Governance

The actions of Evotec SE’s management and oversight bodies are determined by the principles of good and responsible Corporate Governance. An effective Corporate Governance is crucial for the Company’s business affairs as well as for capital market communication. This has always been of utmost significance to Evotec. With our commitment to complying with highest Corporate Governance standards we demonstrate our dedication to well-balanced and transparent rules to the market participants and internally emphasize the importance of our clearly defined management tools and responsibilities.

For further information and documents concerning the Evotec Corporate Governance regarding Environmental Social Government (ESG) please refer to our ESG Performance & Reporting page.

Its listing on the Frankfurt Stock Exchange and since autumn 2021 its US listing on the NASDAQ, combined with its international shareholder structure, mean that Evotec follows both the German rules on corporate governance and international standards. Good, transparent corporate governance ensures that the management and supervision of the Company is responsible and focused on adding value. Maintenance of high standards of corporate governance plays a key role in the Company’s success. This includes the integrity in dealings with employees, business partners, shareholders and the general public. As a service provider and business partner Evotec is dependent on attracting and retaining the trust of its customers and partners by its irreproachable conduct. Our aim is to act credibly, seriously and reliably and to express this in the impression we leave behind. Evotec’s corporate governance is therefore reviewed and refined regularly by the Management Board and Supervisory Board.

Annual targets are defined and communicated as part of the Management Board’s strategy. We rely on the sense of responsibility and initiative of our managers and employees to perform our work. We agree on clear targets and regularly assess our performance against them. These performance targets are a key element of our management philosophy and part of our remuneration system.

Please find the current Declaration of Corporate Governance below.

The Management Board and Supervisory Board of Evotec SE last issued a Declaration of Conformity pursuant to Art. 9 (1) lit. c) ii) SE Regulation in conjunction with Section 161 of the German Stock Corporation Act (AktG) on the recommendations of the German Corporate Governance Code (currently in the version dated April 28, 2022; the "Code") in December 2024. This declaration was updated in February and hereby again supplemented as follows:

"In deviation from recommendation F.2 GCGC, the consolidated financial statements and the group management report will not be published until April 17, 2025. Due to Evotec SE's dual listing on the Frankfurt Stock Exchange and on the NASDAQ and the resulting increase in the scope of reporting, the Company currently does not consider earlier simultaneous publication to be possible.”

Otherwise, the declaration of conformity from December 2024 remains unchanged.

In March 2025

Management Board                  Supervisory Board

The Management Board and Supervisory Board of Evotec SE last issued a Declaration of Conformity pursuant to Art. 9 (1) lit. c) ii) SE Regulation in conjunction with Section 161 of the German Stock Corporation Act (AktG) on the recommendations of the German Corporate Governance Code (currently in the version dated April 28, 2022; the "Code") in December 2024. This declaration is updated and hereby supplemented as follows

"In deviation from recommendation G.12 GCGC, the Share Performance Awards for the 2024 financial year and the pro rata bonus for the 2025 financial year will be settled for Ms. Laetitia Rouxel by means of an early one-off payment upon her departure, in each case in accordance with the applicable remuneration system. The Supervisory Board considers this procedure to be appropriate, as the variable remuneration components can no longer have an incentive effect after Ms. Laetitia Rouxel's departure and Ms. Laetitia Rouxel can no longer influence the achievement of targets."

Otherwise, the declaration of conformity from December 2024 remains unchanged.

In February 2025

Management Board                        Supervisory Board

The German Corporate Governance Code in its current version as of 28 April 2022 (the ‘Code’) contains principles, recommendations and suggestions for the Management Board and the Supervisory Board that are intended to ensure that the company is managed in its best interests. The Code highlights the obligation of Management Boards and Supervisory Boards – in line with the principles of the social market economy – to take into account the interests of the shareholders, the enterprise’s workforce and the other groups related to the enterprise (stakeholders) to ensure the continued existence of the enterprise and its sustainable value creation (the enterprise’s best interests). With the following exceptions, Evotec complies with all recommendations of the Code and the majority of the  Code’s suggestions. In December 2024, Evotec’s Management Board and Supervisory Board declared in accordance with Section 161 of the German Stock Corporation

