MOBILITY GLOBAL INC.

ANNUAL INCENTIVE PLAN

1.Effective Date and Term. This Annual Incentive Plan (the “Plan”) shall be

effective as of January 1, 2026 and is effective unless and until such time it is otherwise

amended or terminated earlier by Mobility Global Inc. (together with its subsidiaries and

affiliates, the “Company”) in accordance with Section 8 below.

2.Administration.

(i)The Plan shall be administered by the Nominating and Compensation

Committee (the “Committee”) of the Company’s Board of Directors (the “Board”),

which shall have the discretionary authority to (i) designate Participants (as defined

below), (ii) determine the terms, conditions and amounts of any incentive amounts

provided under the Plan (including establishing any Performance Goals (as defined

below)), (iii) interpret and administer the Plan, including all terms defined herein, (iv)

adopt rules and regulations to implement the Plan and (v) make any other determination

and take any other action that the Committee in its sole discretion deems necessary or

desirable for the administration of the Plan and due compliance with applicable law or

accounting or tax rules and regulations. The decisions of the Committee shall be final and

binding.

(ii)In addition, the Committee may delegate to the Company’s Chief

Executive Officer (“CEO”), any other executive officer or senior management employee

of the Company, or any committee or any group of such individuals (such individuals, the

“Executive Administrators”) the day-to-day implementation and interpretation of the

Plan. Notwithstanding the foregoing, the approval of the Committee shall be required for

(i) any termination of or material amendments to the Plan, (ii) determination of the

Performance Goals under the Plan, (iii) approval of the payouts under the Plan and (iv)

approval of the Target Incentive (as defined below) amounts and (v) any other material

decisions, in each case, with respect to any individuals covered by Section 16 of the

Securities Exchange Act of 1934, as amended. Any action that requires the approval of

the Executive Administrators may instead also be approved by the Committee.

3.Eligibility. Employees of the Company or an applicable employing

subsidiary of the Company (an “Employer”) eligible to participate in the Plan will

include (i) the CEO, (ii) any other executive officer or senior management employee (as

determined from time to time by the Committee) and (iii) any other employees or

individuals as designated by the Committee to participate in the Plan (collectively, the

“Participants”). The Committee shall establish a target incentive amount for each

relevant Participant (the “Target Incentive”) upon the Participant’s initial participation

in the Plan and thereafter at the beginning of every Performance Period (as defined

below). If an individual becomes a Participant at any time after the start of a Performance

Period, unless otherwise determined by the Committee, such Participant’s Target

Incentive for the first Performance Period shall be prorated for the portion of the related

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Performance Period during which the individual was a Participant. An individual who

may otherwise be a Participant may be considered ineligible to participate in the Plan at

any time and for any reason at the Committee’s discretion regardless of whether the

individual remains employed in the same or a similar role at the Company. A Participant

who becomes employed by the Company after the beginning of a Performance Period

must be employed by the Company on or prior to September 30 of such Performance

Period in order to be eligible for an incentive in respect of such Performance Period, and

in such case, such incentive (if any) will be prorated based on the number of days that the

Participant is was employed during such Performance Period.

4.Performance Period. The Committee shall determine the period of time

during which performance shall be measured in respect of the incentives payable under

the Plan (each, a “Performance Period”). Unless otherwise determined by the

Committee, each Performance Period under the Plan shall relate to a Company fiscal

year, commencing on January 1 and ending on December 31 of each year. 

5.Performance Goals. Upon, or as soon as practicable after, the start of each

Performance Period, the Committee shall determine the performance goals that shall be

used to determine the extent to which an incentive will be earned under the Plan for such

Performance Period (including the performance metrics, targets, goals, weightings and all

such other matters it considers appropriate) (the “Performance Goals”). Each

Performance Goal established by the Committee may apply to the Company, any

subsidiary, or any business unit, division or other segment of the Company (each a

“Company Performance Factor”) or to the Participant individually (each an

“Individual Performance Factor”) as the Committee deems appropriate. Company

Performance Factors may be financial or strategic and measured on an absolute (e.g., plan

or budget) or relative basis, may be established on a corporate-wide basis or with respect

to one or more business units, divisions, subsidiaries or business segments and/or any

other performance objectives determined by the Committee. If the Committee determines

that a change in the business, operations, corporate structure or capital structure of the

