Reports Linde Annual 2012 GB

ANNUAL REPORT 2012
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COMPLIANCE WITH THE GERMAN

CORPORATE GOVERNANCE CODE
AND DECLARATIONS OF
COMPLIANCE
CORPORATE GOVERNANCE
PRACTICES
ADDITIONAL CORPORATE
GOVERNANCE INFORMATION
REMUNERATION REPORT (PART
OF THE GROUP MANAGEMENT
REPORT)
COMPLIANCE WITH THE GERMAN CORPORATE

GOVERNANCE CODE AND DECLARATIONS OF
COMPLIANCE
Linde AG follows the German Corporate Governance Code presented by the
the German Corporate Governance Code and as amended from time to time. In March 2012, the Executive
Board and Supervisory Board of Linde AG issued a declaration of compliance with the
the German Corporate Governance Code as amended on 26 May
German Stock Corporation Law (AktG) and made this declaration permanently available to the public on the
Linde website.
The German Corporate Governance Code was amended following the
compliance in March 2012.
The Executive Board and Supervisory Board studied the requirements of the German Corporate
Code as amended on 15 May 2012 in detail, before issuing the following declaration of compliance in
March 2013.
The Executive Board and Supervisory Board of Linde AG declare in accordance with 161 of the German
Stock Corporation Law:
All recommendations of the Government Commission on the German Corporate Governance Code
latest version have been and will be observed in future with the following exception.
In addition to fixed compensation, the members of the Supervisory Board have to date received
performance-related compensation whose variable components have a one
assessment basis. Section 5.4.6, para 2, of the German Corporate Governance Code in the version dated 15
May 2012 recommends for the first time that performance-related compensation shall be oriented towards
sustainable growth of the enterprise. In accordance with Section 87, para 1,
Stock Corporation Law (Aktiengesetz), this can be regarded as a recommendation for a multi
assessment basis. A decision on the compensation of the members of the Supervisory Board is made by
the Annual General Meeting, which was unable to take account of this changed recommendation
During the Ordinary Annual General Meeting on 29 May 2013, the
Board intend to propose a change to the compensation of the members of the Supervisory Board in the
LINDE GROUP ANNUAL REPORT 2012 Enter search term
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Articles of Association. This change will take account of the new recommendation. This regulation shall
take effect from 30 May 2013.
The current declaration of compliance and all past declarations of compliance with the German Corporate
Governance Code are available on the companys website at www.linde.com/declarationofcompliance.
Linde AG also complies to the greatest possible extent with the suggestions made in the Code, with only
one exception:
The Code suggests that it should be possible for shareholders to follow the Annual General Meeting via
modern communication media (e.g. the Internet). We transmit the opening remarks made by the Chairman
of the Supervisory Board and also the Chief Executive Officers speech, but not the general discussion. In
principle, the articles of association permit the transmission of the Annual General Meeting in full via
electronic media. However, out of respect for shareholders privacy, we do not transmit the contributions of
individual speakers. Nevertheless, we will continue to follow developments closely.
COMPLIANCE WITH THE GERMAN

CORPORATE GOVERNANCE CODE
AND DECLARATIONS OF
COMPLIANCE
CORPORATE GOVERNANCE
PRACTICES
ADDITIONAL CORPORATE
GOVERNANCE INFORMATION
REMUNERATION REPORT (PART
OF THE GROUP MANAGEMENT
REPORT)
CORPORATE GOVERNANCE PRACTICES

Linde AG has traditionally attached great importance to sound, responsible management and supervision
geared towards the creation of sustainable value added. Our success has always been based on close and
efficient cooperation between the Executive and Supervisory Boards,
interests, an open style of corporate communication, proper accounting and audit procedures, and a
responsible approach to risk and to legal rules and internal Group rules.
Linde upholds high ethical standards. In 2007, the Executive Board developed a
entitled The Linde Spirit and devised a new code of conduct known as the Code of Ethics, launching both
throughout the Group. The Linde Spirit describes the corporate culture which is manifested in the Linde
vision and the values and principles that underpin day-to-day activities. The Code of
commitment made by all employees in The Linde Group to comply with legal regulations and to uphold
and protect the ethical and moral values of the Group. It is based on Linde
with its global values and fundamental principles. The Executive Board has also
on competition law, antitrust law, the engagement of sales agents, occupational safety, environmental and
health protection, quality and procurement. Like the Code of Ethics, these guidelines apply to all
throughout The Linde Group. In 2012, a new global guideline on corruption prevention was developed. This
entered into force in early 2013 and is binding on all employees.
