Employee Benefits and Well-Being

We strive to create an inclusive, safe, and supportive environment for all our employees, which includes opportunities for hybrid work, health benefits and

Franco-Nevada Corporation 30 Employee Benefits and Well-Being 1 All dollar figures are in USD (or converted to USD as at December 31, 2024) and are on a per-hour basis. 2 All information current as of December 31, 2024, unless otherwise specified. 3 A living wage is the pay a worker needs to afford a decent standard of living for themselves and their family. This includes essentials like food, water, housing, education, health care, transportation, clothing, and provision for unexpected events. 4 ontario.ca/document/your-guide-employment-standards-act-0/minimum-wage 5 ontariolivingwage.ca/ 6 cdle.colorado.gov/dlss (as of January 1, 2025) 7 livingwage.mit.edu/counties/08035 (as of February 10, 2025) 8 gisbarbados.gov.bb/download/minimum-wage-national-and-sectoral- minimum-wage-order-2021/ 9 mywage.org/barbados/images/living-wages/520300000/view 10 fairwork.gov.au/pay-and-wages/minimum-wages 11 Calculated as 60% of median full-time adult ordinary time earnings. abs.gov.au/statistics/labour/earnings-and-working-conditions/ employee-earnings/latest-release Minimum Wage, Living Wage and Franco-Nevada Employee Pay 1,2 Jurisdiction; % of Full-Time Employees (FTEs) in Jurisdiction Minimum Wage (US$) Living Wage 3 (US$) % of Franco-Nevada FTE Pay Exceeding Minimum and Living Wage Canada (Toronto, ON) 65% $11.95 4 $18.07 5 100% USA (Colorado) 14% $14.81 6 $29.91 7 100% Barbados 18.6% $4.25 8 $8.90 9 100% Australia 2.4% $14.90 10 $14.85 11 100% Related Policies, Statements & Links: § Wellness Allowance Policy § Human Rights Policy § Disconnecting from Work Policy We strive to create an inclusive, safe, and supportive environment for all our employees, which includes opportunities for hybrid work, health benefits and wellness allowances, supported by robust workplace policies and practices. Hybrid Work Arrangements The way in which we live and work has changed significantly over the past several years. In many ways, the COVID-19 pandemic changed the way employees balance their work and personal lives. In 2024, we maintained a hybrid office model and continue to support our employees who require flexible and personalized work options. Workplace Accommodations and Facilities We value the diverse representation of our workforce and seek to promote inclusivity and remove barriers by accommodating our employees where possible so that no individual is disadvantaged relative to other members of our team. Our past collaboration with an employee in Toronto led to modifications in our office space to facilitate religious practices and observances during the workday, and in 2024, we created a designated space in our Toronto office for all employees to relax, recharge, and engage in activities that support their physical and mental well-being. Health and Wellness Benefits We provide our employees with comprehensive health and insurance benefits, complemented by our Wellness Allowance Policy, which enhances wellness-related benefits for greater flexibility and support for employees and their families. Employee Pay and Other Benefits We are committed to ensuring that all of our employees receive salaries that significantly exceed the minimum and living wages in the applicable jurisdictions in which they work and that all such employees receive vacation pay, sick pay and parental leave pay and other benefits such as short- and long-term disability. We also aim to supplement Employment Insurance ("EI") benefits for eligible employees during pregnancy leave. Employees who have completed 12 months of continuous employment and have applied for EI benefits are eligible. The plan provides 100% of the employee's normal weekly salary for the first week and supplements EI benefits for the next seven weeks to ensure the total equals 100% of the employee's normal weekly salary. In order to demonstrate that 100% of our global workforce receives salaries that exceed both the minimum and living wages in those jurisdictions, the table on this page sets out the sources and methodologies used to determine minimum and living wages in each of the four jurisdictions in which we have corporate offices. We understand the importance of saving for retirement and are committed to helping our employees secure their financial future. This year will be our first year implementing a pension plan for all Canadian employees, under which we will contribute up to 5% of an employee’s base salary and provide 50% matching to an employee’s contributions for a total contribution of up to 9% of their base salary (with Franco-Nevada's contribution capped at C$10,000 per year). Performance Evaluations, Continuing Education and Skills Enhancement Franco-Nevada conducts annual performance evaluations for all employees. These one-on-one meetings between employees and their managers review performance against company goals, discuss development plans, and identify training needs. In 2024, 100% of full-time salaried employees completed performance reviews. We also provide financial assistance to employees aiming to advance their skills and education in areas critical to our business. In 2024, we invested approximately $20,000 in a range of educational and skills development programs. This support included presentations and workshops for our employees and various continuing education courses, such as Spanish lessons. Labour Rights and Standards We are committed to the fundamental labour standards and rights at work set out in the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. In accordance with our Human Rights Policy and as enshrined in the Canadian Charter of Rights and Freedoms, we are supportive of the fundamental freedoms of our employees (and of all individuals), including the freedom of thought, belief, opinion and expression, the freedom of peaceful assembly and the freedom of association. None of our employees are organized by a trade union or labour union and there are no collective bargaining agreements in place in respect of our staff or company. As such, there have been no strikes or lock-outs in our company’s history. Notwithstanding, we respect the right to collective bargaining (ILO C98), the protection of workers’ representatives and prevention of workers’ representatives discrimination (ILO C135). In 2023, we adopted our Disconnecting from Work Policy to formalize our commitment to recognizing the importance of our employees’ ability to balance their work and personal lives, all while performing their duties to the best of their abilities. Message from our CEO Report Highlights About Franco-Nevada Responsible Capital Allocation Community Contributions Good Governance and Shareholder Alignment Climate Action Transparency and Guiding Principles About this Sustainability Report Appendices Diversity, Inclusion and Well-Being Diversity and Inclusion Health, Safety and Security Human Rights, Non-Discrimination, Anti-Harassment and Equal Opportunity Employee Benefits and Well-Being