Board of Management target remuneration and remuneration earned for 2025

The following table shows the existing target remuneration for 2025 for each member of the Board of Management. Target remuneration consists of the non-performance-based components basic remuneration, remuneration in kind, and fringe benefits, as well as the performance-based components STI, LTI, and SMP. The performance-based remuneration components STI and LTI were taken into account for the determination of the target remuneration with an assumed target achievement of 100 %. In terms of the SMP, it was assumed for the determination of the target remuneration that the members of the Board of Management would invest the maximum possible investment amount of 50 % from the 2025 STI and a matching ratio of 1:1 would be applied. This assumption is the closest representation of the actual investment behavior of members of the Board of Management in past years.

In addition, the table also shows the remuneration earned for the year 2025. The presentation of the STI is based on the final level of target achievement for the performance period that ended on December 31, 2025, which has already been determined for 2025. The same applies to the presentation of the LTI (2022 tranche), with a performance period from January 1, 2022 to December 31, 2025. Both the 2025 STI and the 2022 tranche of the LTI will be paid out in the 2026 financial year. The SMP is presented in the “remuneration earned” column through the non-cash benefit accrued at the time of transfer of the matching shares in 2025. The performance period for this remuneration instrument started individually for each member of the Board of Management with acquisition of the shares in 2021 and ended four years after the personal investment made, in 2025 (see the section on remuneration granted and owed for current Board of Management members in accordance with § 162 AktG).

There is, in addition, still a Board of Management pension commitment for the Chair of the Board of Management. The service costs associated with this commitment and the defined benefit obligation as of December 31, 2025 are reported separately in the section on the Board of Management pension plan and are not included in the definitions of target remuneration and remuneration earned used here. Reporting service costs in this table would lead to the mixing of accounting-related values with real figures. These costs were therefore not included in the following table as, in accordance with the details for the remuneration system, pension plans are not a component of the maximum remuneration.

In 2025, the first year of his appointment, Dr. Abdurazak Mudesir participated in the 2025 LTI tranche in his capacity as Managing Director of Telekom Deutschland GmbH (TDG), which is not part of the Board of Management remuneration. Additionally, the measurement base for his investment in 2026 as part of the SMP will be calculated on a pro-rata basis from his 2025 STI entitlements as Managing Director of TDG and as a member of the Board of Management.

In Rodrigo Diehl’s case, the fringe benefits relate to the relocation costs associated with a job-related change of residence plus reimbursement of the costs of trips home and temporary accommodation at his new place of work for a limited period.