Ipsen : Information relating to compensation elements of DL – 28 mai 2021.pdf

INFORMATION RELATING TO THE COMPENSATION ELEMENTS OF DAVID LOEW,

CHIEF EXECUTIVE OFFICER SINCE 1ST JULY 2020,

FOLLOWING THE SHAREHOLDERS' MEETING OF 27 MAY 2021

Boulogne-Billancourt (France), on 28 May 2021 - In accordance with Articles L.22-10-8and L.22-10-34of the French Commercial Code and the recommendations of the AFEP-MEDEFCorporate Governance Code, IPSEN discloses the compensation elements of Mr. David Loew, Chief Executive Officer since 1st July 2020, following the combined Shareholders' Meeting and the Board of Directors meeting of 27 May 2021.

Payment of the annual variable compensation for the 2020 financial year

The Board of Directors of 27 May 2021 noted that the sixteenth ordinary resolution was approved by the Shareholders' Meeting of the same day.

The gross annual variable compensation of David Loew, as part of his office as Chief Executive Officer since 1st July 2020, in the amount of €498,750 gross, will therefore be paid in June 2021.

Allocation of performance shares

The Board of Directors held on 27 May 2021 has decided, upon recommendation of the Compensation Committee, to determine the number of shares allocated to David Loew, Chief Executive Officer, to 30,063 performance shares (equivalent to 100% at target), it being specified that the number of performance shares granted was calculated on the basis of the average market value of the IPSEN share over the 20 trading days preceding a period of 10 business days before the grant date.

This grant represents 0.04% of the share capital on the day of the grant.

The vesting of performance shares is subject to a condition of presence within the Company at the end of the vesting period. The number of performance shares actually acquired depends on the level of achievement of five performance criteria of equal weight (20% each) set by the Board and assessed over a three-year period, namely:

• the Group Core Operating Income (Group COI), excluding Business Development;
• the relative performance of Ipsen's stock price compared to that of the other issuers which are part of the STOXX TMI 600 Health Care Index;
• CSR criteria;
• the evolution of the pipeline of products under development and from external innovation operations;
• the free Cash-flow.

For each of these conditions, the level of payout (0 - 150%) is defined as per the payout grid enclosed in the applicable plan rules.

Pursuant to Article L.22-10-8 of the French Commercial Code, it is reminded that the compensation policy of corporate officers, detailing in particular the various components of their compensation, was

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submitted to the shareholders for approval at the Shareholders' Meeting held on May 27, 2021 and is set out in the Universal Registration Document available on Ipsen's website, in section "Compensation of corporate officers" of chapter 5 "Corporate governance and legal information".

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