Annual Report 2025 – ÖBB-Infrastruktur AG

ÖBB-Infrastruktur Aktiengesellschaft Group Management Report | Consolidated Financial Statements 121 S1-16 Compensation metrics (pay gap and total compensation) In the ÖBB-Infrastruktur Group basic salaries are approximately equal across gender categories. The ratio of the total annual remuneration of the highest-paid individual to the median total annual remuneration of all employees in the ÖBB-Infrastruktur Group is 6.8 in 2025 (previous year: 7.0). Remuneration figures 1) 2025 2024 2023 Male in euros per hour 33.8 32.1 31.8 Female in euros per hour 33.0 30.2 29.4 Gender pay gap in percent 2.5 2) 3) 5.9 2) 7.6 2) Ratio of remuneration of the highest-paid person to the median of all employees 6.8 7.0 7.5 1) Figures may vary slightly due to rounding differences. 2) Due to the definition of mandatory working hours, their amount varies in each calendar year, as, for example, a public holiday may fall on a weekday or a leap year may increase the number of working days to be performed, while its absence may reduce the number of working days. 2023: 247 working days; 2024: 251 working days; 2025: 250 working days. This situation and the generational effect that is becoming apparent ensure that gross hourly earnings do not rise directly in line with the collective agreement increases. 3) A narrowing of the gender pay gap due to the impact of generational change on salary demographics. In 2025, new male entrants earned less on average than men who left the workforce (due to retirement or other reasons). The difference is smaller when it comes to women joining and leaving. Calculation of the gender pay gap within the ÖBB-Infrastruktur Group: The indicator is calculated as the percentage difference between the average gross hourly earnings of women and men. The average for women minus the average for men, divided by the average for men, multiplied by 100. Basic and additional remuneration (overtime, allowances, benefits in kind, etc.) are taken into account in accordance with the income statement. The total is divided by mandatory contributions and additional/reduced contributions. Calculation of the median within the ÖBB-Infrastruktur Group: This ratio compares the median income within the ÖBB- Infrastruktur Group with the remuneration of the highest-paid individual (the CEO), as stated in the Corporate Governance Report. Basic salary and specified additional payments (e.g. allowances, non-cash benefits) are included in the calculation. The median of these figures is also compared with the CEO’s remuneration. S1-17 Incidents, complaints and severe human rights impacts The total number of work-related incidents involving discrimination, including harassment, for the ÖBB-Infrastruktur Group as of 31 December 2025 was 1 (previous year: 0). In 2025, the total number of complaints received through a wide variety of channels (e.g. Equal Opportunities Officers, the whistleblower platform, the psychological helpline, etc.) was recorded for the first time. As of 31.12.2025, the total number of complaints received regarding discrimination by the ÖBB-Infrastruktur Group stood at 40 (previous year: 22). The year-on-year increase may be attributed both to the expanded data set and to other factors – such as growing awareness and the resulting increase in reporting activity. During the reporting period, there were no (previous year: 0) material fines, penalties or compensation payments incurred in connection with the described work-related incidents and complaints. During the reporting period, there were no (previous year: 0) serious incidents and no (previous year: 0) significant fines, penalties or compensation payments relating to human rights within the company’s workforce. Further information on how the ÖBB-Infrastruktur Group addresses the topic of “Human Rights” can be found in sub-section ESRS 2 GOV-4 .