“Evotec SE has complied in 2024 with the recommendations of the Governmental Commission on the German Corporate Governance Code (the “Code”) as published in the official section of the Federal Gazette and intends to comply in the future with the recommendations of the Code, with the following exception:

• Notwithstanding Section C.5 of the Code, Prof. Dr. med. Löw-Friedrich, former Chief Medical Officer of UCB SA (until July 2024) and Chairperson of Evotec‘s Supervisory Board, has also a seat in the Supervisory Board of Fresenius SE & Co. KGaA. In exercising her mandate as Chairperson of the Supervisory Board of Evotec SE, Prof. Dr. med. Iris Löw-Friedrich always had devoted sufficient time to perform her function to the extent required..
• In deviation from recommendations G.6 and G.10, Dr. Mario Polywka had not received any long-term, share-based variable remuneration under the Management Board remuneration system for his temporary activity as Interim CEO from January 2024. Due to his only interim position as a member of the Management Board and Chairman of the Management Board for a maximum period of one year, the Supervisory Board of Evotec SE did consider it in its interest not to grant long-term variable remuneration whose assessment period would extend far beyond the term of office as a member of the Management Board and thus beyond the possibility of influencing the achievement of targets. In accordance with the German Stock Corporation Act and the Code, it should also be prevented that the incentivizing effect of long-term, share-based remuneration granted during the temporary activity on the Management Board continues after returning to the Supervisory Board and possibly leads to doubts about the independent exercise of control activities. After the end of Dr. Mario Polywka's temporary activity on the Management Board, the remuneration of the Management Board has again fully complied with the recommendations of the Code.
• In application of recommendation G.11 and in deviation from recommendation G.8, the Supervisory Board partially redefined the performance criteria for the Management Board members for the short-term variable remuneration components (Bonus) in May 2024. The Supervisory Board has thus taken into account the forecast for 2024 as published on 24 April 2024, which differs significantly from the forecast originally used in December 2023 for the performance criteria for the 2024 Bonus. This gave the Supervisory Board the opportunity to adjust the incentivisation effect of the variable annual remuneration and an adequate performance measurement to the significantly changed factors, to align these in the interests of the company and thus to ensure an alignment of interests between investors and members of the Management Board that serves the long-term promotion of the company's well-being and the guarantee of sustainable and long-term corporate
  success”

Hamburg, December 2024

Management Board & Supervisory Board

The German Corporate Governance Code (the “Code”) presents essential statutory regulations for the management and supervision (governance) of German listed companies and contains internationally and nationally recognized standards for good and responsible governance. The Code aims at making the German Corporate Governance system transparent and understandable. Its purpose is to promote the trust of international and national investors, customers, employees and the general public in the management and supervision of listed German stock corporations.

As required by the German Stock Corporation Act, Evotec SE has a two-tier board system consisting of Evotec’s Management Board and Evotec’s Supervisory Board. The Management Board is responsible for managing Evotec and representing the Company in its dealings with third parties, while the Supervisory Board appoints and dismisses the members of Evotec’s Management Board and oversees the management of the Company. German law prohibits the Supervisory Board from making operational management decisions. The two boards, however, work closely together to achieve long-term and sustainable growth for the Company and to create shareholder value. They agree on the Company’s strategy and on business transactions that are significant.

The Management Board reports to the Supervisory Board in writing and orally on an ongoing basis and provides it with detailed information about the status of the Company. This includes monthly reports by the Management Board, in which it presents the financial results for the previous month in writing, along with detailed comments and explanations. The Management Board also presents the budget for the coming financial year and the medium-term planning to the Supervisory Board. In addition, the Management Board is obliged to notify the Supervisory Board in good time of all transactions that could have a significant impact on the Company’s profitability or liquidity. This enables the Supervisory Board to make comments on such transactions before they are executed.

Above and beyond this exchange of information and the discussions between the Supervisory Board and the Management Board, the Supervisory Board Chair and the Chair of the Management Board (CEO), as well as other Management Board members, discuss current and ongoing topics whenever this is appropriate.

Please find here all information regarding the current Management Board members.

