PARQUESREUNIDOS SERVICIOSCENTRALES,S.A.

RemunerationPolicy forthe

BoardofDirectors

1BACKGROUND AND SCOPE OF THE REMUNERATION POLICY

2OBJECTIVES OF THE REMUNERATION POLICY

3GOVERNING PRINCIPLES AND CRITERIA OF THE REMUNERATION POLICY

3.1Attraction and retention of the best professionals

3.2Long-term sustainability

3.3Internal and external equality

3.4Transparency

3.5Simplicity and individualization

4REMUNERATION OF THE DIRECTORS AS MEMBERS OF THE BOARD FOR THEIR POSITION AS SUCH

4.1Legal framework

4.2Statutory provision

4.3Elements of the remuneration

4.3.1Annualfixedremuneration

4.3.2Payment in shares

4.3.3Maximum amount of annual remuneration for Directors in their capacity of such

5REMUNERATION OF THE DIRECTORS FOR PERFORMING EXECUTIVE DUTIES

5.1LegalFramework

5.2Statutory provision

5.3Remuneration elements for Executive Directors

5.3.1Annualfixedremuneration

5.3.2Variable remuneration

5.3.3Severancepayments

5.3.4Contributions to pension plans, social welfare schemes and life insurances

5.3.5Remuneration in kind

6GOVERNANCE

6.1Remuneration Policyelaboration, approval,durationand revision.

6.2Surveillance and application of the Remuneration Policy

6.3Period of validity of the Remuneration Policy

1BACKGROUND AND SCOPE OF THE REMUNERATION POLICY

Parques ReunidosServicios Centrales, S.A. (hereinafter“Parques Reunidos”orthe “Company”) considersthatitsprofessionalsare theessentialelementfortheconsecutionoftheobjectivesof theCompanydue to the characteristicsofits business.ParquesReunidos is aware of the impact of thecompensation in the motivation and retention of talentofthe people responsible for the Company.

ThecurrentdocumentreflectstheRemunerationPolicyforthemembersoftheBoardofDirectors ofParquesReunidos(hereinafterthe“RemunerationPolicy”)giving complianceto(i)the alignmentoftheinterestsoftheDirectorswith thoseofParquesReunidosand itsshareholders, and (ii)legal requirements established in theSpanishCorporate Enterprises Act (hereinafter “Corporate Act”).

ThisRemunerationPolicydefines thefollowingaspects: theproceduresto determinethe Remuneration Policyofthemembers ofthe BoardofDirectors,the generalcharacteristicsofthe remunerationelements,itscompatibilitywiththeadequatemanagementoftherisks,withthe strategy,objectives,values and longterm interestsoftheCompany,thegoverningprinciplesof the Remuneration Policyas wellasthe differentremunerationschemesapplied.

TheRemunerationPolicyhasbeenelaboratedtaking intoconsideration the significanceof the Company,its economic situation and the marketstandards of comparable companies. The remunerationestablished hereinmaintainsanadequateproportionandpromoteslong-term profitability andsustainability of theCompany.Additionally,theRemuneration Policy incorporatesthenecessary precautions toavoid excessiverisk-taking orrewarding unfavorable results.

2OBJECTIVES OF THE REMUNERATION POLICY

ThemainobjectiveofthisRemunerationPolicyistoestablishthegroundsoftheremuneration ofthemembersoftheBoardofDirectorsinordertosetuparemunerationsystemcompatibleand alignedwiththebusinessstrategy,objectives,valuesandlongterminterestsofParquesReunidos in absoluteterms as wellasin comparative terms with itssector.

Inthisrespect, thisRemunerationPolicy isintendedtodefineandcontroltheremuneration practicesof theCompany relating to itsDirectors inordertogenerateand increasethevalue for theGroup,toitsemployees,andtotheshareholdersthroughoutthetransparencyintheDirectors´ remuneration.

