{"url_path":"/sec/sapgf/10-k/2026/item-6","section_key":"item-6","section_title":"Item 6 DIRECTORS, SENIOR MANAGEMENT AND EMPLOYEES**","topic":"sec","document":{"doc_type":"20-F","doc_date":"2026-02-26","source_url":"https://www.sec.gov/Archives/edgar/data/1000184/0001104659-26-020058-index.html","accession_number":"0001104659-26-020058","cik":"0001000184","ticker":"SAP","issuer_name":"SAP SE","edgar_url":"https://www.sec.gov/Archives/edgar/data/1000184/0001104659-26-020058-index.html","primary_entity_key":"0001000184","primary_entity_name":"SAP SE"},"word_count":17051,"has_tables":true,"body_markdown":"**ITEM 6. DIRECTORS, SENIOR MANAGEMENT AND EMPLOYEES**\n\n**Supervisory Board**\n\nThe current members of the Supervisory Board of SAP SE, each member’s principal occupation, the year in which each was first elected and the year in which the term of each expires, respectively, are as follows:\n\nName\n\n  ​ ​\n\nAge\n\n  ​ ​\n\nPrincipal Occupation\n\n  ​ ​\n\nYear First\nElected\n\n  ​ ​\n\nYear Term\nExpires\n\nDr. h. c. mult. Pekka Ala-Pietilä, Chairperson1,4, 8, 9\n\n69\n\nChairman of the Supervisory Board SAP SE Chairperson of the Board of Directors of Sanoma Corporation\n\n2024\n\n2026\n\nLars Lamadé, Deputy Chairperson2, 4, 9\n\n​\n\n54\n\n​\n\nEmployee, Head of Global Sponsorships\n\n​\n\n2002\n\n​\n\n2029\n\nJakub Cerny2, 5, 6\n\n43\n\nEmployee, Demand Manager\n\n2024\n\n2029\n\nPascal Demat2, 6, 9\n\n58\n\nEmployee, Solution Advisor HCM, Member of SAP SE Works Council (Europe)\n\n2024\n\n2029\n\nMarielle Ehrmann3,6,7\n\n​\n\n43\n\n​\n\nEmployee, Chief Security Compliance & Risk Officer\n\n​\n\n2026\n\n​\n\n2029\n\nAicha Evans1, 4, 7, 8\n\n57\n\nChief Executive Officer and Member of the Board of Directors, Zoox, Inc.\n\n2017\n\n2028\n\nAndreas Hahn2, 4, 7\n\n55\n\nEmployee, Product Expert Digital Supply Chain Standards, Chairperson of SAP SE Works Council (Europe)\n\n2024\n\n2029\n\nProf. Dr. Ralf Herbrich1, 6, 7\n\n51\n\nProfessor for Artificial intelligence and sustainability, Hasso Plattner Institute for Digital Engineering gGmbH\n\n2024\n\n2028\n\nMargret Klein-Magar2, 4, 5\n(unitl 12/31/2025)\n\n61\n\nEmployee, Vice President, Head of SAP Alumni Relations\n\n2012\n\n2025\n\nJennifer Xin-Zhe Li1, 5, 6, 10\n\n58\n\nGeneral Partner, Changcheng Investment Partners\n\n2022\n\n2027\n\nDr. Qi Lu1, 7\n\n​\n\n64\n\n​\n\nCEO, MiraclePlus\n\n​\n\n2020\n\n​\n\n2027\n\nCésar Martin2, 5, 7\n\n53\n\nEmployee, SAP EMEA Enterprise Architect, Chairperson of the SAP Spain Works Council\n\n2024\n\n2029\n\nGerhard Oswald1, 5, 7, 9\n\n​\n\n72\n\n​\n\nManaging Director of Oswald Consulting GmbH\n\n​\n\n2019\n\n​\n\n2026\n\nDr. Friederike Rotsch1, 4, 5, 8, 9\n\n53\n\nAttorney-at-law\n\n2018\n\n2028\n\nNicolas Sabatier2, 4, 7\n\n65\n\nMember of the Confédération Française de l’Encadrement – Confédération Générale des Cadres (CFE-CGC union, Paris, France)\nRetired, formerly employed at SAP France SA\n\n2024\n\n2029\n\nDr. Eberhard Schick2, 5, 6\n\n​\n\n58\n\n​\n\nEmployee, Chairperson of SAP SE Works Council\n\n​\n\n2024\n\n​\n\n2029\n\nNina Strassner2, 5, 6, 9\n\n44\n\nEmployee, Head of People Transformation Management BTM\n\n2024\n\n2029\n\nDr. Rouven Westphal1, 4, 6, 8\n\n53\n\nMember of the Executive Board of the Hasso Plattner Foundation and Managing Director of the General Partner of HPC Germany GmbH & Co. KG\n\n2021\n\n2026\n\nDr. Gunnar Wiedenfels1, 5, 6, 10\n\n48\n\nChief Financial Officer, Warner Bros. Discovery Inc.\n\n2019\n\n2026\n\n​\n\n1 Elected by SAP SE’s shareholders on May 15, 2024.\n\n2 Appointed by the SAP SE Works Council Europe on April 25, 2024.\n\n3 Appointed by the SAP SE Works Council Europe on November 19, 2025.\n\n4 Member of the Personnel and Governance Committee.\n\n5 Member of the Audit and Compliance Committee.\n\n6 Member of the Finance and Investment Committee.\n\n7 Member of the Product and Technology Committee.\n\n8 Member of the Nomination Committee.\n\n9 Member of the Government Security Committee.\n\n10 Audit Committee financial experts.\n\n​\n\nFor detailed information on the Supervisory Board committees and their tasks, including the Audit and Compliance Committee and the Personnel and Governance Committee, please refer to “Item 10 Additional Information — Corporate Governance.”\n\nPursuant to the Articles of Incorporation of SAP SE and the Agreement on the Involvement of Employees in SAP SE, members of the Supervisory Board of SAP SE consist of nine representatives of the shareholders and nine representatives of the European employees.\n\nCertain current members of the Supervisory Board of SAP SE were members of supervisory boards and comparable governing bodies of enterprises other than SAP SE in Germany and other countries as of December 31, 2025. See Note (G.4) to our Consolidated Financial Statements for more detail. Apart from pension obligations for employees, SAP SE has not entered into contracts with any member of the Supervisory Board that provide for benefits upon a termination of the employment or service of the member.\n\n​\n\n66\n\n[Table of Contents](#TOC)\n\n**Executive Board******\n\nThe current members of the Executive Board, the year in which each member was first appointed and the year in which the term of each expires, respectively, are as follows:\n\nName\n\n  ​ ​\n\nYear First\nAppointed\n\n  ​ ​ ​\n\nYear Current\nTerm Expires\n\nChristian Klein, CEO\n\n2018\n\n2030\n\nMuhammad Alam\n\n2024\n\n2027\n\nDominik Asam\n\n2023\n\n2028\n\nThomas Saueressig\n\n2019\n\n2028\n\nSebastian Steinhaeuser\n\n2025\n\n2028\n\nGina Vargiu-Breuer\n\n​\n\n2024\n\n​\n\n2027\n\n​\n\nA description of the management responsibilities and backgrounds of the current members of the Executive Board are as follows:\n\n**Christian Klein, CEO** (Vorstandsvorsitzender), 45 years old, holds a diploma in international business administration from the University of Cooperative Education in Mannheim, Germany. He joined SAP in 1999 and became a member of the Executive Board in 2018. On October 10, 2019 he became co-CEO alongside Jennifer Morgan and on April 20, 2020 he was appointed sole CEO. Christian holds the overall responsibility for the corporate strategic direction, management, and performance of SAP.\n\n**Muhammad Alam**, 48 years old, holds a bachelor’s degree from Morehouse College, Atlanta, Georgia. He joined SAP in 2022 as president and chief product officer of the Intelligent Spend Management program and became a member of the Executive Board in April 2024. Muhammad leads the board area SAP Product & Engineering and has global responsibility for all business software applications. Before joining SAP, he spent 17 years at Microsoft, leading various teams in the Business Applications division.\n\n**Dominik Asam**, 56 years old, graduated in mechanical engineering at Technical University of Munich and École Centrale Paris. He also holds a master’s degree in business administration from INSEAD (European Institute of Business Administration). He joined SAP in March 2023 as Chief Financial Officer (CFO) and member of the Executive Board. He is responsible for global finance and administration including legal, investor relations, internal audit, data protection and export control as well as government affairs. Prior to joining SAP, Dominik had served as CFO at Airbus SE from April 2019 to February 2023 and Infineon Technologies AG from 2011.\n\n**Thomas Saueressig**, 40 years old, holds a degree in Business Information Technology from the University of Cooperative Education in Mannheim, Germany, and a joint executive MBA from ESSEC, France, and Mannheim Business School, Germany. He joined SAP in 2004 and became a member of the Executive Board in 2019. Thomas leads the Board area customer services & delivery and has global responsibility for long-term customer value in the cloud including customer services, premium engagements, customer innovation services and customer support. He is also responsible for cloud infrastructure, cloud operations, cloud lifecycle management, and private cloud delivery.\n\n**Sebastian Steinhaeuser**, 40 years old, holds a degree in Business Administration from the European Business School in Oestrich - Winkel, Germany and an MBA from Stanford University. He first joined SAP in 2020 and became a member of the Executive Board in 2025. Sebastian is Chief Operating Officer (COO) and has global responsibility for the Strategy & Operations board area, including corporate strategy, operations, global marketing and partner management.\n\n**Gina Vargiu-Breuer**, 51 years old, holds a postgraduate diploma in advanced management from ESMT Berlin and a master degree in economic psychology from the Catholic University of Eichstätt-Ingolstadt. She joined SAP in February 2024 as member of the Executive Board. Gina is Chief People Officer with global responsibility for the people & culture organization. She also serves as Labor Director. Before joining SAP, Gina was Senior Vice President Global Human Resources at Siemens Energy.\n\nThe members of the Executive Board of SAP SE as of December 31, 2025 that are members on other supervisory boards and comparable governing bodies of enterprises, other than SAP, in Germany and other countries, are set forth in Note (G.4) to our Consolidated Financial Statements. SAP SE has not entered into contracts with any member of the Executive Board that provide for benefits upon a termination of the employment of service of the member, apart from pensions, benefits payable in the event of an early termination of service, and abstention compensation for the postcontractual noncompete period.\n\nTo our knowledge, there are no family relationships among any of the Supervisory Board and Executive Board members.\n\n​\n\n67\n\n[Table of Contents](#TOC)\n\nCompensation Report\n\n**Compensation****for Executive and Supervisory Board Members**\n\nThis compensation report describes the two compensation systems for Executive and Supervisory Board members, outlines the criteria that apply to the compensation for the year 2025, and discloses the amount of compensation. The compensation system for the Executive Board members was approved by the Annual General Meeting on May 11, 2023, and the compensation system for the Supervisory Board members was approved by the Annual General Meeting on May 15, 2024.\n\nThe current compensation report meets the requirements of section 162 of the German Stock Corporation Act (AktG). The compensation report for 2024 was approved by the Annual General Meeting on May 13, 2025.\n\n**Compensation for Executive Board Members**\n\nCompensation System\n\nThe compensation for Executive Board members is intended to reflect the demanding responsibilities of Executive Board members leading a global company in a rapidly evolving sector. The compensation level is aimed to be competitive to support SAP in the global market for highly skilled executives, especially in the context of the international software industry. It is our goal that our Executive Board compensation provides sustainable incentive for committed, successful work in a dynamic business environment.\n\nWe have retained the proven basic structure of the compensation system and its regular compensation components. Total compensation under this system can be broken down into the individual compensation components as shown below.\n\nBuilding on this structure, the compensation system seeks to ensure that compensation:\n\n–Promotes the business strategy\n\n–Ensures that extraordinary performance is appropriately rewarded and any failure to achieve specific targets triggers a tangible reduction in the compensation\n\n–Is in line with market standards in terms of its level and structure and reflects the Company’s size, complexity, and economic situation\n\n–Takes account of the pay structure in the Company as a whole. In this context, the compensation is compared with the pay of SAP executives and non-executive SAP employees to ensure that the principle of proportionality is observed within SAP.\n\n​\n\nThe main aspects of the compensation system are:\n\n–\n\nTo emphasize the long-term performance of the Company, the ratio between short-term and long-term performance-based compensation is 40:60.\n\n–\n\nLong-term performance-based compensation is fully performance-based and incorporates important environmental, social, and governance (ESG) targets.\n\n–\n\nThe system provides an option to grant like-for-like replacement awards to compensate for benefits from previous employment that an Executive Board member forfeited on joining SAP’s Executive Board, and an option to grant virtual shares with different terms.\n\n–\n\nIt incorporates share ownership guidelines and a mobility package, and provides for partly deferred payment of short-term performance-based compensation by converting the payout amount into virtual shares.\n\n​\n\n​\n\n68\n\n[Table of Contents](#TOC)\n\nApplication of the Compensation System\n\nThe Supervisory Board – supported by its Personnel and Governance Committee – ensures that the compensation agreements and the individual target total compensation for each Executive Board member are aligned with the compensation system.\n\nThe Supervisory Board sets the target total compensation for each Executive Board member based on their individual role and performance. This target total compensation is aligned with SAP’s global strategy, market position, business performance, the economic outlook, and the compensation paid at comparable national and international companies. The annual benchmarking is based on the compensation data from the DAX 40 companies as well as selected U.S.-based IT and other technology companies.16 The benchmark was the basis for all compensation decisions made in 2025. The Supervisory Board reviews, assesses, and sets the target total compensation in its first meeting of each fiscal year (February 19, 2025, for 2025). The Supervisory Board is of the opinion that this approach ensures that the compensation is appropriate.\n\nThe amount of performance-based compensation depends on the performance of SAP’s KPIs (key performance indicators) against predefined target values and on SAP’s share price, and is subject to hurdles and caps. To ensure unified leadership direction and strategic alignment, the Executive Board members work towards the same overall targets. The KPIs, their target values, and their weighting are reviewed and set by the Supervisory Board each year and are aligned to the SAP budget for that year or to SAP’s externally communicated financial ambitions. For changes to the KPIs, see the Decisions for 2025 section.