COMPLIANCE
To reinforce compliance with both legal regulations and voluntary principles, the Group has a global
compliance organisation. Lindes Group-wide compliance activities are focused in
law, the fight against corruption, export control and data protection. The compliance organisation is
affiliated to Group Legal. Compliance officers have been appointed in the divisions, business units and
operating segments to support Group-wide observance of the compliance programme. The global
compliance officer coordinates and implements compliance measures. The Executive Board and the Audit
Committee of the Supervisory Board are regularly informed about the current state of progress in the
compliance organisation, including measures aimed at communicating existing rules of conduct to
employees, training employees in those rules and updating the rules as necessary. Training is provided for
Linde employees worldwide. Classroom-based courses are supplemented by a Groupwide e-learning
programme. By the end of 2012, more than 36,000 e-learning training sessions had been held on the code
of conduct, along with some 3,000 e-learning sessions on antitrust law. In addition, more than 6,000
members of staff were provided with training on site by skilled trainers. We thereby create a working
environment in which our employees are entirely familiar with our rules and guidelines.
The Integrity Line reporting system is an important element of the compliance framework at The Linde
Group. It enables both internal and external stakeholders to raise issues or report any doubts or suspicions
that they might have. In 2012, the Internal Audit department, Human Resources, Group Legal and the
department for Safety, Health, Environment and Quality (SHEQ) carried out around 80 investigations on the
basis of information received via the Integrity Line. If an internal investigation reveals that the doubts or
suspicions raised were justified, Linde examines the measures introduced to tackle the situation, doing so
in accordance with a prescribed process and timeframe.
All information on Lindes core values and compliance policy can be found on the companys website at
http://www.linde.com/guidelinescorevalues and www.linde.com/corporategovernance.
EXECUTIVE BOARD AND SUPERVISORY BOARD PROCEDURES
Linde AG, which has its registered office in Munich, is governed by the provisions of the German Stock
Corporation Law (AktG) and the German Codetermination Law (MitbestG), capital market regulations and
the rules set out in its articles of association. The Executive Board and Supervisory Board are responsible for
the management and supervision functions assigned to them. They cooperate closely in the interests of
Linde to ensure the continuation of the Group as a going concern and to create sustainable value added.
They must act in the interests of the shareholders and for the benefit of the Group.
EXECUTIVE BOARD
The Executive Board of Linde AG is responsible for managing the company and conducting its business. Its
actions and decisions are geared towards the best interests of the Group, taking into consideration the
concerns of shareholders, employees, customers and other stakeholder groups. Its aim is to create
sustainable value for stakeholders. The Executive Board establishes the strategic direction of the Group,
agrees this strategy with the Supervisory Board and ensures it is properly implemented. It is also
responsible for annual and multi-year business plans, Group financing and the preparation of quarterly, half
-yearly, annual and Group financial statements. In addition, the Executive Board ensures that appropriate
risk management and risk control systems are in place and provides regular, timely and detailed reports to
the Supervisory Board on all relevant Group issues including strategy, medium-term business plans,
business trends, the risk situation, risk management and compliance with legal regulations and internal
Group guidelines. The Executive Board also takes the necessary measures to facilitate compliance in the
Group companies. Given the Groups extensive reach across international markets and industry sectors, the
Executive Board is responsible for ensuring that this diversity is reflected at management level, especially

with regard to such criteria as age, gender and international representation. The goal is to put together the
best teams worldwide. The Groups HR strategy includes the definition, delivery and continuous evolution
of Group-wide talent development programmes. The Group supports intercultural diversity by adopting an
international human resources policy and making appointments across national borders. Key Executive
Board activities and transactions require the approval of the Supervisory Board. This applies in particular to
the annual capital expenditure programme, major acquisitions, divestments, and capital and financial
measures. While in office, members of the Executive Board are bound by a detailed restraint clause. Any
conflicts of interest must be disclosed immediately to the Supervisory Board, as well as to fellow Board
members.
The procedural rules of the Executive Board govern the work it performs, the allocation of responsibilities
to individual members, the issues which must be dealt with by the full Executive Board and the majority
required for resolutions to be passed by the Executive Board. The Executive Board passes resolutions at
meetings held on a regular basis. A simple majority of the votes cast is sufficient for a resolution to be
passed, unless a greater majority is prescribed by law. If the vote is tied, the Chairman has the casting
vote. Without prejudice to the collective responsibility of all members of the Executive Board, each
member of the Executive Board has individual responsibility for the functions assigned to them when the
decisions of the Executive Board are being made. It is incumbent upon the Chairman of the Executive Board
to assume responsibility not only for the functions assigned to him, but also to coordinate all areas of
responsibility entrusted to the Executive Board in a proper manner. He is the main point of contact
between the Executive Board and the Supervisory Board and represents the company in public.
