Red Bubble Annual Report 2022

1. Remuneration Report Overview The Directors of Redbubble present the Remuneration Report (Report) for the RB Group for the financial year ended 30 June 2022. This Report forms part of the Directors’ Report and has been audited in accordance with section 300A of the Corporations Act 2001. The Report details the remuneration arrangements for Key Management Personnel (Executive KMP) those persons who have authority and responsibility for planning, directing and controlling the activities of RB Group. The table below outlines the Executive KMP of RB Group during FY2022: Classification Name Position NED Anne Ward Non-executive Chair Ben Heap Non-executive Director Martin Hosking Non-executive Director Greg Lockwood Non-executive Director Jennifer (Jenny) Macdonald Non-executive Director Executive KMP Michael Ilczynski CEO Emma Clark CFO 2. Remuneration Strategy Overview Our remuneration strategy is designed to support the Redbubble business strategy and drive sustainable outperformance over the long term. The remuneration framework itself is subject to ongoing improvement to ensure it maintains the strongest alignment possible with shareholder experience and with contemporary executive compensation philosophy and practice. The Redbubble Group Executive Compensation Model (RECM) applies to the Company’s senior executives and provides a strong foundation to attract and retain talent and align them with building long-term value for shareholders. The RECM structure is positioned to be competitive when looking to attract and retain key talent, with a focus on internationally based (US) Executives, where our current target talent pool, operations and key competitors are primarily based. The objectives of the RECM are to: • Attract and retain exceptional talent in highly competitive, highly mobile global markets - the absence of a Short Term Incentive (STI) award and inclusion of the Base Equity (BE) award reflects US market practices amongst RB Group’s peers; • Align executive performance with Redbubble Group’s financial goals with a long term incentive (LTI) heavily aligned to the creation of long-term value for shareholders; and • Attach performance expectations of the leadership team to shared Objectives and Key Results (OKRs) that ensure delivery of the Redbubble corporate strategy Our RECM creates strong shareholder alignment through the incorporation of significant deferred equity components to encourage Executives to behave like owners of the company. It is through this ownership that Executives are driven to create long-term shareholder value. Shareholder alignment is continually demonstrated through the RECM model, with Executives having considerable and direct alignment with that of the shareholders. We are committed to engaging with our shareholders and other key stakeholders in relation to the Company’s remuneration strategy and to continuously improving the effectiveness of our remuneration arrangements. 3. How Remuneration is Governed 3.1 People, Remuneration and Nomination Committee Role The role of the People, Remuneration and Nomination Committee (Committee) is to ensure that the RB Group has appropriate remuneration and retention strategies to attract and retain high-quality talent, both locally and globally, to enable the Company to execute its purpose, vision and mission, in order to build long-term value for shareholders. The members of the Committee during FY2022 were: • Ben Heap Independent Non-Executive Chair; • Anne Ward Independent Non-Executive Member; • Jenny Macdonald Independent Non-Executive Member; and • Martin Hosking Non-Executive Member 3.2 Remuneration Governance Overview During the year, the Board reviewed the Charter of the Group’s People and Nomination Committee and changed the name of the Committee to People, Remuneration, and Nomination to reflect the Committee’s responsibilities in relation to remuneration strategy and oversight. People, Remuneration and Nomination Committee Redbubble Board � Overall Responsibilty for the remuneration strategy and outcomes for executives and non-executive directors � Reviews and approves recommendations from the People, Remuneration and Nomination Committee � Four Non-Executive Directors (75% Independent with an Independent Chair) make recommendations to the Board on remuneration strategy, governance and policy for Executive KMP and Non-Executive Directors � The Committee is responsible for reviewing and advising the Board on remuneration policies and practices. This Committee also reviews and advises the Board on the design and implementation of performance packages, superannuation entitlements, termination entitlements and fringe benefits policies. The Committee also manages the nomination process of Board members and the selection of the CEO � The remuneration of Directors, the CEO, KMP and other Executives is reviewed by the Committee which then provides recommendations to the Board. Provides information to the PRNC in relation to: � Incentive targets and outcomes � Remuneration Policy � Short and Long-term incentive participation eligibility � Individual remuneration and contractual arrangements for executives � Annual performance reviews and target setting � Provide external independent advice, information and recommendations relevant to remuneration decisions � The Committee periodically engages the services of independent external consultants to provide insights on KMP remuneration trends, regulatory and governance updates, pros and cons of possible alternatives, and market data. No remuneration recommendations as defined in Section 9B of the Corporations Act 2001 were obtained during FY22 Management Remuneration Advisors Remuneration Report (audited) continued 43 Redbubble – Annual Report 2022 42 Redbubble – Annual Report 2022