Company, or the manner in which the Company conducts its business, or other events or

circumstances render the Performance Goals unsuitable, the Committee may modify and/

or adjust the Performance Goals or the related level of achievement, in whole or in part,

as the Committee deems appropriate or equitable such that it does not provide any undue

enrichment or harm. For clarity, the Individual Performance Factor may be a grouping of

select Company Performance Factors, or may be an individual annual performance rating

as determined by the Committee (for the CEO), and determined by the CEO or Executive

Administrators for all other Participants, and may be applied as a modifier to a calculated

award payment based on Company Performance Factors or may be a separate weighed

component of an award payment as approved by the Committee.

6.Actual Incentive. As soon as practicable after the end of each Performance

Period, the Committee will determine the actual incentive (if any) earned for each

Participant for such Performance Period based on the level of achievement of the related

Performance Goals (the “Actual Incentive”). The Committee may exercise discretion to

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increase or decrease any Participant’s Actual Incentive as it deems appropriate, and no

such Actual Incentive shall be earned unless and until it is paid in accordance with

Section 7. Unless otherwise determined by the Committee exercising discretion, the

calculation to determine an award is as follows: Participant annual base salary in effect

on December 31 of the Performance Period x the Participant annual target percent in

effect on December 31 of the Performance Period x the Company Performance Factor x

Individual Performance Factor.

7.Payment of Incentives.

(i)Subject to Section 7(ii), payment of any Actual Incentive shall be paid in

cash (unless otherwise determined by the Committee) and shall be made as soon as

practicable after the date on which the Committee has determined the final payout level

of the Actual Incentive; provided that such payments will in all events be made by no

later than March 15 of the year following the year in which the applicable Performance

Period has ended for U.S. based award payments, and no later than March 31 for non-

U.S. based award payments, unless otherwise required by law.

(ii)Unless otherwise provided in any written employment agreement with the

Participant or in any severance plan, policy or agreement with the Participant or in which

the Participant participates (any “Applicable Agreement”), as provided in Section 7(iii),

or as otherwise determined by the Committee, a Participant must remain in continuous

employment with the Company and its subsidiaries (including the Employer) through the

payment date of an Actual Incentive in order to receive payment of the Participant’s

Actual Incentive, and if the Participant’s employment terminates for any reason prior to

payment of the Actual Incentive, the Participant shall not receive payment of any such

Actual Incentive unless otherwise stated by country-statutory requirements.

Notwithstanding the foregoing or anything to the contrary in the Plan or an Applicable

Agreement, if a Participant’s employment is terminated for Cause (as defined in the

Company’s 2026 Long Term Incentive Plan (as amended, the “LTIP”)), the Participant

shall in all cases forfeit any right to receive any Actual Incentive not already paid. Any

exceptions to the conditions in this Section 7(ii) must be designated in writing and

approved by the Committee.

(iii)If a Participant’s employment is terminated (x) due to retirement on or

after attaining age 65 or (y) by the Company without Cause, in each case, after March 31

of the applicable Performance Period, subject to execution and non-revocation of a

release in a form provided by the Company, such Participant will be eligible for an

incentive for such Performance Period (if any) based on actual performance, prorated

based on the number of days that such Participant was employed during such

Performance Period, and payable in accordance with Section 7(i). If a Participant’s

employment is terminated due to death or Disability (as defined in the LTIP), (x) if such

termination occurs during such Performance Period, such Participant will receive

payment of his or her incentive for such Performance Period based on target

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performance, which will be payable within 60 days following such termination and (y) if

such termination occurs after such Performance Period but prior to payment, such

Participant will be eligible for an incentive for such Performance Period (if any) based on

actual performance and payable in accordance with Section 7(i).

8.Modification or Termination of the Plan. The Committee (or its delegates)

reserves the right to amend, modify, suspend or terminate all or any portion of the Plan at

any time, provided that any termination or material amendment or modification to the

Plan shall be approved by the Committee.

9.Adjustments. In the event of any non-ordinary course circumstances, such

as the acquisition or divestiture of all or part of the Company, or a change in accounting

impacting any of the performance metrics of the Plan, or other reasons as the Committee

may determine in its discretion, the Committee (or its delegates) reserves the right to

modify the Plan during the year, including with respect to Target Incentives, Performance

Goals and/or any annual incentives for which all or a portion of the year has been

completed.