Inaccordancewiththeabove,theRemunerationPolicyforthemembersoftheBoardofDirectors intendstoestablishanadequateremunerationschemerelatedtothededicationandresponsibilities assumedbytheDirectorsanditisappliedtoattract,retainandmotivatethem.ThisRemuneration Policy encourageDirectors tocomply withthestrategic objectivesofParquesReunidoswithin theframeworkin which itdevelopsitsactivityinaccordance withthelegislation in force.

In particular, thisRemunerationPolicyresponds tothefollowingCompanyaims:

Tostateand presenttheprincipleson which the Remuneration Policyisfounded;

To establish a sound and effective risk management culture, driving forward the Company’s strategy and the accomplishment of its mission, vision and values, including the necessary provisions to mitigate and solve conflicts of interest generated by the Remuneration Policy and practices;

To inform all directors and interested parties on the Company about the compensation details.

3GOVERNING PRINCIPLES AND CRITERIA OF THE REMUNERATIONPOLICY

Inorderthe Company tohaveasoundcorporategovernanceframework,Parques Reunidoshas consideredappropriatetoestablishclearprinciplesin corporategovernanceand inthe structure ofitsRemunerationPolicyto ensure that the remuneration strategy approvedby theBoardof Directorsisimplemented inaccordancewiththeCompanystrategy,basedonbothpillars competitivenessandfairness.

In this respect, the current Remuneration Policyshallbe governed bythefollowingprinciples:

3.1Attraction and retention of the best professionals

TheRemunerationPolicy intendsto establishremunerations thatare competitive inthemarket placeinordertopermittoattractandretaintalentthatcontributestocreatevaluefortheCompany.

3.2Long-term sustainability

RemunerationwillbecompatiblewiththeCompany’slong-termbusinessstrategy,itsvalues, goalsandinterests,andwillincludeprovisionstoavoidconflictsofinterest.Toachievethis objectives,performanceresultswillbeevaluated againstlong-termgoalsandtakinginto considerationallpresentandfuturetargets.Theseobjectiveswillbespecific,measurableand alignedwithlong-termshareholders’interests.

3.3Internal and external equality

Remunerationwillbeconsistentwiththepowers,tasks,expertiseandresponsibilitiesofeachDirector, applyingtherequired balancebetween marketcompetitivenessand internalequality.

Accordingtotheabovementioned,theRemunerationPolicywillpromoteinternalequalityby establishing objectivecriteriathatpermitstovaluethecompensationlevelaccording tothe differentcollectives, positions andresponsibilitieswithin the organization.

Besides,theRemunerationPolicywillbecommittedtotheexternalequality,consideringthe positionofParquesReunidos in itssectorand the correlationbetween the remuneration levelof theCompanyandthedifferentbusinessindicators,solvency,efficiencyandresultsof the Company inorder toestablisha competitive correlationcompared witha numberof reference entities.

3.4Transparency

Theguidelinesforthemanagementofthecompensationwillbeexplicitandknown,having the transparencyprimacyover theremunerationsothatatthebeginningofthe year, oratthetimeof ShareholdersGeneralMeeting, thetotalmaximumamountof compensationthatcould bepaidto theDirectorsis known in advanceaswellasthe conditions thathave to be metinorder toobtain suchremuneration.

3.5Simplicity and individualization

Therulesforthe managementoftheretributionwillbewrittenclearlyandconciselysimplifying, asmuchaspossible, the descriptions,methodsofcalculationoftheremunerationandthe conditions applicableto obtain suchremuneration.

Inaddition, theremunerationmanagementwill tend tobeindividualizedas long asit remains within thescopeoftheRemunerationPolicyconsidering thedutiesandresponsibilitiesofeach Director:

(a)Remuneration ofthe Directors as members ofthe board fortheirposition as such:

The remunerationof theDirectorsasmembersofthe Board in itssupervisory functionwill bebasedonthepositionsheldby theDirectorsonthecollectivedecision-making body, membershipandattendanceatthevariouscommittees,andanyotherobjectivecircumstances that theBoard might take into account.