\n\nThe individual elements of SAP’s Executive Board compensation are described in more detail below.\n\nNon-Performance-Based Compensation\n\nAnnual Base Salary\n\nThe annual base salary is paid monthly in equal installments in the Executive Board member’s home currency. Home currency is the currency of the Executive Board member’s primary place of residence.\n\nFringe Benefits\n\nThe contractually guaranteed fringe benefits mainly comprise insurance contributions, benefits in kind, expenses for maintenance of two households, use of aircraft, payment of fees for tax advice (for example, if service as an Executive Board member triggers a tax liability, a duty to file tax returns in additional countries or special tax audits) and tax gross-ups according to local conditions.\n\nPension-Related Commitments\n\nExecutive Board members receive a cash allowance, as an annual one-off payment, toward their own pension provision. The Supervisory Board may grant the Executive Board members the option to elect that some or all of the cash allowance be paid into the Employee-Financed Pension Plan (*Mitarbeiterfinanzierte Altersvorsorge*) in place at SAP SE. Under this option, part of the Executive Board member’s gross pay is exchanged in return for an entitlement to occupational pension benefits payable at a future date.\n\nThomas Saueressig opted to remain with the defined-contribution pension plan instead of receiving the cash allowance.\n\nFor Executive Board members whose permanent place of residence is outside Germany, SAP may specify a retirement pension plan that applies for employees at a company belonging to the SAP Group in the relevant country.\n\n16 The following U.S.-based companies were included: Adobe, Amazon.com, Apple, Automatic Data Processing, Broadcom, Cisco Systems, Cognizant Technology Solutions, Dell Technologies, DXC Technology, Meta Platforms, Hewlett Packard Enterprise, International Business Machines, Microsoft, Netflix, Oracle, Salesforce, ServiceNow, Western Digital, and Workday.\n\n​\n\n69\n\n[Table of Contents](#TOC)\n\nEvent-Related Compensation Elements\n\nReplacement Award\n\nTo the extent that compensation benefit earned prior to moving to the SAP Executive Board is lost due to this move, a replacement award reasonably replicating the structure of the forfeited compensation in terms of the payment times and amounts (like-for-like) may be granted. The replacement award may comprise cash payments and/or virtual shares.\n\nIf virtual shares are granted, the following applies:\n\n–\n\nThe number of virtual shares is determined by dividing a grant amount by the relevant SAP share price (“initial price”). The initial price is based on an average price over a period of 10 trading days.\n\n–\n\nThe terms of the virtual shares must appropriately replicate the forfeited compensation components.\n\n–\n\nThe payout of the virtual shares corresponds to the relevant SAP share price at the end of the term of the respective virtual shares, but no more than 200% of the initial price. The relevant SAP share price is based on an average price of a period of 10 trading days.\n\n–\n\nPayments made under the replacement award must not exceed 100% of the maximum compensation in the first year of the new Board member joining SAP.\n\nMobility Package\n\nExecutive Board members who, at the request of SAP, relocate their place of work or permanent place of residence, and Executive Board members who are appointed for the first time and relocate their permanent place of residence on account of the appointment, may be granted one-time and temporary benefits as support in this connection.\n\nIf SAP grants an Executive Board member a mobility package, it will be paid as compensation for the financial year in which the member relocates their place of work or permanent place of residence. The maximum compensation for this financial year is increased by the value of the mobility package, but by no more than 5% of the maximum compensation.\n\n​\n\n70\n\n[Table of Contents](#TOC)\n\nPerformance-Based Compensation\n\nShort-Term Incentive\n\nThe short-term, one-year performance-based compensation (“short-term incentive,” STI) is granted in the Executive Board member’s home currency for a single year. Payment of part of the payout amount under the STI is deferred by one or two additional years and linked to the performance of the SAP share price (“STI deferral”). The basic structure of the STI, including the STI deferral, is as follows:\n\nThe final STI amount depends on target achievement against certain financial and non-financial KPIs. The KPIs and their weightings are as follows:\n\n​\n\n71\n\n[Table of Contents](#TOC)\n\nFor the STI 2025, the financial KPIs have a total weighting of 80% and comprise *free cash flow*; non-IFRS constant currency *current cloud backlog* in 2025; and year-over-year growth in non-IFRS constant currency *cloud and software revenue* in 2025. Non - IFRS measures are based on the non - IFRS definition as applicable from January 1, 2025.\n\nThe non-financial KPIs have a total weighting of 20%, and comprise the *Customer Net Promoter Score (NPS)*, which measures SAP’s customer loyalty; and the *Employee Engagement Index (EEI)* score, which measures SAP employees’ commitment, pride, and loyalty.\n\nThe KPIs and their respective target values are derived from SAP’s budget for the respective year. For more information about KPIs, see the section Performance Management System.\n\nReplacement of KPIs in Line with the Compensation System in 2026\n\nOn December 17, 2025, the Supervisory Board resolved to replace the STI KPI *Customer Net Promoter Score (NPS)* with the KPI *Cloud Customer Satisfaction (Cloud CSAT)* from 2026 onward in accordance with the compensation system for Executive Board members. With this change, the Supervisory Board aligns the KPI to our cloud-first strategy. For more information about the *Cloud CSAT* KPI, see the section Performance Management System.\n\nSTI Deferral\n\nEighty percent of the STI will be paid out after the Annual General Meeting of Shareholders in the year after the STI was granted (grant year +1). Twenty percent of the final STI amount, the STI deferral, is converted into virtual shares, 50% of which have a term of approximately one year and 50% a term of approximately two years. The number of virtual shares is determined by dividing the STI deferral by the relevant SAP share price (“initial price”). The initial price is based on an average SAP share price over a period of 10 trading days after publication of SAP’s preliminary results for the financial year in which the STI was granted.\n\nThe virtual shares will be paid out at the relevant SAP share price, but no more than 200% of the initial price, at the end of the term of the virtual shares.\n\nThe virtual shares are paid out after the Annual General Meeting of Shareholders in the grant year +2 and grant year +3.\n\n​\n\n72\n\n[Table of Contents](#TOC)\n\nLong-Term Incentive\n\nThe SAP Long-Term Incentive Program 2024 (LTI 2024) is granted in annual tranches and reflects SAP’s long-term strategy and thus sets uniform incentives for the Executive Board members to achieve key targets from the long-term strategic plans. The LTI 2024 is fully performance-based and rewards the Executive Board members for the long-term SAP share price performance as compared to the market, thus ensuring that shareholders’ interests are also honored. The LTI 2024 also includes ESG targets to reward the Executive Board members for the long-term sustainability of the Company.\n\nThe LTI 2024 is a virtual share program under which annual tranches with a term of approximately four years each are granted. When the individual tranches are granted, a certain grant amount specified in the Executive Board member’s service contract is converted into virtual shares (“performance share units,” PSUs) in each case. The grant amount is divided by the SAP share price, which corresponds to the average on the 10 trading days after publication of the preliminary results for the financial year (grant price). In 2025, the financial results were published before the Frankfurt Stock Exchange opened on January 29, 2025. The PSUs have a vesting period of approximately four years.\n\nThe basic structure of the LTI 2024 is as follows:\n\nThe underlying KPIs and their weightings are as follows:\n\n​\n\n73\n\n[Table of Contents](#TOC)\n\nChanges in the Number of Financial PSUs\n\nThe final number of financial PSUs changes depending on SAP’s performance against the three financial KPI target values over the entire three-year performance period. The target values for each tranche are based on the cumulative three-year values of each KPI. The *total revenue* KPI has a performance corridor comprising a cap of 110% and a hurdle of 90% target achievement, while the *operating profit* KPI has a cap of 120% and a hurdle of 80% target achievement. If the lower threshold of the performance corridor for the respective KPI is not reached, the financial performance factor is zero. If the lower threshold is reached, the financial performance factor is 0.5. If the upper threshold of the performance corridor is reached or exceeded, the financial performance factor is 1.5 (cap).\n\n1 Based on non-IFRS definition as applicable from January 1, 2025.\n\n​\n\n74\n\n[Table of Contents](#TOC)\n\nThe following tables illustrate possible outcomes for a hypothetical grant of 1,000 financial PSUs:\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**SAP financial performance is better than targets**\n\n  ​ ​ ​\n\n \n\n  ​ ​ ​\n\n  ​\n\n30% Total revenue performance factor\n\n \n\n​\n\n \n\n1.25\n\n20% Operating profit performance factor\n\n \n\n​\n\n \n\n1.38\n\nWeighted financial performance factor\n\n​\n\n​\n\n​\n\n1.30\n\nFinal number of financial PSUs\n\n​\n\n1.30 x 1,000\n\n​\n\n1,300\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**SAP financial performance does not meet the targets**\n\n​\n\n​\n\n \n\n  ​\n\n30% Total revenue performance factor\n\n​\n\n​\n\n \n\n0.75\n\n20% Operating profit performance factor\n\n \n\n​\n\n \n\n1.00\n\nWeighted financial performance factor\n\n \n\n​\n\n \n\n0.85\n\nFinal number of financial PSUs\n\n \n\n0.85 x 1,000\n\n \n\n850\n\n​\n\n75\n\n[Table of Contents](#TOC)\n\nChanges in the Number of Market PSUs\n\nThe number of market PSUs initially awarded is multiplied by a market performance factor. The market performance factor depends on the amount of the total shareholder return (TSR) on SAP share, measured for an entire performance period of approximately three years, and ranked in relation to the TSR performance of the companies in the NASDAQ-100 Index (Index). TSR reflects the performance of share, combining share price changes and granted and reinvested dividends. The market performance factor has a cap at 1.5 at the 75th percentile (P-75) and a hurdle of 0.5 at the 25th percentile (P-25); below the hurdle, no market PSUs are considered.\n\n​\n\n76\n\n[Table of Contents](#TOC)\n\nThe following tables illustrate possible outcomes for a hypothetical grant of 1,000 market PSUs:\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**SAP TSR performs better than TSR of NASDAQ-100 companies**\n\n  ​ ​ ​\n\n  ​ ​ ​\n\n  ​ ​ ​\n\n  ​ ​ ​\n\nSAP TSR performance\n\n​\n\n​\n\n​\n\n+10%\n\nMarket performance factor\n\n​\n\n55th percentile\n\n​\n\n1.10\n\nFinal number of market PSUs\n\n \n\n1.10 x 1,000\n\n \n\n1,100\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**SAP TSR performs better than TSR of NASDAQ-100 companies; cap is triggered**\n\n \n\n  ​\n\n \n\n  ​\n\nSAP TSR performance\n\n \n\n​\n\n​\n\n+18%\n\nMarket performance factor\n\n \n\n80th percentile\n\n \n\n1.60\n\n​\n\n \n\nCap 75th percentile\n\n​\n\n1.50\n\nFinal number of market PSUs\n\n \n\n1.50 x 1,000\n\n \n\n1,500\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**SAP TSR performs better than TSR of NASDAQ-100 companies; in a downwards market trend**\n\n \n\n  ​\n\n \n\n  ​\n\nSAP TSR performance\n\n \n\n​\n\n​\n\n–5%\n\nMarket performance factor\n\n \n\n60th percentile\n\n \n\n1.20\n\n​\n\n \n\n​\n\n​\n\n1.00\n\nFinal number of market PSUs\n\n \n\n1.00 x 1,000\n\n \n\n1,000\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**TSR of NASDAQ-100 companies perform better than SAP TSR; low hurdle is triggered**\n\n \n\n  ​\n\n \n\n  ​\n\nSAP TSR performance\n\n \n\n​\n\n​\n\n–5%\n\nMarket performance factor\n\n \n\n20th percentile\n\n \n\n0.40\n\n​\n\n \n\nHurdle 25th percentile\n\n​\n\n0\n\nFinal number of market PSUs\n\n \n\n0.00 x 1,000\n\n \n\n0\n\n​\n\nChanges in the Number of ESG PSUs\n\nThe final number of ESG PSUs changes depending on SAP’s performance against the two non-financial KPI target values over the entire three-year performance period. The target values for each tranche are based on the cumulative three-year values of each KPI. The *Net Zero 2030* KPI considers gross greenhouse gas (GHG) emissions along the value chain in line with the Greenhouse Gas Protocol. SAP’s *Business Health Culture Index (BHCI)* is a key metric tracking employee experience across themes such as engagement, health, and long-term employability. The *Net Zero 2030* KPI will be assessed in absolute values; the *BHCI* is calculated from the percentage of favorable responses to 10 questions in the recurring #Unfiltered engagement survey. For more information about changes to KPIs compared to 2024, see the Decisions for 2025 section. For more information about KPIs, see the section Performance Management System.\n\n​\n\n77\n\n[Table of Contents](#TOC)\n\n​\n\nThe *BHCI* KPI has a performance corridor with a cap of 104% and a hurdle of 96% target achievement; the *Net Zero 2030* KPI has a cap of 110% and a hurdle of 90% target achievement. If the lower threshold of the performance corridor is not reached, the ESG performance factor is zero. If the lower threshold is reached, the ESG performance factor is 0.5. If the upper threshold of the performance corridor is reached or exceeded, the ESG performance factor is 1.5 (cap).