AESOP Benefits Guide 2026

BENEFITS GUIDE 202 6

Enrolling in your benefits Create an account or log in with your existing account at https://access.paylocity.com/ Begin the benefits enrollment process Elect the benefits you want Save or submit your elections Print a copy of your elections for your records 2 Your Aesop Benefits We understand the important role that benefits play in our lives and in our overall health. That’s why we provide a benefits package that lets you elect the right coverage for you and your family, as a new hire and each year during Annual Enrollment. This benefits guide can help to familiarize you with your options in Aesop’s benefits program. It also provides useful tips, tools and resources to help you think through your options and make wise decisions. Getting ready to enroll: • Consider your coverage needs for the upcoming year. For example, do you want to be financially protected if you can’t work due to an accident or illness? • Consider other available coverage. • Gather information you’ll need . If you’re covering dependents, you’ll need their dates of birth and Social Security numbers . You may also need documents to verify dependents’ eligibility – such as a marriage license or birth certificate . Getting the most value from your benefits depends on how well you understand your plans and how you choose to use them. Be sure to read this entire guide for important information about your benefit options. Table of Contents 3 4 5 6 7 8 Benefit Basics Eligibility Medical and Pharmacy Plan Overview Medical and Pharmacy Coverage Medical Plan Resources Savings and Spending Accounts 9 Health Savings Account 10 Flexible Spending Accounts 11 Dental Plan 12 Vision Plan 13 Life Insurance and Disability 14 Voluntary Plans 15 Benefit Costs 16 Additional Benefits 17 401(k) Retirement Savings Plan 18 Helpful Benefit Terms 19 Contact Information

3 Your benefits are a partnership between you and Aesop. The table below outlines how you and Aesop share costs for benefits. The tax treatment shows whether your contribution is taken from your paycheck before or after taxes. Benefit Tax Treatment Who Pays Medical and Pharmacy Pretax Aesop & You Dental Pretax Aesop & You Vision Pretax You Health Savings Account Pretax Aesop & You Flexible Spending Accounts Pretax You Basic Life and Accidental Death & Dismemberment (AD&D) Insurance After - tax Aesop Voluntary Life and AD&D Insurance After - tax You Short - Term Disability After - tax Aesop Long - Term Disability After - tax You Accident Insurance After - tax You Critical Illness Insurance After - tax You Hospital Indemnity Insurance After - tax You EAP After - tax Aesop 401(k) Retirement Savings Plan Pretax Aesop & You Benefit Basics

4 Eligibility Who’s eligible? Employees Employees who work at least 30 hours per week are eligible for the benefits described in this guide. Most benefits are effective the 1st of the month following 60 days of employment as long as you enroll within 30 days. Dependents • Your legal spouse • Your children up to age 26 Changing your benefits Generally, you may only make or change your benefit elections as a new hire or during the Annual Enrollment period. However, you may change your benefit elections during the year if you experience a qualifying event such as: • Marriage, divorce or legal separation • Birth or adoption of a child • Loss or gain of other coverage by you or your dependent • Eligibility for Medicare or Medicaid You have 30 days from the qualified life event to make changes to your coverage. • Depending on the type of event, you may need to provide proof of the event, such as a marriage license. • If you do not make the changes within 30 days of the qualified event, you will have to wait until the next Annual Enrollment period to make changes (unless you experience another qualified life event). Enrolling dependents? Items to have ready When you add dependents to your coverage, you must provide their: • Legal name • Date of birth • Social Security number • Supporting documentation, such as marriage certificate, birth certificate, adoption papers, and tax documents. If you do not provide the required information, your dependents may be dropped from coverage.

