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1Key areas of Remuneration Committee focus in 20232A summary of the matters considered during the year is set 3out below.4Our workforce5 Remuneration discussion with Employee 6Forum representatives7 Receiving updates on all-colleague remuneration 8arrangements throughout the Group9 Review and approval of the 2022 UK Gender Pay 10Gap Report11 Approval of the launch of the 2023 ShareSave 12Executive and senior management remuneration13 Determination of the payouts from the 2022 annual bonus 14plan and the 2020 LTIP award15 Approval of the 2023 annual bonus plan and 2023 16LTIP award and their associated performance metrics 17and targets18 Review of salaries and remuneration packages for senior 19executives and fees for the Chairman20 Review of performance metrics for the 2024 annual bonus 21plan and 2024 LTIP award22 Approval of the exit package for Robert Hoskin23 Approval of the remuneration package for Stella David as 24Interim CEO25 Discussion of exit terms for Jette Nygaard-Andersen, 26between the Chairman and Committee members in advance 27of approval by the full Board28Committee governance29 Approval of the 2022 Directors’ Remuneration Report30 Receiving updates on external market developments in 31remuneration and governance, including international 32compensation practices33 Evaluation of the Remuneration Committee, its advisers and 34the Committee’s Terms of Reference35 Review of shareholder feedback received in relation to 36Directors’ remuneration following the 2023 AGM37 Concluding the review of our existing Directors’ 38Remuneration Policy started in 2022, which resulted in the 39new Policy presented to the 2023 AGM for approval40Remuneration Committee evaluation41The performance of the Remuneration Committee was assessed 42as a part of the Board Review, which this year was undertaken 43through online surveys administered and reviewed by external 44facilitator Linstock.45As well as addressing core aspects of Committee performance, the 46exercise had a particular focus on the following areas:47 The alignment of Remuneration Policy with the expectations of 48shareholders, and with Entain’s strategic objectives, including 49the financial and non-financial metrics used to determine 50variable pay.51 The effectiveness of relationships and communication with 52key stakeholders.53 Areas where the Committee had exercised discretion in 54decision making.55 Priorities for change and improvements to strengthen 56Committee performance.57The review concluded that the Committee had worked effectively 58during the year, with positive feedback for the performance of 59the Committee Chair. The Committee discussed the results of the 60evaluation in private session and agreed that it would continue to 61focus on the remuneration strategy for the wider workforce and 62how remuneration structures could enable Entain to attract and 63retain global talent. The Committee identified the need to spend 64more time engaging with employees to better understand the key 65themes and remuneration topics that are important for motivating 66the workforce. It was also agreed that the Committee Chair 67would work more closely with senior management, in particular 68the Chief Executive Officer and Chief People Officer, to ensure 69efficient operation of the Committee, with appropriate time spent 70on key topics such as setting incentive plan targets that motivate 71shareholder value creation and understanding the markets for 72talent that Entain competes in.73Advice to the Committee74Advisers are appointed independently by the Remuneration 75Committee, which reviews its selection periodically and is satisfied 76that the advice it receives is independent, objective and free from 77conflicts of interest. The total fees paid to the Committee’s adviser, 78Deloitte, in respect of 2023 were £87,750 (2022: £132,500). 79These were charged on a time and materials basis. Deloitte’s 80advice included provision of market data, advice on content of 81the new Directors’ Remuneration Policy and general guidance on 82market and best practice.83Deloitte LLP also provided a range of tax and advisory services to 84Entain during the year, some operating model delivery support, and 85assistance to the Group’s internal audit function.86Deloitte is a founding member of the Remuneration Consultants Group and, as such, voluntarily operates under the code of conduct in 87relation to executive remuneration consulting in the UK. Further details can be found at www.remunerationconsultantsgroup.com .88Management’s advice to the Committee was also supported by the provision of market data from Willis Towers Watson and legal advice 89from Freshfields.90Shareholder voting and consideration of shareholder views91The 2022 Annual Statement from the Chair of the Remuneration Committee and the Annual Report on Remuneration were subject to an 92advisory vote at the AGM on 25 April 2023. Our Remuneration Policy was approved by shareholders at the same meeting.93Resolution Date94Votes  95for96% of  97votes for98Votes  99against100% of  101votes against102Votes  103withheld104Annual Report on 105Remuneration 25 April 2023 461,233,616 98.1% 8,893,883 1.9% 2,140,345106Remuneration Policy 25 April 2023 440,043,910 93.6% 30,077,857 6.4% 2,146,077107Entain plc Annual Report 2023 1171081 Overview 8 Strategic report 88 Governance 140 Financial statements109Directors’ Remuneration 110Report