\n\n​\n\n78\n\n[Table of Contents](#TOC)\n\n**Payout of PSUs**\n\nThe value of all PSUs is paid out after the Annual General Meeting of Shareholders at which the financial statements for the third financial year following the financial year in which the PSUs were granted are presented (grant year +4). The performance of the PSUs is linked to the performance of the SAP share price, including dividend payments. Dividend equivalents are only awarded for vesting PSUs following the performance assessment. Accordingly, an amount is paid out for each PSU (subject to the specifics described below) that equals the then-current SAP share price plus the dividends disbursed in respect of an SAP share in the period from the beginning of the year in which the PSU were granted until the end of the third year following the year in which the PSU were granted. The average price of SAP shares on the 10 trading days after publication of the preliminary results for the financial year determines the payout price.\n\nThe final LTI payout amount per PSU, including the dividend due on the PSU, is capped at 200% of the grant price. Due to the potential change in the number of PSUs, the maximum possible payout amount under any of the annual tranches of the LTI 2024 is thus 300% of the grant amount. Currency exchange rate risks are borne by the Executive Board members.\n\nUnder certain conditions, each type of PSU may expire during the term of a tranche.\n\n**LTI Forfeiture Rule**\n\nIf an Executive Board member’s service contract is terminated before the end of the third year following the year in which the share units were granted, the PSUs are forfeited in whole or in part, depending on the circumstances in which the member resigns from office or the service contract is terminated. Where share units are forfeited in part, the percentage of the forfeiture is proportional to the four-year vesting period of each grant. This means that 25% of the grant is earned each year of the vesting period. Unearned grants are forfeited.\n\n79\n\n[Table of Contents](#TOC)\n\n**LTI Forfeiture Rules and Example Calculation**1\n\n1 Example calculation with four tranches (grant allocation of 100%, stable share price from grant to vest, and no consideration of performance criteria); Executive Board member’s contract terminates after year four.\n\n2 As defined in the individual Executive Board members’ contracts.\n\n3 For the definition, see the Early End-of-Service Undertakings section.\n\n80\n\n[Table of Contents](#TOC)\n\n**Share Ownership Guidelines (SOG)**\n\nThe Executive Board members must acquire SAP shares and hold them at least for the duration of their term of office. Following a build-up period of up to three years (beginning at the start of the member’s first term of office but not before January 1, 2024), the shareholding for ordinary Executive Board members corresponds to a target value equal to 100% of annual base salary, and for the CEO 200% of annual base salary.\n\nDuring the build-up period, the SOG shareholding must reach certain interim values. The SOG interim value at the end of the first year equals 20% of the SOG target value and the SOG interim value at the end of the second year equals 50% of the SOG target value. The SOG target value must have been achieved at the end of the third year.\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n  ​ ​ ​\n\nSOG Target \n\n  ​ ​ ​\n\nSOG Interim\n\n  ​ ​ ​\n\nSOG Share Price\n\n  ​ ​ ​\n\n**SOG Shareholding on **\n\n​\n\n​\n\n​\n\nValue\n\n​\n\nValue\n\n​\n\n2025\n\n​\n\n**12/31/2025 (in shares)**\n\nChristian Klein (CEO)\n\n​\n\n€\n\n2,500,000\n\n​\n\n1,250,000\n\n​\n\n270\n\n​\n\n4,630\n\nMuhammad Alam\n\n \n\nUS$\n\n860,424\n\n \n\n430,212\n\n \n\n280\n\n \n\n1,538\n\nDominik Asam\n\n​\n\n€\n\n800,000\n\n \n\n400,000\n\n \n\n270\n\n \n\n1,482\n\nThomas Saueressig\n\n​\n\n€\n\n800,000\n\n \n\n400,000\n\n \n\n270\n\n \n\n1,482\n\nSebastian Steinhaeuser (from 2/1/2025)\n\n​\n\n€\n\n800,000\n\n​\n\n160,000\n\n​\n\n270\n\n​\n\n593\n\nGina Vargiu-Breuer\n\n​\n\n€\n\n800,000\n\n \n\n400,000\n\n \n\n270\n\n \n\n1,482\n\n​\n\nOn an annual basis, the number of shares to be held by an Executive Board member will be adjusted in line with SAP’s share price performance. The SOG share price corresponds to the average on the 10 trading days after publication of the preliminary results for the financial year. The number of shares determined by the Supervisory Board on this basis, and the date from which this number must be held, will be communicated to the Executive Board member. Where the shareholding is greater than the number that applied on December 31 of the current year, the Executive Board member is free to sell any excess number of SAP shares during the respective financial year.\n\n**Foreign Currency Exchange Rate Cap**\n\nWhere the non-performance-based compensation and the STI are paid out in the Executive Board member’s home currency, the total (gross) payout amount resulting from the non-performance-based compensation and the STI for a financial year is limited to a maximum euro equivalent in case of exchange rate fluctuations. The euro cap for a full financial year equals 120% each for the sum of the non-performance-based compensation and STI target amount converted into euros plus 20% of the grant amount for a tranche under the LTI 2024.\n\n**Maximum Compensation**\n\nMaximum compensation under the compensation system effective since 2024 is the value that the total compensation for any financial year (irrespective of the time of receipt) must not exceed. Maximum compensation is €11.0 million for each ordinary Executive Board member and €20.0 million for a CEO. If an Executive Board member has their place of work in a country where the levels of compensation are higher than in Germany, maximum compensation could be 130% of the relevant value.\n\nIf an Executive Board member is granted a mobility package or a replacement award, the compensation they receive for the financial year may exceed the maximum compensation defined above. If a mobility package is granted, its maximum value is capped at 5% of the maximum compensation defined above. If a replacement award is granted, its maximum value is capped at 100% of the maximum compensation defined above.\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**Maximum **\n\n€ thousands\n\n  ​ ​ ​\n\n**Compensation**\n\nChristian Klein (CEO)\n\n​\n\n20,000\n\nMuhammad Alam\n\n​\n\n11,000\n\nDominik Asam\n\n \n\n11,000\n\nThomas Saueressig\n\n \n\n11,000\n\nSebastian Steinhaeuser (from 2/1/2025)\n\n \n\n10,083\n\nGina Vargiu-Breuer\n\n \n\n11,000\n\n​\n\n81\n\n[Table of Contents](#TOC)\n\nThe final confirmation of compliance with the maximum compensation for the fiscal year 2025 will be disclosed in the Compensation Report for the fiscal year 2028 at the earliest, when the LTI tranche for 2025 is settled.\n\nThe maximum compensation under the compensation system applicable until 2023 still applies until the last granted variable compensation component of the LTI 2020 (tranche 2023) is paid out in 2026. The maximum compensation is €15.0 million for ordinary Executive Board members and €34.5 million for a CEO. When determining the compensation structure and the target compensation for the individual members of the Executive Board, the Supervisory Board ensured that the potential payments, did not exceed maximum compensation.\n\n**Clawback Provisions and Clawback Policy**\n\nSAP has the contractual right to request that an Executive Board member return any payments made from the STI or LTI if it subsequently emerges that the information used to determine the payout was inaccurate and that therefore the amount paid out was not justified, either in whole or in part, because targets were either not achieved or not achieved to the extent initially assumed. In this event, the Executive Board member is obliged to repay to SAP the amount by which the initial payment exceeds the amended payment as determined on the basis of the targets actually achieved.\n\nIn addition, in compliance with requirements issued by the U.S. Securities and Exchange Commission and the New York Stock Exchange for companies listed in the United States, including foreign private issuers such as SAP, SAP adopted a clawback policy in 2023. This policy requires the Supervisory Board to recoup incentive-based compensation from current and former Executive Board members in the event that financial statements are restated due to material non-compliance with any financial reporting requirement under the U.S. federal securities laws that impacts the calculation of incentive-based compensation paid out in the last three years.\n\n**Offsetting Compensation for Roles Assumed Inside and Outside the Group**\n\nAt the request of the Supervisory Board, the Executive Board member will assume roles on the supervisory board or similar bodies at affiliates of SAP without receiving separate compensation. If, in exceptional cases, compensation is, however, paid for a role assumed within the Group, it will be offset against the other compensation due to the Executive Board member. The Supervisory Board has to agree before an Executive Board member assumes any roles on supervisory boards or similar bodies at companies outside the Group and will decide in each case whether and to what extent any compensation is to be offset against compensation paid by SAP.\n\n**Decisions for 2025**\n\nNo adjustments were made to the payout amounts for the STI 2024 or LTI 2020 tranche 2021 paid in May 2025. The Supervisory Board did not request that any Executive Board member return payments under the clawback provision. On February 19, 2025, the Supervisory Board assessed SAP’s performance against the previously agreed targets and determined the amount of the STI 2024 for all members of the Executive Board.\n\nOn November 7, 2024, the Supervisory Board resolved to replace the KPI *operating margin increase* with the KPI *free cash flow* for the Executive Board STI as of 2025. With this change, the Supervisory Board recognizes the role that free cash flow plays in value creation for the Company. It also believes that this change better aligns the steering to value creation.\n\nOn December 8, 2024, the Supervisory Board resolved to replace the KPIs *cloud revenue* and *software licenses & support and services revenue* with the KPI *total revenue* for the Executive Board LTI as of 2025. The Supervisory Board gave more weight to cloud revenue, given the importance of this metric to the cloud transition. As cloud revenue now represents the majority of total revenue, the Supervisory Board aims to simplify the structure of the LTI with this change.\n\nOn January 19, 2025, the Supervisory Board appointed Sebastian Steinhaeuser to the Executive Board with an appointment term from February 1, 2025, to January 31, 2028, and extended the appointment of Thomas Saueressig as member of the Executive Board from November 1, 2025, to October 31, 2028.\n\nOn April 30, 2025, the Supervisory Board resolved to extend the term of Christian Klein’s appointment to the Executive Board from May 1, 2025, to April 30, 2030.\n\nOn May 6, 2025, the Supervisory Board decided to exchange the *Women in Executive Roles* KPI with the *Business Health Culture Index* in the LTI as of 2025, resulting in a temporary deviation from the compensation system and the German Corporate Governance Code to ensure compliance with executive orders in the United States. SAP remains committed to creating an inclusive workplace where all employees have equal opportunities, so that the Company fully complies with the legal requirements in every country in which it operates.\n\nOn November 6, 2025, the Supervisory Board decided to exclude the effect of the SmartRecruiters acquisition from the target achievement for the STI 2025 and the LTI tranche 2023. For the LTI tranches 2024 and 2025, the Supervisory Board resolved updated targets to neutralize the effects of the acquisition.\n\nAt the beginning of 2026, the Supervisory Board decided to exclude the effect of the expenses related to the Teradata litigation from the Company’s non‑IFRS definition, as these one‑off effects are not indicative of our operating performance. The Supervisory Board also decided on February 18, 2026 to exclude these effects from the target achievement for the KPI operating profit, which ensures consistency between Executive Board compensation and the Company’s non-IFRS definition. This approach is consistent with the treatment applied to the dividend calculation and employee compensation. Further, the Teradata litigation relates to matters that occurred before the term of office of the current Executive Board members. The exclusion of current expenses of €387 million has a positive effect on the performance factor for the financial PSUs of 0.011 for the 2023 tranche under the LTI 2020. As the ongoing performance period is measured using cumulative results, the impact will be shown when the LTI tranches 2024 and 2025 are due for payout.\n\n82\n\n[Table of Contents](#TOC)\n\n**STI Performance Factor 2025**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nKPI\n\n  ​ ​ ​\n\n100% Target Value\n\n​\n\n**Results**\n\n**  ​ ​ ​**\n\n**Performance Factor**\n\nCurrent cloud backlog1\n\n \n\n€22,905 million\n\n​\n\n€22,461 million\n\n** **\n\n**0.903**\n\nCloud and software revenue growth1\n\n \n\n+11.8\n\n%\n\n+12.0\n\n%  \n\n**1.024**\n\nFree cash flow1\n\n \n\n€8,000 million\n\n​\n\n€8,242 million\n\n** **\n\n**1.151**\n\nCustomer Net Promoter Score\n\n \n\n+14\n\n​\n\n+9\n\n** **\n\n**0.750**\n\nEmployee Engagement Index\n\n \n\n76\n\n%\n\n76\n\n%  \n\n**1.000**\n\n​\n\n1 Non-IFRS, at constant currencies\n\nThe weighted performance factor for the STI 2025 was 0.990. The final STI payout amount related to the STI deferral depends on SAP share price development.\n\nThe following target achievement curves applied for the STI 2025:\n\n**Financial KPIs**\n\n**Non-Financial KPIs**\n\nThe final performance factor for the STI reflects the relation between the grant amount and the final STI amount.