Employee Benefits and Well ‑ Being 1 All dollar figures are in USD (or converted to USD as at December 31, 2025) and are on a per-hour basis. 2 All information current as of December 31, 2025, 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, 2026) 7 livingwage.mit.edu/counties/08035 (value shown reflects a single adult, no children as of February 15, 2026) 8 wageindicator.org/work/minimum-wage/updates/2026/minimum- wage-updated-in-barbados-from-21-january-2026-february-09-2026/ (as of January 21, 2026) 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 (as at August 2025) 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) 62.8% $12.82 4 $19.82 5 100% USA (Colorado) 14% $15.16 6 $30.40 7 100% Barbados 18.6% $5.36 8 $8.90 9 100% Australia 4.6% $16.64 10 $17.17 11 100% Related Policies & Statements § 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 flexible work arrangements, health benefits and wellness allowances, supported by robust workplace policies and practices. Flexible Work Arrangements, Workplace Accommodations and Facilities During 2025, we continued to support flexible and personalized work arrangements to help employees balance professional responsibilities with personal needs. We also value the diverse representation of our workforce and seek to promote inclusivity by accommodating employees where possible so that no individual is disadvantaged relative to other members of our team. Building on past employee engagement, including earlier modifications to our Toronto office to support religious practices and observances during the workday, we continue to consider workplace needs on an ongoing basis. In 2024, we established a designated multi - purpose space in our Toronto office intended to support employee well - being, providing an area to relax, recharge, and engage in activities that support their physical and mental wellness. This space remained in active use throughout 2025 as part of our broader approach to fostering an inclusive and supportive workplace environment. 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 recognize the importance of saving for retirement and are committed to supporting our employees in building long - term financial security. In 2025, we introduced a pension plan for all Canadian employees, marking the first year of program implementation. Under the plan, Franco - Nevada contributes up to 5% of an employee’s base salary and provides 50% matching on employee contributions, for a total potential annual contribution of up to 9% of base salary, with Franco - Nevada’s employer contribution capped at C$10,000 per employee per year. The pension plan continues to be offered in 2026 as part of our broader total rewards framework. 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 2025, 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 2025, we invested approximately $20,000 in a range of educational and skills development programs tailored to employees' needs, including continuing education courses and language instruction, such as Spanish lessons. Labour Rights and Standards We are committed to respecting fundamental labour rights and standards as set out in the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work, including the right to a safe and healthy working environment. In accordance with our Human Rights Policy and the Canadian Charter of Rights and Freedoms, we support the fundamental freedoms of our employees, and of all individuals, including freedom of thought, belief, opinion and expression, freedom of peaceful assembly, and freedom of association. At present, none of our employees are represented by a trade union or labour organization, and there are no collective bargaining agreements in place. As such, there have been no strikes or lock - outs in the company’s history. Notwithstanding this, we respect the right to freedom of association and collective bargaining (ILO C98) and the protection of workers’ representatives from discrimination (ILO C135). In 2023, we also 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. Franco-Nevada Corporation 32