for the year ended 30 June 2025 FINANCIAL REPORT REMUNERATION REPORT (AUDITED) 60 WESTGOLD RESOURCES LIMITED Clawback provision If, in the opinion of the Board a KMP acts fraudulently or dishonestly, is in material breach of their obligations to the Company, is knowingly involved in a material misstatement of financial statements or engages in behaviour that results in the satisfaction of vesting conditions in circumstances that in the reasonable opinion of the Board have caused or are likely to cause long term detriment to the Company, then regardless of whether or not the KMPs employment with the Company has terminated, the Board may: – deem any unexercised incentives of the KMP to have lapsed; – adjust the KMPs current or future performance‐based remuneration; and – take any other action that the Board considers appropriate, including requiring any benefits obtained under an Executive Incentive Plan by the KMP or their nominee to be returned, repaid or cancelled or alter the outcome on them vesting. 5. EXECUTIVE REMUNERATION STRUCTURE FOR FY25 5.1 Elements of remuneration in FY25 Remuneration levels for KMP are set to attract, retain and incentivise appropriately qualified and experienced executives. The Company rewards executives with a level and mix of remuneration appropriate to their position, responsibilities and performance, in a way that aligns with the business strategy. Executive remuneration structure comprises fixed remuneration and performance linked remuneration including both Short Term Incentives (STI) and Long Term Incentives (LTI) designed to reward KMP for meeting or exceeding their KPIs. The following provides an overview of remuneration elements for executives over FY25. Detailed STI and LTI arrangements are outlined in the Sections 5.2 and 5.3. Element Fixed remuneration (FR) Short-Term Incentives STI Long-Term Incentives LTI Purpose Designed to reward for the scope of the executive’s role; the executive’s skills, experience and qualifications; and individual performance Part of the Company’s Executive Incentive Plan, represented the annual component of the “at risk” reward opportunity, recognises and rewards annual performance. Part of the Company’s Executive Incentive Plan, refers to the longer term “at risk” reward opportunity, aligns remuneration with the creation of shareholder value over the long-term. Delivery Include base salary, superannuation and other applicable benefits Delivered in cash upon the successful achievement of financial and non-financial KPIs. Delivered in the form of performance rights subject to meeting predetermined performance and vesting conditions. Alignment to performance Reviewed regularly by the RNC to ensure alignment to the market and the Company’s stated objectives KPIs are chosen to represent the key drivers of short-term success for the Company with reference to Westgold’ long term strategy Performance conditions used to determine the vesting outcomes are linked to shareholder wealth creation and business sustainability over the long term The table below provides the mix for fixed and “at risk” remuneration for executives at maximum opportunity level for the 2025 financial year: Managing Director Other Executives Fixed remuneration STI (at risk) LTI (at risk) 29% 42% 29% 25% 42% 33%
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