No conflicts of interest arose for any member of the Executive Board during the reporting period. Where
such conflicts of interest do occur, they must be disclosed immediately to the Supervisory Board. No
member of the Executive Board is a member of more than three supervisory boards of listed companies
outside The Linde Group or of comparable supervisory bodies of other business entities. Information about
memberships held by members of the Executive Board on other German supervisory boards or comparable
German and foreign boards of business entities is given in Note [37], PDF of the Notes to the Group
financial statements.
The Executive Board has no committees.
The international composition of the Executive Board also reflects The Linde Groups global footprint and its
intercultural diversity. Information on the composition of the Executive Board and on individual Board
members, including their responsibilities and duties, may be found in the overview or on the Linde
website. The CV s of Executive Board members are available on the Linde website.
SUPERVISORY BOARD
Equal numbers of shareholder representatives and employee representatives sit on the Supervisory Board
of Linde AG, which comprises, in accordance with the companys articles of association, the number of
members specified as the minimum number in the relevant regulations. Currently, the minimum number
specified by law is twelve. The appointment of the members of the Supervisory Board is also governed by
the relevant legal regulations. In accordance with the recommendations of the German Corporate
Governance Code, the shareholder representatives were elected individually at the last election to the
Supervisory Board at the Annual General Meeting on 3 June 2008. The current term of office of the
members of the Supervisory Board ends with the closure of the Annual General Meeting in 2013. The

Supervisory Boards Nomination Committee is making preparations for the election of shareholder
representatives by the 2013 General Meeting. When proposing candidates to the Supervisory Board, it
takes into account the targets set by the Supervisory Board in terms of its future composition as well as
such criteria as the requirements of the German Stock Corporation Law (AktG), the Corporate Governance
Code and the Supervisory Boards procedural rules. The composition of the Supervisory Board is balanced to
ensure that its members collectively possess the knowledge, skills and professional experience necessary
to enable them to discharge their duties in a group with global operations in a fit and proper manner. All
Supervisory Board members must ensure that they have sufficient time to perform those duties.
Supervisory Board members who also sit on the executive board of a listed company must not hold more
than three supervisory board offices in listed companies or in comparable supervisory bodies of other
business entities that do not belong to the same group as the company for which they perform their
executive board duties. Linde AG undertakes to support Supervisory Board members as appropriate in the
pursuit of any training or professional development necessary for the performance of their duties.
In March 2011, the Supervisory Board defined specific objectives for its future composition in accordance
with 5.4.1 of the German Corporate Governance Code, as set out below. Taking into account the
particular situation of the Group, these cover the Groups international reach, potential conflicts of interest,
the number of independent Supervisory Board members, an age limit for Supervisory Board members and
the need for diversity.
International expertise
With operations in more than 100 countries, The Linde Group has a global footprint. To reflect this, at
least five of the Supervisory Board members should have extensive international expertise.
Potential conflicts of interest
At least 75 percent of the Supervisory Board members should have no business or personal ties with
the company or its Executive Board that could constitute a conflict of interest. The mere existence of
an employment relationship between employee representatives and the company or its affiliated
companies does not preclude impartiality as described above. Supervisory Board members should not
have management or advisory roles on the executive bodies of the main competitors of The Linde
Group. No more than two former Executive Board members should sit on the Supervisory Board.
Age limit for Supervisory Board members
Supervisory Board members should be no older than 72.
Diversity
The Supervisory Board is committed to diversity in its composition and to the fair representation of
women in particular. The next scheduled elections for both shareholder and employee
representatives on the Supervisory Board will take place in 2013. After these elections at the latest,
the Supervisory Board should include at least two women.
These objectives were taken into consideration upon the judicial appointment of a member with effect
from 6 December 2012 following the resignation of a Supervisory Board member.
More than five members of the current Supervisory Board have acquired extensive international expertise
as a result of their careers to date. During the 2012 financial year, Linde acquired a 100 percent stake in
the family company of Mr Miau for a purchase price of EUR2.1 m. This transaction was effected on the
basis of customary market conditions. This fact was known to all of the members of the Supervisory Board.