(b)Remuneration ofthe Directorsforthecompletion ofexecutiveduties:

Directorswhoperform executivedutiesin theCompanywillnotperceiveanyremuneration forthecompletionofdutiesofsupervisionandcollectivedecision-makingthattheydischarge in theircapacity asmembers ofthe board,but they areentitled to receivean adequate compensationto remuneratetheirresponsibilities andthecomplexity oftheexecutive functions.

Thiscompensationshould beappropriate inconsideration for the performanceofthese executivedutiesin the Company.

4REMUNERATION OF THE DIRECTORS AS MEMBERS OF THE BOARD FOR THEIR POSITION AS SUCH

Inrelation totheDirectorsintheircapacity assuch(thisis,completionofduties ofsupervision andcollectivedecision-makingthattheydischargeintheircapacityasmembersoftheboard),the RemunerationPolicysetbytheBoardofDirectors,attheproposaloftheAppointmentsand RemunerationCommittee, seekstocompensatethem adequately andsufficiently forits dedication, qualification andresponsibilities,withoutbeing able to compromisetheir independenceofjudgement.

ExecutivesDirectorswill notperceiveanyremunerationforhisdutiesofsupervisionand collective decision-making that theydischarge intheircapacityasmembers oftheboard.

4.1Legal framework

Regarding theremunerationof theDirectorsasmembersof theBoard for theirposition assuch, the article529 septedecies of the Corporate Actstates:

“1.Thedirectors´remunerationpolicyshalldeterminethedirectors´remunerationfor their positionassuch,withintheremunerationsystemforeseenintheby-lawsandmustinclude,by necessity,themaximum amountofannualremuneration tosatisfyalldirectorsinthat condition.

2.Remunerationforeach directorfor theirpositionshallbedeterminedbytheboardof directors, who, for this purpose,shall take intoaccountthe dutiesand responsibilities attributed to eachdirector,theirpositioninboardcommitteesandanyotherobjective circumstances considered relevant.”

4.2Statutory provision

Inaccordancewitharticle 30.1oftheby-lawsoftheCompany,thepositionofDirectorwillbe remuneratedas ageneralrule.

Inrelationwith theremunerationthatnon-executiveDirectorscouldperceived for theirposition assuch, article30.2oftheby-lawsstatesthatDirectorsare entitled to:(i) annual fixed remuneration,(ii)attendancefeesfortheirparticipationintheBoardorcommittees,and(iii)share basedcompensationorremuneration linked to the evolution oftheshare price.

Themaximumamountofsuchabovementionedremunerationwillbeestablishedby the Shareholders GeneralMeeting. Thismaximumamountwouldremainapplicable for future years untilthe ShareholdersGeneralMeetingapprovesotheramount.

The determinationof the concrete amounts to beperceivedby thenon-executive Directorsfor theirpositionassuchwithinthemaximumamountapprovedbytheShareholdersMeetingwillbe individuallyagreed bytheBoard ofDirectors.

Finally,theCompanywouldpaythepremium forthecivilliabilityinsuranceforitsDirectors, upon customarymarket terms and proportional tothecircumstances ofthe Company.

4.3Elements of the remuneration

4.3.1Annualfixedremuneration

TheBoardwillestablishthecriteriainordertodeterminetheamountscorresponding toeach eligible Director, takinginto account:

−Therolethe Directorhas been assignedinthe Board and in anyofitscommittees.

−Thespecific tasks andresponsibilities assumed duringthe year.

−The knowledge and experiencerequiredtocarryoutthosetasks.

−Theamountoftime and dedication requiredtocomply effectivelywiththem.

Consideringtheabove,theindividualamounttobeperceivedbythemembersoftheBoardof

Directorsas annualfixedremunerationare asfollows:

−An amount of 225 thousandeuros for the Chairman of the Board of Directors.