5 Medical and Pharmacy Plan Overview – New Medical Carrier for 2026 We offer the choice of three medical plans through Cigna and RSI . All of the medical options include coverage for prescription drugs through Cigna . To select the plan that best suits your family, consider the key differences between the plans, the cost of coverage (including payroll deductions) and how the plan covers services throughout the year. Understanding how your plan works 1. Your deductible You pay out - of - pocket for most medical and pharmacy expenses, except those with a copay, until you reach the deductible. If you are enrolled in the Bronze High Deductible Health Plan (HDHP), you can pay for these expenses from your Health Savings Account (HSA). 2. Your coverage Once your deductible is met, you and the plan share the cost of covered medical and pharmacy expenses with coinsurance. The plan will pay a percentage of each eligible expense, and you will pay the rest. 3. Your out - of - pocket maximum When you reach your out - of - pocket maximum, the plan pays 100% of covered medical and pharmacy expenses for the rest of the plan year. Your deductible and coinsurance apply toward the out - of - pocket maximum. Making the most of your plan Getting the most out of your plan also depends on how well you understand it. Keep these important tips in mind when you use your plan. • In - network providers and pharmacies: You will always pay less if you see a provider within the medical and pharmacy network. • Preventive care: In - network preventive care is covered at 100% (no cost to you). Preventive care is often received during an annual physical exam and includes immunizations, lab tests, screenings and other services intended to prevent illness or detect problems before you notice any symptoms. • Mail order pharmacy: If you need to receive an extended supply (greater than 30 - day supply and up to a 90 - day supply, visit www.mycigna.com for a listing of retail pharmacies or a mail - order service that can dispense an extended supply of your prescription. • Prescription categories: Medications are placed in categories based on drug cost, safety and effectiveness. These tiers also affect your coverage. • Generic – A drug that offers equivalent uses, doses, strength, quality and performance as a brand - name drug, but is not trademarked. • Brand preferred – A drug with a patent and trademark name that is considered “preferred” because it is appropriate to use for medical purposes and is usually less expensive than other brand - name options. • Brand non - preferred – A drug with a patent and trademark name. This type of drug is “not preferred” and is usually more expensive than alternative generic and brand preferred drugs. • Specialty – A drug that requires special handling, administration or monitoring. Most can only be filled by a specialty pharmacy and have additional required approvals.

6 Medical Plan Provisions Gold PPO (Embedded) Silver PPO (Embedded) Bronze HDHP/HSA (Embedded) In - Network Out - of - Network In - Network Out - of - Network In - Network Out - of - Network Aesop Contribution to HSA N/A N/A $600 annually RSI Front – Loaded Debit Card Funding (Individual/Family) $3,500 / $7,000 First Dollar Coverage $1,500 / $3,000 First Dollar Coverage Annual Deductible (Individual/Family) $4,000/ $8,000 $8,000/ $16,000 $4,000/ $8,000 $8,000/ $16,000 $4,000/ $8,000 $8,000/ $16,000 RSI Manual Expense Reimbursement (Individual/Family) In - Network Out of Pocket Expenses Above $6,500 / $13,000 In - Network Out of Pocket Expenses Above $6,500 / $13,000 Out - of - Pocket Maximum (Includes Deductible) $8,300/ $16,600 $16,600/ $33,200 $8,300/ $16,600 $16,600/ $33,200 $8,300/ $16,600 $16,600/ $33,200 Preventive Care Covered at 100% 5 0%* Covered at 100% 50%* Covered at 100% 50%* Primary Care Provider Office Visit 30%* 50%* 30%* 50%* 30%* 50%* Specialist Office Visit 30%* 50%* 30%* 50%* 30%* 50%* Telemedicine (PCP / UC) $0 Not Covered $0 Not Covered $0 Not Covered X - Ray and Lab 30%* 50%* 30%* 50%* 30%* 50%* Inpatient Hospital Services 30%* 50%* 30%* 50%* 30%* 50%* Outpatient Hospital Services 30%* 50%* 30%* 50%* 30%* 50%* Urgent Care 30%* 50%* 30%* 50%* 30%* 50%* Emergency Room 30%* 30%* 30%* Retail Pharmacy (up to a 30 - day supply) Tier 1 30%* 30%* 30%* 30%* 30%* 30%* Tier 2 30%* 30%* 30%* 30%* 30%* 30%* Tier 3 30%* 30%* 30%* 30%* 30%* 30%* Tier 4 30%* 30%* 30%* 30%* 30%* 30%* Mail Order Pharmacy (90 - day supply) is available More information about prescription drug coverage is available at www.cigna.com/druglist *After deductible Your bi - weekly payroll contributions for medical benefits are shown here. Medical Gold PPO Silver PPO Bronze HDHP/HSA Employee Only $ 113.39 $ 72.52 $ 30.09 Employee + Spouse $ 364.51 $ 280.43 $ 167.19 Employee + Child(ren) $ 336.33 $ 258.76 $ 156.17 Family $ 570.43 $ 438.86 $ 247.76 Medical and Pharmacy Coverage