\n\n**STI Final Performance Factor**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n  ​ ​ ​\n\n**2025**\n\n  ​ ​ ​\n\n2024\n\n  ​ ​ ​\n\n2023\n\n  ​ ​ ​\n\n2022\n\n  ​ ​ ​\n\n2021\n\n​\n\n \n\n**0.990**\n\n \n\n1.143\n\n \n\n1.151\n\n \n\n0.612\n\n \n\n1.333\n\n​\n\n83\n\n[Table of Contents](#TOC)\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nSTI Deferral I in\n\n​\n\n​\n\n​\n\nSTI Deferral II\n\nAmounts, unless otherwise stated\n\n  ​ ​ ​\n\n  ​ ​ ​\n\n  ​ ​ ​\n\nSTI Grant Amount\n\n  ​ ​ ​\n\n**Final STI Amount**1\n\n  ​ ​ ​\n\nSTI Non-Deferral\n\n  ​ ​ ​\n\nSTI Deferral I\n\n  ​ ​ ​\n\nVirtual Shares2\n\n  ​ ​ ​\n\nSTI Deferral II\n\n  ​ ​ ​\n\nin Virtual Shares2\n\nChristian Klein (CEO)\n\n \n\n€\n\n \n\n3,725,205\n\n \n\n3,687,208\n\n \n\n2,949,767\n\n \n\n368,721\n\n \n\n2,152\n\n \n\n368,721\n\n \n\n2,152\n\nMuhammad Alam\n\n \n\nUS$\n\n \n\n1,591,784\n\n \n\n1,575,548\n\n \n\n1,260,438\n\n \n\n157,555\n\n \n\n776\n\n \n\n157,555\n\n \n\n776\n\nDominik Asam\n\n \n\n€\n\n \n\n1,480,000\n\n \n\n1,464,904\n\n \n\n1,171,923\n\n \n\n146,490\n\n \n\n855\n\n \n\n146,490\n\n \n\n855\n\nThomas Saueressig\n\n \n\n€\n\n \n\n1,693,589\n\n \n\n1,676,314\n\n \n\n1,341,052\n\n \n\n167,631\n\n \n\n978\n\n \n\n167,631\n\n \n\n978\n\nSebastian Steinhaeuser (from 2/1/2025)\n\n \n\n€\n\n \n\n1,171,288\n\n \n\n1,159,341\n\n \n\n927,473\n\n \n\n115,934\n\n \n\n677\n\n \n\n115,934\n\n \n\n677\n\nGina Vargiu-Breuer\n\n \n\n€\n\n \n\n1,280,000\n\n \n\n1,266,944\n\n \n\n1,013,555\n\n \n\n126,694\n\n \n\n739\n\n \n\n126,694\n\n \n\n739\n\n​\n\n1 STI performance factor 0.990\n\n2 STI initial price €171.35 and US$203.10\n\n**LTI 2024 − Tranche 2025 – Financial PSUs and ESG PSUs 100% Target Values**\n\nIn 2025, the Supervisory Board set the 100% target values for the financial PSUs and the ESG PSUs of the LTI 2024 tranche 2025.\n\n​\n\n​\n\n​\n\n​\n\n**  ​ ​ ​**\n\n**100% Target Value**\n\nKPI\n\n​\n\n**(cumulative 2025 to 2027)**\n\nTotal revenue1\n\n \n\n128,000\n\nOperating profit1\n\n​\n\n37,800\n\nNet Zero 2030 CO2e in kt2\n\n \n\n9,610\n\nBusiness Health Culture Index in %\n\n \n\n243\n\n​\n\n1 Non-IFRS, at constant currencies 2024\n\n2 Target value, considering re-baselining of Net Zero 2030 KPI, using a mathematical, formula-based approach. For further details on re-baselining please refer to the section Performance Management System of the SAP Integrated Report 2025.\n\n**LTI 2020 − Tranche 2022 – Performance Factor**\n\nIn 2025, the Supervisory Board determined the LTI performance factor of the financial PSUs and the market PSUs of the LTI 2020 tranche 2022.\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nKPI\n\n  ​ ​ ​\n\n100% Target Value\n\n**  ​ ​ ​**\n\n​\n\n**  ​ ​ ​**\n\n​\n\n​\n\n​\n\n (cumulative 2022 to 2024)\n\n​\n\n**Results**\n\n​\n\n**Performance Factor**\n\nFinancial performance factor\n\n​\n\n  ​\n\n​\n\n  ​\n\n​\n\n  ​\n\nCloud revenue1\n\n \n\n41,900\n\n** **\n\n41,379\n\n \n\n**0.938**\n\nTotal revenue1\n\n \n\n89,900\n\n** **\n\n92,588\n\n \n\n**1.149**\n\nOperating profit1\n\n \n\n25,900\n\n** **\n\n26,715\n\n \n\n**1.079**\n\nMarket performance factor\n\n \n\n  ​\n\n \n\n  ​\n\n \n\n**  ​**\n\nRanking to NASDAQ-100 companies\n\n \n\nmedian\n\n** **\n\n5\n\n \n\n**1.500**\n\n​\n\n1 Non - IFRS, at constant currencies 2021\n\nThe calculation of target achievement was carried out based on the KPI definitions for 2022. This takes into account the previously published adjustments. The relation between the LTI grant amounts for the 2022 to 2025 tranches and the hypothetical payout amounts are based on the lower of SAP’s share price at year end or the defined capped payout price. The 2021 tranche discloses the relation between the respective grant amount and the final LTI payout amount in May 2025. The payout price for the tranche 2021 was capped at 200% of the grant price.\n\n**Relation Between Grant Amount and Final LTI Payout Amount**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nPercentage\n\n​\n\nLTI 2024\n\n​\n\nLTI 2020\n\n​\n\n  ​ ​ ​\n\n**Tranche 2025**1****\n\n  ​ ​ ​\n\n**Tranche 2024**1\n\n  ​ ​ ​\n\nTranche 20231\n\n  ​ ​ ​\n\nTranche 20221\n\n  ​ ​ ​\n\nTranche 2021\n\n12/31/2025\n\n​\n\n46.7\n\n​\n\n126.9\n\n \n\n201.7\n\n \n\n199.7\n\n \n\n246.8\n\n12/31/2024\n\n \n\nNA\n\n​\n\n167.3\n\n​\n\n250.7\n\n \n\n237.0\n\n \n\n246.8\n\n​\n\n1 Consideration of hypothetical payout amounts based on market data and SAP’s share price, capped at 200% of the grant price. Evaluations were conducted at year end, except the share price evaluation. To account for the share price development in January 2026, SAP’s share price as of January 30, 2026, has been considered, being the first trading day of the reference share price period.\n\n84\n\n[Table of Contents](#TOC)\n\n**Compensation for 2025**\n\nWe present the Executive Board compensation disclosures in accordance with section 162 of the AktG, for the current year as well as for the previous year 2024. For each member of the Executive Board, the following tables disclose the compensation awarded and due as well as the contractual compensation in the reporting year.\n\n**Contractual Compensation**\n\nThe contractual compensation shows the target amounts agreed in the individual employment contracts, including fringe benefits, and corresponds to a target achievement of 100% for the respective periods. If the appointment term commences or ends during a financial year, the compensation is disclosed pro rata temporis.\n\nAs the non-performance-based compensation and the STI are determined in the Executive Board member’s home currency, a maximum euro equivalent (“euro cap”) is considered to limit the exchange rate fluctuations to 20% of the sum of contractual values for non-performance-based compensation, STI, and LTI in euros. For purposes of converting the amounts from the home currency into euro, for non-performance-based compensation the average exchange rate, and for the one-year variable compensation the year-end exchange rate, of the respective period applies. The difference to the contractual exchange rate is disclosed.\n\n85\n\n[Table of Contents](#TOC)\n\n**Compensation Awarded and Due**\n\nCompensation that has been received and/or earned in the reporting year is defined as compensation awarded and due based on section 162 of the AktG. This means that the underlying services were fully rendered by the end of the reporting year, although payout occurs only after the end of the reporting year to make reporting transparent and comprehensible and to ensure a connection between performance and compensation in the reporting period.\n\nTherefore, the STI 2025 and the LTI 2020 tranche 2022 are both reported in 2025. The amount disclosed under STI deferral I in the year 2025 includes 10% of the final STI amount of the STI 2025 and the share price impact of the STI 2024 deferral I. The compensation awarded and due related to the LTI 2020 tranche 2022 is disclosed with the share price on January 30, 2026. The payout of this tranche in May 2026 will be calculated based on the performance period according to the plan terms.\n\n1 Cap at 200% of grant price per share.\n\n2 Value is determined at time of payout after the Compensation Report has been prepared.\n\n3 To account for the share price development in January 2026, SAP's share price as of January 30, 2026, has been considered, being the first trading day of the reference share price period.\n\n​\n\n86\n\n[Table of Contents](#TOC)\n\nFor the non-performance-based compensation and the STI paid out in the Executive Board member’s home currency, the amounts are converted to euro for reporting purposes. While for the non-performance-based compensation conversion into euro the annual average exchange rate applies, the STI is converted using the exchange rate at year-end. For the payout of the STI non-deferral (which is due after the annual general meeting of shareholders) and the STI deferral, the exchange rate at payout will apply. The individual amount resulting from the difference between the exchange rate at year end and at payout will be disclosed in the following tables under “Exchange rate fluctuations” in the year of payment.\n\nExecutive Board Members’ Compensation\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nChristian Klein\n\n​\n\nMuhammad Alam\n\n​\n\n​\n\nCEO\n\n​\n\nMember of the Executive Board\n\n​\n\n​\n\nContractual Compensation\n\n​\n\nCompensation Awarded and Due\n\n​\n\nContractual Compensation\n\n​\n\nCompensation Awarded and Due\n\n€ thousands\n\n  ​ ​ ​\n\n**2025**\n\n  ​ ​ ​\n\n2024\n\n  ​ ​ ​\n\n**2025**\n\n​\n\n**In %**\n\n  ​ ​ ​\n\n2024\n\n​\n\nIn %\n\n  ​ ​ ​\n\n**2025**\n\n  ​ ​ ​\n\n2024\n\n  ​ ​ ​\n\n**2025**\n\n**In %**\n\n2024\n\nIn %\n\nAnnual base salary\n\n \n\n1,200\n\n \n\n1,100\n\n \n\n1,200\n\n​\n\n7.4\n\n \n\n1,100\n\n​\n\n5.8\n\n \n\n800\n\n \n\n600\n\n​\n\n800\n\n35.6\n\n600\n\n31.0\n\nFringe benefits1\n\n \n\n15\n\n \n\n15\n\n \n\n15\n\n​\n\n0.1\n\n \n\n15\n\n​\n\n0.1\n\n \n\n82\n\n \n\n24\n\n \n\n82\n\n3.7\n\n24\n\n1.2\n\nPension-related commitments\n\n​\n\n360\n\n​\n\n330\n\n​\n\n360\n\n​\n\n2.2\n\n​\n\n330\n\n​\n\n1.7\n\n​\n\n154\n\n​\n\n​\n\n​\n\n154\n\n6.9\n\n​\n\n0\n\nExchange rate fluctuations (euro cap)2\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n-255\n\n​\n\n41\n\n​\n\n-255\n\n-11.4\n\n41\n\n2.1\n\n**Total non-performance-based compensation**\n\n \n\n**1,575**\n\n \n\n**1,445**\n\n \n\n**1,575**\n\n​\n\n**9.7**\n\n \n\n**1,445**\n\n​\n\n**7.6**\n\n \n\n**781**\n\n \n\n**665**\n\n \n\n**781**\n\n**34.8**\n\n**665**\n\n**34.3**\n\nOne-year variable compensation\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\nSTI non-deferral (80%)\n\n​\n\n2,980\n\n​\n\n2,368\n\n​\n\n2,950\n\n​\n\n18.2\n\n​\n\n2,706\n\n​\n\n14.3\n\n​\n\n1,184\n\n​\n\n890\n\n​\n\n1,172\n\n52.2\n\n1,017\n\n52.5\n\nSTI deferral I (10%)\n\n​\n\n373\n\n​\n\n296\n\n​\n\n369\n\n​\n\n2.3\n\n​\n\n338\n\n​\n\n1.8\n\n​\n\n148\n\n​\n\n111\n\n​\n\n146\n\n6.5\n\n127\n\n6.6\n\nSTI deferral II (10%)\n\n​\n\n373\n\n​\n\n296\n\n​\n\n369\n\n​\n\n2.3\n\n​\n\n338\n\n​\n\n1.8\n\n​\n\n148\n\n​\n\n111\n\n​\n\n146\n\n6.5\n\n127\n\n6.6\n\nMultiyear variable compensation\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 – Tranche 2020\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n581\n\n​\n\n3.1\n\n​\n\n​\n\n​\n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 – Tranche 2021\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n0\n\n​\n\n13,573\n\n​\n\n71.5\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 – Tranche 2022\n\n​\n\n​\n\n​\n\n​\n\n​\n\n10,982\n\n​\n\n67.6\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nLTI 2024 – Tranche 2024\n\n​\n\n​\n\n​\n\n4,440\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n1,668\n\n​\n\n​\n\n​\n\n​\n\n​\n\nLTI 2024 – Tranche 2025\n\n​\n\n5,588\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n2,220\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**Total performance-based compensation**\n\n** **\n\n**9,313**\n\n** **\n\n**7,400**\n\n** **\n\n**14,669**\n\n​\n\n**90.3**\n\n** **\n\n**17,538**\n\n​\n\n**92.4**\n\n** **\n\n**3,700**\n\n** **\n\n**2,780**\n\n** **\n\n**1,465**\n\n**65.2**\n\n**1,271**\n\n**65.7**\n\n**Total**\n\n** **\n\n**10,888**\n\n** **\n\n**8,845**\n\n** **\n\n**16,244**\n\n​\n\n**100.0**\n\n** **\n\n**18,983**\n\n​\n\n**100.0**\n\n** **\n\n**4,481**\n\n** **\n\n**3,445**\n\n** **\n\n**2,246**\n\n**100.0**\n\n**1,936**\n\n**100.0**\n\n​\n\nWith the reappointment of Christian Klein, the Supervisory Board resolved to increase his annual target compensation from €8.5 million to €11.5 million. The adjustment to his target salary is related to the development in industry benchmarks and in accordance with his expanded responsibility. The pro-rata increase is reflected in the table above effective November 1, 2025.\n\n87\n\n[Table of Contents](#TOC)\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nDominik Asam\n\n​\n\nThomas Saueressig\n\n​\n\n​\n\nMember of the Executive Board\n\n​\n\nMember of the Executive Board\n\n€ thousands\n\n​\n\nContractual Compensation\n\n​\n\nCompensation Awarded and Due\n\n​\n\nContractual Compensation\n\n​\n\nCompensation Awarded and Due\n\n​\n\n  ​ ​ ​\n\n**2025**\n\n  ​ ​ ​\n\n2024\n\n  ​ ​ ​\n\n**2025**\n\n​\n\n**In %**\n\n  ​ ​ ​\n\n2024\n\n​\n\nIn %\n\n  ​ ​ ​\n\n**2025**\n\n  ​ ​ ​\n\n2024\n\n  ​ ​ ​\n\n**2025**\n\n**In %**\n\n2024\n\nIn %\n\nAnnual base salary\n\n​\n\n800\n\n  ​ ​ ​\n\n800\n\n  ​ ​ ​\n\n800\n\n​\n\n31.6\n\n  ​ ​ ​\n\n800\n\n​\n\n24.4\n\n  ​ ​ ​\n\n800\n\n  ​ ​ ​\n\n800\n\n  ​ ​ ​\n\n800\n\n11.4\n\n800\n\n9.7\n\nFringe benefits1\n\n \n\n26\n\n \n\n27\n\n \n\n26\n\n​\n\n1.0\n\n \n\n27\n\n​\n\n0.8\n\n \n\n18\n\n \n\n17\n\n \n\n18\n\n0.3\n\n17\n\n0.2\n\nPension-related commitments\n\n​\n\n240\n\n​\n\n180\n\n​\n\n240\n\n​\n\n9.5\n\n​\n\n180\n\n​\n\n5.5\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nReplacement award\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n​\n\n0\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\n**Total non-performance-based compensation**\n\n** **\n\n**1,066**\n\n** **\n\n**1,007**\n\n** **\n\n**1,066**\n\n​\n\n**42.1**\n\n** **\n\n**1,007**\n\n​\n\n**30.7**\n\n** **\n\n**818**\n\n** **\n\n**817**\n\n \n\n**818**\n\n**11.6**\n\n**817**\n\n**9.9**\n\nOne-year variable compensation\n\n \n\n​\n\n** **\n\n​\n\n** **\n\n​\n\n​\n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\nSTI non-deferral (80%)\n\n​\n\n1,184\n\n​\n\n1,592\n\n​\n\n1,172\n\n​\n\n46.3\n\n​\n\n1,819\n\n​\n\n55.5\n\n​\n\n1,355\n\n​\n\n1,280\n\n​\n\n1,341\n\n19.0\n\n1,463\n\n17.8\n\nSTI deferral I (10%)\n\n​\n\n148\n\n​\n\n199\n\n​\n\n146\n\n​\n\n5.8\n\n​\n\n227\n\n​\n\n6.9\n\n​\n\n169\n\n​\n\n160\n\n​\n\n168\n\n2.4\n\n183\n\n2.2\n\nSTI deferral II (10%)\n\n​\n\n148\n\n​\n\n199\n\n​\n\n146\n\n​\n\n5.8\n\n​\n\n227\n\n​\n\n6.9\n\n​\n\n169\n\n​\n\n160\n\n​\n\n168\n\n2.4\n\n183\n\n2.2\n\nMultiyear variable compensation\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 - Tranche 2020\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n230\n\n2.8\n\nLTI 2020 - Tranche 2021\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n0\n\n5,366\n\n65.1\n\nLTI 2020 – Tranche 2022\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n4,550\n\n64.6\n\n​\n\n​\n\nLTI 2024 – Tranche 2024\n\n \n\n​\n\n \n\n2,932\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n \n\n2,400\n\n \n\n​\n\n​\n\n​\n\n​\n\nLTI 2024 - Tranche 2025\n\n​\n\n2,220\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n2,540\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**Total performance-based compensation**\n\n** **\n\n**3,700**\n\n** **\n\n**4,922**\n\n** **\n\n**1,465**\n\n​\n\n**9.0**\n\n** **\n\n**2,274**\n\n​\n\n**12.0**\n\n** **\n\n**4,234**\n\n** **\n\n**4,000**\n\n \n\n**6,226**\n\n**278.0**\n\n**7,424**\n\n**383.5**\n\n**Total**\n\n** **\n\n**4,766**\n\n** **\n\n**5,929**\n\n** **\n\n**2,531**\n\n​\n\n**15.6**\n\n** **\n\n**3,281**\n\n​\n\n**17.3**\n\n** **\n\n**5,052**\n\n** **\n\n**4,817**\n\n \n\n**7,044**\n\n**314.5**\n\n**8,241**\n\n**425.7**\n\n​\n\nWith the reappointment of Thomas Saueressig, the Supervisory Board resolved to increase his annual target compensation from €4.8 million to €6.2 million. The adjustment to his target salary is related to the development in industry benchmarks and to reflect his enhanced capabilities and expertise. The pro-rata increase is reflected in the table above effective November 1, 2025.