The Management Board of Evotec SE manages the Company on its own responsibility and represents Evotec SE in transactions with third parties. The Management Board develops the Company strategy, agrees it with the Supervisory Board and ensures its implementation. The Management Board’s actions and decisions are guided by the Company’s interests. It is committed to the target of sustainably increasing enterprise value, while taking the interests of shareholders, employees and other stakeholders into account. The members of the Management Board are jointly responsible for the entire management of the Company and decide on fundamental questions of Company policy and strategy, as well as on the annual and long-term planning.

In addition to the Chair, during 2024 the Management Board of Evotec SE consisted of four further members. The Chair coordinates the work of the Management Board members. New Management Board members are appointed for a maximum term of three years, in accordance with recommendation B.3 of the Code. Contracts may be renewed for up to five years, however, as currently agreed with the Chief Scientific Officer. Following the resignation of Dr Werner Lanthaler as Chief Executive Officer on 03 January 2024, Dr Mario Polywka was assigned from the Supervisory Board to the Management Board and appointed as interim CEO. He resigned from his office and his seat in the Supervisory Board with effect as of the Annual General Meeting (“AGM”) on June 10, 2024. On July 1, 2024, Dr Christian Wojczewski joined Evotec as Chief Executive Officer and Chair of the Management Board. Furthermore, Aurélie Dalbiez joined Evotec as Chief People Officer and Member of the Management Board on 15 June 2024. Dr Matthias Evers left the company with effect from September 30, 2024. Dr Craig Johnstone also left the company with effect from December 31, 2024. Laetitia Rouxel was appointed as Chief Financial Officer as of 1 April 2023 for a term of three years. The contract with Dr Cord Dohrmann, Chief Scientific Officer, was extended with effect from 1 September 2022 for a further five years until 31 August 2027. Members of the Management Board may be re-elected or dismissed early for good reason. The members of the Evotec SE Management Board do not hold more than three Supervisory Board seats in publicly listed companies outside the Group or on supervisory boards that make comparable demands. Information about the individual board seats and professional responsibilities of the Management Board members can be found on page 115 of the Annual Report 2024.

With regard to the diversity of the Management Board it should be borne in mind that the Supervisory Board selects the Management Board members on the basis of their qualifications and professional background (“thought diversity”). In accordance with Section 111 (5) AktG the Supervisory Board of Evotec SE defined a quota of female members of the Management Board for the first time in 2015. Given that the four Management Board members with ongoing contracts were all male at the time, this quota was set at 0%. This quota was confirmed in 2017 in view of the terms of the contracts with the current active Management Board members, because no changes in the composition of the Management Board were planned. Evotec has decided to continue to set no fixed quota for female members of the Management Board and to base its decisions on Management Board appointments solely on performance and qualifications. However, the Supervisory Board has appointed Laetitia Rouxel as Chief Financial Officer as of 1 April 2023 and Aurélie Dalbiez as the new Chief People Officer on 15 June 2024. This means that following the two resignations in 2024, in 2024 half of Management Board is made up of women. Two of the four current Management Board members do not come from Germany.

An age limit has been set for Management Board members in accordance with recommendation B.5 of the Code. Pursuant to Section 1 (4) of the Rules of Procedure for the Supervisory Board of Evotec SE, the Supervisory Board ensures that no member of the Management Board is older than 65 years of age when appointed.

Responsibilities within the Management Board in 2024 were divided according to functional criteria, on the basis of Rules of Procedure. The Chief Executive Officer is responsible for coordinating the Management Board, for ESG & Investor Relations, Corporate Development & Strategy, JUST – Evotec Biologics, Global Drug Discovery, Development and Manufacturing, Global Quality Management, Regulatory Affairs and Global Legal, IP & Compliance. The Chief Financial Officer is in charge of Global Finance, Controlling, Treasury, Taxes, Insurance, Risk Management, Internal Audit, the Export Compliance Office, exercises the function of the Chief Export Control Officer (CECO), Global Supply Chain, including Procurement, Logistics, Facility Management and Engineering and Global Data & IT (including Security Operations). The Chief Scientific Officer is responsible for the Research & Development segment, Cell Therapies, Global Partnering/Business Development, Strategic Marketing, EVOgnostics, R&D IT and Global Bioinformatics and PanHunter Academic BRIDGES and operational Venture Capital. The Chief People Officer is in charge of Global Human Resources and Global Environment, Health & Safety.