The Supervisory Board does not believe that this transaction involves any conflict of interest. Otherwise,
there were no conflicts of interest involving Supervisory Board members in the 2012 financial year. Where
such conflicts of interest do occur, they must be disclosed immediately to the Supervisory Board. No
Supervisory Board members currently have management or advisory roles on the executive bodies of any
of Lindes major competitors. Four Supervisory Board members are company employees. No other
consultancy, service or work contracts have been concluded between Supervisory Board members and the
company. No former members of the companys Executive Board are currently members of the
Supervisory Board. One Supervisory Board member reached the age limit in the 2010 financial year. At the
Annual General Meeting in 2008, the member in question was also elected for a term of five years. When
proposing candidates for the 2008 elections, the Supervisory Board was aware of the age limit defined in
the procedural rules. However, it had good reason for proposing candidates that would reach the age limit
during their term of office. The appointments were approved at the Annual General Meeting. Since the
election of Professor Dr Dr Achleitner to the Supervisory Board at the Annual General Meeting held on 12
May 2011 and the judicial appointment of Ms Anke Couturier with effect from 6 December 2012, there
have been two women on the Supervisory Board. The target set in 2011 of having two women on the
Board by 2013 has thus been met. The Supervisory Board currently considers the inclusion of two women
on the Board to be appropriate. This level of representation is in line with the number of female executives
with experience in the management of industrial companies, and also reflects the proportion of women in
the workforce of The Linde Group, at around 20 percent, and the proportion of women holding senior
management positions in the Group, at around 11 percent.
The procedural rules of the Supervisory Board include rules regarding the independence of its members. No
member of the Supervisory Board is in a personal or commercial relationship with the company or its
bodies that could represent a conflict of interests. In the past financial year, some members of the
Supervisory Board have sat on the executive boards of companies with which Linde has business
relationships and they continue to hold seats on those boards. Transactions with these companies took
place under the same conditions as for non-related third parties. These transactions did not affect the
independence of the Supervisory Board members concerned. Linde AG has no controlling shareholder
whose relationship with a member of the Supervisory Board could jeopardise that members
independence. Consequently, the Supervisory Board is only composed of individuals with a sufficient level
of independence.
Information about the members of the Supervisory Board and their memberships of other legally
prescribed German supervisory boards and/or comparable German or foreign boards of business entities is
given in Note [37], PDF of the Notes to the Group financial statements. The CV s of Supervisory Board
members are available on the Linde website.
The Supervisory Board appoints the Executive Board and monitors and advises the Executive Board in the
running of its business operations. Executive Board decisions that are of fundamental importance to the
Group require the approval of the Supervisory Board. With regard to the composition of the Executive
Board, the Supervisory Board considers diversity in addition to the appropriate professional qualifications of
candidates. It strives in particular to achieve a suitable age range and proper representation of women. The
appointments to the Executive Board also take into account the international operations of The Linde
Group. Professor Dr Belloni is Italian, Mr Lamba is an Indian national and Mr Blades is from the UK.
The Chairman of the Supervisory Board coordinates the work of the plenary Supervisory Board and chairs
its meetings. He is responsible for ensuring that resolutions passed by the Supervisory Board and its
committees are duly executed and he is authorised to issue the statements on behalf of the Supervisory
Board required to implement the resolutions of the Supervisory Board and its committees. The Chairman of
the Supervisory Board maintains close contact with the Chairman of the Executive Board throughout the
year, sharing information and ideas.
SUPERVISORY BOARD COMMITTEES
The Supervisory Board has four committees, which do the groundwork for the plenary Supervisory Board. If
it is permitted by law and laid down in the procedural rules of the Supervisory Board, decision-making
powers may in individual cases be delegated by the Supervisory Board to these committees. The Chairman
of the Supervisory Board chairs all the committees with the exception of the Audit Committee.
The Standing Committee, which comprises three shareholder representatives and two employee
representatives, advises the Supervisory Board in particular on the appointment and removal of members
of the Executive Board and on decisions regarding the remuneration system for the Executive Board,
including the terms and conditions of employment contracts, pension contracts and any other contracts
pertinent to the remuneration of Executive Board members, and the total remuneration of individual
Executive Board members. Moreover, the Standing Committee is responsible for approving transactions
with Executive Board members and related parties, as well as for approving other activities of the
Executive Board members, especially the holding of positions on supervisory boards and comparable
boards of business entities that are not part of The Linde Group. It also provides advice on long-term
succession planning for the Executive Board and reviews the efficiency of the work of the Supervisory
Board on a regular basis.
