19 May 2026

TIDM: JSG

Johnson Service Group PLC

PDMR Shareholding - Grant of Share Options

Johnson Service Group PLC (the "Company") announces that, following shareholder approval of the Directors' Remuneration Policy at the Company's Annual General Meeting held on 7 May 2026, which received over 98 per cent votes in favour, on 18 May 2026 it granted nil cost options over ordinary shares of 10 pence each in the Company to certain employees under the Johnson Service Group 2018 Long-Term Incentive Plan ("2018 LTIP Scheme") (the "2026 LTIP Award").

The number of options granted to each of the Executive Directors are as follows:

The 2026 LTIP Award options may be exercised on or after 18 May 2029, subject to the satisfaction of performance conditions over the three financial years ending 31 December 2028 (the "Performance Period") and are exercisable up to ten years from the date of grant (for participating employees in the United Kingdom) or up to seven years from the date of grant (for participating employees in the Republic of Ireland). The 2026 LTIP Award participants will be entitled to receive dividend equivalents on any 2026 LTIP Award options which vest.

Performance Conditions and Vesting

In determining the applicable performance conditions, the Remuneration Committee has taken into account the Group's business plan as well as the outlook for the sector, general macroeconomic conditions and, to the extent available, the range of analysts' consensus forecasts for the financial year ending 31 December 2028. Following careful consideration, the Remuneration Committee has agreed two separate performance targets. The specific performance conditions are set out below.

Total Shareholder Return

50 per cent of the 2026 LTIP Award will vest by reference to the Company's total shareholder return ("TSR") performance relative to that of the constituents of the FTSE 250 (excluding investment trusts) index (the "Comparator Group") over the Performance Period. None of this element will vest if the Company's TSR positions it below the median of the Comparator Group; one quarter of this element will vest if the Company's TSR is equal to the median of the Comparator Group; and the whole of this element will vest if the Company's TSR is at the upper quartile level or above when compared to the Comparator Group. Where the Company's TSR positions it between the median and upper quartile of the Comparator Group, vesting will be on a straight-line basis between one-quarter and the whole of this element.

Cumulative Earnings Per Share

The remaining 50 per cent of the 2026 LTIP Award will vest by reference to the Company's cumulative adjusted fully diluted earnings per share from continuing operations ("Cumulative EPS") at the end of the Performance Period. None of this element of the 2026 LTIP Award will vest if Cumulative EPS is less than 42 pence at the end of the Performance Period; one quarter of this element will vest if Cumulative EPS is 42 pence at the end of the Performance Period; and the whole of this element will vest if Cumulative EPS is 48 pence or more at the end of the Performance Period. Where Cumulative EPS is between 42 pence and 48 pence at the end of the Performance Period, vesting will be on a straight-line basis between one-quarter and the whole of this element.

Further Holding Period

For Executive Directors, the 2026 LTIP Award is subject to an additional holding period of two years from the date on which the 2026 LTIP Award vests (the "Holding Period"). During the Holding Period, holders of the Executive Directors' 2026 LTIP Awards may not normally dispose of any shares that vest, except in certain limited circumstances specified in the rules of the 2018 LTIP Scheme, including, amongst other things, to cover any income tax or social security contributions arising on the exercise of the Executive Directors' 2026 LTIP Awards and transfers to the award holder's spouse or civil partner.

Malus, Clawback and Remuneration Committee Discretion

The 2026 LTIP Award will be subject to the 2018 LTIP Scheme rules. In line with its Remuneration Policy, the Remuneration Committee can apply malus and clawback provisions to the 2026 LTIP Award and has discretion to vary formulaic outturns where they do not reflect underlying performance or are inappropriate in the context of unexpected or unforeseen circumstances.

LEI: 2138004WZUPWV53KWV11

Notification and public disclosure of transactions by persons discharging managerial responsibilities and persons closely associated with them

Notification and public disclosure of transactions by persons discharging managerial responsibilities and persons closely associated with them