As a rule, each individual Management Board member is responsible for managing their own area of responsibility autonomously. Activities and transactions in any single area of responsibility that are of exceptional importance for the Company, or which entail an exceptional risk require the prior approval of the entire Management Board. Further details are defined in the Rules of Procedure for the Management Board.

Management Board meetings are convened by the Chair of the Management Board (CEO). Each Management Board member can require an extraordinary Management Board meeting to be convened, in addition to the regular Management Board meetings. The Chair of the Management Board (CEO) chairs the Management Board meetings and coordinates the work of the individual members. Individuals who are not Management Board members may be invited to advise at a Management Board meeting by resolution of the Management Board.

Brief minutes are to be taken of key negotiations and resolutions. Management Board resolutions are generally taken in meetings. However, they may also be taken without a meeting; in writing, by electronic means or by phone. The Management Board is quorate when the majority of its members vote on the resolution. As a rule, Management Board resolutions are passed by a simple majority. If the vote is tied, the Chair has the casting vote.

The Supervisory Board and the Management Board have taken care of long-term succession planning. It reflects the requirements of the German Stock Corporation Act (AktG) and the Code, as well as the diversity concept for the composition of the Management Board adopted by the Supervisory Board. Taking the concrete qualification requirements and the criteria mentioned into account, the Nomination Committee of the Supervisory Board prepares an ideal profile on the basis of which the Nomination Committee draws up a short list of available candidates. Interviews are held with these candidates. A recommendation is then made to the Supervisory Board for resolution. If necessary, the Supervisory Board and/or the Nomination Committee are supported by external advisers to develop the requirement profile and select the candidates, such as the search for a new Chief Executive Officer last year.

Evotec’s Supervisory Board consists of six members – as provided in the current Articles of Association – all of whom are elected by the shareholders with a simple majority of the votes cast at an Annual General Meeting (“AGM”). The proposal to the AGM is carried out in accordance with the German Corporate Governance Code’s recommendations. Regardless of gender, nationality or age, members are appointed based on their qualifications, work experience, independence and diversity. New Supervisory Board members are to be elected for an initial term of two years and re-elected Supervisory Board members for a three-year term.

The six current members of Evotec’s Supervisory Board were all lastly elected at the AGM 2024. The new Supervisory Board members Dr. Duncan McHale and Wesley Wheeler have been initially elected for a term of office of two years, while the re-elected Supervisory Board members have been be elected for a three-year term of office, except for the Chairperson Prof Dr Iris Löw-Friedrich who has been re-elected for a term of office of two years to allow for a coordinated succession after reaching the maximum tenure of 12 years.

The term of the current Supervisory Board ends with the close of the AGM 2026 (Iris Löw-Friedrich, Wesley Wheeler, Duncan McHale) or 2027 (Roland Sackers, Camilla Macapili Languille, Constanze Ulmer-Eilfort). Staggered terms of office are also planned for the future. The Supervisory Board appoints a Chairperson and one Vice Chairperson from among its members. Prof. Dr Iris Löw-Friedrich is elected Chairperson of the Supervisory Board, and Roland Sackers is elected as Vice Chairperson. During 2025 the Supervisory Board will start the succession planning process for its Chairperson to allow for a coordinated succession after Prof Dr Löw-Friedrich will reach the maximum tenure of 12 years at the AGM 2026.

Please find here all information regarding the current Supervisory Board members.

In accordance with the recommendations of the Code, the members of the Evotec Supervisory Board were selected regardless of their gender, nationality and age, according to their qualifications, professional experience, ability and independence. Overall, the Supervisory Board shall remain composed in such a way that the majority of its members are independent, including the Chairperson and Chairpersons of Audit & Compliance Committee and Remuneration & Nomination Committee and that its members as a group possess the knowledge, ability and expert experience required to properly complete its tasks. It should be noted that the Supervisory Board has set an age limit and determined that potential candidates may not be older than 72 years of age when they are proposed for election. In addition, the Supervisory Board currently has defined 12 years of office as the regular limit for membership of the Supervisory Board. The Supervisory Board has set a gender quota requiring a proportion of women and men of at least 30%.