−An amount of 65 thousand euros for each member of the Board of Directors.

Theindividualamountto beperceivedby themembersof theBoardofDirectorscorresponding to theirmembership inthedifferentcommitteesare asfollows:

−An amount of 25 thousand euros for the membership of theDirector in the Appointments andRemuneration Committee.

−An amount of 25 thousand euros for the membership of the Director in the Auditand ControlCommittee.

Abovementionedamountscorrespondto acompletefinancialyear.IncaseanyDirectorforms partofthecorresponding committeeforaperiodtoa completefinancialyear,the amountstobe perceived willbe accordinglyprorated.

IfthenumberofmembersoftheBoardof Directorswereincreasedwithin thelimits foreseenin theCompany´sby-laws,thefixedremunerationtobeperceivedforanyadditionalnon-executive Directorwillbe determinedaccordingto theterms describedabove.

Theseamountscould be increased at thediscretion oftheBoard ofDirectors up to15%over the periodofvalidity of thisPolicy,unless theShareholdersGeneralMeeting approvesadifferent amount in the coming years.

4.3.2Payment in shares

Subject tomeeting thelegalrequirements,non-executiveDirectorscouldreceiveanadditional remunerationonsharesoftheCompanyorlinkedtoitsevolutionofthepriceinthestockmarket.

Thosenon-executiveDirectorswhobuy sharesofParquesReunidosServicios Centrales,S.A.at the timeofInitialPublic Offering of thesharesoftheCompany willbegrantedanumberof RestrictedStockUnitsequivalenttoa50%ofthesharesbought,uptoamaximumamountof750 thousandeurosfortheChairmanand250thousandeurosforeachoftherestofthenon-executive directors.

TheRestrictedStockUnitswillbeconvertedintoanequivalentnumberofsharesofParques ReunidosServiciosCentrales,S.A. at thethirdanniversaryof InitialPublicOffering,subject to theDirectormaintaining hismembershipof theBoardofDirectorsoftheCompanyatthe conversiondate,andtheretentionofthesharesacquiredattheInitialPublicOffering which give rightto the award of the Restricted StockUnits.

ThesharesperceivedbytheDirectorsasresultofthe conversionoftheRestrictedStockUnitswillbesubjecttoretention andthus, theDirectorwillnotbeallowedto transferanumberof sharesequivalenttothe Restricted Stock Unitsconverted duringhis membershipof the Board of Directors.

4.3.3Maximum amount of annual remuneration for Directors in their capacity of such

ThemaximumannualremunerationtobeperceivedannuallybythemembersoftheBoardofDirectors fortheirpositionwillamount805thousand euros.

Notwithstanding,theforegoing,themaximumamounttobeperceivedannually by themembers oftheBoardofDirectorswillbeincreasedaccordingly tothenumberofthe non-executive Directorswithin thelimits foreseen in theCompany´sby-laws. The limitwillbe increased according towhatit isstatedregarding thefixedremunerationforthemembersoftheBoardsof Directors atthetime ofapprovalofthecurrentPolicy.

Exceptionally,regarding thosenon-executiveDirectorswhobuy sharesofParquesReunidos ServiciosCentrales,S.A.atthetimeofInitialPublicOffering,anumberofRestrictedStockUnits equivalent to anumberofsharesup toamaximum amountof1.250thousandeurosattheInitial PublicOfferingvaluation,tobevestedafterathreeyearsperiodifcertainconditionsaremet,will be granted.

Thesaidmaximumamountshallremain validuntilamendmentsofthesamebytheShareholdersGeneralMeeting.

5REMUNERATION OFTHEDIRECTORSFOR PERFORMING EXECUTIVE DUTIES

The Appointments and Remuneration Committeefollowstheprinciplesoutlinedabovewhen determiningtheremunerationmix forDirectorsontheperformance ofexecutive duties.