\n\n​\n\n88\n\n[Table of Contents](#TOC)\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nSebastian Steinhaeuser\n\n​\n\nGina Vargiu-Breuer\n\n​\n\n​\n\nMember of the Executive Board (from 2/1/2025)\n\n​\n\nMember of the Executive Board\n\n​\n\n​\n\nContractual Compensation\n\n​\n\nCompensation Awarded and Due\n\n​\n\nContractual Compensation\n\n​\n\nCompensation Awarded and Due\n\n€ thousands\n\n  ​ ​ ​\n\n**2025**\n\n  ​ ​ ​\n\n2024\n\n  ​ ​ ​\n\n**2025**\n\n​\n\n**In %**\n\n  ​ ​ ​\n\n2024\n\n​\n\nIn %\n\n  ​ ​ ​\n\n**2025**\n\n  ​ ​ ​\n\n2024\n\n  ​ ​ ​\n\n**2025**\n\n**In %**\n\n2024\n\nIn %\n\nAnnual base salary\n\n \n\n733\n\n \n\n​\n\n \n\n733\n\n​\n\n34.4\n\n \n\n​\n\n​\n\n​\n\n \n\n800\n\n \n\n733\n\n \n\n800\n\n31.7\n\n733\n\n34.8\n\nFringe benefits1\n\n​\n\n18\n\n​\n\n​\n\n​\n\n18\n\n​\n\n0.9\n\n​\n\n​\n\n​\n\n​\n\n​\n\n23\n\n​\n\n36\n\n​\n\n23\n\n0.9\n\n36\n\n1.7\n\nPension-related commitments\n\n​\n\n220\n\n​\n\n​\n\n​\n\n220\n\n​\n\n10.3\n\n​\n\n​\n\n​\n\n​\n\n​\n\n240\n\n​\n\n220\n\n​\n\n240\n\n9.5\n\n​\n\n​\n\nReplacement award\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n0\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n300\n\n​\n\n194\n\n7.7\n\n​\n\n​\n\n**Total non-performance-based compensation**\n\n** **\n\n**972**\n\n** **\n\n**0**\n\n** **\n\n**972**\n\n​\n\n**45.6**\n\n** **\n\n​\n\n​\n\n​\n\n** **\n\n**1,063**\n\n** **\n\n**1,290**\n\n** **\n\n**1,257**\n\n**49.8**\n\n**770**\n\n**36.5**\n\nOne-year variable compensation\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\nSTI non-deferral (80%)\n\n​\n\n937\n\n​\n\n​\n\n​\n\n927\n\n​\n\n43.5\n\n​\n\n​\n\n​\n\n​\n\n​\n\n1,024\n\n​\n\n937\n\n​\n\n1,014\n\n40.2\n\n1,071\n\n50.8\n\nSTI deferral I (10%)\n\n​\n\n117\n\n​\n\n​\n\n​\n\n116\n\n​\n\n5.4\n\n​\n\n​\n\n​\n\n​\n\n​\n\n128\n\n​\n\n117\n\n​\n\n127\n\n5.0\n\n134\n\n6.3\n\nSTI deferral II (10%)\n\n​\n\n117\n\n​\n\n​\n\n​\n\n116\n\n​\n\n5.4\n\n​\n\n​\n\n​\n\n​\n\n​\n\n128\n\n​\n\n117\n\n​\n\n127\n\n5.0\n\n134\n\n6.3\n\nMultiyear variable compensation\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 - Tranche 2020\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 - Tranche 2021\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 - Tranche 2022\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nLTI 2024 - Tranche 2024\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n1,757\n\n​\n\n​\n\n​\n\n​\n\n​\n\nLTI 2024 - Tranche 2025\n\n​\n\n1,757\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n1,920\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**Total performance-based compensation**\n\n** **\n\n**2,928**\n\n** **\n\n**0**\n\n** **\n\n**1,159**\n\n​\n\n**6.3**\n\n** **\n\n​\n\n​\n\n​\n\n** **\n\n**3,200**\n\n** **\n\n**2,929**\n\n** **\n\n**1,267**\n\n**56.6**\n\n**1,339**\n\n**69.2**\n\n**Total**\n\n** **\n\n**3,900**\n\n** **\n\n**0**\n\n** **\n\n**2,131**\n\n​\n\n**11.6**\n\n** **\n\n​\n\n​\n\n​\n\n** **\n\n**4,263**\n\n** **\n\n**4,219**\n\n** **\n\n**2,524**\n\n**112.7**\n\n**2,109**\n\n**108.9**\n\n​\n\n89\n\n[Table of Contents](#TOC)\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nTotal Executive Board\n\n​\n\n​\n\nContractual Compensation\n\n​\n\nCompensation Awarded and Due\n\n€ thousands\n\n​\n\n**2025**\n\n​\n\n2024\n\n​\n\n**2025**\n\n**In %**\n\n2024\n\nIn %\n\nAnnual base salary\n\n \n\n5,133\n\n \n\n4,033\n\n \n\n5,133\n\n15.7\n\n4,033\n\n11.7\n\nFringe benefits1\n\n \n\n183\n\n \n\n120\n\n \n\n183\n\n0.6\n\n120\n\n0.3\n\nPension-related commitments\n\n​\n\n1,214\n\n​\n\n730\n\n​\n\n1,214\n\n3.7\n\n510\n\n1.5\n\nExchange rate fluctuations (euro cap)2\n\n \n\n-255\n\n \n\n41\n\n \n\n-255\n\n-0.8\n\n41\n\n0.1\n\nReplacement award\n\n \n\n0\n\n \n\n300\n\n \n\n194\n\n0.6\n\n0\n\n0\n\n**Total non-performance-based compensation**\n\n** **\n\n**6,275**\n\n** **\n\n**5,224**\n\n** **\n\n**6,469**\n\n**19.8**\n\n**4,704**\n\n**13.6**\n\nOne-year variable compensation\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\nSTI non-deferral (80%)\n\n \n\n8,664\n\n \n\n7,067\n\n \n\n8,576\n\n26.2\n\n8,077\n\n23.4\n\nSTI deferral I (10%)\n\n​\n\n1,083\n\n​\n\n883\n\n​\n\n1,072\n\n3.3\n\n1,010\n\n2.9\n\nSTI deferral II (10%)\n\n​\n\n1,083\n\n​\n\n883\n\n​\n\n1,072\n\n3.3\n\n1,010\n\n2.9\n\nMultiyear variable compensation\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 – Tranche 2020\n\n \n\n​\n\n \n\n​\n\n \n\n​\n\n​\n\n811\n\n2.3\n\nLTI 2020 - Tranche 2021\n\n \n\n​\n\n \n\n​\n\n \n\n0\n\n0\n\n18,939\n\n54.8\n\nLTI 2020 - Tranche 2022\n\n​\n\n​\n\n​\n\n​\n\n​\n\n15,532\n\n47.5\n\n​\n\n​\n\nLTI 2024 - Tranche 2024\n\n \n\n​\n\n \n\n13,197\n\n \n\n​\n\n​\n\n​\n\n​\n\nLTI 2024 - Tranche 2025\n\n \n\n14,488\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\n**Total performance-based compensation**\n\n** **\n\n**25,318**\n\n** **\n\n**22,031**\n\n** **\n\n**26,251**\n\n**80.2**\n\n**29,846**\n\n**86.4**\n\n**Total**\n\n** **\n\n**31,593**\n\n** **\n\n**27,255**\n\n** **\n\n**32,720**\n\n**100.0**\n\n**34,550**\n\n**100.0**\n\n​\n\n1 Insurance contributions, the private use of company cars and aircraft, payments and related supplements for relocation, benefits in kind, reimbursement of costs for preparation of tax returns, and tax gross-ups according to local conditions.\n\n2 The value of the fixed and one-year variable compensation is granted in U.S. dollars.\n\n​\n\n**Share-Based Payment Information Relating to Long-Term Incentives**\n\nMembers of the Executive Board received, hold, or held Share Units issued to them under the LTI 2024 and hold or held Share Units issued to them under the LTI 2020. For more information about the terms and details of these programs, see the Notes to the Consolidated Financial Statements of the Integrated Report 2025, Note (B.3).\n\n​\n\n90\n\n[Table of Contents](#TOC)\n\n**Executive Board Members’ Holdings**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**1/1/2025**\n\n​\n\nDuring the Year\n\n​\n\n12/31/2025\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nExercised (E)/\n\n​\n\n​\n\n​\n\n**Thereof**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nAdjusted (A)/\n\n​\n\n​\n\n​\n\n**Subject to**\n\nQuantity in share units\n\n​\n\nSpecification\n\n​\n\nGrant Date\n\n​\n\nOutstanding\n\n​\n\nGranted\n\n​\n\nForfeited (F)\n\n​\n\n**Outstanding**\n\n​\n\n**Holding Period**\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – Market PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n6,209\n\n​\n\n0\n\n​\n\n6,209\n\n​\n\n6,209\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – Financial PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n10,349\n\n​\n\n0\n\n​\n\n10,349\n\n​\n\n10,349\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – ESG PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n4,139\n\n​\n\n0\n\n​\n\n4,139\n\n​\n\n4,139\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Market PSU\n\n​\n\n3/12/2024\n\n​\n\n8,168\n\n​\n\n0\n\n​\n\n0\n\n​\n\n8,168\n\n​\n\n8,168\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Financial PSU\n\n​\n\n3/12/2024\n\n​\n\n13,613\n\n​\n\n0\n\n​\n\n0\n\n​\n\n13,613\n\n​\n\n13,613\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – ESG PSU\n\n​\n\n3/12/2024\n\n​\n\n5,445\n\n​\n\n0\n\n​\n\n0\n\n​\n\n5,445\n\n​\n\n5,445\n\n​\n\n  ​ ​ ​\n\nLTI 2020 – Tranche 2023 – Market PSU\n\n​\n\n3/24/2023\n\n  ​ ​ ​\n\n16,726\n\n  ​ ​ ​\n\n0\n\n  ​ ​ ​\n\n0\n\n​\n\n16,726\n\n  ​ ​ ​\n\n16,726\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – Financial PSU\n\n​\n\n3/24/2023\n\n​\n\n16,726\n\n​\n\n0\n\n​\n\n0\n\n​\n\n16,726\n\n​\n\n16,726\n\nChristian Klein (CEO)\n\n​\n\nLTI 2020 – Tranche 2023 – RSU\n\n​\n\n3/24/2023\n\n​\n\n16,726\n\n​\n\n0\n\n​\n\n0\n\n​\n\n16,726\n\n​\n\n16,726\n\n​\n\n​\n\nLTI 2020 – Tranche 2022 – Market PSU\n\n​\n\n3/28/2022\n\n​\n\n17,197\n\n​\n\n0\n\n​\n\n8,599\n\nA\n\n25,796\n\n​\n\n25,796\n\n​\n\n​\n\nLTI 2020 – Tranche 2022 – Financial PSU\n\n​\n\n3/28/2022\n\n​\n\n17,197\n\n​\n\n0\n\n​\n\n952\n\nA\n\n18,149\n\n​\n\n18,149\n\n​\n\n​\n\nLTI 2020 – Tranche 2022 – RSU\n\n​\n\n3/28/2022\n\n​\n\n17,197\n\n​\n\n0\n\n​\n\n0\n\n​\n\n17,197\n\n​\n\n17,197\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Market PSU\n\n​\n\n3/22/2021\n\n​\n\n25,845\n\n​\n\n0\n\n​\n\n-25,845\n\nE\n\n0\n\n​\n\n0\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Financial PSU\n\n​\n\n3/22/2021\n\n​\n\n20,707\n\n​\n\n0\n\n​\n\n-20,707\n\nE\n\n0\n\n​\n\n0\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – RSU\n\n​\n\n3/22/2021\n\n​\n\n17,230\n\n​\n\n0\n\n​\n\n-17,230\n\nE\n\n0\n\n​\n\n0\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – Market PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n2,467\n\n​\n\n0\n\n​\n\n2,467\n\n​\n\n2,467\n\nMuhammad Alam\n\n​\n\nLTI 2024 – Tranche 2025 – Financial PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n4,111\n\n​\n\n0\n\n​\n\n4,111\n\n​\n\n4,111\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – ESG PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n1,645\n\n​\n\n0\n\n​\n\n1,645\n\n​\n\n1,645\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Market PSU\n\n​\n\n4/2/2024\n\n​\n\n3,068\n\n​\n\n0\n\n​\n\n0\n\n​\n\n3,068\n\n​\n\n3,068\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Financial PSU\n\n​\n\n4/2/2024\n\n​\n\n5,114\n\n​\n\n0\n\n​\n\n0\n\n​\n\n5,114\n\n​\n\n5,114\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – ESG PSU\n\n​\n\n4/2/2024\n\n​\n\n2,046\n\n​\n\n0\n\n​\n\n0\n\n​\n\n2,046\n\n​\n\n2,046\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – Market PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n2,467\n\n​\n\n0\n\n​\n\n2,467\n\n​\n\n2,467\n\nDominik Asam\n\n​\n\nLTI 2024 – Tranche 2025 – Financial PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n4,111\n\n​\n\n0\n\n​\n\n4,111\n\n​\n\n4,111\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – ESG PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n1,645\n\n​\n\n0\n\n​\n\n1,645\n\n​\n\n1,645\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Market PSU\n\n​\n\n3/12/2024\n\n​\n\n5,394\n\n​\n\n0\n\n​\n\n0\n\n​\n\n5,394\n\n​\n\n5,394\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Financial PSU\n\n​\n\n3/12/2024\n\n​\n\n8,990\n\n​\n\n0\n\n​\n\n0\n\n​\n\n8,990\n\n​\n\n8,990\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – ESG PSU\n\n​\n\n3/12/2024\n\n​\n\n3,596\n\n​\n\n0\n\n​\n\n0\n\n​\n\n3,596\n\n​\n\n3,596\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – Market PSU\n\n​\n\n3/24/2023\n\n​\n\n8,073\n\n​\n\n0\n\n​\n\n0\n\n​\n\n8,073\n\n​\n\n8,073\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – Financial PSU\n\n​\n\n3/24/2023\n\n​\n\n8,073\n\n​\n\n0\n\n​\n\n0\n\n​\n\n8,073\n\n​\n\n8,073\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – RSU\n\n​\n\n3/24/2023\n\n​\n\n8,073\n\n​\n\n0\n\n​\n\n0\n\n​\n\n8,073\n\n​\n\n8,073\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – Market PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n2,823\n\n​\n\n0\n\n​\n\n2,823\n\n​\n\n2,823\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – Financial PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n4,705\n\n​\n\n0\n\n​\n\n4,705\n\n​\n\n4,705\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – ESG PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n1,882\n\n​\n\n0\n\n​\n\n1,882\n\n​\n\n1,882\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Market PSU\n\n​\n\n3/12/2024\n\n​\n\n4,415\n\n​\n\n0\n\n​\n\n0\n\n​\n\n4,415\n\n​\n\n4,415\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Financial PSU\n\n​\n\n3/12/2024\n\n​\n\n7,358\n\n​\n\n0\n\n​\n\n0\n\n​\n\n7,358\n\n​\n\n7,358\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – ESG PSU\n\n​\n\n3/12/2024\n\n​\n\n2,943\n\n​\n\n0\n\n​\n\n0\n\n​\n\n2,943\n\n​\n\n2,943\n\nThomas Saueressig\n\n​\n\nLTI 2020 – Tranche 2023 – Market PSU\n\n​\n\n3/24/2023\n\n​\n\n8,515\n\n​\n\n0\n\n​\n\n0\n\n​\n\n8,515\n\n​\n\n8,515\n\n​\n\n \n\nLTI 2020 – Tranche 2023 – Financial PSU\n\n​\n\n3/24/2023\n\n​\n\n8,515\n\n​\n\n0\n\n​\n\n0\n\n​\n\n8,515\n\n​\n\n8,515\n\n​\n\n \n\nLTI 2020 – Tranche 2023 – RSU\n\n​\n\n3/24/2023\n\n​\n\n8,515\n\n​\n\n0\n\n​\n\n0\n\n​\n\n8,515\n\n​\n\n8,515\n\n​\n\n​\n\nLTI 2020 – Tranche 2022 – Market PSU\n\n​\n\n3/28/2022\n\n​\n\n7,125\n\n​\n\n0\n\n​\n\n3,563\n\nA\n\n10,688\n\n​\n\n10,688\n\n​\n\n \n\nLTI 2020 – Tranche 2022 – Financial PSU\n\n​\n\n3/28/2022\n\n​\n\n7,125\n\n​\n\n0\n\n​\n\n394\n\nA\n\n7,519\n\n​\n\n7,519\n\n​\n\n \n\nLTI 2020 – Tranche 2022 – RSU\n\n​\n\n3/28/2022\n\n​\n\n7,125\n\n​\n\n0\n\n​\n\n0\n\n​\n\n7,125\n\n​\n\n7,125\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Market PSU\n\n​\n\n3/22/2021\n\n​\n\n10,217\n\n​\n\n0\n\n​\n\n-10,217\n\nE\n\n0\n\n​\n\n0\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Financial PSU\n\n​\n\n3/22/2021\n\n​\n\n8,186\n\n​\n\n0\n\n​\n\n-8,186\n\nE\n\n0\n\n​\n\n0\n\n​\n\n \n\nLTI 2020 – Tranche 2021 – RSU\n\n​\n\n3/22/2021\n\n​\n\n6,811\n\n​\n\n0\n\n​\n\n-6,811\n\nE\n\n0\n\n​\n\n0\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – Market PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n1,952\n\n​\n\n0\n\n​\n\n1,952\n\n​\n\n1,952\n\nSebastian Steinhaeuser (from 2/1/2025)\n\n \n\nLTI 2024 – Tranche 2025 – Financial PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n3,254\n\n​\n\n0\n\n​\n\n3,254\n\n​\n\n3,254\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – ESG PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n1,302\n\n​\n\n0\n\n​\n\n1,302\n\n​\n\n1,302\n\nGina Vargiu-Breuer\n\n​\n\nLTI 2024 – Tranche 2025 – Market PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n2,133\n\n​\n\n0\n\n​\n\n2,133\n\n​\n\n2,133\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – Financial PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n3,556\n\n​\n\n0\n\n​\n\n3,556\n\n​\n\n3,556\n\n​\n\n​\n\nLTI 2024 – Tranche 2025 – ESG PSU\n\n​\n\n5/9/2025\n\n​\n\n0\n\n​\n\n1,422\n\n​\n\n0\n\n​\n\n1,422\n\n​\n\n1,422\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Market PSU\n\n​\n\n3/12/2024\n\n​\n\n3,233\n\n​\n\n0\n\n​\n\n0\n\n​\n\n3,233\n\n​\n\n3,233\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Financial PSU\n\n​\n\n3/12/2024\n\n​\n\n5,388\n\n​\n\n0\n\n​\n\n0\n\n​\n\n5,388\n\n​\n\n5,388\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – ESG PSU\n\n​\n\n3/12/2024\n\n​\n\n2,155\n\n​\n\n0\n\n​\n\n0\n\n​\n\n2,155\n\n​\n\n2,155\n\n**Total**\n\n​\n\n​\n\n​\n\n​\n\n \n\n**342,830**\n\n \n\n**60,172**\n\n \n\n**-75,488**\n\n​\n\n**327,514**\n\n \n\n**327,514**\n\n​\n\n91\n\n[Table of Contents](#TOC)\n\n**Main Conditions**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\nGrant Date Fair Value\n\n  ​ ​ ​\n\nEnd of\n\n  ​ ​ ​\n\nEnd of\n\n  ​ ​ ​\n\n​\n\n**Specification**\n\n​\n\nGrant Date\n\n​\n\nGrant Price (in €)\n\n​\n\n(in €)\n\n​\n\nPerformance Period\n\n​\n\nVesting Period\n\n​\n\nPayout\n\nLTI 2024 – Tranche 2025 – Financial PSU\n\n \n\n​\n\n \n\n​\n\n \n\n254.98\n\n \n\nDecember 2027\n\n \n\n​\n\n \n\n​\n\nLTI 2024 – Tranche 2025 – Market PSU\n\n​\n\n5/9/2025\n\n​\n\n269.98\n\n​\n\n303.31\n\n​\n\nFebruary 2028\n\n​\n\n12/31/2028\n\n​\n\nMay 2029\n\nLTI 2024 – Tranche 2025 – ESG PSU\n\n​\n\n​\n\n​\n\n​\n\n​\n\n254.98\n\n​\n\nDecember 2027\n\n​\n\n​\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Financial PSU\n\n​\n\n3/12/2024\n\n​\n\n​\n\n​\n\n165.71\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n \n\n4/2/2024\n\n \n\n​\n\n \n\n166.25\n\n \n\nDecember 2026\n\n \n\n​\n\n \n\n​\n\nLTI 2024 – Tranche 2024 – Market PSU\n\n​\n\n3/12/2024\n\n​\n\n163.08\n\n​\n\n201.42\n\n​\n\n​\n\n​\n\n12/31/2027\n\n \n\nMay 2028\n\n​\n\n \n\n4/2/2024\n\n \n\n​\n\n \n\n202.37\n\n \n\nFebruary 2027\n\n \n\n​\n\n \n\n​\n\nLTI 2024 – Tranche 2024 – ESG PSU\n\n \n\n3/12/2024\n\n \n\n​\n\n \n\n165.71\n\n \n\n​\n\n \n\n​\n\n​\n\n​\n\n​\n\n \n\n4/2/2024\n\n \n\n​\n\n \n\n166.25\n\n \n\nDecember 2026\n\n \n\n​\n\n \n\n​\n\nLTI 2020 – Tranche 2023 – Financial PSU\n\n \n\n​\n\n \n\n​\n\n \n\n105.81\n\n \n\nDecember 2025\n\n \n\n​\n\n \n\n​\n\nLTI 2020 – Tranche 2023 – Market PSU\n\n \n\n3/24/2023\n\n \n\n109.61\n\n \n\n130.56\n\n \n\nFebruary 2026\n\n \n\n12/31/2026\n\n \n\nMay 2027\n\nLTI 2020 – Tranche 2023 – RSU\n\n \n\n​\n\n \n\n​\n\n \n\n105.81\n\n \n\nNA\n\n \n\n​\n\n \n\n​\n\nLTI 2020 – Tranche 2022 – Financial PSU\n\n \n\n​\n\n \n\n​\n\n \n\n96.84\n\n \n\nDecember 2024\n\n \n\n​\n\n​\n\n​\n\nLTI 2020 – Tranche 2022 – Market PSU\n\n \n\n3/28/2022\n\n \n\n106.61\n\n \n\n108.20\n\n \n\nFebruary 2025\n\n \n\n12/31/2025\n\n \n\nMay 2026\n\nLTI 2020 – Tranche 2022 – RSU\n\n​\n\n​\n\n​\n\n​\n\n​\n\n96.84\n\n​\n\nNA\n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Financial PSU\n\n​\n\n​\n\n​\n\n​\n\n​\n\n100.28\n\n​\n\nDecember 2023\n\n​\n\n​\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Market PSU\n\n​\n\n3/22/2021\n\n​\n\n106.41\n\n​\n\n115.19\n\n​\n\nFebruary 2024\n\n​\n\n12/31/2024\n\n​\n\nMay 2025\n\nLTI 2020 – Tranche 2021 – RSU\n\n \n\n​\n\n \n\n​\n\n \n\n100.28\n\n \n\nNA\n\n \n\n​\n\n \n\n​\n\n​\n\n**End-of-Service Benefits**\n\nRegular End-of-Service Undertakings\n\nPension-Related Commitments\n\nChristian Klein, Dominik Asam, Sebastian Steinhaeuser, and Gina Vargiu-Breuer receive an annual one-time payment in the form of a cash allowance that they can use for their own pension provision. In case a member of the Executive Board joins or leaves the Company during the year, the annual cash allowance is granted pro rata.\n\nThe Executive Board members can transfer all or part of this cash allowance into SAP SE’s employee-financed pension scheme. Christian Klein, Sebastian Steinhaeuser, and Gina Vargiu-Breuer opted to transfer the entire amount. Under this option, gross pay is exchanged for an entitlement to Company pension benefits, payable as a retirement benefit at the age of either 60 or 62.\n\nIn 2023, Thomas Saueressig opted to stay in the pension plan, which is a defined-contribution plan. The contribution is 4% of pensionable income up to the threshold for statutory pension insurance in Germany, plus 14% pensionable income above that threshold. For this purpose, pensionable income is 180% of annual base salary. The applicable threshold is the annual income threshold for statutory pension insurance. Under this plan, he is entitled to a retirement pension and a disability pension, as well as a widow’s pension for his surviving spouse.\n\nFor Muhammad Alam, SAP pays contributions to a third-party Executive Capital Accumulation Plan. SAP’s contributions match the contributions that Muhammad Alam pays into that deferred compensation plan.\n\nPension Entitlements of Current Executive Board Members\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nDefined Benefit Obligations\n\n​\n\n​\n\n​\n\n​\n\n​\n\nNet Defined Benefit Liability\n\n​\n\n​\n\nService Cost\n\n​\n\n(DBO)\n\n​\n\nPlan Assets\n\n​\n\n(Asset)\n\n€ thousands\n\n**  ​ ​ ​**\n\n**2025**\n\n  ​ ​ ​\n\n2024\n\n**  ​ ​ ​**\n\n**12/31/2025**\n\n  ​ ​ ​\n\n12/31/2024\n\n**  ​ ​ ​**\n\n**12/31/2025**\n\n  ​ ​ ​\n\n12/31/2024\n\n**  ​ ​ ​**\n\n**12/31/2025**\n\n  ​ ​ ​\n\n12/31/2024\n\nChristian Klein (CEO)1\n\n \n\n0\n\n \n\n0\n\n \n\n401\n\n \n\n452\n\n \n\n1,305\n\n \n\n1,275\n\n \n\n-904\n\n \n\n-823\n\nDominik Asam1\n\n​\n\n0\n\n​\n\n71\n\n​\n\n78\n\n​\n\n99\n\n​\n\n204\n\n​\n\n203\n\n​\n\n-125\n\n​\n\n-104\n\nThomas Saueressig1\n\n \n\n77\n\n \n\n74\n\n \n\n393\n\n \n\n397\n\n \n\n993\n\n \n\n801\n\n \n\n-600\n\n \n\n-404\n\n**Total**\n\n** **\n\n**77**\n\n** **\n\n**145**\n\n** **\n\n**872**\n\n** **\n\n**948**\n\n** **\n\n**2,501**\n\n** **\n\n**2,279**\n\n** **\n\n**-1,629**\n\n** **\n\n**-1,331**\n\n​\n\n1 The values reflect the pension entitlements from the retirement pension plan for Executive Board members. Gina Vargiu-Breuer and Sebastian Steinhaeuser are not included in the table, as they never participated in the retirement pension plan.\n\n92\n\n[Table of Contents](#TOC)\n\nPension Entitlements of Former Executive Board Members\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nDefined Benefit Obligations\n\n​\n\n​\n\n​\n\n​\n\n​\n\nNet Defined Benefit Liability\n\n​\n\n​\n\nPension Payments\n\n​\n\n(DBO)\n\n​\n\nPlan Assets\n\n​\n\n(Asset)\n\n€ thousands\n\n**  ​ ​ ​**\n\n**2025**\n\n  ​ ​ ​\n\n2024\n\n**  ​ ​ ​**\n\n**12/31/2025**\n\n  ​ ​ ​\n\n12/31/2024\n\n**  ​ ​ ​**\n\n**12/31/2025**\n\n  ​ ​ ​\n\n12/31/2024\n\n**  ​ ​ ​**\n\n**12/31/2025**\n\n  ​ ​ ​\n\n12/31/2024\n\nAdaire Fox-Martin\n(until 6/30/2021)\n\n​\n\n0\n\n​\n\n0\n\n​\n\n403\n\n​\n\n414\n\n​\n\n787\n\n​\n\n768\n\n​\n\n-384\n\n​\n\n-354\n\nBernd Leukert\n(until 3/31/2019)\n\n \n\n0\n\n​\n\n0\n\n​\n\n588\n\n​\n\n626\n\n​\n\n1,188\n\n​\n\n1,159\n\n​\n\n-601\n\n​\n\n-533\n\nLuka Mucic\n(until 3/31/2023)\n\n​\n\n0\n\n​\n\n0\n\n​\n\n663\n\n​\n\n727\n\n​\n\n1,414\n\n​\n\n1,382\n\n​\n\n-751\n\n​\n\n-655\n\nJuergen Mueller\n(until 9/30/2024)\n\n​\n\n0\n\n​\n\n0\n\n​\n\n211\n\n​\n\n239\n\n​\n\n816\n\n​\n\n797\n\n​\n\n-605\n\n​\n\n-558\n\nGerhard Oswald\n(until 12/31/2016)\n\n \n\n400\n\n​\n\n400\n\n​\n\n5,993\n\n​\n\n6,594\n\n​\n\n6,244\n\n​\n\n6,421\n\n​\n\n-251\n\n​\n\n172\n\nHasso Plattner\n(until 1/31/2004)\n\n​\n\n398\n\n​\n\n377\n\n​\n\n3,936\n\n​\n\n4,927\n\n​\n\n4,612\n\n​\n\n4,108\n\n​\n\n-676\n\n​\n\n819\n\nStefan Ries\n(until 5/31/2020)\n\n \n\n0\n\n​\n\n0\n\n​\n\n354\n\n​\n\n370\n\n​\n\n713\n\n​\n\n696\n\n​\n\n-359\n\n​\n\n-326\n\nSabine Bendiek\n(until 12/31/2023)\n\n  ​ ​ ​\n\n0\n\n  ​ ​ ​\n\n0\n\n  ​ ​ ​\n\n245\n\n  ​ ​ ​\n\n258\n\n  ​ ​ ​\n\n491\n\n  ​ ​ ​\n\n488\n\n  ​ ​ ​\n\n-246\n\n  ​ ​ ​\n\n-230\n\n**Total**\n\n** **\n\n**797**\n\n​\n\n**777**\n\n​\n\n**12,393**\n\n​\n\n**14,153**\n\n​\n\n**16,265**\n\n​\n\n**15,819**\n\n​\n\n**-3,872**\n\n​\n\n**-1,665**\n\n​\n\nPostcontractual Non-Compete Provisions\n\nEach Executive Board member’s contract includes a 12-month postcontractual non-compete agreement. During this non-compete period, Executive Board members receive abstention payments corresponding to 50% of their average contractual compensation as members. This average is calculated on the basis of the preceding three years. Any other occupational income generated by the Executive Board member is deducted from their compensation. In accordance with the German Corporate Governance Code (GCGC), the Supervisory Board will offset any severance payments against such compensation for abstention.\n\nThe following table presents the hypothetical amounts for the net present values of the postcontractual non-compete abstention payments. The calculation assumes the following:\n\n-The Executive Board member leaves SAP at the end of their respective current contract term.\n\n-Their final average contractual compensation prior to their departure equals their compensation in 2025.\n\nActual postcontractual non-compete payments will likely differ from these amounts depending on the time of departure and the compensation levels and target achievements at the time of departure.\n\nNet Present Values of the Postcontractual Non-Compete Abstention Payments\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n€ thousands\n\n  ​ ​ ​\n\nContract Term Expires\n\n  ​ ​ ​\n\nDiscount Rate (in %)\n\n  ​ ​ ​\n\n**Net Present Value**\n\nChristian Klein (CEO)\n\n \n\n4/30/2030\n\n \n\n3.22\n\n \n\n7,081\n\nMuhammad Alam\n\n \n\n3/31/2027\n\n \n\n2.53\n\n \n\n1,089\n\nDominik Asam\n\n \n\n3/6/2028\n\n \n\n2.64\n\n \n\n1,196\n\nThomas Saueressig\n\n \n\n10/31/2028\n\n \n\n2.99\n\n \n\n3,240\n\nSebastian Steinhaeuser (since 2/1/2025)\n\n \n\n1/31/2028\n\n \n\n2.59\n\n \n\n1,010\n\nGina Vargiu-Breuer\n\n \n\n1/31/2027\n\n \n\n2.46\n\n \n\n1,229\n\n**Total**\n\n​\n\n​\n\n \n\n​\n\n \n\n**14,844**\n\n​\n\nEarly End-of-Service Undertakings\n\nSeverance Payments\n\nThe contracts for all Executive Board members provide that on termination before full term (for example, by the Company without cause where the member’s appointment is revoked, where the member becomes occupationally disabled, or in connection with a change of control), SAP SE will pay to the member the outstanding part of the compensation target for the entire remainder of the term, appropriately discounted for early payment. In accordance with section G.13 of the GCGC, payments made to an Executive Board member due to early termination must not exceed twice the annual total compensation. The annual total compensation is defined as the individual total target compensation comprised of the annual base salary and the two performance-based elements. The Supervisory Board may specify that Executive Board members are not entitled to such severance payment if they have not served SAP as a member of the Executive Board for at least one year.\n\n93\n\n[Table of Contents](#TOC)\n\nIf an Executive Board member’s appointment to the Executive Board expires or ceases because of, or as a consequence of, change or restructuring, or due to a change of control, SAP SE and each Executive Board member has the right to terminate the employment contract within eight weeks of the occurrence by giving six months’ notice. A change of control is deemed to occur when:\n\n–A third party is required to make a mandatory takeover offer to the shareholders of SAP SE under the German Securities Acquisition and Takeover Act;\n\n–SAP SE merges with another company and becomes the subsumed entity;\n\n–A control or profit transfer agreement is concluded with SAP SE as the dependent company.\n\nAn Executive Board member’s contract can also be terminated before full term if their appointment as an Executive Board member of SAP SE is revoked in connection with a change of control.\n\nPostcontractual Non-Compete Provisions\n\nAbstention compensation for the postcontractual non-compete period as described above is also payable on early contract termination.\n\nPermanent Disability\n\nIf an Executive Board member becomes permanently disabled, that member’s contract will end at the end of the quarter in which the permanent inability to work was determined. The Executive Board member will receive their monthly basic salary for a further 12 months starting from the date on which the permanent disability was determined.\n\nCompensation of Former Executive Board Members in 2025\n\n​\n\n​\n\n​\n\n​\n\n  ​ ​ ​\n\n**LTI 2020 –**\n\n€ thousands\n\n  ​\n\n**Tranche 2022**\n\nSabine Bendiek (until 12/31/2023)\n\n \n\n**2,748**\n\nLuka Mucic (until 3/31/2023)\n\n \n\n**1,803**\n\nJuergen Mueller (until 9/30/2024)\n\n \n\n**2,984**\n\nScott Russell (until 8/31/2024)\n\n \n\n**3,794**\n\nJulia White (until 8/31/2024)\n\n \n\n**4,659**\n\n​\n\n94\n\n[Table of Contents](#TOC)\n\nLTI Holdings of Former Executive Board Members in 2025\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\n1/1/2025\n\n  ​ ​ ​\n\nDuring the Year\n\n  ​ ​ ​\n\n12/31/2025\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\nExercised (E)/\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\n  ​ ​ ​\n\n**Thereof Subject**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nAdjusted (A)/\n\n​\n\n​\n\n​\n\n​\n\n**to Holding**\n\nQuantity in Share Units\n\n​\n\nSpecification\n\n​\n\nGrant Date\n\n​\n\nOutstanding\n\n​\n\nForfeited (F)\n\n​\n\n**Outstanding**\n\n​\n\n​\n\n**Period**\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – Market PSU\n\n​\n\n3/24/2023\n\n​\n\n1,652\n\n​\n\n0\n\n​\n\n1,652\n\n​\n\n​\n\n1,652\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – Financial PSU\n\n​\n\n3/24/2023\n\n​\n\n1,652\n\n​\n\n0\n\n​\n\n1,652\n\n​\n\n​\n\n1,652\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – RSU\n\n​\n\n3/24/2023\n\n​\n\n1,652\n\n​\n\n0\n\n​\n\n1,652\n\n​\n\n​\n\n1,652\n\nSabine Bendiek\n\n​\n\nLTI 2020 – Tranche 2022 – Market PSU\n\n​\n\n3/28/2022\n\n​\n\n4,303\n\n​\n\n2,152\n\nA\n\n6,455\n\n​\n\n​\n\n6,455\n\n(until 12/31/2023)\n\n​\n\nLTI 2020 – Tranche 2022 – Financial PSU\n\n​\n\n3/28/2022\n\n​\n\n4,303\n\n​\n\n238\n\nA\n\n4,541\n\n​\n\n​\n\n4,541\n\n​\n\n \n\nLTI 2020 – Tranche 2022 – RSU\n\n​\n\n3/28/2022\n\n​\n\n4,303\n\n​\n\n0\n\n​\n\n4,303\n\n \n\n \n\n4,303\n\n​\n\n \n\nLTI 2020 – Tranche 2021 – Market PSU\n\n​\n\n3/22/2021\n\n​\n\n11,883\n\n​\n\n-11,883\n\nE\n\n0\n\n \n\n \n\n0\n\n​\n\n \n\nLTI 2020 – Tranche 2021 – Financial PSU\n\n​\n\n3/22/2021\n\n​\n\n9,521\n\n​\n\n-9,521\n\nE\n\n0\n\n \n\n \n\n0\n\n​\n\n \n\nLTI 2020 – Tranche 2021 – RSU\n\n​\n\n3/22/2021\n\n​\n\n7,922\n\n​\n\n-7,922\n\nE\n\n0\n\n \n\n \n\n0\n\n​\n\n \n\nLTI 2020 – Tranche 2023 – Market PSU\n\n​\n\n3/24/2023\n\n​\n\n543\n\n​\n\n0\n\n​\n\n543\n\n \n\n \n\n543\n\n​\n\n \n\nLTI 2020 – Tranche 2023 – Financial PSU\n\n​\n\n3/24/2023\n\n​\n\n543\n\n​\n\n0\n\n​\n\n543\n\n \n\n \n\n543\n\n​\n\n \n\nLTI 2020 – Tranche 2023 – RSU\n\n​\n\n3/24/2023\n\n​\n\n543\n\n​\n\n0\n\n​\n\n543\n\n \n\n \n\n543\n\n​\n\n​\n\nLTI 2020 – Tranche 2022 – Market PSU\n\n​\n\n3/28/2022\n\n​\n\n2,824\n\n​\n\n1,412\n\nA\n\n4,236\n\n​\n\n​\n\n4,236\n\n​\n\n​\n\nLTI 2020 – Tranche 2022 – Financial PSU\n\n​\n\n3/28/2022\n\n​\n\n2,824\n\n​\n\n156\n\nA\n\n2,980\n\n​\n\n​\n\n2,980\n\nLuka