ÖBB Annual Report 2025

155 Group Management Report Österreichische Bundesbahnen-Holding Aktiengesellschaft Consolidated Financial Statements | Group Management Report 112 Key remuneration figures (pay gap and total remuneration) The base salaries in the ÖBB Group are almost the same for women and men, with a difference of just 1.5% (py: 4.6%). The gender pay gap is decreasing due to changes in the demographics of the ÖBB Group. Generational change is exerting a particular impact on pay demographics: In 2025, men entering the workforce earned less on average than men leaving it (retirements and other departures). Between their female counterparts, by contrast, there is only a minimal difference. ESRS S1-16.97.a The difference compared to the 2.3% for the ÖBB Group in Austria in 2025 (py: 6.0%) is due to allowances arising in male-dominated areas such as shunting, locomotive driving, and manual skills. Men received EUR 4,000 more in allowances on average in 2025 due to working in areas in which allowances are particularly common. The generational effect also has a noticeable impact here, as fringe benefits in particular for female employees without permanent positions increase much more slowly pro rata due to how their contracts are structured. ESRS S1-16.97.a As the table below shows, the annual total remuneration paid to the highest-paid individual was 10.8 times higher than the median annual total remuneration of all employees in the ÖBB Group in 2025 (py: 11.3). ESRS S1-16.97.b Key remuneration figures 2025 2024 2023 ESRS S1-16.97.a, b 1) ÖBB Group ÖBB Group (Austria) ÖBB Group ÖBB Group (Austria) ÖBB Group ÖBB Group (Austria) Male in euros per hour 30.0 32.5 28.4 31.0 27.3 31.0 Female in euros per hour 29.5 31.8 27.1 29.2 25.8 28.5 Gender pay gap in percent 2) 1.5 2.3 4.6 6.0 5.3 8.1 Ratio of remuneration of the highest-paid person to the median of all employees 10.8 11.8 11.3 12.1 11.3 13.9 1) ÖBB Group total (in Austria and abroad); 2025: Excludes TS-MÁV Gépészet Services Kft., Rail Cargo International Freight Forwarding (Shanghai) Co. Ltd., and OBB ITALIA S.R.L.; 2024 and 2023: Excludes TS-MÁV Gépészet Services Kft. and Technical Services Slovakia, s.r.o.; there may be slight discrepancies in the figures due to rounding differences. 2) Due to how the required annual working hours are defined, this amount varies in each calendar year. This is because, for example, a public holiday may fall on a weekday, or a leap year may increase or decrease the number of working days. 2023: 247 working days; 2024: 251 working days; 2025: 250 working days. This circumstance and the generational effect that is becoming apparent mean that gross hourly pay does not directly increase at the same rate as the collective agreement adjustments. Calculating the gender pay gap in the ÖBB Group: The indicator is calculated as the percentage difference between the average gross amount earned per hour by women and men. The average for women subtracted from the average for men divided by the average for men multiplied by 100. ESRS S1-16.97.c, AR 99, AR 101 – In Austria and abroad: The basis is the basic salary divided by the mandatory annual workload (working hours excluding vacation and sick leave). There is a slight discrepancy in the combined indicator, as the data for abroad is calculated monthly using weekly divisors. – In Austria: Basic and additional remuneration (overtime, allowances, benefits in kind, etc.) are taken into account here in accordance with the income report. The total is divided by the mandatory workloads plus any extra work done or shortfall accrued. Calculation of the median in the ÖBB Group: The indicator expresses the ratio of median income in the Group to remuneration paid to the highest earner (CEO) according to the Corporate Governance Report. ESRS S1-16.97.c, AR 99, AR 101 – In Austria and abroad: Based on the income reports; basic salary in Austria, basic salary abroad (detailed data is lacking). These consolidated values are used to calculate the median and compare it with the CEO’s remuneration. – In Austria: Basic salary and defined fringe benefits (e.g. allowances, benefits in kind) are included in this calculation. A ratio is likewise calculated of the median of these values to the CEO’s remuneration. The base salaries of employees abroad were adjusted to Austrian salary levels using purchasing power parity. The following sources were used: OECD, 46 Eurostat, 47 OeNB. 48 46 https://data.oecd.org/price/price-level-indices.htm. 47 https://ec.europa.eu/eurostat/databrowser/view/prc_ppp_ind/default/table?lang=de. 48 https://www.oenb.at/isawebstat/stabfrage/createReport?lang=DE&report=2.14.5. MR112 | E.3. S1 Own workforce S2 Workers in the value chain S3 Affected communities S4 Consumers and end-users