6 Medical and Pharmacy Coverage – Gold and Silver – Debit Card and Reimbursement Overview Medical Plan Provisions Cigna – RSI Gold PPO Cigna – RSI Silver PPO In - Network In - Network Use Plan Debit Card. Card is front loaded with the following per plan (Individual/Family) First $3,500 / $7,000 of $4,000 / $8,000 Deductible First $1,500 / $3,000 of $4,000 / $8,000 Deductible Remaining Deductible You Are Responsible For $500 / $1,000 $2,500 / $5,000 RSI Manual Expense Reimbursement (Individual/Family) Using RSI App/Website or emailing claims@rsiadmin.com In - Network Out of Pocket Expenses Above $6,500 / $13,000 In - Network Out of Pocket Expenses Above $6,500 / $13,000 Your Out - of - Pocket Maximum (Includes Deductible) $ 3,000 / $ 6,000 $ 5,000 / $10,000 RSI Overview Beginning on January 1 st , 2026, Aesop is partnering with Cigna and RSI to provide medical insurance to our valued employees. Cigna will administer our medical insurance, while RSI will administer our medical debit card program and reimbursement accounts. If you enroll in the Bronze option, your plan will continue to be HSA eligible as the 2025 Bronze option but will simply move to Cigna. Debit Card vs. Manual Submission Employees Electing the Gold or Silver PPO options will receive a debit card in the mail prior to the start of the plan year. This card will be loaded based on the schedule below, and these funds are available in full the first day you are eligible for coverage. You will use them to pay for doctor's visits, prescriptions, or anything else your medical plan covers. Once this card has a $0 balance, you will pay the remaining deductible and applicable coinsurance until your out - of - pocket maximum reaches $6,500 for a single employee, or $13,000 for family. Once you have reached this threshold, you are eligible to submit your carrier evidence of benefits, or EOB, to RSI via their mobile app, website, or by email claims@rsiadmin.com . The RSI website is www.rsiadmin.com .

6 Medical and Pharmacy Coverage – Cigna Gold and Silver – Examples Cigna – Gold Plan (Employee Only) Cigna – Silver Plan (Employee Only) Sabrina Enrolls in the Cigna Gold Plan for 2026 Tracey enrolls in the Cigna Silver Plan for 2026 Sabrina receives an RSI Debit Card loaded with $3,500 Tracey receives an RSI Debit Card loaded with $1,500 Sabrina uses RSI Debit Card to pay for any Medical and Pharmacy Expenses until she spends the entire $3,500. Tracey uses RSI Debit Card to pay for any Medical and Pharmacy Expenses until she spends the entire $1,500. Once Sabrina spends the entire $3,500 on the RSI Debit Card, she would then have to pay $500 out of her pocket to reach her $4,000 deductible Once Tracey spends the entire $1,500 on the RSI Debit Card, she would then have to pay $2,500 out of her pocket to reach her $4,000 deductible Notes 1. Your RSI Debit Card is for 2026 Medical Expenses Only. The funds on your RSI Debit Card WILL NOT transfer over to 2027. 2. Yes - You can also have an FSA (Flexible Spending Account) for 2026 in addition to your RSI Debit Card. 3. No - You can not use your RSI Debit Card for Dental and Vision Expenses

7 Medical Plan Resources - Cigna

7 Medical Plan Resources - RSI

7 Medical Plan Resources - RSI

8 Aesop offers several accounts that enable you to pay for eligible expenses tax - free. The IRS provides a list of eligible expenses for each account at www.irs.gov . Health Savings Account (HSA) Health Care Flexible Spending Account (FSA) Dependent Care FSA Available to those enrolled in the Bronze HDHP as long as you are not enrolled in any other health coverage or Medicare or claimed as a dependent on someone else’s tax return. Use this account for medical, pharmacy, dental and vision expenses. Use for eligible childcare expenses for dependents under age 13 or elder care. Comparison of accounts HSA FSA Does the company contribute? Amount for full - year 202 6 ✓ Employee: $600 annually  Can I contribute my own savings? ✓ ✓ Is there an IRS maximum annual contribution? ✓ Employee: $4, 4 00 Family: $8, 7 50 Those 55 and older can contribute an additional $1,000 annually. ✓ Health Care FSA: $3, 4 00 Dependent Care FSA: $ 7,5 00 Will my savings roll over each year? ✓ Unlimited  Up to $6 8 0 for Health Care FSA; No roll over for Dependent Care FSA Will I earn interest on my savings? ✓  Are the savings tax - free? In most states ✓ ✓ Do I keep the money if I leave the company? ✓  Can I also have a Flexible Spending Account (FSA)?  Dependent Care FSA only N/A At the time of prin t, 202 6 FSA limits have not bee n released. For the most recent IRS limits, plea se visit www.irs.gov . Savings and Spending Accounts

