TIGERMED - An announcement has just been published by the issuer in the Chinese section of this website, a corresponding version of which may or may not be published in this section

HANGZHOU TIGERMED CONSULTING CO., LTD.

Hangzhou Tiger Pharmaceutical Technology Co., Ltd. (a joint stock limited company incorporated in the People's Republic of China)

(Stock code: 3347)

Overseas regulatory announcement

This announcement is made by Hangzhou Tigermed Pharmaceutical Technology Co., Ltd. (the "Company") pursuant to a Hong Kong joint transaction made pursuant to Rule 13.10B of the Rules Governing the Listing of Securities of Hong Kong Limited.

The announcement published by the Company on the Shenzhen Stock Exchange website is set out below for reference only.

By order of the board of directors Hangzhou Tigermed Pharmaceutical Technology Co., Ltd.

Chairman Ye Xiaoping

Hong Kong, April 28, 2026

As at the date of this announcement, the executive directors are Dr. Ye Xiaoping, Ms. Cao Xiaochun, Mr. Wu Hao and Wen Zengyu Mr.; the independent non-executive directors are Mr. Liao Qiyu, Mr. Yuan Huagang and Ms. Liu Yuwen.

Hangzhou Tigermed Pharmaceutical Technology Co., Ltd.

Remuneration Management System for Directors and Senior Management

Chapter 1 General Provisions

Article 1 Hangzhou Tigermed Pharmaceutical Technology Co., Ltd. (hereinafter referred to as the "Company") shall establish a

Act on behalf of the enterprise system requirements and adapt to the incentive and restraint mechanisms of the market economy, and reasonably determine the company’s directors and senior management

employees’ income, fully mobilize the enthusiasm and creativity of the company’s directors and senior managers, and create value for the company.

Better economic benefits, according to the Company Law of the People's Republic of China (hereinafter referred to as the "Company Law") and other

Relevant laws, regulations and the "Articles of Association of Hangzhou Tigermed Pharmaceutical Technology Co., Ltd." (hereinafter referred to as the "Articles of Association")

This system is formulated based on the regulations and the actual situation of the company.

Article 2 If a company director concurrently holds other positions in the company, he shall receive compensation according to the other concurrent positions.

Corresponding remuneration and welfare benefits should be paid accordingly. Senior managers of the company who hold other positions concurrently in the company should be paid accordingly.

According to the position with the highest annual salary standard among the senior management positions and concurrent positions held by the company,

Receive corresponding remuneration and enjoy welfare benefits, and shall not receive repeated remuneration or enjoy duplicate benefits because of two simultaneous positions.

Receive welfare benefits.

Article 3 The applicable objects of this system include the following persons:

(1) Board members who serve the company full-time and receive remuneration from the company, including employee representative directors;

(2) All senior managers working in the company, including general manager, deputy general manager, board secretary

letter, financial officer and other senior management personnel as specified in the Articles of Association. Unless otherwise stated, this

The term "directors" in the system does not include the company's independent directors and outside directors. Independent directors and outside directors of the company

Directors' allowance shall be received from the company in accordance with the resolution of the company's shareholders' meeting.

Chapter 2 Basic Principles of Salary Management

Article 4 The remuneration of the company’s directors and senior managers shall follow the following principles:

(1) Use the relative value of the position in the company as the main basis for determining salary, reflecting that the income level meets

Principles that match company size and performance.

(2) The salary level is market-oriented, reflects the principle of the company’s long-term interests, and is in line with the company’s continued health.

Development goals are consistent;

(3) Remuneration and performance appraisal are reasonably linked, embodying the principle of equal emphasis on incentives and constraints, and equal rewards and punishments.

(4) It has a motivating effect and fully mobilizes the work enthusiasm of the company’s directors and senior managers.

Article 5 The remuneration distribution and assessment of the company’s directors and senior managers shall be based on the company’s economic benefits and work performance.

Target as the starting point, based on the company's annual business objectives and the work objectives of directors and senior managers

According to the target, a comprehensive assessment will be conducted, and the annual remuneration levels of directors and senior managers will be determined based on the assessment results.

