1.Purpose

China Resources Mixc Lifestyle Limited ("CR Mixc Lifestyle" or "the Company" "We") committed to creating a fair and just work environment, ensuring that employees are reasonably compensated for their work. This compensation policy aims to motivate employees, promote mutual growth between employees and the company.

2.Employee compensation and Benefits Policy

•        Based on industry characteristics and the features of relevant positions, we conduct an analysis of salary competitiveness by benchmarking the external market on an irregular basis each year, ensuring that we provide a competitive salary that is in line with the market;

•        We are dedicated to creating a fair and competitive compensation system, and have established performance-based pay policies for all employees, ensuring that all employees receive corresponding bonuses or commissions based on individual performance;

•        We have established a diversified benefits system for all employees, including pension and retirement, which encompasses statutory benefits, job security benefits, risk protection benefits, and lifestyle benefits.

3.Directors and Senior Managers compensation Policy

•         The compensation of directors and senior managers is determined by the Board of Directors, taking into account the recommendations provided by the compensation Committee, as well as factors such as the company's financial performance, individual performance, position, and tenure;

•        The compensation for executive directors includes a salary, allowances and benefits in kind, discretionary bonuses, and contributions to a retirement plan, while the compensation for independent non-executive directors includes director fees;

•        The compensation of some directors is disclosed in the company's annual report as required;

•        The compensation of the CEO is linked to the company's sustainable development performance, incorporating ESG indicators such as energy saving and emission reduction, health and safety performance into the CEO's annual performance assessment, with the achievement of these indicators directly affecting the CEO's performance;

•        We have established a comprehensive Clawbacks & Malus mechanism , applicable to the annual and long-term incentive plans of all senior management, including the CEO. If any disciplinary or regulatory violations occur during the bonus entitlement period, the relevant personnel's compensation will be deducted according to the internal disciplinary and regulatory violation handling rules. If the relevant personnel are subject to operational accountability events, their compensation will be deducted in accordance with the internal rules for the investigation and handling of responsibility for violations in investment operations.