10.Benefits Nontransferable. No Participant will have the right to alienate,

pledge or encumber his/her interest in the Plan, and such interest will not (to the extent

permitted by law) be subject in any way to the claims of the Participant’s creditors or to

attachment, execution or other process of law.

11.Employment At Will. The employment of each Participant is for an

indefinite period and is terminable at any time by either party, with or without cause

being shown, and with or without advance notice by either party. The Plan shall not be

construed to create a contract of employment for a specified period between the Company

or any Employer and any Participant.

12.Governing Law. The Plan and all determinations made and actions taken

thereunder shall be governed by the laws of the State of Delaware.

13.Tax Withholding. The Company or the Employer (as applicable) shall

have the right to make all payments or distributions pursuant to the Plan to a Participant,

net of any applicable taxes and deductions required to be paid or withheld. The Company

or the Employer (as applicable) shall have the right to withhold from wages, incentive

payments or other amounts otherwise payable to such Participant such withholding taxes

as may be required by applicable law, or to otherwise require the Participant to pay such

withholding taxes. If the Participant shall fail to make such tax payments as are required

or to satisfy any other payment obligation to the Company or the Employer (as

applicable), the Company or the Employer shall, to the extent permitted by law, have the

right to deduct any such amounts from any payment of any kind otherwise due to such

Participant or to take such other action as may be necessary to satisfy such withholding or

other obligations.

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14.Unfunded Status of the Plan. The Plan is intended to constitute an

“unfunded” Plan for incentive compensation. With respect to any payments not yet made

to a Participant by the Company, nothing contained herein shall give any such Participant

any rights that are greater than those of a general unsecured creditor of the Company.

15.Other Plans. Nothing contained in the Plan shall prevent the Company

from adopting other or additional compensation arrangements, and such arrangements

may (i) be either generally applicable or applicable only in specific cases and (ii) modify

the Plan.

16.Section 409A: If, in the good faith judgment of the Company, any

provision of the Plan would violate the requirements of Section 409A of the U.S. Internal

Revenue Code of 1986, as amended (the “Code”) or could otherwise cause any person to

be subject to the interest and penalties imposed under Section 409A of the Code, such

provision may be modified by the Company in its sole discretion to maintain, to the

maximum extent practicable, the original intent of the applicable provision without

causing the interest and penalties under Section 409A of the Code to apply, and,

notwithstanding any provision in the Plan to the contrary, the Company shall have broad

authority to amend or to modify the Plan, without advance notice to or consent by any

person, to the extent necessary or desirable to ensure that no payment or benefit under the

Plan is subject to tax under Section 409A of the Code. Any determinations made by the

Company under this paragraph shall be final, conclusive and binding on all persons.

Anything in the Plan to the contrary notwithstanding, (i) each installment/payment

provided under the Plan shall be treated as a separate and distinct payment from all other

such payments for purposes of Section 409A of the Code and (ii) if at the time of

termination of a Participant’s employment or service with the Company he or she is a

“specified employee” (as defined in Section 409A of the Code) and any payments in

connection with such termination under the Plan are treated as deferred compensation

subject to Section 409A of the Code, he or she will not be entitled to such payments until

the earlier of (a) the date that is six months after such termination or (b) any earlier date

that does not result in any additional tax or interest to such Participant under Section

409A of the Code. For the avoidance of doubt, the Company makes no representations

that the payments and benefits provided under the Plan comply with Section 409A of the

Code and in no event shall the Company be liable for all or any portion of any taxes,

penalties, interest or other expenses that may be incurred by any Participant on account of

the Plan’s or any payments’ payable under the Plan non-compliance with Section 409A

of the Code.

17.Clawback Policies. Incentives under the Plan shall be subject to recovery

pursuant to any law, government regulation, stock exchange listing requirement or the

requirements of any clawback, recoupment or recovery policies the Company has in place

from time to time, including, without limitation, the Mobility Global Inc. Compensation

Recoupment Policy (as it may be amended from time to time) or any other policy of the

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Company required to be adopted pursuant to such law, government regulation, or stock

exchange listing requirement.

18.Severability. If any part or section of the Plan is declared invalid by any

competent body, the remaining parts not affected by the decision shall continue in effect.