9 Health Savings Account A Health Savings Account (HSA) is a savings account that belongs to you that is paired with the Bronze HDHP. It allows you to make tax - free contributions that you can use to pay for current and future medical expenses for you and your dependents. Start It • Contributions to an HSA are tax - free for you – whether they come from you or Aesop. Aesop contributes $600 annually. • The Bronze HDHP costs less than other plans so the money you save on premiums can be put into your HSA. This helps you save money on taxes and gives you more flexibility and control over your health care dollars. Build It • All of the money in your HSA is yours (including any contributions deposited by the Aesop) even if you leave your job, change plans or retire. • In 202 6 , the total of your contributions and the company’s can be up to $4, 4 00 for individual coverage and $8, 7 50 for family coverage. If you are age 55 or older, you can contribute an additional $1,000 per year. Use It • You can withdraw your money tax - free at any time, as long as you use it for qualified expenses (a list can be found on www.irs.gov ). • You can also save this money and hold onto it for future eligible health care expenses. Grow It • Unused money in your HSA will roll over, earn interest and grow tax - free over time. • You decide how to use the HSA money, including whether to save it or spend it for eligible expenses. When your balance is large enough, you can invest it – tax - free. Eligibility details • You cannot have an HSA if you are enrolled in any other health coverage or Medicare, or claimed a dependent on someone else’s tax return. • You cannot participate in the Health Care Flexible Spending Account (FSA) if you have an HSA. Your spouse/domestic partner also cannot have a Health Care FSA.

10 Flexible Spending Accounts A Flexible Spending Account (FSA) helps you pay for health care or dependent care costs using tax - free dollars. Your contribution is deducted from your paycheck on a pretax basis and put into the FSA. When you incur expenses, you can access the funds in your account to pay for eligible expenses. This chart shows the eligible expenses for each FSA and how much you can contribute each year. Each of these options reduces your taxable income. Account type Eligible expenses Annual contribution limits Health Care FSA Most medical, dental and vision care expenses that are not covered by your health plan, such as copays, coinsurance, deductibles, eyeglasses, orthodontia and prescriptions. Maximum contribution is $3,200 per year. You cannot enroll if you are enrolled in the HDHP with an HSA. Funds are deducted throughout the year, but all funds are available on January 1. Dependent Care FSA Dependent care expenses including day care, after school programs for children under age 13 or elder care programs so you can work or attend school full - time. Maximum contribution is $5,000 per year ($2,500 if married and filing separate tax returns). Important information about FSAs • Your FSA elections are effective from January 1 through December 31. • Claims for reimbursement must be submitted by March 31 of the following year. • The Health Care allows you to carry over $640 in unused funds to the following plan year. • Please plan your contributions carefully. Any unused money remaining in your account(s) will be forfeited. This is known as the “use it or lose it” rule and it is governed by Internal Revenue Service regulations. • FSA elections do not automatically continue from year to year; you must actively enroll each year. • You can only change your FSA contribution amount if you experience a qualified status change. • The FSA plans are not interchangeable. You must enroll in each separately and funds are non - transferable. • If you move from an FSA account to a HSA account, please note that any remaining funds in the FSA will be forfeited.

11 Dental Plan It’s important to have regular dental exams and cleanings so problems are detected before they become painful – and expensive. Keeping your teeth and gums clean and healthy will help prevent most tooth decay and is an important part of maintaining your overall health. We offer two dental plans through Guardian. Plan Provisions Low High In - Network Out - of - Network In - Network Out - of - Network Annual Deductible (Individual/Family) $50/$150 $50/$150 $50/$150 $50/$150 Annual Maximum (per Individual) $1,000 $1,000 $2,000 $2,000 Diagnostic and Preventive Services (e.g., X - rays, cleanings, exams) Covered at 100% Covered at 100% Covered at 100% Covered at 100% Basic and Restorative Services (e.g., fillings) 50%* 50%* 20%* 20%* Major Services (e.g., dentures, crowns, bridges) 50%* 50%* 50%* 50%* Orthodontia (children up to age 26) Not Covered 50%, up to a lifetime maximum of $2,000 per individual *After deductible Get the most from your dental plans • Stay in - network – While you have the option of choosing any provider, you save money when you use in - network dentists. When using an out - of - network dental provider, you pay more because the provider has not agreed to charge you a negotiated rate. • Free annual check - up – Use free preventive care to keep your mouth and gums healthy all year long. Your bi - weekly payroll contributions for dental benefits are shown here. Dental Low High Employee Only $0 $4.67 Employee + Spouse $7.39 $16.87 Employee + Child(ren) $10.56 $25.45 Family $19.57 $42.41