Chapter 3 Salary Structure, Payment and Management

Article 6 The remuneration structure of the company’s directors and senior managers consists of basic salary, performance remuneration, medium and long-term remuneration

Incentive consists of three parts:

(1) Basic salary: determined based on factors such as position value, personal responsibilities and abilities, market salary levels, etc.

Fixed and distributed monthly.

(2) Performance compensation: Based on the completion of the individual’s annual performance appraisal and the company’s annual operating performance

Performance-based remuneration is linked to performance and is paid at the end of the year based on the assessment results of that year. A certain proportion of performance-based remuneration is reported in the company’s annual report.

Payment is made after disclosure and performance evaluation, which should be based on audited financial data. Performance pay accounts for

In principle, the ratio shall not be less than 50% of the total basic salary and performance-based salary.

(3) Mid- to long-term incentives: The company can target senior management teams based on operating conditions and market changes.

Adopt medium and long-term incentive measures such as stock options, restricted stocks, and employee stock ownership plans. The specific plans are based on the national

Relevant laws and regulations will be determined separately.

The determination and payment of the above-mentioned performance remuneration and medium- and long-term incentives should be based on performance appraisal and evaluation.

Article 7 The basic remuneration of the company’s directors and senior managers is paid on a monthly basis, and performance remuneration is based on the assessment cycle.

The salary is paid and the personal income tax is withheld and paid by the company in accordance with relevant national regulations.

Article 8 If a company's directors or senior managers leave office due to reasons such as change of term, re-election, resignation during the term, etc., they shall be dismissed from office.

Performance bonuses will be calculated and paid based on their actual tenure and actual performance.

Article 9 If a company’s directors or senior managers violate their obligations and cause losses to the company, or have a financial impact

If the company is at fault for illegal activities such as false claims, misappropriation of funds, illegal guarantees, etc., the company shall reduce or reduce the amount based on the seriousness of the circumstances.

reduce, stop paying unpaid performance remuneration and mid- to long-term incentive income, and impose penalties on those who have already done so during the period when the relevant behavior occurred

Performance-based compensation and mid- to long-term incentive income paid will be fully or partially recovered.

Article 10 If the company’s directors and senior managers violate the provisions of laws, administrative regulations, or the company’s articles of association,

Or resign or be dismissed due to reasons such as harming the company's interests, or violate the company's articles of association during his tenure

If he or she leaves without authorization in violation of the provisions of the employment contract or labor contract signed with the company, his or her performance will be

No salary will be paid.

Article 11 Adjustment of remuneration: The company’s directors and senior managers will be affected by the company’s profits and industry standards.

Or if the scope of management is expanded and the salary needs to be adjusted, the basic salary will not change and the performance salary will be increased.

remuneration to increase the proportion of performance-based remuneration in overall remuneration, make overall remuneration more flexible, and improve the performance-based remuneration

effect sensitivity.

Article 12 The remuneration plan for the company’s directors and senior managers shall be determined by the Remuneration and Assessment Committee of the Board of Directors.

Formulated, decided by the shareholders' meeting and disclosed, the individual directors shall be reviewed by the board of directors or the remuneration and appraisal committee.

The director should recuse himself from any evaluation or discussion of his compensation. Senior management compensation package determined by the Board of Directors

Approval, explanation to shareholders, and full disclosure.

Chapter 4 Supplementary Provisions

Article 13 Matters not covered by this system shall be handled in accordance with relevant national laws, regulations, normative documents, and the

The Company's Articles of Association and other relevant provisions shall be implemented; this system shall be in accordance with relevant national laws, regulations and normative documents.

If there is any inconsistency with the relevant provisions, the relevant provisions of relevant national laws, regulations, and normative documents shall prevail.

Article 14 The company’s board of directors is responsible for interpreting this system.

Article 15 This system is formulated by the Remuneration and Appraisal Committee of the Board of Directors, reviewed and approved by the Board of Directors, and

It will be implemented after being submitted to the shareholders' meeting for review and approval, and the same applies to modifications.

Board of Directors of Hangzhou Tigermed Pharmaceutical Technology Co., Ltd.

【】month【】day, 2026