Supplementary CEO Remuneration Information

Oceania Healthcare

Level 26, HSBC Tower, 188 Quay Street, Auckland CBD, Auckland 1010
PO Box 9507, Newmarket, Auckland 1149, New Zealand
P +64 9 361 0350 F + 64 9 361 0351
www.oceaniahealthcare.co.nz







16 June 2026



Supplementary CEO Remuneration Information

Oceania Healthcare Limited (NZX/ASX: OCA) today provides supplementary information in relation
to CEO remuneration arrangements for the 2026 and 2027 financial years.

The supplementary information is provided in response to requests from several investors for more
information relating to CEO remuneration.

The supplementary information should be read alongside the comprehensive Remuneration Report
included in the FY26 Annual Report (released to the NZX and ASX on 22 May 2026).


ENDS
For all enquiries, please email Sarah Miller, Chief Legal and Corporate Services Officer at
company.secretary@oceaniahealthcare.co.nz or phone 021 937 857.


Authorised for release by Sarah Miller, Chief Legal and Corporate Services Officer and Company
Secretary.

Oceania Healthcare

Level 26, HSBC Tower, 188 Quay Street, Auckland CBD, Auckland 1010
PO Box 9507, Newmarket, Auckland 1149, New Zealand
P +64 9 361 0350 F + 64 9 361 0351
www.oceaniahealthcare.co.nz




Supplementary Information relating to CEO Remuneration

Introduction
Several institutional investors have expressed an interest in receiving additional information relating to the CEO’s remuneration arrangements for FY26 and FY27.
Accordingly, we provide supplementary information below. This supplementary information should be read alongside the comprehensive Remuneration Report included in
the FY26 Annual Report (released to the NZX and ASX on 22 May 2026), which has been prepared to comply with the disclosure requirements and recommendations
included in the Companies Act 1993 disclosure, NZX Listing Rules, NZX Corporate Governance Code and NZX remuneration template.

CEO Remuneration

1. Annual Base Remuneration
Ms Dvorak joined Oceania part-way through FY25 and has now completed her first full financial year in the CEO role. Under Ms Dvorak’s leadership, Oceania has
implemented a new strategic plan and has delivered significantly improved performance in FY26. The Board reviewed Ms Dvorak’s remuneration at the end of 2025 and
undertook an external benchmarking assessment based on a peer group of comparable listed companies. Following this review, the Board increased Ms Dvorak’s base
salary from the start of 2026. From 1 April 2025 to 31 December 2025, Ms Dvorak received an annual base salary of $861,000 and a transition allowance totalling $177,500.
Effective from 1 January 2026, the transition allowance ceased and was incorporated into Ms Dvorak’s annual base salary and Ms Dvorak’s new annual base salary is
$1,100,000.

Oceania Healthcare








2. FY26 CEO STI Outcomes

Measures Weighted
Target
Threshold (Minimum) Target
50%
At Target
100% Achieved
Maximum (Stretch)
Target
150%
Actual Result Actual Result
Weighted
Financial 80%
Underlying EBITDA growth
relative to the prior
comparative period

40% $81.9m Underlying EBITDA
3% increase in Underlying EBITDA,
adjusted for M&A and
divestments
1
$85.1m Underlying
EBITDA
7% increase in Underlying
EBITDA, adjusted for M&A
and divestments
1
$88.2m Underlying
EBITDA
11% (or greater) increase
in Underlying EBITDA,
adjusted for M&A and
divestments
1
$92.4m Underlying EBITDA adjusted for M&A
and divestments
1

Stretch Target Achieved (150%) equating to
$345,281 remuneration
60%
Net Debt reduction
relative to the prior
comparative period
40% $585m Net Debt
FY26 Net Debt is $43m below FY25
Net Debt
$575m Net Debt
FY26 Net Debt is $53m
below FY25 Net Debt
$565m Net Debt
FY26 Net Debt is $63m (or
more) below FY25 Net
Debt
$507m Net Debt (a reduction of $121m from
FY26)
Stretch Target Achieved (150%) equating to
$345,281 remuneration
60%
Strategic/Performance 20%
Execution against the 5-
year Strategy
Growth and development initiatives (including relevant sustainability and climate initiatives) Achieved
(100%)
20%
TOTAL 100% Overall Target Achieved (140%) equating to
$805,656 remuneration (to be paid via cash
and the issue of deferred equity)
140%
1

Underlying EBITDA, adjusted for M&A and divestments
This financial measure is calculated as Underlying EBITDA (refer note 2.1 of the FY26 financial statements relating to non-GAAP measures) adjusted for the impact of mergers, acquisitions and divestments during the year:
FY26 Financial Statements Note March 26 March 25
Underlying EBITDA 2.4 $97.4m $86.0m
Less: Earnings from divested sites ($5.0m) ($6.5m)
Less: Earnings from mergers and acquisitions -
Underlying EBITDA adjusted for M&A and divestment $92.4m $79.5m

Oceania Healthcare







FY27 CEO STI KPI Scorecard

The table below provides detail about the CEO’s STI Key Performance Indicators to apply for FY27.
Health & Safety Entry Hurdle
1. Health & Safety Leadership walks
2. No event for which Oceania is culpable that causes death or life-threatening injury to an employee, resident or third-party contractor operating under, and complying with, Oceania
Healthcare Safety Management System.
Measures Weighted
Target
Threshold for 50% Achievement Target for 100% Achievement Stretch for 150% Achievement
Company – Financial KPIs 80%
Underlying EBITDA growth
relative to target

40% Target less $5m in Underlying EBITDA Target Underlying EBITDA achieved Target plus $5m (or greater) increase in
Underlying EBITDA
Free Cash Flow from
Operations relative to target
40% Target less $5m Free Cash Flow from
Operations
Target Free Cash Flow from Operations achieved Target plus $5m Free Cash Flow from
Operations
Maximum Stretch Target Achievable: 150%
Strategic/Individual
Performance KPIs
20%
Resident NPS 5% On-target performance met
Employee engagement 5% On-target performance met
Execution against the 5-year
Strategy
10%
On-target performance met

TOTAL 100% Maximum Target Achievable 100%
There will be no payment (zero) made for results below the threshold. The maximum STI payment achievable is 140%. A straight line interpolation will be used to calculate
the results between the threshold and the stretch measures for the two financial KPIs.

ENDS