5.1LegalFramework

Regarding the remunerationof theDirectorsforperformingexecutiveduties,thearticle529 octodeciesofthe CorporateActstatesasfollows:

“1.Remuneration ofdirectorsfor fulfilling the executive duties foreseen in theapproved contracts,pursuantto theprovisionsofarticle249,shallbeadjusted to thedirectors´ remunerationpolicy,which,bynecessity,mustinclude thesumoffixedannualremuneration andvariationsthereof,duringtheperiodtowhichthe policyrefers; thedifferentparameters forfixingvariablecomponentsandthemain termsandconditionsoftheircontracts,paying particular attention to their duration, compensation forearlyseveranceor terminationof the contractualrelationship and exclusivity, post-contractualnon-competence, permanenceand loyalty pacts.

2.Theboardofdirectorsisresponsibleforfixingdirectors´remunerationforperformingtheir executivedutiesand for theterms andconditionsof theircontractswiththe company,in accordancewiththeprovisionsofarticle249.3and thedirectors´remunerationpolicy, approved bythegeneral meeting.”

5.2Statutory provision

Inaccordancewitharticle 30.4ofthe by-lawsoftheCompany,theDirectorswhoperform executives’dutiesareentitled to receive, inaddition,theremuneration for theattributed responsibilitiescontained in their individuals’ contracts.

TheBoardofDirectorsisresponsibleforthedesignoftheremunerationpackageoftheExecutive DirectorswithintheRemunerationPolicy and is responsible for theapprovalof thecontractsin terms establishedin thelegislation inforce.

Thecontracts of the Executive Directors could includethe followingcompensation components: (i)annualfixedremuneration,(ii)annualvariableremuneration,(iii)long-term variable remuneration,(iv)severancepayments,and(v)contributionstopensionplans,socialwelfare schemesandlifeinsurances.

5.3Remuneration elements for Executive Directors

5.3.1Annualfixedremuneration

The fix remunerationwouldbedeterminedaccording totheresponsibility,hierarchicalposition andexperienceofeachExecutiveDirector,bearing inmindthespecificcharacteristicsofeach joband thededicationrequired,regarding alsomarketanalysispreparedby independent consultantsin the field,everythinginorderto establishabasesalarycompetitivetoattractand retaintalentthatmaycontributeto createsoundvalue for theCompany.

The update of thefix remunerationwouldbe doneaccording thementioned criteria,conditioned totheindividualperformanceofeachExecutiveDirectorandtheevolutionofParquesReunidos’ fulfillmentoftargets.Accordingly,thefixremunerationcouldnotbereducedwithouttheexpress writtenauthorization oftheExecutive Director.

InthisspecificcaseoftheChiefExecutiveOfficeroftheCompany(hereinafterthe“CEO”),heis entitledto perceive an amountof600thousand eurosasannualfixed remuneration.

Theseamountscould be increased at thediscretion oftheBoard ofDirectors up to15%over the period ofvalidityofthis Policy.

5.3.2Variable remuneration

Onlythe ExecutiveDirectors are beneficiaries ofthe variable components ofremuneration.

TheExecutiveDirector´svariableremunerationisbasedontheprinciplesoftheRemuneration

Policyalreadydescribed, and takesinto account the items described below:

5.3.2.1Annualvariable remuneration

The variable component or bonus will be linked to the achievement of the targets set for the executive officer each year, based on the proposal made by the Appointments and Remuneration Committee, taking into account the available historical information and future results. The variable remuneration, whose mainpurpose is to stimulate and reward the Company’s growth,allows the alignment of the total annual remuneration with the principles set forth in the Remuneration Policy.

Annual variable remuneration will be calculated as a reference to fixed remuneration in accordance to practices followed by the Company with its workforce.

In the specific of the Chief Executive Officer, the maximum amount he or she is entitled to receive as annual variable remuneration will be 120% of his or her fixed salary. Within this maximum, the final amount will be determined by the Appointments and Remuneration Committee.

