TXO Partners, L.P.

Rule 10b5-1 Trading Arrangements

No director or executive officer of the Company adopted, modified orterminated any contract, instruction or written plan for the purchase or sale of the Company’s securities that was intended to satisfy the affirmative defense conditions of Rule 10b5-1(c) or any non-Rule 10b5-1 trading arrangement, (as defined in Item 408(c) of Regulation S-K) during the quarter ended December 31, 2025.

Severance Plan

On February 26, 2026, the board of directors of our general partner approved and adopted an executive severance plan (the “Severance Plan”), in which each of our current executive officers, including our named executive officers, participate. Pursuant to the Severance Plan, if we terminate the executive officer without “cause” or if such executive officer resigns for “good reason” (each as defined in the Severance Plan) (a “qualifying termination”) outside of the CIC Protection Period (as defined below), the executive officer would be entitled to receive (i) payment equal to 2 times the executive officer’s base salary and target bonus, (ii) payment for continued health coverage pursuant to COBRA for up to 18 months, and (iii) a prorated portion of outstanding, time-based phantom units will vest and a pro-rated portion of outstanding performance-based phantom units will remain outstanding and eligible to vest based on the actual level of performance achieved.

Under the Severance Plan, if the executive officer experiences a qualifying termination within 24 months of a change in control (the “CIC Protection Period”), in lieu of the foregoing amounts, the executive officer would be entitled to receive severance benefits consisting of (i) payment equal to 3 times the executive officer’s base salary and the greater of the prior year’s actual bonus or current target bonus, (ii) a prorated payment for target annual bonus for the year in which termination occurs, (iii) payment for continued health coverage pursuant to COBRA for up to 24 months, and (iv) all outstanding time-based phantom units will vest and all outstanding performance-based phantom units will remain outstanding and eligible to vest based on the greater of target performance and actual performance.

In either case, the receipt of such severance benefits is subject to the executive officer signing and not revoking a general release of claims in favor of the Company.

The above description is qualified in its entirety by reference to the Severance Plan, a copy of which is filed herewith as Exhibit 10.13 to this Annual Report on Form 10-K.