The following information is provided in accordance with section 430 (2B) of the Companies Act 2006.

Matt Shattock

Matt Shattock ceased to be a Director of the Company on 24 April 2025.

He will receive his annual fee of £504,000 per annum on a pro-rata basis up until 24 April 2025. No other remuneration payment or payment for loss of office will be made.

The Company’s Remuneration Report for the financial year ended 28 December 2025 will include details of the fees paid to Mr Shattock during the period from 30 December 2024 to 28 December 2025.

Elias Diaz Sese

Elias Diaz Sese ceased to be a Director of the Company on 1 July 2025.

He will receive his annual fee of £80,000 per annum on a pro-rata basis up until 1 July 2025. No other remuneration payment or payment for loss of office will be made.

The Company’s Remuneration Report for the financial year ended 28 December 2025 will include details of the fees paid to Mr Sese during the period from 30 December 2024 to 28 December 2025.

Lynn Fordham

Lynn Fordham ceased to be a Director of the Company on 17 September 2025.

She will receive her annual fee of £135,000 per annum on a pro-rata basis up until 17 September 2025. No other remuneration payment or payment for loss of office will be made.

The Company’s Remuneration Report for the financial year ended 28 December 2025 will include details of the fees paid to Ms Fordham during the period from 30 December 2024 to 28 December 2025.

Edward Jamieson

Following the announcement by Domino’s Pizza Group PLC (“DPG” or the “Company”) on 18 September 2025, Edward Jamieson stepped down from the role of Chief Finance Officer of DPG and from the DPG board with effect from 18 September 2025.

As required by section 430(2B) of the Companies Act 2006, details of the remuneration payments made to or to be made to Edward are set out below. These arrangements comply with DPG’s shareholder-approved Remuneration Policy.

Share based awards and Annual Bonus

Edward was treated as a good leaver under the rules of the DPG 2022 Share Plan (the “2022 Share Plan”) meaning that his outstanding Performance Share Awards did not lapse on the Termination Date, and will instead continue subject to the 2022 Share Plan rules and will vest on the normal vesting dates as detailed below. The Performance Share Awards will be subject to assessment of the applicable performance conditions determined by the Remuneration Committee at the normal vesting date and time pro-rating based on the period starting on the date of grant and ending on the Termination Date relative to the normal vesting period:

* excluding additional shares to be granted by way of dividend equivalents.

In accordance with the 2022 Share Plan rules, a two-year post vesting holding period will apply to Edward’s outstanding Performance Share Awards.

As Edward was treated as a good leaver under the rules of the 2022 Share Plan, his outstanding deferred bonus awards did not lapse on the Termination Date, and instead will vest on the normal vesting dates as detailed below without time pro-rating. The outstanding deferred bonus awards will remain exercisable for a period of twelve months following vesting:

* excluding additional shares to be granted by way of dividend equivalents.

Edward was treated as a good leaver under the rules of the DPG Annual Bonus Plan (the “ABP”) meaning that he will remain eligible to receive a bonus in respect of the 2025 financial year, subject to performance conditions. Any such bonus will be pro-rated for the financial year up to the Termination Date and paid fully in cash on the normal bonus payment date.

LTIP, deferred bonus and ABP awards will remain subject to the relevant scheme rules, including malus and clawback provisions and change of control.

No further awards will be granted under the 2022 Share Plan or ABP. All Edward’s Premium Priced Options lapsed on the Termination Date.

Other payments

DPG will cover the reasonable costs of outplacement support up to £60,000 (excluding VAT but including all disbursements). Edward will also receive a capped contribution of £5,000 plus VAT towards legal fees incurred in connection with his departure. He will retain his work mobile phone and laptop.

Further information

Other than the amounts disclosed above, Edward will not be eligible for any remuneration payments or payments in respect of the termination of his employment. In accordance with section 430(2B) of the Companies Act 2006, the information contained in this document will be made available on the Company’s website until the next Directors’ Remuneration Report is made available.

Andrew Rennie

As announced by Domino’s Pizza Group PLC (“DPG” or the “Company”) on 25 November 2025, Andrew Rennie stepped down from the role of Chief Executive Officer of DPG and from the DPG board with effect from the end of 24 November 2025.

As required by section 430(2B) of the Companies Act 2006, details of the remuneration payments made to or to be made to Andrew are set out below. These arrangements comply with DPG’s shareholder-approved Remuneration Policy.

Salary and benefits

Andrew remained an employee of the Company until 24 November 2025 (the “Termination Date”) and received his salary and normal benefits until the Termination Date, but thereafter ceased.

Andrew will be paid £415,425 as pay in lieu of notice (inclusive of salary, car allowance and pension entitlements during his notice period), less any necessary withholdings for income tax or National Insurance contributions. This amount will be paid in two instalments and will be reduced if Andrew obtains new employment during his notice period.

Share based awards and Annual Bonus

Andrew was treated as a good leaver under the rules of the DPG 2022 Share Plan (the “2022 Share Plan”) meaning that his outstanding Performance Share Awards did not lapse on the Termination Date, and will instead continue subject to the 2022 Share Plan rules and will vest on the normal vesting dates as detailed below. The Performance Share Awards will be subject to assessment of the applicable performance conditions determined by the Remuneration Committee at the normal vesting date and time pro-rating based on the period starting on the date of grant and ending on the Termination Date relative to the normal vesting period:

* excluding additional shares to be granted by way of dividend equivalents.

In accordance with the 2022 Share Plan rules, a two-year post vesting holding period will apply to Andrew’s outstanding Performance Share Awards.

As Andrew was treated as a good leaver under the rules of the 2022 Share Plan, his outstanding deferred bonus awards did not lapse on the Termination Date, and instead will vest on the normal vesting dates as detailed below without time pro-rating. The outstanding deferred bonus awards will remain exercisable for a period of twelve months following vesting:

* excluding additional shares to be granted by way of dividend equivalents.

Andrew was treated as a good leaver under the rules of the DPG Annual Bonus Plan (the “ABP”) meaning that he will remain eligible to receive a bonus in respect of the 2025 financial year, subject to performance conditions. Any such bonus will be pro-rated for the financial year up to the Termination Date and paid fully in cash on the normal bonus payment date.

LTIP, deferred bonus and ABP awards will remain subject to the relevant scheme rules, including malus and clawback provisions and change of control.

No further awards will be granted under the 2022 Share Plan or ABP. All Andrew’s Premium Priced Options lapsed on the Termination Date.

Other payments

Andrew will receive a capped contribution of £5,000 plus VAT towards legal fees incurred in connection with his departure.

Further information

Other than the amounts disclosed above, Andrew will not be eligible for any remuneration payments or payments in respect of the termination of his employment. In accordance with section 430(2B) of the Companies Act 2006, the information contained in this document will be made available on the Company’s website until the next Directors’ Remuneration Report is made available.