The Supervisory Board has determined concrete objectives regarding its composition and competencies and prepared a profile of skills and expertise reflecting the company-specific situation. These objectives and skills profiles are regularly reviewed and discussed within the Supervisory Board to reflect the ongoing evolution of the Company and its further specific and unique offerings and operational activities. As a consequence, the Supervisory Board has agreed in its meeting in September 2024 on the most recent skills matrix and competency profile set out below.

Currently, the composition of Evotec’s Supervisory Board fulfils all those objectives: All members have an extensive international professional background from working in numerous internationally operating companies. All members are considered as independent following the two-dimensional evaluation criteria of the German Corporate Governance Code, three nationalities are represented and there are three female members. Evotec’s aspiration of “diversity of thoughts” is ensured by composing internationally experienced Management and Supervisory Boards with broad and complementary skill sets.

Prof. Dr. Löw-Friedrich is regarded as independent within the meaning of recommendation C.7 of the German Corporate Governance Code in its current version as of 28 April 2022. Until the end of June 2024 Prof. Dr Löw-Friedrich was a member of the Executive Committee of UCB S.A., which is an Evotec customer. The Evotec Group’s turnover with the UCB Group is only about 0.5% of the total turnover of the Evotec Group, so that no material business relationship between Evotec and UCB within the meaning of recommendation C.7 is to be assumed. Moreover, Iris Löw-Friedrich was responsible at UCB’s Management Board for world-wide clinical development and life cycle of marketed products but not for discovery research and pre-clinical development and manufacturing which are the only subjects of the services provided by Evotec to UCB. Since these services are not of significant business value, they are neither discussed within the UCB Executive Committee nor Evotec’s Supervisory Board.

Furthermore, and notwithstanding Section C.5 of the German Corporate Governance Code, Prof. Dr Iris Löw-Friedrich has also a seat in the Supervisory Board of Fresenius SE & Co. KGaA. However, Iris Löw-Friedrich always devoted sufficient time to perform her function, including attendance to all board and committee meetings (100%). She is running regular biweekly informal Supervisory Board calls, has regular biweekly calls with the CEO, as well as interactions with other members of the Management Board on an as-needed basis. She is also meeting with members of the n-1 leadership level, in groups and individually. Annual comprehensive governance roadshows with investors have enriched the mutual exchange and feedback loops. In summary, she is available to meet with internal and external stakeholders and has plausibly demonstrated that this will also be the case in the future.

Mr Roland Sackers (CFO of Qiagen N.V.) is independent. Qiagen N.V. does not have any material commercial relations with Evotec SE; no other circumstances that could make him dependent have been identified.

Despite her position as Head of Life Sciences at Mubadala Investment Company, Camilla Macapili Languille is considered an independent Supervisory Board member. Mubadala Investment Company holds approx. 7% of Evotec SE's voting shares and, thus, has a material interest in Evotec SE within the meaning of section C.13 of the German Corporate Governance Code. Nevertheless, Mubadala Investment Company is not a controlling shareholder within the meaning of section C.9 of the German Corporate Governance Code. A shareholder's (and thus also Ms Macapili Languille’s) dependency would exist if a controlling agreement existed with the shareholder, the shareholder held an absolute majority of the voting rights or at least a sustainable majority at the Annual General Meeting. A voting share of 7% does not constitute a sustainable majority at the Annual General Meeting in favour of Mubadala Investment Company and, therefore, neither a conflict of interest that is not merely temporary, nor a dependency due to de facto majorities of voting rights, especially since the number of validly cast votes at past general meetings regularly amounted to significantly more than 40% of the share capital.

Dr Constanze Ulmer-Eilfort (lawyer at PSP, Munich) is independent. PSP Munich has no commercial relations with Evotec SE; there is no indication of any other circumstances that would result in her dependence.

Nor are there any indications of a lack of independence of Dr Duncan McHale or Wes Wheeler.

The members of the Supervisory Board attend any training courses if necessary for the performance of their duties of their own accord.