Two thirds of the annual variable remuneration will be paid in cash and one third in Company shares. The delivery of the shares corresponding to the annual variable remuneration owed, where appropriate, to the Chief Executive Officer will take place within the three-year period from the closure of the fiscal year corresponding to the owed variable remuneration. The delivery of the shares may be carried out through the delivery of units granting their holders the right to receive the corresponding shares. These units will only be converted into shares if the executive officer maintains his or her position in the Company.

Specifically, the following objective targets will be taken into account for the payment of the annual variable remuneration:

(a)A target based on the consolidated results of the business, measured in terms of earnings before interests, taxes, depreciation and amortization (EBITDA) each year. This target will represent 80% of the total PSUs granted each year.

(b)A target regarding the specific performance of the functions corresponding to each executive director which will be monitored by the Appointments and Remuneration Committee. This target will represent 20% of the total PSUs granted each year.

5.3.2.2Long termvariable remuneration

TheExecutiveDirectorscouldparticipate inthelong term incentiveplans implementedby the Companyfrom timetotime,whensetby theBoardofDirectorsuponproposalofthe Appointmentsand Remuneration Committee.

Accordingly,andasaconsequenceoftheInitialPublicOffering,thelong-term variable remuneration allowstheCEO toperceiveacertainamountofsharesoftheCompanyreferenced to theirfixed remuneration depending on theachievementlevelof the targetsproposed by the Appointments and Remuneration Committeeand established bythe Board ofDirectors.

TheLTIP iscomposedof two annualgrantsofperformance stockunits(“PSU”)orcycleswitha threeyearmeasurementperiodeach.Eachcycleshallcommenceinthecorrespondinginitialdate (the“InitialDate”)andshallendinthethirdanniversaryfromtheInitialDate(the“ValueDate”). ThedateofAdmissionwillbeconsideredtheInitial Dateforthe firstcycle.For thesecondcycle theInitialDatewillbethe1stofJanuaryof2017.Thedeliveryofthesharesrelatedtoeachcycle, if the performanceconditionsaremet, shall bemadeaftersixty business days haveelapsed following therelevantValueDatetotheextent theperformanceconditionshavebeenmet. Considering theannualgranting ofPSUsandthethreeyearmeasurementperiod,cycleswould overlap overtime andconsequently, the LTIP shallextend fromAdmissionuntilMarch2020.

EachPSUwillentitlethe CEOtoreceiveoneshare ifhecontinuesproviding servicesuntilthe ValueDateandthepre-establishedperformanceconditionsaremet.ThenumberofPSUsthattheCEOwillreceivewillbecalculateddividinghisfixed salary by theaverageofthe sharepriceat theInitialDateand thestock priceobjectiveat Value Date of the relevantcycle, whichwillbe communicatedbythe Companyto the CEOatthecorrespondingInitialDate.

The finalnumberofPSUsthatwillbe convertedintotheshares thattheCEOwillbeentitled to receive willdependonthedegreeofachievementofthe followingobjectives:(i)the stockprice; (ii) the relativetotalshareholderreturnascompared with apeergroup of fourcompaniesof the leisureparksoperatorsector;and(iii)therelativetotalshareholderreturnascomparedwithapeer groupofotherfifteencompaniesconsideredrelevantforcomparativepurposes.Theperformance scale definedregardingeach ofthe objectivesallows an overachievementofthetargetof20%.

5.3.3Severancepayments

ExecutiveDirectorsshallbeentitledtoreceiveseverancecompensationincludedintheindividual contractintheeventofterminationoftherelationshipforreasonsnotattributabletotheExecutive Director.Inanycase,severancepaymentswillnotcompensatefortheachievementofunfavorable results.

Regarding theCEO,he isentitledto receiveaseverancecompensation in the termsregulated in hislaborcontractinsuspension. TheCEOhasnoadditionalseverancerightforhisdutiesas executive director.

