Report of the Human Resources Committee

The restructuring and reorganization needed to adapt to new market realities influenced strategic human resources actions in 2025. We maintained efficient, transparent, and reliable communication and ensured structured onboarding for new roles and tasks for new and existing employees. Our leadership team is now well positioned with the addition of Dr. Javier Perez as Chief Financial Officer and Wilfried de Backer as Chief Service Officer.
In anticipation of the acquisition of Coherent Corp.ʼs Tools for Material Processing business unit, we are focusing on the integration of Bystronic Rofin employees and providing them with appropriate support. This effort will continue in 2026.
The Human Resources Committee held four regular meetings and was very involved in the recruitment and nomination of new members of the Board of Directors. The Human Resources Committee consists of Urs Riedener (Chair), Inge Delobelle and Robert F. Spoerry. As a rule, the Chairman of the Board of Directors, the CEO, and the CHRO of the Group also attend the meetings in an advisory capacity, except for agenda items relating to their own remuneration.

To successfully move from restructuring to profitable growth, we concentrated on the following areas:

• Culture & leadership: The focus was on greater collaboration and clear orientation, supported by a shared understanding and lived values. We launched a new cultural project to support this effort. Via a dedicated mindset journey, we are introducing new behaviors that will strengthen collaboration, entrepreneurship, and resilience. Leadership training courses provide our managers with a solid foundation and support successful onboarding.
• Motivation & engagement: The employee survey conducted in 2025 had a very high participation rate, which provided detailed insights into employee satisfaction and areas for improvement. Increasing employee engagement is a key priority for 2026, and concrete measures have been developed in collaboration with employees. In addition, our Employee Listening Landscape was expanded to include exit surveys.
• Progress in HR processes and systems: Bystronic has made good progress in further developing global HR processes in recent years. In 2025, a job architecture with a corresponding job catalog and job evaluation was introduced for all sales organizations. In addition, the performance management process was revised and expanded with new behaviors derived from the culture program.

The short-term incentive (STI) is harmonized across the Group for the Group Executive Committee and top management and is closely linked to Bystronicʼs measurable business success. Eighty percent is based on the performance components of order intake, sales, EBIT, and operating free cash flow; 12% on the achievement of individual targets, and 8% on the achievement of ESG targets. A Group-wide harmonized STI approach also applies to upper management.
Although the companyʼs financial result was negative, the reorganization and restructuring are proceeding successfully and according to plan.

Urs Riedener

Chairman of the Human Resources Committee