12 Vision Plan The vision plan provides coverage for routine eye exams and pays for all or a portion of the cost of glasses or contact lenses. You can choose any provider; however, you always save money if you see in - network providers. We offer a vision plan through Guardian with access to the VSP network. Plan Provisions VSP Full Feature – Choice B In - Network Out - of - Network Exam $20 copay Up to $39 off Frames $130 allowance, then 20% off remaining balance Up to $46 off Lenses • Single vision • Bifocal • Trifocal • Lenticular $20 copay Up to $ 23 off Up to $ 37 off Up to $ 49 off Up to $ 64 off Contact Lenses (Medically necessary) $20 copay Up to $210 off Elective Contact Lenses (in lieu of glasses) $130 allowance Up to $130 off Frequency • Exam • Lenses • Frames • Contact lenses Once every 12 months Once every 12 months Once every 24 months Once every 12 months Your bi - weekly payroll contributions for vision benefits are shown here. Vision VSP Full Feature – Choice B Employee Only $2.52 Employee + Spouse $4.77 Employee + Child(ren) $4.86 Family $7.69

13 Life Insurance and Disability Life and AD&D insurance Aesop provides basic life and AD&D insurance for employees and offers voluntary insurance options for employees and their dependents through Guardian. Basic life and AD&D insurance • Life insurance is an important part of your financial wellbeing, especially if others depend on you for support. • Aesop provides basic life and accidental death and dismemberment insurance through Guardian to all eligible employees at no cost equal to $20,000. • Coverage is automatic; you do not need to enroll. Voluntary life and AD&D insurance • You may choose to purchase additional life and AD&D coverage through Guardian for yourself and your dependents at affordable group rates. • Rates are based on age and the coverage level chosen. Voluntary life and AD&D insurance for you Employee • Increments of $10,000 • Up to a $500,000 maximum • Guaranteed issue up to $200,000 Voluntary life and AD&D insurance for your dependents Spouse • Increments of $5,000 (not to exceed 100% of employee’s amount) • Up to a $100,000 maximum • Guaranteed issue up to $25,000 Child(ren) • Increments of $1,000 (not to exceed 100% of employee’s amount) • Up to $10,000 maximum Covered from age 14 days • Must be added within 31 days of birth Protect your loved ones • Affordable supplemental coverage – Take advantage of the group rates offered to get the best deal on your coverage. Investing in insurance give you peace of mind and the financial protection for yourself and your loved ones. • Be sure to designate your beneficiary – You must choose a beneficiary for life and AD&D insurance. Keep your beneficiaries up - to - date in Paylocity. Disability insurance Disability insurance through Guardian provides income replacement should you become disabled and unable to work due to a non - work - related illness or injury. Aesop provides eligible employees with disability coverage at no cost as shown below. Coverage is automatic; you do not need to enroll. Additionally, you have the option to purchase long term disability coverage through Guardian. Coverage Benefit Short - Term Disability • 60% of your weekly salary, to a maximum of $1,500 per week for the first 12 weeks of a disability after 7 days waiting period. Long - Term Disability • 60% of your base salary, to a maximum of $6,000 per month if you are disabled and are unable to work for more than 90 days. • Benefits are offset with other sources of income, such as Social Security and Workers’ Compensation.

