Disclosures in accordance with s.430(2B) of the Companies Act 2006

Disclosure in accordance with s.430 (2B) of the Companies Act 2006

As announced on 2 February 2022, Phil Kirk stepped down from his role as Executive Director, President & CEO Europe with effect from 28 February 2022. After a successful handover process, he has been placed on gardening leave until 31 July 2022 during which period he will continue to receive salary and
contractual benefits.

Payment in lieu of notice
Following his cessation of employment the Company has agreed to make a lump sum payment to Phil Kirk of £351,200.74 in lieu of the residue of his notice period of 6 months' salary and contractual benefits in accordance with his Service Agreement, subject to statutory deductions.

Annual Bonus Payment
Having served as a Director throughout 2021, Phil Kirk is eligible to receive an annual bonus for FY2021. In accordance with the Remuneration Policy, the bonus payment will be structured so that 50 per cent is paid in cash in April 2022 and 50 per cent is deferred as a "Deferred Bonus Award" under the rules of the Company's 2017 Long Term Incentive Plan ("LTIP").That award will vest in full on its normal vesting date in line with the LTIP rules.

The amount of annual bonus paid and full details of the performance underlying the bonus payment will be included in the 2021 Directors’ Remuneration Report.

For FY2022, the Remuneration Committee has determined that Phil Kirk will be treated as a good leaver and will therefore be eligible to be paid a bonus calculated in accordance with the performance metrics that apply for 2022 but with any bonus being pro-rated for the period 1 January 2022 to 28 February 2022. The bonus will be calculated and paid on the Company's normal timetable in cash.

Long Term Incentive Awards
With respect to the LTIP award granted to Phil Kirk on 30 June 2021, the Committee has agreed that he will be treated as a good leaver. The award will vest on its normal vesting date in line with the LTIP rules, to the extent that performance conditions have been met. The vesting of the award will be prorated to reflect the part of the performance period that has elapsed up to the Departure Date (30 June 2021 to 31 July 2022).

Shareholding requirement
Post-employment shareholding guidelines will apply.

Legal fees
Phil Kirk will also receive a contribution of up to £5,000 plus VAT towards legal fees incurred in connection with his departure.

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The following information is provided in accordance with section 430(2B) of the Companies Act 2006 by Harbour Energy plc (the “Company”).

The following has been agreed in relation to Richard Rose leaving the Board on 15 April 2021:

Payment in lieu of notice
Richard Rose has a 12 month notice period and will be receiving a payment of £447,990 (subject to appropriate deductions for income tax and employee National Insurance contributions) in lieu of this notice period.


Annual bonus payment
Having served as a Director throughout 2020, Richard Rose was eligible to receive an annual bonus for FY2020 under the Remuneration Policy.

The amount of annual bonus paid and full details of the performance underlying the bonus payment was included in the 2020 Directors’ Remuneration Report. Other than in relation to FY2020, Richard Rose has no bonus entitlement in respect of previous or later years, including in relation to the 2021 performance year.

Long term incentive awards
Richard Rose’s existing share incentive benefits will be treated in accordance with the rules of the applicable plan and will remain subject to the terms contained therein.

The 2016 deferred share award granted under the 2009 LTIP will vest in its entirety at the normal vesting date on 1 January 2022.

The 2018 and 2019 awards under the Deferred Bonus Plan will vest in their entirety at the date of leaving employment.

The remaining tranches of the 2017 Restricted Share Award granted under the 2017 LTIP will vest in their entirety at their normal vesting dates. The Restricted Share Award was subject to a performance underpin that was assessed by the Remuneration Committee in March 2020.

The 2018 Performance Share Awards and Restricted Share Awards granted under the 2017 LTIP lapsed in full at their vesting date as performance conditions were not met.

The 2019 Performance Share Awards and Restricted Share Awards granted under the 2017 LTIP will be pro-rated on a time worked basis. These awards will vest, subject to performance, at their normal vesting dates.

Any shares vesting or vested under the 2017 and 2019 Performance Share Awards and Restricted Share Awards will remain subject to a two year holding period in accordance with the Company’s Remuneration Policy.

This information in respect of share awards will be updated in the Directors’ Remuneration Reports relating to the relevant financial years as appropriate. No further LTIP awards will be made to Richard Rose.
Richard Rose will continue to hold a number of shares in the Company following the termination of his employment until 14 October 2022.

Share incentive plan and SAYE scheme
Richard Rose’s entitlements under the Share Incentive Plan and the SAYE scheme will be dealt with in accordance with the relevant plan rules.

Legal fees
Richard Rose will also receive a contribution of up to £5,500 plus VAT towards legal fees incurred in connection with his departure.

Additional payments
Richard Rose will be paid a single redundancy payment of £237,543, subject to appropriate deductions for income tax and employee National Insurance contributions. This figure is inclusive of his statutory redundancy entitlement.

In accordance with Richard’s service agreement (as amended), following completion of the merger between the Company and Chrysaor Holdings Ltd, a retention payment of £350,000 (gross) less the aggregate value of all gross monthly salary supplements paid to him as Interim CEO and Finance Director, and the gross 2020 annual bonus.

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The following information is provided in accordance with section 430(2B) of the Companies Act 2006 by Harbour Energy plc (the “Company”).

Further to the announcement by Premier Oil plc (subsequently renamed Harbour Energy plc) on 16 December 2020, the Company confirms that the following directors stepped down as Non-Executive Directors of the Company with effect from 31 March 2021: Roy Franklin, Dave Blackwood, Iain Macdonald, Elisabeth Proust and Mike Wheeler.

In accordance with section 430 (2B) of the Companies Act 2006, the Company confirms that no remuneration payment has been made or will be made by the Company to the individuals named above after they ceased to be a Non-Executive Directors of the Company.

The Company also confirms that no payment for loss of office has been or will be made.