Mucic\n\n \n\nLTI 2020 – Tranche 2022 – RSU\n\n​\n\n3/28/2022\n\n​\n\n2,824\n\n​\n\n0\n\n​\n\n2,824\n\n \n\n \n\n2,824\n\n(until 3/31/2023)\n\n \n\nLTI 2020 – Tranche 2021 – Market PSU\n\n​\n\n3/22/2021\n\n​\n\n7,307\n\n​\n\n-7,307\n\nE\n\n0\n\n \n\n \n\n0\n\n​\n\n \n\nLTI 2020 – Tranche 2021 – Financial PSU\n\n​\n\n3/22/2021\n\n​\n\n5,854\n\n​\n\n-5,854\n\nE\n\n0\n\n \n\n \n\n0\n\n​\n\n \n\nLTI 2020 – Tranche 2021 – RSU\n\n​\n\n3/22/2021\n\n​\n\n4,871\n\n​\n\n-4,871\n\nE\n\n0\n\n \n\n \n\n0\n\n​\n\n \n\nLTI 2024 – Tranche 2024 – Market PSU\n\n​\n\n3/12/2024\n\n​\n\n662\n\n​\n\n0\n\n​\n\n662\n\n \n\n \n\n662\n\n​\n\n \n\nLTI 2024 – Tranche 2024 – Financial PSU\n\n​\n\n3/12/2024\n\n​\n\n1,104\n\n​\n\n0\n\n​\n\n1,104\n\n \n\n \n\n1,104\n\n​\n\n \n\nLTI 2024 – Tranche 2024 – ESG PSU\n\n​\n\n3/12/2024\n\n​\n\n442\n\n​\n\n0\n\n​\n\n442\n\n \n\n \n\n442\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – Market PSU\n\n​\n\n3/24/2023\n\n​\n\n2,892\n\n​\n\n0\n\n​\n\n2,892\n\n​\n\n​\n\n2,892\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – Financial PSU\n\n​\n\n3/24/2023\n\n​\n\n2,892\n\n​\n\n0\n\n​\n\n2,892\n\n​\n\n​\n\n2,892\n\nJuergen Mueller\n\n​\n\nLTI 2020 – Tranche 2023 – RSU\n\n​\n\n3/24/2023\n\n​\n\n2,892\n\n​\n\n0\n\n​\n\n2,892\n\n​\n\n​\n\n2,892\n\n(until 9/30/2024)\n\n​\n\nLTI 2020 – Tranche 2022 – Market PSU\n\n​\n\n3/28/2022\n\n​\n\n4,672\n\n​\n\n2,336\n\nA\n\n7,008\n\n​\n\n​\n\n7,008\n\n​\n\n​\n\nLTI 2020 – Tranche 2022 – Financial PSU\n\n​\n\n3/28/2022\n\n​\n\n4,672\n\n​\n\n259\n\nA\n\n4,931\n\n​\n\n​\n\n4,931\n\n​\n\n​\n\nLTI 2020 – Tranche 2022 – RSU\n\n​\n\n3/28/2022\n\n​\n\n4,672\n\n​\n\n0\n\n​\n\n4,672\n\n​\n\n​\n\n4,672\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Market PSU\n\n​\n\n3/22/2021\n\n​\n\n9,574\n\n​\n\n-9,574\n\nE\n\n0\n\n​\n\n​\n\n0\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Financial PSU\n\n​\n\n3/22/2021\n\n​\n\n7,671\n\n​\n\n-7,671\n\nE\n\n0\n\n​\n\n​\n\n0\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – RSU\n\n​\n\n3/22/2021\n\n​\n\n6,382\n\n​\n\n-6,382\n\nE\n\n0\n\n​\n\n​\n\n0\n\n​\n\n​\n\n​\n\n95\n\n[Table of Contents](#TOC)\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\n1/1/2025\n\n  ​ ​ ​\n\nDuring the Year\n\n  ​ ​ ​\n\n12/31/2025\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\nExercised (E)/\n\n  ​ ​ ​\n\n​\n\n  ​ ​ ​\n\n  ​ ​ ​\n\n**Thereof Subject**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nAdjusted (A)/\n\n​\n\n​\n\n​\n\n​\n\n**to Holding**\n\nQuantity in Share Units\n\n​\n\nSpecification\n\n​\n\nGrant Date\n\n​\n\nOutstanding\n\n​\n\nForfeited (F)\n\n​\n\n**Outstanding**\n\n​\n\n​\n\n**Period**\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Market PSU\n\n​\n\n3/12/2024\n\n​\n\n1,005\n\n​\n\n0\n\n​\n\n1,005\n\n​\n\n​\n\n1,005\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – Financial PSU\n\n​\n\n3/12/2024\n\n​\n\n1,675\n\n​\n\n0\n\n​\n\n1,675\n\n​\n\n​\n\n1,675\n\n​\n\n​\n\nLTI 2024 – Tranche 2024 – ESG PSU\n\n​\n\n3/12/2024\n\n​\n\n670\n\n​\n\n0\n\n​\n\n670\n\n​\n\n​\n\n670\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – Market PSU\n\n​\n\n3/24/2023\n\n​\n\n3,613\n\n​\n\n0\n\n​\n\n3,613\n\n​\n\n​\n\n3,613\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – Financial PSU\n\n​\n\n3/24/2023\n\n​\n\n3,613\n\n​\n\n0\n\n​\n\n3,613\n\n​\n\n​\n\n3,613\n\n​\n\n \n\nLTI 2020 – Tranche 2023 – RSU\n\n​\n\n3/24/2023\n\n​\n\n3,613\n\n​\n\n0\n\n​\n\n3,613\n\n \n\n \n\n3,613\n\n​\n\n \n\nLTI 2020 – Tranche 2022 – Market PSU\n\n​\n\n3/28/2022\n\n​\n\n5,941\n\n​\n\n2,971\n\nA\n\n8,912\n\n \n\n \n\n8,912\n\nScott Russell\n\n \n\nLTI 2020 – Tranche 2022 – Financial PSU\n\n​\n\n3/28/2022\n\n​\n\n5,941\n\n​\n\n329\n\nA\n\n6,270\n\n \n\n \n\n6,270\n\n(until 8/31/2024)\n\n \n\nLTI 2020 – Tranche 2022 – RSU\n\n​\n\n3/28/2022\n\n​\n\n5,941\n\n​\n\n0\n\n​\n\n5,941\n\n \n\n \n\n5,941\n\n​\n\n \n\nLTI 2020 – Tranche 2021 – Market PSU\n\n​\n\n3/22/2021\n\n​\n\n11,232\n\n​\n\n-11,232\n\nE\n\n0\n\n \n\n \n\n0\n\n​\n\n \n\nLTI 2020 – Tranche 2021 – Financial PSU\n\n​\n\n3/22/2021\n\n​\n\n8,999\n\n​\n\n-8,999\n\nE\n\n0\n\n \n\n \n\n0\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – RSU\n\n​\n\n3/22/2021\n\n​\n\n7,488\n\n​\n\n-7,488\n\nE\n\n0\n\n​\n\n​\n\n0\n\n​\n\n \n\nLTI 2024 – Tranche 2024 – Market PSU\n\n​\n\n3/12/2024\n\n​\n\n676\n\n​\n\n0\n\n​\n\n676\n\n \n\n \n\n676\n\n​\n\n \n\nLTI 2024 – Tranche 2024 – Financial PSU\n\n​\n\n3/12/2024\n\n​\n\n1,126\n\n​\n\n0\n\n​\n\n1,126\n\n \n\n \n\n1,126\n\n​\n\n \n\nLTI 2024 – Tranche 2024 – ESG PSU\n\n​\n\n3/12/2024\n\n​\n\n450\n\n​\n\n0\n\n​\n\n450\n\n \n\n \n\n450\n\n​\n\n \n\nLTI 2020 – Tranche 2023 – Market PSU\n\n​\n\n3/24/2023\n\n​\n\n3,120\n\n​\n\n0\n\n​\n\n3,120\n\n \n\n \n\n3,120\n\n​\n\n \n\nLTI 2020 – Tranche 2023 – Financial PSU\n\n​\n\n3/24/2023\n\n​\n\n3,120\n\n​\n\n0\n\n​\n\n3,120\n\n \n\n \n\n3,120\n\n​\n\n​\n\nLTI 2020 – Tranche 2023 – RSU\n\n​\n\n3/24/2023\n\n​\n\n3,120\n\n​\n\n0\n\n​\n\n3,120\n\n​\n\n​\n\n3,120\n\nJulia White\n\n \n\nLTI 2020 – Tranche 2022 – Market PSU\n\n​\n\n3/28/2022\n\n​\n\n7,296\n\n​\n\n3,648\n\nA\n\n10,944\n\n \n\n \n\n10,944\n\n(until 8/31/2024)\n\n \n\nLTI 2020 – Tranche 2022 – Financial PSU\n\n​\n\n3/28/2022\n\n​\n\n7,296\n\n​\n\n404\n\nA\n\n7,700\n\n \n\n \n\n7,700\n\n​\n\n \n\nLTI 2020 – Tranche 2022 – RSU\n\n​\n\n3/28/2022\n\n​\n\n7,296\n\n​\n\n0\n\n​\n\n7,296\n\n \n\n \n\n7,296\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Market PSU\n\n​\n\n3/22/2021\n\n​\n\n11,925\n\n​\n\n-11,925\n\nE\n\n0\n\n​\n\n​\n\n0\n\n​\n\n​\n\nLTI 2020 – Tranche 2021 – Financial PSU\n\n​\n\n3/22/2021\n\n​\n\n9,554\n\n​\n\n-9,554\n\nE\n\n0\n\n​\n\n​\n\n0\n\n​\n\n \n\nLTI 2020 – Tranche 2021 – RSU\n\n​\n\n3/22/2021\n\n​\n\n7,950\n\n​\n\n-7,950\n\nE\n\n0\n\n \n\n \n\n0\n\n**Total**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n**246,511**\n\n​\n\n**-114,228**\n\n​\n\n**132,283**\n\n \n\n \n\n**132,283**\n\n​\n\n​\n\n​\n\n96\n\n[Table of Contents](#TOC)\n\nExecutive Board: Other Information\n\nWe did not grant any compensation advance or credit to, or enter into any commitment for the benefit of, any member of our Executive Board in 2025 or the previous year.\n\nAs far as the law permits, SAP SE and its affiliated companies in Germany and elsewhere indemnify and hold harmless their respective directors and officers against and from the claims of third parties. To this end, we maintain directors’ and officers’ (D&O) group liability insurance. The policy is annual and is renewed from year to year. The insurance covers the personal liability of the insured group for financial loss caused by its managerial acts and omissions. The current D&O policy includes an individual deductible for Executive Board members of SAP SE as required by section 93 (2) of the AktG.\n\n**Compensation for Supervisory Board Members**\n\nCompensation System\n\nSupervisory Board members’ compensation is governed by section 16 of our Articles of Incorporation, which was amended by resolution of our Annual General Meeting of Shareholders on May 15, 2024, to adjust the compensation payable to the chairperson of the Supervisory Board.\n\nEach member of the Supervisory Board receives, in addition to the reimbursement of their expenses, an annual basic compensation of € 165,000. The chairperson receives €600,000 and the deputy chairperson € 220,000 annually. In addition, we reimburse members of the Supervisory Board for the value-added tax payable on their compensation.\n\nFor membership of the Audit and Compliance Committee, Supervisory Board members receive an additional fixed annual compensation of €50,000, and for membership of any other Supervisory Board committee €35,000, provided that the committee concerned has met in the year. The chairperson of the Audit and Compliance Committee receives €95,000, and the chairpersons of the other committees receive €50,000. If a deputy chairperson is appointed to a committee, he or she receives €43,500 per year, and €72,500 per year for the Audit and Compliance Committee. The chairperson of the Supervisory Board shall not receive any additional compensation for chairing, or being a member of, any committees. The fixed remuneration is payable after the end of the year.\n\nIf the Supervisory Board appoints a Lead Independent Director, the Lead Independent Director shall receive compensation of €50,000 per year in addition to their basic compensation and in addition to their compensation for any memberships in committees.\n\nAny members of the Supervisory Board who have served for less than the entire year receive one-twelfth of the annual compensation for each month of service commenced. This also applies to the increased compensation for the chairperson and the deputy chairperson(s) and to the compensation for the chairperson, any possible deputy chairperson, the members of a committee, and to the additional compensation for the Lead Independent Director.\n\n97\n\n[Table of Contents](#TOC)\n\n**Supervisory Board Members’ Compensation in 2025**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n€ thousands\n\n​\n\n2025\n\n​\n\n2024\n\n​\n\n​\n\n**Fixed**\n\n​\n\n​\n\n​\n\n**Compensation for**\n\n​\n\n​\n\n​\n\n**Total**\n\n​\n\nFixed\n\n​\n\n​\n\n​\n\nCompensation for\n\n​\n\n​\n\n​\n\nTotal\n\n​\n\n​\n\n**Compensation**\n\n​\n\n**% of Total**\n\n​\n\n**Committee Work**\n\n​\n\n**% of Total**\n\n​\n\n​\n\n​\n\nCompensation\n\n​\n\n% of Total\n\n​\n\nCommittee Work\n\n​\n\n% of Total\n\n​\n\n​\n\nDr. h. c. mult. Pekka Ala-Pietilä (Chairperson from 5/15/2024)\n\n  ​ ​ ​\n\n600\n\n  ​ ​ ​\n\n100\n\n  ​ ​ ​\n\n0\n\n  ​ ​ ​\n\n0\n\n  ​ ​ ​\n\n600\n\n  ​ ​ ​\n\n400\n\n  ​ ​ ​\n\n100\n\n  ​ ​ ​\n\n0\n\n  ​ ​ ​\n\n0\n\n  ​ ​ ​\n\n400\n\nProf. Dr. h. c. mult. Hasso Plattner (Chairperson until 5/15/2024)\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\n115\n\n \n\n64\n\n \n\n65\n\n \n\n36\n\n \n\n179\n\nLars Lamadé (Deputy Chairperson)\n\n \n\n220\n\n \n\n76\n\n \n\n70\n\n \n\n24\n\n \n\n290\n\n \n\n220\n\n \n\n69\n\n \n\n99\n\n \n\n31\n\n \n\n319\n\nManuela Asche-Holstein (until 5/15/2024)\n\n \n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n69\n\n​\n\n58\n\n​\n\n50\n\n​\n\n42\n\n​\n\n119\n\nJakub Černý (from 5/15/2024)\n\n \n\n165\n\n \n\n70\n\n \n\n70\n\n \n\n30\n\n \n\n235\n\n \n\n110\n\n \n\n70\n\n \n\n47\n\n \n\n30\n\n \n\n157\n\nPascal Demat (from 5/15/2024)\n\n \n\n165\n\n \n\n70\n\n \n\n70\n\n \n\n30\n\n \n\n235\n\n \n\n110\n\n \n\n70\n\n \n\n47\n\n \n\n30\n\n \n\n157\n\nAicha Evans\n\n \n\n165\n\n \n\n58\n\n \n\n120\n\n \n\n42\n\n \n\n285\n\n \n\n165\n\n \n\n54\n\n \n\n139\n\n \n\n46\n\n \n\n304\n\nAndreas Hahn (from 5/15/2024)\n\n \n\n165\n\n \n\n70\n\n \n\n70\n\n \n\n30\n\n \n\n235\n\n \n\n110\n\n \n\n70\n\n \n\n47\n\n \n\n30\n\n \n\n157\n\nProf. Dr. Ralf Herbrich (from 5/15/2024)\n\n \n\n165\n\n \n\n70\n\n \n\n70\n\n \n\n30\n\n \n\n235\n\n \n\n110\n\n \n\n70\n\n \n\n47\n\n \n\n30\n\n \n\n157\n\nMargret Klein-Magar\n\n \n\n165\n\n \n\n66\n\n \n\n85\n\n \n\n34\n\n \n\n250\n\n \n\n165\n\n \n\n62\n\n \n\n100\n\n \n\n38\n\n \n\n265\n\nMonika Kovachka-Dimitrova (until 5/15/2024)\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\n69\n\n \n\n61\n\n \n\n44\n\n \n\n39\n\n \n\n112\n\nPeter Lengler (until 5/15/2024)\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\n69\n\n \n\n52\n\n \n\n65\n\n \n\n48\n\n \n\n133\n\nJennifer Xin-Zhe Li\n\n \n\n165\n\n \n\n56\n\n \n\n130\n\n \n\n44\n\n \n\n295\n\n \n\n165\n\n \n\n56\n\n \n\n130\n\n \n\n44\n\n \n\n295\n\nDr. Qi Lu\n\n \n\n165\n\n \n\n83\n\n \n\n35\n\n \n\n18\n\n \n\n200\n\n \n\n165\n\n \n\n72\n\n \n\n64\n\n \n\n28\n\n \n\n229\n\nCésar Martin (from 5/15/2024)\n\n​\n\n165\n\n​\n\n66\n\n​\n\n85\n\n​\n\n34\n\n​\n\n250\n\n​\n\n110\n\n​\n\n66\n\n​\n\n57\n\n​\n\n34\n\n​\n\n167\n\nGerhard Oswald\n\n​\n\n165\n\n​\n\n58\n\n​\n\n120\n\n​\n\n42\n\n​\n\n285\n\n​\n\n165\n\n​\n\n51\n\n​\n\n155\n\n​\n\n49\n\n​\n\n320\n\nChristine Regitz (until 5/15/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n69\n\n​\n\n59\n\n​\n\n47\n\n​\n\n41\n\n​\n\n116\n\nDr. h. c. Punit Renjen (until 5/15/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n92\n\n​\n\n75\n\n​\n\n31\n\n​\n\n25\n\n​\n\n122\n\nDr. Friederike Rotsch\n\n​\n\n165\n\n​\n\n43\n\n​\n\n220\n\n​\n\n57\n\n​\n\n385\n\n​\n\n165\n\n​\n\n40\n\n​\n\n244\n\n​\n\n60\n\n​\n\n409\n\nNicolas Sabatier (from 5/15/2024)\n\n​\n\n165\n\n​\n\n70\n\n​\n\n70\n\n​\n\n30\n\n​\n\n235\n\n​\n\n110\n\n​\n\n70\n\n​\n\n47\n\n​\n\n30\n\n​\n\n157\n\nDr. Eberhard Schick (from 5/15/2024)\n\n​\n\n165\n\n​\n\n66\n\n​\n\n85\n\n​\n\n34\n\n​\n\n250\n\n​\n\n110\n\n​\n\n66\n\n​\n\n57\n\n​\n\n34\n\n​\n\n167\n\nHeike Steck (until 5/15/2024)\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\n69\n\n \n\n54\n\n \n\n58\n\n \n\n46\n\n \n\n127\n\nHelmut Stengele (until 5/15/2024)\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\n69\n\n \n\n100\n\n \n\n0\n\n \n\n0\n\n \n\n69\n\nNina Straßner (from 5/15/2024)\n\n \n\n165\n\n \n\n58\n\n \n\n120\n\n \n\n42\n\n \n\n285\n\n \n\n110\n\n \n\n58\n\n \n\n80\n\n \n\n42\n\n \n\n190\n\nDr. Rouven Westphal\n\n \n\n165\n\n \n\n58\n\n \n\n120\n\n \n\n42\n\n \n\n285\n\n \n\n165\n\n \n\n54\n\n \n\n143\n\n \n\n46\n\n \n\n308\n\nDr. Gunnar Wiedenfels\n\n \n\n165\n\n​\n\n56\n\n​\n\n131\n\n​\n\n44\n\n​\n\n296\n\n​\n\n165\n\n​\n\n53\n\n​\n\n147\n\n​\n\n47\n\n​\n\n312\n\nJames Wright (until 5/15/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n69\n\n​\n\n52\n\n​\n\n65\n\n​\n\n48\n\n​\n\n133\n\n**Total**\n\n** **\n\n**3,460**\n\n** **\n\n​\n\n** **\n\n**1,671**\n\n** **\n\n​\n\n** **\n\n**5,131**\n\n** **\n\n**3,507**\n\n** **\n\n​\n\n** **\n\n**2,071**\n\n** **\n\n​\n\n** **\n\n**5,579**\n\n​\n\nIn 2025, we received services from members of the Supervisory Board (including services from employee representatives on the Supervisory Board in their capacity as employees of SAP) in the amount of € 2,129,000 (2024: €1,987,000).\n\n​\n\nLong-Term Incentives for the Supervisory Board\n\nWe do not offer members of the Supervisory Board share-based payment for their Supervisory Board work. Any share-based payment awards received by employee-elected members relate to their position as SAP employees and not to their work on the Supervisory Board.\n\nSupervisory Board: Other Information\n\nIn 2023, SAP granted a loan within the SAP-Flex Loan program for its employees, amounting to €5,000 to one of the employees who later joined the Supervisory Board as an employee representative in 2024. Besides this loan, SAP did not grant any compensation advance or credit to, or enter into any commitment for the benefit of, any member of its Supervisory Board in 2025 or the previous year.