14 Voluntary Plans Round out your coverage with benefits that offer financial protection and assistance with all areas of your life. Accident insurance Provides benefits to help cover the costs associated with unexpected bills due to covered accidents, regardless of any other insurance you have . If you purchase coverage and are hurt in a covered accident, you will receive a cash benefit for covered injuries that you may spend as you like . Coverage amounts Cash benefit based on type of accident (ranges from $15 - $15,000) Examples of covered injuries: • Fractures • Burns • Concussions • X - ray • Eye injuries • Coma • ER Room Treatment Critical illness insurance Provides cash to help pay for both medical expenses not covered by your medical plan as well as day - to - day expenses that may start to add up – like rent, mortgage, car payments, etc. – while you are ill. If you are diagnosed with a covered illness, you get a lump - sum cash benefit, even if you receive other insurance benefits . Coverage amounts Employee Spouse Child(ren) $10,000 50% of employee coverage amount 50% of employee coverage amount Examples of covered illnesses: • Cancer • End - stage renal (kidney) failure • Heart attack • Major organ failure • Stroke Your initial benefit provides a lump - sum payment upon the first diagnosis of a covered condition. Your plan pays a recurrence benefit at 50% of the initial benefit for the following covered conditions: Alzheimer’s Disease. Hospital indemnity insurance Hospital indemnity insurance provides a fixed lump - sum payment that can help cover hospital expenses not covered by insurance, or to pay for expenses while you, your spouse, and/or dependents are in the hospital. • The plan pays $500 (limit of one time per plan year) for the initial hospital admission, as well as $100 per day, for up to 15 days (one time per plan year), that an individual is hospitalized. • An additional $100 per day is provided if the individual is in intensive care.

15 Your monthly payroll contributions for life, accident, critical illness, and hospital indemnity insurance are shown below. See the Human Resource department for specific rate contributions. Voluntary Life and AD&D Insurance Monthly Cost per $1,000 of Coverage Age Employee Spouse 15 - 29 $0.107 $0.107 30 - 34 $0.111 $0.111 35 - 39 $0.133 $0.133 40 - 44 $0.185 $0.185 45 - 49 $0.277 $0.277 50 - 54 $0.430 $0.430 55 - 59 $0.664 $0.664 60 - 64 $0.950 $0.950 65 - 69 $1.595 $1.595 70 - 99 $3.181 $3.181 Voluntary Life and AD&D Child(ren) Rates Child(ren) $0.132 Accident Insurance Basic Plan Employee $5.45 Employee + Spouse $8.90 Employee + Child(ren) $9.27 Family $12.72 Critical Illness Employee Spouse Age Monthly Rate Preferred (non - smoker) $10,000 benefit Monthly Rate Non - Preferred (smoker) $10,000 benefit Monthly Rate Preferred (non - smoker) $5,000 benefit Monthly Rate Non - Preferred (smoker) $5,000 benefit 15 - 29 $3.90 $5.80 $1.95 $2.90 30 - 39 $6.20 $10.30 $ 3.10 $5.15 40 - 49 $11.20 $22.30 $ 5.60 $11.15 50 - 59 $21.80 $50.90 $ 10.90 $25.45 60 - 69 $37.90 $99.40 $ 18.95 $49.70 70 - 99 $63.80 $167.50 $ 31.90 $83.75 Hospital Indemnity Insurance (age 15 - 99) Employee Only $7.69 Employee + Spouse $19.61 Employee + Child(ren) $14.23 Family $26.15 Benefit Costs

16 Additional Benefits Employee Assistance Program Overview Our comprehensive Employee Assistance Program (EAP), available through Uprise Health, provides you and your family members with confidential, personal and online/web - based support on a wide variety of important and relevant topics — such as stress management, dependent/elder care, nutrition, fitness, and legal and financial issues. Employee assistance program consultative services • Online modules and coaching – learn, develop, and practice new skills to improve mental fitness; includes a well - being check, online modules selected specifically for you, and up to 3 coaching sessions • Face - to - face and virtual counseling – up to 3 visits per employee/household member per issue, per year • Bereavement – support available through telephonic or face - to - face sessions; online resources available on EAP website • EAP website resources – includes webinars, podcasts, articles, videos, FAQs, etc.; additionally, individuals can chat online with an EAP consultant Work - life assistance and resources • Work - life services – unlimited 24 / 7 access to work - life specialists (subject matter experts) in the areas of family and care giving, health and wellness, emotional well - being, daily living, and balancing work and life responsibilities • Child and elder care referral – unlimited telephonic consultation with a work - life specialist (part of Work - life services) • Employee discounts – access to discounts on a large number of products and services, from gym memberships to dental, vision and pharmacy items, entertainment, restaurants, computers, cars, and much more • Medical billing negotiation tools – information and guidance on negotiating medical bills Legal/Financial assistance and resources* • Legal consultation – unlimited telephonic support and free initial 30 - minute face - to - face consultation with an attorney, includes a 25% discount on attorney services thereafter; online legal forms; extensive online law library • Financial consultation – unlimited telephonic support for financial problems or planning needs; 30 days of financial coaching; extensive online financial library and calculators • ID theft – free consultation with a trained Fraud Resolution specialist that will assist with ID theft resolution and education; ID theft educational materials available online • WillPrep – online self - service documents available on EAP website; discounted estate planning package options available includes: $100 attorney assisted will package, $179 couples will package, $649 individual trust package, and $999 couples trust package** • Tax consultation – tax questions only can be answered as part of the financial consultation offering • Online self - service legal documents – examples include, but are not limited to, living trust, will, power of attorney, deeds worklife.uprisehealth.com Access code: worklife Phone: 1 - 800 - 386 - 7055 24 hour crisis help available. Regular office hours: Monday - Friday 6am - 5pm PST. Corporate Chaplin Program It can feel impossible to focus on your work when you are in the depths of a personal crisis. Our Chaplains conduct confidential weekly 1 - on - 1 permission - based care sessions and are available 24/7 via secure app access and phone line to provide you support when you need it most.

