FORTIOR Technology (Shenzhen) Co., Ltd. has released a draft of its 2026 Restricted Stock Incentive Plan, setting out a five-year programme designed to retain and motivate key personnel while aligning employee interests with long-term shareholder value.

Key Features • Instrument & Source: Second-class restricted A-shares issued directly to participants and/or repurchased on the market. • Total Pool: Up to 2.00 million shares—equivalent to 1.74 % of FORTIOR’s current share capital of 115.11 million shares. • Tranches: 1.97 million shares (98.50 %) for immediate grant; 0.03 million shares (1.50 %) reserved for future allocation within 12 months of shareholder approval. • Price: CNY 100.00 per share, representing 59.88 % of the one-day average price and roughly 50–61 % of the 20-, 60- and 120-day averages before plan disclosure. • Participants: 301 employees (95.56 % of the 315 staff as at 31 Dec 2025), including Chairman & CEO Bi Lei, CTO Bi Chao, other directors, senior management, core technical staff and key technical or business specialists. No independent directors are included. • Individual Cap: No participant may hold, via all active incentive schemes, more than 1 % of total shares. • Plan Tenor: Maximum 60 months from the first grant date.

Vesting Framework Initial grants vest over three years, starting 12 months after the first grant: – Year 1: 30 % – Year 2: 30 % – Year 3: 40 %

If the reserved tranche is issued after the release of the company’s Q3-2026 report, vesting will occur in two equal instalments after 12 and 24 months.

Company-Level Performance Hurdles (Initial Grant) • Year 2026: Revenue growth ≥ 40 % vs 2025 and new-product revenue ≥ CNY 60.00 million. • Year 2027: Revenue growth ≥ 90 % vs 2025 and new-product revenue ≥ CNY 70.00 million. • Year 2028: Revenue growth ≥ 150 % vs 2025 and new-product revenue ≥ CNY 80.00 million.

Failure to meet annual targets cancels the corresponding tranche for all participants.

Individual Performance Hurdles Participants must remain employed for at least 12 months before each vesting point and achieve an “adequate” performance rating; otherwise, their unvested shares lapse.

Dilution & Compliance Safeguards • Aggregate shares under all active employee equity plans remain capped at 10 % of total capital. • The plan explicitly bars loans or guarantees to fund share purchases and adheres to PRC regulations and SSE STAR Market rules on insider trading, blackout periods and share sale restrictions. • Directors and senior executives are limited to selling no more than 25 % of their holdings in any 12-month period and are subject to statutory six-month lock-ups post-disposal.

Accounting Impact Based on a preliminary Black-Scholes valuation (assuming a grant-date market price of CNY 168.04 and other standard parameters), total non-cash compensation expense is estimated at CNY 139.38 million to be amortised over 2026-2029 as follows: – 2026: CNY 26.90 million – 2027: CNY 67.05 million – 2028: CNY 32.82 million – 2029: CNY 12.61 million

These figures are subject to adjustment for actual grant date, participant turnover and performance outcomes.

Next Steps Shareholders will vote on the incentive plan at the forthcoming general meeting. If approved, the board must complete the first grant within 60 days; otherwise, the plan will lapse and cannot be resubmitted for three months. Any reserved shares must be granted within 12 months of shareholder approval.