\n\nAs far as the law permits, we indemnify Supervisory Board members against, and hold them harmless from, claims brought by third parties. To this end, we maintain directors’ and officers’ (D&O) group liability insurance. In accordance with our Articles of Incorporation, the premiums for the insurance policy are paid by SAP.\n\n98\n\n[Table of Contents](#TOC)\n\n**Comparative Information on the Change of Compensation and Company Performance**\n\nThe following table discloses the relative change in compensation of active and former Executive Board and Supervisory Board members, the average compensation of all SAP employees (full-time equivalents), and year-over-year changes in selected earnings indicators. The compensation awarded and due to Executive Board members is presented in accordance with section 162 of the AktG.\n\nThe presentation of average employee compensation is based on the average full-time equivalent number of employees in the respective year. Average employee compensation comprises the personnel expenses for salaries, fringe benefits, employer contributions to social insurance, and any short-term and long-term variable compensation components attributable to the fiscal year. Therefore, employee compensation is also equivalent to compensation awarded and due within the meaning of section 162 of the AktG and is thus in line with Executive Board and Supervisory Board compensation.\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n  ​ ​ ​\n\n2021 to 2020\n\n  ​ ​ ​\n\n2022 to 2021\n\n  ​ ​ ​\n\n2023 to 2022\n\n  ​ ​ ​\n\n2024\n\n  ​ ​ ​\n\n2024 to 2023\n\n  ​ ​ ​\n\n2025\n\n  ​ ​ ​\n\n2025 to 2024\n\n \n\n​\n\n​\n\nChange in %\n\n​\n\nChange in %\n\n​\n\nChange in %\n\n​\n\n€ thousands\n\n​\n\nChange in %\n\n​\n\n**€ thousands**\n\n​\n\n**Change in %**\n\n​\n\n**Current Supervisory Board Members**\n\n** **\n\n**  ​**\n\n** **\n\n**  ​**\n\n** **\n\n**  ​**\n\n** **\n\n**  ​**\n\n** **\n\n**  ​**\n\n** **\n\n**  ​**\n\n** **\n\n**  ​**\n\n​\n\nDr. h. c. mult. Pekka Ala-Pietilä (member from 5/3/2002 until 5/12/2021, Chairperson from 5/15/2024)\n\n \n\n-58\n\n \n\nNA\n\n \n\nNA\n\n \n\n400\n\n \n\nNA\n\n \n\n600\n\n \n\n**50**\n\n​\n\nLars Lamadé (Deputy Chairperson from 1/1/2022)\n\n \n\n6\n\n \n\n64\n\n \n\n0\n\n \n\n319\n\n \n\n-2\n\n \n\n290\n\n \n\n**-9**\n\n​\n\nJakub Černý (from 5/15/2024)\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\n157\n\n \n\nNA\n\n \n\n235\n\n \n\n**50**\n\n​\n\nPascal Demat (from 5/15/2024)\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\n157\n\n \n\nNA\n\n \n\n235\n\n \n\n**50**\n\n​\n\nAicha Evans\n\n \n\n6\n\n \n\n52\n\n \n\n0\n\n \n\n304\n\n \n\n-5\n\n \n\n285\n\n \n\n**-6**\n\n​\n\nAndreas Hahn (from 5/15/2024)\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\n157\n\n \n\nNA\n\n \n\n235\n\n \n\n**50**\n\n​\n\nProf. Dr. Ralf Herbrich (from 5/15/2024)\n\n \n\nNA\n\n \n\nNA\n\n \n\nNA\n\n \n\n157\n\n \n\nNA\n\n \n\n235\n\n \n\n**50**\n\n​\n\nMargret Klein-Magar (Deputy Chairperson until 12/31/2021)\n\n \n\n4\n\n \n\n10\n\n \n\n0\n\n \n\n265\n\n \n\n-7\n\n \n\n250\n\n \n\n**-6**\n\n​\n\nJennifer Xin-Zhe Li (from 5/18/2022)\n\n \n\nNA\n\n \n\nNA\n\n \n\n63\n\n \n\n295\n\n \n\n0\n\n \n\n295\n\n \n\n**0**\n\n​\n\nCésar Martin (from 5/15/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n167\n\n​\n\nNA\n\n​\n\n250\n\n​\n\n**50**\n\n​\n\nDr. Qi Lu (from 12/21/2020)\n\n​\n\n1,288\n\n​\n\n41\n\n​\n\n0\n\n​\n\n229\n\n​\n\n-15\n\n​\n\n200\n\n​\n\n**-13**\n\n​\n\nGerhard Oswald\n\n​\n\n-3\n\n​\n\n24\n\n​\n\n16\n\n​\n\n320\n\n​\n\n0\n\n​\n\n285\n\n​\n\n**-11**\n\n​\n\nDr. Friederike Rotsch\n\n​\n\n8\n\n​\n\n44\n\n​\n\n15\n\n​\n\n409\n\n​\n\n6\n\n​\n\n385\n\n​\n\n**-6**\n\n​\n\nNicolas Sabatier (from 5/15/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n157\n\n​\n\nNA\n\n​\n\n235\n\n​\n\n**50**\n\n​\n\nDr. Eberhard Schick (from 5/15/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n167\n\n​\n\nNA\n\n​\n\n250\n\n​\n\n**50**\n\n​\n\nNina Straßner (from 5/15/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n190\n\n​\n\nNA\n\n​\n\n285\n\n​\n\n**50**\n\n​\n\nDr. Rouven Westphal (from 5/12/2021)\n\n​\n\nNA\n\n​\n\n133\n\n​\n\n-4\n\n​\n\n308\n\n​\n\n0\n\n​\n\n285\n\n​\n\n**-8**\n\n​\n\nDr. Gunnar Wiedenfels\n\n​\n\n0\n\n​\n\n52\n\n​\n\n-3\n\n​\n\n312\n\n​\n\n4\n\n​\n\n296\n\n​\n\n**-5**\n\n​\n\n**Current Executive Board Members**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nChristian Klein (CEO)\n\n​\n\n425\n\n​\n\n-20\n\n​\n\n53\n\n​\n\n18,983\n\n​\n\n165\n\n​\n\n16,244\n\n​\n\n**-14**\n\n​\n\nMuhammad Alam (from 4/1/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n1,936\n\n​\n\nNA\n\n​\n\n2,246\n\n​\n\n**16**\n\n​\n\nDominik Asam (from 3/7/2023)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n3,281\n\n​\n\n-17\n\n​\n\n2,531\n\n​\n\n**-23**\n\n​\n\nThomas Saueressig\n\n​\n\n307\n\n​\n\n-41\n\n​\n\n109\n\n​\n\n8,241\n\n​\n\n128\n\n​\n\n7,044\n\n​\n\n**-15**\n\n​\n\nSebastian Steinhaeuser (from 2/1/2025)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n2,131\n\n​\n\n**NA**\n\n​\n\nGina Vargiu-Breuer (from 2/1/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n2,109\n\n​\n\nNA\n\n​\n\n2,524\n\n​\n\n**20**\n\n​\n\n**Former Supervisory Board Members**\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nProf. Dr. h. c. mult. Hasso Plattner (Chairperson until 5/15/2024)\n\n​\n\n1\n\n​\n\n27\n\n​\n\n-2\n\n​\n\n179\n\n​\n\n-58\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\nManuela Asche-Holstein (from 7/8/2021 until 5/15/2024)\n\n​\n\nNA\n\n​\n\n200\n\n​\n\n11\n\n​\n\n119\n\n​\n\n-58\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\nMonika Kovachka-Dimitrova (until 5/15/2024)\n\n​\n\n1\n\n​\n\n42\n\n​\n\n0\n\n​\n\n113\n\n​\n\n-58\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\nProf. Dr. Gesche Joost (until 5/11/2023)\n\n​\n\n0\n\n​\n\n26\n\n​\n\n-58\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\nPeter Lengler (from 8/10/2021 until 5/15/2024)\n\n​\n\nNA\n\n​\n\n255\n\n​\n\n0\n\n​\n\n133\n\n​\n\n-53\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\nChristine Regitz (until 5/15/2024)\n\n​\n\n5\n\n​\n\n34\n\n​\n\n0\n\n​\n\n116\n\n​\n\n-58\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\nDr. h. c. Punit Renjen (from 5/11/2023 until 5/15/2024)\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\nNA\n\n​\n\n122\n\n​\n\n-44\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\nHeike Steck (until 5/15/2024)\n\n​\n\n9\n\n​\n\n32\n\n​\n\n0\n\n​\n\n127\n\n​\n\n-53\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\nHelmut Stengele (from 10/29/2021 until 5/15/2024)\n\n​\n\nNA\n\n​\n\n300\n\n​\n\n0\n\n​\n\n69\n\n​\n\n-58\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\nJames Wright (until 5/15/2024)\n\n​\n\n0\n\n​\n\n40\n\n​\n\n0\n\n​\n\n133\n\n​\n\n-53\n\n​\n\nNA\n\n​\n\n**NA**\n\n​\n\n**Former Executive Board Members**\n\n** **\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nSabine Bendiek (until 12/31/2023)\n\n \n\nNA\n\n \n\n-65\n\n \n\n43\n\n \n\n6,241\n\n \n\n209\n\n \n\n2,748\n\n \n\n**-56**\n\n​\n\nLuka Mucic (until 3/31/2023)\n\n \n\n127\n\n \n\n-25\n\n \n\n258\n\n \n\n4,041\n\n \n\n-65\n\n \n\n1,803\n\n \n\n**-55**\n\n​\n\nJuergen Mueller (until 9/30/2024)\n\n​\n\n307\n\n​\n\n10\n\n​\n\n14\n\n​\n\n7,144\n\n​\n\n96\n\n​\n\n2,984\n\n​\n\n**-58**\n\n​\n\nGerhard Oswald (until 12/31/2016)\n\n​\n\n0\n\n​\n\n0\n\n​\n\n10\n\n​\n\n400\n\n​\n\n6\n\n​\n\n400\n\n​\n\n**0**\n\n​\n\nScott Russell (until 8/31/2024)\n\n​\n\nNA\n\n​\n\n2\n\n​\n\n35\n\n​\n\n21,459\n\n​\n\n598\n\n​\n\n3,794\n\n​\n\n**-82**\n\n​\n\nJulia White (until 8/31/2024)\n\n​\n\nNA\n\n​\n\n-45\n\n​\n\n12\n\n​\n\n17,103\n\n​\n\n569\n\n​\n\n4,659\n\n​\n\n**-73**\n\n​\n\n**Earnings Indicators**1\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\nTotal Revenue SAP Group (IFRS, in € millions)\n\n​\n\n2\n\n​\n\n11\n\n​\n\n6\n\n​\n\n34,176\n\n​\n\n10\n\n​\n\n36,800\n\n​\n\n**8**\n\n​\n\nTotal Revenue SAP SE (German Commercial Code, in € millions)\n\n​\n\n5\n\n​\n\n16\n\n​\n\n7\n\n​\n\n21,412\n\n​\n\n13\n\n​\n\n22,914\n\n​\n\n**7**\n\n​\n\nOperating Profit SAP Group (Non-IFRS, in € millions)2\n\n​\n\n-1\n\n​\n\n-2\n\n​\n\n9\n\n​\n\n8,153\n\n​\n\n25\n\n​\n\n10,419\n\n​\n\n**28**\n\n​\n\nNet Income SAP SE (German Commercial Code, in € millions)\n\n​\n\n8\n\n​\n\n-29\n\n​\n\n149\n\n​\n\n366\n\n​\n\n-92\n\n​\n\n7,107\n\n​\n\n**1,842**\n\n​\n\n**Average annual compensation of employees SAP Group**3\n\n** **\n\n13\n\n** **\n\n**4**\n\n** **\n\n**12**\n\n** **\n\n**184**\n\n** **\n\n**18**\n\n** **\n\n**146**\n\n** **\n\n**-21**\n\n​\n\n​\n\n1 SAP Group (non-IFRS) 2020 from continuing and discontinued operations\n\n2 Operating profit (non-IFRS) 2020 to 2022 based on non-IFRS metrics published in the Integrated Report 2023\n\n3 The 2024 average was impacted by restructuring expenses of €3.1 billion associated with the 2024 transformation program. Not considering this effect, the increase in average annual compensation of the employees from 2023 to 2024 would be 1% and the decrease from 2024 to 2025 would be 6%\n\n​\n\n99\n\n[Table of Contents](#TOC)\n\nEmployees\n\n**Headcount and Personnel Expense**\n\nNumbers disclosed in the Employees section are based on headcount (exceptions in FTE are indicated). FTE is a key metric that indicates the staffing percentage of an employee in a position based on the number of hours they work per week in a position, compared with a full-time employee. Headcount in FTEs refers to the total number of FTEs as at the last day of the reporting period. An employee working half-time counts as 0.5 FTEs. Only headcount-relevant employees are included in FTE figures. In general, this includes all active employees on permanent contracts, and employees on contracts of more than six months. Students, and employees on long-term leave, are excluded.\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n​\n\n  ​ ​ ​\n\n**2025**\n\n​\n\n2024\n\n​\n\n​\n\n**Number of Employees**\n\n​\n\n**Number of Employees**\n\n​\n\nNumber of Employees\n\n​\n\nNumber of Employees\n\nGender\n\n​\n\n**(headcount)**\n\n​\n\n**(full-time equivalent)**\n\n​\n\n(headcount)\n\n​\n\n(full-time equivalent)\n\nMale\n\n \n\n71,503\n\n​\n\n71,340\n\n​\n\n71,007\n\n​\n\n70,823\n\nFemale\n\n \n\n39,891\n\n​\n\n39,307\n\n​\n\n38,965\n\n​\n\n38,298\n\nOther\n\n \n\n1\n\n​\n\n1\n\n​\n\n1\n\n​\n\n1\n\nNot reported\n\n \n\n2\n\n​\n\n2\n\n​\n\n0\n\n​\n\n0\n\nTotal employees\n\n** **\n\n**111,397**\n\n​\n\n**110,650**\n\n​\n\n**109,973**\n\n​\n\n**109,121**\n\n​\n\nFor more information about restructuring activities, see the Notes to the Consolidated Financial Statements, Note (B.6). For more information about employee compensation and a breakdown of personnel expense, see the Notes to the Consolidated Financial Statements, Note (B.1) and**Note (B.2).\n\n**Employee and Labor Relations**\n\nOn a worldwide basis, we believe that our employee and labor relations are excellent.\n\nOn a corporate level, all employees of SAP in the member states of the European Union and in the contract states of the European Economic Area are represented by the SAP SE Works Council (WoC) (Europe). By law and agreement with SAP, the SAP SE WoC (Europe) is entitled to receive information on certain transnational matters and to consult with the Executive Board or a representative thereof. On the legal entity level, the SAP SE works council (Germany) represents the employees of SAP SE. The employees of SAP Deutschland SE & Co. KG (SAP Germany), Concur (Germany) GmbH, and Emarsys Interactive Services GmbH (Germany) are represented by separate works councils. Other employee representatives include the group works council (composed of members of the works councils of SAP SE, SAP Germany, Concur (Germany) GmbH and Emarsys Interactive Services GmbH (Germany)), the representatives of severely disabled persons in SAP SE and SAP Germany and the spokespersons committee as the representation of the executives of SAP SE (Germany).\n\nEmployees of each of SAP France, SAP France Holding, SAP Labs France and Concur (France) SAS are subject to the same collective agreement: “SYNTEC”. In France, effective December 31, 2019 the Workers Council, the Health and Safety Committee and the employee representative were replaced by a single instance named the “Economic and Social Committee”. Today, SAP France/SAP France Holding (in the same legal entity), SAP Labs France and Concur (France) SAS are represented by an Economic and Social Committee. The represented unions negotiate agreements with each of SAP France/SAP France Holding and SAP Labs France. For Concur (France) SAS the agreements are negotiated with the Economic and Social Committee. In addition, the employees of various other SAP entities, including SAP Digital HUB (SAP EMEA Inside Sales S.L.), SAP Österreich GmbH (Austria), SAP España – Sistemas, Aplicaciones y Productos en la Informática, S.A., SAO D.O.O. (Croatia), SAP Belgium NV/SA., SAP Israel, SAP Nederland B.V., SAP Italia Sistemi Applicazioni Prodotti in Data Processing S.p.A., SAP China Beijing Branch, all entities in the Czech Republic (SAP ČR, spol. s r.o., SAP Services s.r.o., Ariba Czech s.r.o. and Concur Czech (s.r.o.)), SAP Brasil Ltda, SAP Korea Ltd. (Korea), SAP North West Africa Ltd. (Maroc), SAP Slovensko s.r.o. (Slovakia), SAP sistemi, aplikacije in produkti za obdelavo podatkov d.o.o. (Slovenia), SAP Romania SRL, SAP Svenska Aktiebolag (Sweden), SAP UK Ltd., and SAP Ireland Ltd. are represented by works councils, worker representatives, employee consultation forums and/or unions. In addition, some of these employees are subject to a collective bargaining agreement.\n\n​\n\n100\n\n[Table of Contents](#TOC)\n\n**Share Ownership**\n\n**Beneficial Ownership of Shares**\n\nThe ordinary shares beneficially owned by the persons listed in “Item 6. Directors, Senior Management and Employees — Compensation Report” are disclosed in “Item 7. Major Shareholders and Related-Party Transactions — Major Shareholders.”\n\n**Share-Based Compensation Plans**\n\n**Share- Based Compensation**\n\nWe maintain certain share-based compensation plans. The share-based compensation from these plans result from cash-settled and equity-settled awards issued to employees. For more information on our share-based compensation plans refer to “Item 6. Directors, Senior Management and Employees — Compensation Report” and Note (B.3) to our Consolidated Financial Statements."}