17 401(k) Retirement Savings Plan Whether retirement is way down the road or just around the corner, it’s important to have savings goals and specific investment objectives . To help you meet your goals and objectives, we offer a 401 (k) Retirement Savings Plan, administered by Empower, with multiple investment options and a company match . Employee Contributions Employer Contributions • You can contribute up to $2 4 , 5 00 in 202 6 (subject to change by the IRS), and if you are age 50 or older, you may contribute up to an additional $7,500 as a “catch - up” contribution. • Company match is currently 50% on the $1 of up - to 5% of the Employee elected qualified deferral. Eligibility • Employees age 21 or older are eligible to contribute to the 401(k) plan after completion of 6 months service with Aesop. • Enrollment will be each quarter after eligibility is met. Vesting Vesting refers to your ownership of the money in your 401(k). • You are always 100% vested in your contributions to the plan. • The company match plus any earnings they generate are subject to the following vesting schedule: • Year 1: 0% • Year 2: 20% • Year 3: 40% • Year 4: 60% • Year 5: 80% • Year 6: 100% More information • You can enroll in the plan and make changes to your contributions at any time. • Empower has many different investment options for you to choose from, along with tools and resources you can use to determine which options best meet your investment objectives. For additional details about the 401(k) Retirement Savings Plan or to enroll or change your contribution rates or investment elections, visit www.empower.com .

