FAIR PAY, REWARD AND PERFORMANCE STATEMENT

Version 1.0 · Effective 2 November 2026

Our principles

ECOFACTOR TECH UK LIMITED (“ECOFACTOR UK”, “we”) aims to pay people fairly for the work they do and to manage performance in a way that is clear, consistent and supportive.

• Fair. Pay decisions are based on the role, its responsibilities and the individual’s skills and contribution, never on a protected characteristic.
• Lawful. We pay at least the National Minimum Wage or National Living Wage that applies, and we make deductions from pay only where the law allows.
• Equal pay. Men and women doing equal work receive equal pay, as required by the Equality Act 2010.
• Clear. Each employee’s pay and the basis of any variable pay are set out in writing.

Gender pay gap

We have fewer than 250 employees, so we are not required to publish gender pay gap information under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. We review pay for equal-pay issues as part of our annual pay review. Because our UK team is small, we do not publish figures that could identify individuals.

Performance

• Every employee agrees objectives with their manager and receives regular feedback.
• Where performance falls short, we first look at the reasons, including whether support, training or reasonable adjustments are needed, and agree a plan to improve.
• Disciplinary and grievance matters follow the Acas Code of Practice on disciplinary and grievance procedures. Employees have the right to be accompanied at formal meetings and the right to appeal.

Responsibilities

The board of directors approves the pay framework. The UK director applies it day to day.

Review

We review this statement at least once a year.

Signed for and on behalf of the board of directors of ECOFACTOR TECH UK LIMITED by Scott Edy, Director, on 2 November 2026.

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