The Supervisory Board Chair coordinates the work of the Supervisory Board and represents the Supervisory Board externally. The Supervisory Board Chair is available to shareholders to discuss topics specific to the Supervisory Board. In January and February 2024, the Supervisory Board Chair together with the Head of Global IR & ESG, the Global Head of HR and the Global Head of Legal & Compliance of the Company conducted a Governance Roadshow where several investors and proxy advisors were met in individual virtual meetings. In these meetings, the Chairperson provided a strategic outlook and an overview on topics relevant for the Supervisory Board and ESG related focus areas. In addition, the revised Management Board remuneration system was explained to collect the investors’ and proxy advisors’ feedback prior to seeking approval of the Company’s remuneration report at the Annual General Meeting. The next Governance Roadshow was conducted in January 2025. Feedback from these meetings was analysed and presented during Supervisory Board as well as relevant committee meetings to inform decision making.

The Supervisory Board appoints and dismisses the members of the Management Board and advises and supervises the Management Board on the management of the Company. Regular discussions take place between the Management Board and Supervisory Board, which both parties ensure remain confidential. The Supervisory Board, in particular the Supervisory Board Chair, are in regular contact with the Management Board. The Management Board reported to the Supervisory Board in numerous conference calls, which were arranged as needed, and provided ongoing written and oral reports and information in the form of detailed analysis of the Company’s operating business and other topics such as strategy, planning, risk management and compliance management systems.

In line with recommendation D.7 of the Code, the Supervisory Board met regularly for the scheduled Supervisory Board meetings without the Management Board.

The Supervisory Board also plays a significant role in fundamental decisions. The fundamental decisions that the Supervisory Board has defined as requiring its prior approval consist primarily of the following:

• Matters requiring the approval of the Supervisory Board under company law.
• The strategic and operational plan (Budget), including revenues, cost, results, capital expenditures, and finances as well as material changes from these plans.
• Investments outside the ordinary cause of the Company’s services business in excess of a contractual commitment of € 15m, including in-licensing deals, unless as part of the approved annual budget.
• Investments or convertible loans into new legal entities including M&A in excess of a commitment of € 10 m.
• Material changes of the holding in a certain legal entity (either by +/- 10% of ownership or to the effect that control in such entity is assumed or lost).
• Disposal of equity ownerships of more than 10%.
• Loans of any kind to third parties (other than convertible loans in context of equity engagements), guarantees, liens, bonds, or any measures of capital acquisitions.
• Investments in or disposals of land or real estate property.
• Foundation of new businesses, changes of existing business having a material impact on the company, changes of by-laws.
• Management instruments and distribution of responsibilities of Board members and of members of the board of subsidiaries.

The articles of association provide for Supervisory Board resolutions to be adopted in meetings as a rule. However, meetings may be held and resolutions adopted in writing, by phone, or by means of electronic or other communications technologies, if the Supervisory Board Chair so decides in any specific case. The articles of association also stipulate that the Supervisory Board is quorate when more than half its members take part in the resolution in person or by voting in writing or any other permissible form. Otherwise, the Supervisory Board is to be convened again, with a period of two weeks between the date of the invitation and the meeting. The Supervisory Board is then quorate when at least three members take part in the resolution. Absent members can take part in the Supervisory Board resolution by casting their vote in writing. Supervisory Board resolutions are passed by a simple majority of votes cast. The Supervisory Board has also adopted Rules of Procedure.

It is ensured that every Supervisory Board member has sufficient time for the exercise of their duties. None of the Supervisory Board members has a seat on more than five supervisory boards of publicly listed entities outside the Group. Equally, none of the Supervisory Board members with a seat on the management board of a publicly listed entity holds more than two supervisory board seats on publicly listed entities within the Group or has comparable functions, nor chairs the supervisory board of any publicly listed entity outside the Group.

The Supervisory Board was not informed about any potential conflict of interest among its members in the course of 2024.

The mandates of the Supervisory Board members and business relationships with related parties are listed on page 116 of the 2024 Annual Report.

A significant proportion of the Supervisory Board’s work is conducted in committees. Pursuant to the German Stock Corporation Act and the recommendations of the German Corporate Governance Code, Evotec’s Supervisory Board has established an Audit & Compliance Committee as well as a Remuneration and Nomination Committee and an ESG Committee from among its members.

