INDIVIOR PLC

In addition to base salary, an annual bonus opportunity exists for all employees, including the Executive Directors and Senior Managers. The maximum AIP opportunity for the Chief Executive Officer is 200% of his base salary. The maximum AIP opportunity for the Chief Financial Officer is 120% of his base salary. The maximum AIP opportunity for our Senior Managers ranges from 100% to 140% of their base salary. For our Executive Directors (the Chief Executive Officer and Chief Financial Officer), the AIP is paid 75% in cash, with the remaining 25% deferred into conditional shares for two years under the Company’s Deferred

Bonus Plan. See “The Deferred Bonus Plan 2018 (“DBP”),” beginning on page 182. For Senior Managers, the AIP is paid in cash.

Performance measures under the AIP are designed to align to the key strategic drivers for the year ahead and are developed alongside the Company’s annual financial plans. The Compensation Committee has discretion to adjust the formulaic bonus outcomes both upward and downward (including to zero) to ensure alignment of pay with the underlying performance of the Company, e.g., in the event performance is impacted by unforeseen circumstances outside Management control.

For the 2024 financial year, the Compensation Committee set stretching performance targets in the context of the business plan for 2024 and taking account of external forecasts. These targets were set by reference to the key strategic drivers for the business: global net revenues for SUBLOCADE, U.S. net revenues for PERSERIS and OPVEE, and advancement of pipeline assets. The PERSERIS targets were updated from full year to half year (i.e., January 1 to June 30) and the weighting reduced by half. For threshold performance 12.5% of the maximum bonus would be paid, for target performance 50% of the maximum bonus would be paid, and 100% of the maximum bonus would be paid for the delivery of exceptional performance significantly above both internal and external expectations. Achievement of the performance targets is calculated on a straight-line basis between threshold and target and between target and maximum. In addition, an ESG metric acted as a potential modifier to the overall AIP payout by which the overall AIP payout could be reduced by up to 10% if certain ESG targets were not met during the year; the Committee chose not to exercise its discretion to reduce the overall AIP payout as the relevant ESG targets were met. Overall performance resulted in a formulaic payout of 20.5% of maximum.

In line with our Remuneration Policy, 25% of the 2024 bonus payable under the AIP to the Executive Directors was automatically deferred into conditional shares under the DBP. The deferred conditional share awards vest after two years subject to continued employment as well as malus provisions.

(1)The market value used to determine the number of shares subject to awards was 1,633p, being the average mid-market closing price of Indivior shares on the business day immediately preceding the date of grant and converted to U.S.$ using the closing exchange rate on the day immediately preceding the date of grant (GB£1:U.S.$1.2802).

(2)Mr. Preblick stepped down as an Executive Director on December 31, 2024. Mr. Preblick continues in his role as Chief Financial Officer and he remains a member of the Executive Committee.