• High Deductible Health Plan (HDHP) – A qualified High Deductible Health Plan (HDHP) is defined by the Internal Revenue Service (IRS) as a plan with a minimum annual deductible and a maximum out - of - pocket limit. These minimums and maximums are determined annually and are subject to change. • In - network – A designated list of health care providers (doctors, dentists, etc.) with whom the insurance provider has negotiated special rates. Using in - network providers lowers the cost of services for you and the company. • Inpatient – Services provided to an individual during an overnight hospital stay. • Mail order pharmacy – Mail order pharmacies generally provide a 90 - day supply of a prescription medication for the same cost as a 60 - day supply at a retail pharmacy. Plus, mail order pharmacies offer the convenience of shipping directly to your door. • Out - of - network – Providers that are not in the plan’s network and who have not negotiated discounted rates. The cost of services provided by out - of - network providers is much higher for you and the company. Higher deductibles and coinsurance will apply. • Out - of - pocket maximum – The maximum amount you and your family must pay for eligible expenses each plan year. Once your expenses reach the out - of - pocket maximum, the plan pays benefits at 100% of eligible expenses for the remainder of the year. Your annual deductible is included in your out - of - pocket maximum. • Outpatient – Services provided to an individual at a hospital facility without an overnight hospital stay. • Pre - existing condition – A health condition that an individual was treated for, or got medical advice from a doctor about, prior to when they applied for health or life insurance. This can also apply if a person had existing symptoms that would cause them to seek treatment. • Primary Care Provider (PCP) – A doctor (generally a family or internal medicine practitioner or pediatrician) who provides ongoing medical care. A primary care physician treats a wide variety of health - related conditions. • Reasonable & Customary Charges (R&C) – Prevailing market rates for services provided by health care professionals within a certain area for certain procedures. Reasonable and Customary rates may apply to out - of - network charges. • Specialist – A provider who has specialized training in a particular branch of medicine (e.g., a surgeon, cardiologist or neurologist). • Specialty drugs – A drug that requires special handling, administration or monitoring. Most can only be filled by a specialty pharmacy and have additional required approvals. • Brand preferred drugs – A drug with a patent and trademark name that is considered “preferred” because it’s safe and effective and usually less expensive than other brand - name options. • Brand non - preferred drugs – A drug with a patent and trademark name that is “not preferred” because it’s usually more expensive than other generic and brand preferred options. • Calendar year maximum – The maximum benefit amount paid each year for each family member enrolled in the dental plan. • Coinsurance – The sharing of cost between you and the plan. For example, 80% coinsurance means the plan covers 80% of the cost of service after a deductible is met. You will be responsible for the remaining 20% of the cost. • Copay – A fixed amount (for example $15) you pay for a covered health care service, usually when you receive the service. The amount can vary by the type of service. • Deductible – The amount you have to pay for covered services each year before your health plan begins to pay. • Elimination period – The time period between the beginning of an injury or illness and receiving benefit payments from the insurer. • Evident of Insurability (EOI) – EOI is documentation or declaration of good health requested by the insurance company in order for the enrollee to obtain coverage. • Flexible Spending Accounts (FSA) – FSAs allow you to pay for eligible health care and dependent care expenses using tax - free dollars. The money in the account is subject to the “use it or lose it” rule which means you must spend the money in the account before the end of the plan year. • Generic drugs – A drug that is equivalent to brand - name drugs in use, dose, strength, quality and performance, but is not trademarked. • Guaranteed issue – Guaranteed issue refers to coverage that is offered to all eligible enrollees regardless of their health status. • Health Savings Account (HSA) – An HSA is a personal savings account for those enrolled in a High Deductible Health Plan (HDHP). You may use your HSA to pay for qualified medical expenses such as doctor’s office visits, hospital care, prescription drugs, dental care and vision care. You can use the money in your HSA to pay for qualified medical expenses now, or in the future, for your expenses and those of your dependents, even if they are not covered by the HDHP. • Health Reimbursement Arrangement (HRA) – A fund you can use to help pay for eligible medical costs not covered by your medical plan. Funds are contributed to the HRA by the company. Benefit acronyms ACA – Affordable Care Act AD&D – Accidental Death & Dismemberment FSA – Flexible Spending Account HDHP – High Deductible Health Plan HMO – Health Maintenance Organization 18 HSA – Health Savings Account LPFSA – Limited Purpose Flexible Spending Account LTD – Long - Term Disability PPO – Preferred Provider Organization STD – Short - Term Disability Helpful Benefit Terms

19 Contact Information Coverage Carrier Phone Website Medical and Pharmacy Cigna 866 - 494 - 2111 www.mycigna.com Debit Card/Reimbursement RSI 833 - 732 - 6367 www.rsiadmin.com Dental Guardian 888 - 482 - 7342 Guardianlife.com Vision Guardian 888 - 482 - 7342 Guardianlife.com Health Savings Account HealthEquity 866 - 346 - 5800 Healthequity.com Flexible Spending Accounts HealthEquity 866 - 346 - 5800 Healthequity.com Life and AD&D Insurance Guardian 888 - 482 - 7342 Guardianlife.com Disability Guardian 888 - 482 - 7342 Guardianlife.com Accident Insurance Guardian 888 - 482 - 7342 Guardianlife.com Critical Illness Insurance Guardian 888 - 482 - 7342 Guardianlife.com Hospital Indemnity Insurance Guardian 888 - 482 - 7342 Guardianlife.com EAP Guardian/Uprisehealth 800 - 386 - 7055 worklife.uprisehealth.com 800 - 386 - 7055 Access code: worklife Employee Assistance Program (EAP) Guardian 800 - 386 - 7055 Worklife.uprisehealth.com 401(k) Retirement Savings Plan Empower 855 - 756 - 4738 Empower.com Enrollment and Human Resources AESOP 816 - 242 - 0592 benefits@aesopauto.com AESOP Benefits Education Hub AESOP Aesopbenefits.com

20 Notes

About this Guide This benefit summary provides selected highlights of the Aesop Auto benefits program . It is not a legal document and shall not be construed as a guarantee of benefits nor of continued employment at the company . All benefit plans are governed by master policies, contracts and plan documents . Any discrepancies between any information provided through this summary and the actual terms of such policies, contracts and plan documents shall be governed by the terms of such policies, contracts and plan documents . Aesop reserves the right to amend, suspend or terminate any benefit plan, in whole or in part, at any time . The authority to make such changes rests with the Plan Administrator .