Evotec’s Audit & Compliance Committee, comprising three members, supports the Supervisory Board in independently monitoring the Company’s financial reporting activities and in auditing reports. In particular, the Audit & Compliance Committee reviews the Company’s accounting processes, the effectiveness of the internal control system and the audit of the financial statements. In addition, it discusses the quarterly and half-year reports with the Management Board as well as its risk management, IT security systems and compliance management systems. Within the scope of the audit of the financial statements commissioned by the Supervisory Board, the Audit & Compliance Committee also reviews possible transactions with related parties. Moreover, the Audit & Compliance Committee also discusses certain steps and procedures of the audit with the appointed auditing firm, including the auditors’ independence, quality, the additional services rendered by the auditor, the issuing of the audit mandate to the auditing firm, the determination of auditing focal points, the fee agreement and compliance issues. The Audit & Compliance Committee exchanges information regularly with the auditor as part of the preparation and implementation of the audit without the Management Board.

The members of the Audit Committee possess the required skills and experience. As a Chief Financial Officer, the Audit Committee’s Chairman Roland Sackers is not only independent, but also has the required specialist knowledge and experience in the application of accounting principles, internal control and risk management processes and audit, including sustainability reporting and its audit and assurance. Roland Sackers’ expertise in the field of auditing includes special knowledge and experience in the auditing of financial statements. Following Dr Mario Polywka’s assignment as interim CEO in January 2024, Camilla Macapili Languille has joined the Audit and Compliance Committee. As per her role in Mubadala Investment Company and her professional background, Camilla Macapili Languille has also expertise in the field of accounting, internal control and risk management systems. Neither the Chairman of the Supervisory Board nor a former member of the Management Board may become Chairman of the Audit and Compliance Committee. 

Please find the Audit & Compliance Committee’s charter for download here.

The main duties and responsibilities of the Company’s Remuneration and Nomination Committee are to prepare the appointment of Management Board members and to prepare recommendations concerning their remuneration system and Share Performance Plan. The Remuneration and Nomination Committee also prepares the succession planning for both Management Board and Supervisory Board. Final decisions are made by the full Supervisory Board. 

Please find the charter of the Remuneration and Nomination Committee for download here.

Considering the increased importance of Environmental, Social and Governance (ESG) aspects in a corporate and global environment, Evotec’s Supervisory Board has formed an ESG Committee in 2022. The ESG Committee consists of a minimum of two members from the Supervisory Board and is supported by the Company’s CEO and the Head of Global Investor Relations & ESG. Together with the Management Board, the ESG Committee defines the priorities of Evotec with respect to environment, people and governance on a rolling basis, and is advising on and monitoring the implementation of such priorities.

Please find the charter of the ESG Committee for download here.

Notification about Directors’ Dealings under article 19 European Market Abuse Regulation (MAR)

• Information about the transaction with duty of notification
• Description of the financial instrument: Share
• ISIN of the financial instrument: DE0005664809

To incentivise executives via variable long-term incentive compensation, the 2012, 2015, 2017 and 2022 Annual General Meetings approved the contingent capital necessary to support the so-called Share Performance Plans (SPP 2012, SPP 2015, SPP 2017 and SPP 2022). SPP 2022 is replacing SPP 2012, SPP 2015 and SPP 2017. However, this does not affect subscription rights issued before 14 June 2017.

The concrete design of the Share Performance Plans 2012, 2015, 2017 and 2022 lean on the concept of a share performance programme. They are characterised by the fact that participating executives are entitled to a variable remuneration in shares, when attaining a demanding target. In contrast to a common stock option programme, when attaining a target, shares are not issued in an amount that at least corresponds to the market rate of the company stock at the time of granting the subscription rights, but at the respectively lowest issue amount of currently € 1.00. The essential reason for this lies in the fact that in a Share Performance Programme, the value of the respective stock takes the place of cash compensation, so that stocks ideally should be issued without counter performance. A special economic advantage, compared to a common stock option programme, does not result for the participants as at the time the subscription rights are granted, and therefore at the outset, it is taken into consideration that the participants receive the total value of the shares (minus the respectively lowest issue amount of currently € 1.00), and not only, as in regular stock option plans, the difference between the market rate when granting subscription rights and the market rate at issue of the shares. The determination of an issue amount of currently € 1.00 is imperative from a corporate law perspective, as the issue of new shares under the respective pro-rata amount of the share capital is not permitted.

