in the absence of a decision to the contrary by the Supervisory Board lifting the obligation of presence, in which case the options and/or shares would not vest early and would remain subject to the lock-up period and the attainment of performance conditions. Provision of a company car and the reimbursement of travel and entertainment expenses. • Olivier Millet, member of the Executive Board from March 19, 2018 4. A Company collective, defined-contribution pension plan. • Mandatory insurance plans (death, disability and incapacity), reimbursement of healthcare costs and accident insurance schemes in place for • all Company personnel. In the event of resignation before March 19, 2022, Olivier Millet will be bound by a non-compete obligation for a period of twelve months. In this • respect, he will receive a gross, monthly, compensatory allowance corresponding to 50% of the average monthly compensation paid during the last 12 months preceding the termination of the employment contract. If a termination benefit is paid with respect to this departure (as set out below), the combined total of the non-compete allowance and the termination benefit must not exceed the combined total of the fixed and variable compensation paid during the two years preceding departure. The Company reserves the right to choose not to implement this non-compete agreement. In the event of forced termination of duties, forced departure before expiry of the term of office or dismissal, except for gross or willful • misconduct: Olivier Millet will be entitled to the payment by Eurazeo of termination benefits equal to 18 months compensation calculated based on the • total compensation (fixed and variable) paid over the last 12 months. Termination benefits will include the compensation due under the collective agreement in the event of termination of the employment contract. Termination benefits will only be paid if the Company’s share price (dividends reinvested) compared to the LPX TR index changes between the date of his last appointment as a member of the Executive Board and the date of the end of his term of office, as follows: if the Company’s share performance (dividends reinvested) compared to that of the LPX TR index is equal to 100% or more, the Executive → Board member will receive 100% of their termination benefits; if the Company’s share performance (dividends reinvested) compared to that of the LPX TR index is equal to or less than 80%, the → Executive Board member will receive two-thirds of their termination benefits; between these two limits, the termination benefits will be calculated on a proportional basis. → Olivier Millet will not be entitled to termination benefits in the event of misconduct. Similarly, these termination benefits will not be paid if he leaves Eurazeo on his own initiative to take up new duties or if he changes position within the Group or if he is eligible for a pension less than one month following the date of his departure. He will receive half of his termination benefits if he is eligible for a pension one to six months following the date of his departure. In any event, whatever the departure date, the termination benefits received may not exceed the compensation that he would have received for the remaining months to retirement. In the event of departure before the end of the vesting periods for share purchase option or free performance share grant plans, unvested • rights will be lost in the absence of a decision to the contrary by the Supervisory Board lifting the obligation of presence, in which case the options and/or shares would not vest early and would remain subject to the lock-up period and the attainment of performance conditions. Provision of a company car and the reimbursement of travel and entertainment expenses. • Reasons justifying the commitments are in the Company’s interest: The Supervisory Board set the compensation components of each member of the Executive Board for their new term of office as a member of the Eurazeo Executive Board in accordance with the principles set out in the AFEP-MEDEF Code. Fixed compensation of Virginie Morgon, Deputy Chief Executive Officer and member of the Executive Board holding an employment contract with the Company and Chairwoman of the Executive Board fromMarch 19, 2018 (Supervisory Board meeting of March 18, 2018) Person concerned: Virginie Morgon, Deputy Chief Executive Officer and member of the Executive Board and Chairwoman of the Executive Board from March 19, 2018 Nature and terms: The Supervisory Board meeting of March 8, 2018 set the fixed compensation of Virginie Morgon, Deputy Chief Executive Officer of Eurazeo holding an employment contract, at €1,070,000 gross, with effect from March 19, 2018. The variable compensation remains unchanged with a target annual bonus of 100% of fixed annual compensation corresponding to 100% attainment of objectives and potentially rising to 150% if objectives are exceeded. The Supervisory Board meeting of March 8, 2018 also authorized benefits in kind partially covering costs associated with her relocation to New York (accommodation, schooling and additional taxation) up to the current annual cap of €1 million.

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2017 Registration document