5.3.4Contributions to pension plans, social welfare schemes and life insurances

TheExecutiveDirectorsmay alsoreceivecertainsocialwelfarebenefitssuchas lifeinsurance premiumsorcontributions to pensionplans. The amount to be perceivedby eachExecutive Directors would beagreedin theirindividualcontract.

TheCompany contributesa premiumtoaSpanishwelfareschemesin favorofthe CEO (upto a maximumamountof100thousandeuros,whichwillbeconsideredaspartoftheannualfixed remuneration).Additionally,theCompanypaysapremium forthelife insuranceoftheCEO in theterms agreedin his contract.

5.3.5Remuneration in kind

TheCompanycouldprovideExecutiveDirectorswithcertainbenefitsinkind,inlinewithmarket practice, could alsoreceive certain benefits such medical insurance,companystore voucher,and companycarand relocationpayments amongothers.

In connection withthisremuneration concept,the CEOis entitledto the followingbenefits:

−Medical insurance (up to a maximum 7.5 thousand euros annual premium).

−Vehicle(up to a maximum24 thousandeuros annualcost).

Finally,theCompanywouldpaythepremium forthecivilliabilityinsuranceforitsDirectors, upon customarymarket terms and proportional tothecircumstances ofthe Company.

6GOVERNANCE

6.1Remuneration Policyelaboration, approval,durationand revision.

TheBoardofDirectorsfollowingafavorablereportfromtheRemunerationCommittee,will submitto the GeneralShareholdersMeeting a reasonedproposalofRemunerationPolicy for the Board ofDirectors atleasteverythreeyears, as aseparate itemon theagenda.

TheAppointmentsandRemunerationCommittee reportshouldbeannexedtotheproposalofthe BoardofDirectors and,inordertodeterminethe externalcompetitivenessof theRemuneration Policy, the Boards ofDirectorswillanalyze therelative positioningin the market.

TheBoard ofDirectors RemunerationPolicyproposal,aswellas theAppointmentsand RemunerationCommitteereport,shallbeavailable toshareholdersonthe websiteof the CompanysincetheconveningoftheGeneralMeeting,whosemayalsorequestforafreedelivery copy. Theannouncementof the GeneralMeetingshallmentionsuch entitlement.

RemunerationPolicyshallbevalidforthefollowing threeyearstotheoneinwhichhasbeen approvedby theGeneralMeeting.Anymodificationor replacementoftheRemunerationPolicy during thatperiodshallrequirepriorapprovaloftheGeneralMeeting ofShareholdersunderthe procedure establishedfor itsapproval.

Should theAnnualDirectorsCompensationReportwasrejected intheAnnualGeneralMeeting consultativevote,theRemunerationPolicyapplicableforthefollowingyearshallbeapproved by aGeneralMeeting priortoitsapplication(exceptwhentheGeneralMeeting approvesthe RemunerationPolicy in thissameGeneralMeeting), althoughtheaforementionedthreeperiod years hadnotelapsed.

TheBoardofDirectorscouldagree,whenproposedbytheAppointmentsandRemunerationCommittee, hiringand externalexpert forreviewingthe Remuneration Policy.

6.2Surveillance and application of the Remuneration Policy

TheBoardofDirectorsis responsibleforestablishing asystemofcontrolandsupervisionof the specificrequirementsoftheapplicableRemunerationPolicytomembersoftheBoardofDirectors toensure complianceandeffectiveimplementationof theprinciplesestablished in this Remuneration Policy.

6.3Period of validity of the Remuneration Policy

ThisRemunerationPolicyshallremain validforthethreefinancialyears followingthatinwhich itwas approved bytheSoleAdministratorofthe Company.

Notwithstanding,the ShareholderMeeting of ParquesReunidos could amend,modify or substitutethepresentRemunerationPolicyatany timeinaccordancewiththeprocedures established.