Under these plans, Share Performance Awards may be granted to a level that may result in in a total of up to 13,000,000 (4,000,000 for SPP 2012, 3,000,000 for SPP 2015, 6,000,000 for SPP 2017 and 6,000,000 for SPP 2022) bearer shares of the Company being issued at maturity to members of the Management Board and other key employees. During the fourth quarter of 2016, a total of 793,903 SPAs (2015: 796,617 awards) were granted to the Management Board and key employees. These awards could result in a maximum of 1,587,806 bearer shares (2015: 1,593,234) being issued at maturity. This is because each Share Performance Award grants up to two subscription rights to Company shares, each of which in turn entitle the holder to the subscription of one Company share. Previous awards can be found the respective annual financial reports. The holder has to contribute € 1.00 per share at the date of issue. Share Performance Awards can only be exercised, if, when and to the extent that key performance indicators are achieved. Key performance indicators of SPP 2012 and 2015 are “Group Revenues”, “Operating Income Before Impairments”, “Net Cash Generated by Operating Activities” and “Share Price” upon which the Supervisory Board had to determine at least two per grant and define their weighting. SPP 2015 also includes the key performance indicator of “Total Shareholder Return”. Equally weighted key performance indicators of SPP 2017 are only “Share Price” and “Total Shareholder Return”. In addition, equally weighted key performance indicators of SPP 2022 are “Revenue” and “Total Sharehlder Return” as well as an ESG Modifier.

Key parameters of the Company’s Share Performance Plan 2022 are depicted in the graphic below.

SPP 2012, SPP 2015, SPP 2017 and SPP 2022 were implemented to replace the stock option program as the Company’s long-term incentive compensation scheme for executives. Stock options issued in existing stock option schemes I to VII remain valid.

Detailed information duration of the Company’s previous stock option programs and exercising of options can be found here.

Dealing responsibly with the compliance risks of our business operations calls for a suitable and effective compliance management system. The compliance programme at Evotec SE is monitored by the company’s compliance officer; an independent and objective function that reviews and assesses compliance matters within the group. Electronic compliance training takes place regularly across the Group and are tailored to the Company’s specific compliance requirements and the associated risks. The aim of the training program is to achieve permanent awareness of compliance aspects in all business processes, to ensure that every decision meets Evotec’s compliance obligations and to minimise compliance risks. It is mandatory for all members of the Executive Board and for all employees. The company’s compliance officer monitors participation in this training program at regular intervals.

The compliance office helps to convey the values described above throughout the Group and ensure they are practised sustainably.

Another important aspect of accountability and transparency is giving all Evotec employees the opportunity to express their misgivings responsibly and effectively. Potential breaches of compliance obligations, comments or queries can be reported to the relevant manager, the company’s compliance officer or the global whistleblowing platform (EVOwhistle), which is available 24 hours a day, seven days a week. If a potential compliance violation concerns a member of the Management Board, the Chair of the Supervisory Board’s Audit and Compliance is notified. In total, 22 reports were received via the EVOwhistle platform in 2024, which have all been reviewed or are under review.

Evotec also implements the statutory capital markets requirements. An ad hoc committee has been set up, consisting of the Head of the Legal department, the Head of the Group Accounting, the Heads of the Investor Relations and the assistant to the Management Board, which reviews whether inside information requires an ad hoc announcement and ensures that this information is treated in accordance with the law. This ad hoc committee reports to the Chief Executive Officer. Evotec has also a clear, widely communicated Insider Policy which is supplementary to Evotec’s Code of Ethics and Business Conduct. This Policy explains the notification duties of managers related to dealings as well as black-out periods before announcement dates of interim financials. The Policy describes what information is to be considered as insider information and the resulting information ban and trading prohibition. Furthermore, the Insider Policy lays out a mandatory clearance process prior to any trade in company shares. The clearance process is to be observed by any person discharging managerial responsibilities, including the Supervisory Board and Management Board members. All details of the Insider Policy have been reviewed and refined in 2024. All corporate insiders have been appropriately trained on the Policy.

Further information can be found in the Sustainability Report pursuant to Sections 289c and 315c HGB. This report can be found on Evotec’s website under https://www.evotec.com/en/investor-relations/financial-publications.