The Audit Committee similarly comprises three shareholder representatives and two employee
representatives. It does the groundwork for the decisions of the Supervisory Board regarding the adoption
of the annual financial statements and the approval of the Group financial statements, and makes
arrangements with the auditors. It supports the Supervisory Board in the execution of its supervisory duties
and monitors, in particular, the accounting process and the effectiveness of the internal control system, risk
management system and internal audit system, as well as the statutory audit. It also deals with
compliance issues. Moreover, it discusses the interim and half-year financial reports with the Executive
Board prior to publication. The Audit Committee also makes a recommendation to the plenary Supervisory
Board regarding the proposal for the election of the companys auditors. The Chairman of the Audit
Committee, Dr Clemens Brsig, is an independent financial expert with years of expertise in financial
reporting and in internal control systems.
The Nomination Committee comprises the Chairman of the Supervisory Board, the Second Deputy
Chairman of the Supervisory Board and one other shareholder representative. It makes recommendations
to the Supervisory Board on proposed candidates for the election of shareholder representatives at the
Annual General Meeting.
The Mediation Committee, formed under the provisions of the German Codetermination Law (MitbestG),
comprises the Chairman of the Supervisory Board, the Deputy Chairman of the Supervisory Board (elected
by the employee representatives on the Supervisory Board), one shareholder representative and one
employee representative. It makes suggestions to the Supervisory Board regarding the appointment of
Executive Board members, if the required majority of two-thirds of the votes cast by Supervisory Board
members is not obtained in the first ballot.
The Supervisory Board and its committees pass resolutions at meetings which are convened on a regular
basis.
The names of those sitting on the Supervisory Board and on the Supervisory Board committees when the
financial statements were being prepared are given here or may be consulted on the Internet at
www.linde.com/supervisoryboard. Information about the activities of the Supervisory Board and its
committees and about the work it has done with the Executive Board in the 2012 financial year is given in
the Report of the Supervisory Board.
ADDITIONAL CORPORATE GOVERNANCE
INFORMATION
ANNUAL GENERAL MEETING
The shareholders assert the rights accorded to them by the articles of association either before or during
the Annual General Meeting by exercising their right to vote. Each share entitles the shareholder to one
vote.
The Annual General Meeting takes place within the first six months of each financial year. Notice of the
Annual General Meeting, together with the reports and documents required by law for the meeting,
including the annual report, is published, along with the agenda for the meeting, the conditions governing
participation, an overview of shareholder rights, forms for voting by post, plus shareholder counter-motions
and nominations, on the Linde website in both German and English, and is thus easily accessible for
shareholders. Notice of the Annual General Meeting and the associated documents may also be
transmitted electronically to shareholders if they so wish.
Shareholders who are unable to attend the Annual General Meeting or who leave the meeting before
voting has commenced have the option of exercising their vote through a proxy of their choice or a proxy
appointed by the company who then votes in accordance with their instructions. Proxy forms may also be
submitted in electronic form. Moreover, shareholders have the option of casting their votes without
appointing a proxy in writing or using electronic media (ballot by mail).
The Executive Board of Linde AG presents the annual financial statements and Group financial statements
for approval at the Annual General Meeting. The Annual General Meeting passes resolutions regarding the
appropriation of profits, the ratification of the acts of the Executive Board and Supervisory Board, the
appointment of the auditors and generally also the election of shareholder representatives. Decisions are
also made at the Annual General Meeting about changes to the articles of association, capital measures
and the authorisation to repurchase shares. The meeting has the opportunity to approve the remuneration
system for Executive Board members. Once the Annual General Meeting has closed, the results of the
votes on each agenda item are published on the companys website without delay.
CONSEQUENTIAL LOSS AND LIABILITY INSURANCE
The company has taken out consequential loss and directors and officers liability insurance (D & O) for the
members of the Executive Board and Supervisory Board. For members of the Executive Board, the
retention in accordance with legal rules is 10 percent of the claim, up to a figure of one and a half times
the fixed annual emoluments of the Board member in question. An appropriate retention has been agreed
for members of the Supervisory Board in accordance with the recommendation set out in the German
Corporate Governance Code.
DIRECTORS DEALINGS
Linde AG publishes without delay as stipulated by law transactions subject to notification under 15a of
the German Securities Trading Law (WpHG) which have been executed by the persons named therein, in
particular transactions carried out by members of the executive bodies of the company and related parties
involving shares in the company or related financial instruments. The transactions disclosed by Linde AG in
the past financial year can be accessed in the annual document on the companys website.
INTERESTS IN SHARE CAPITAL
The total holdings of all the members of the Executive Board and Supervisory Board in Linde AG shares or
related financial instruments during the financial year did not exceed 1 percent of the shares issued by the
company. On 31 December 2012, Executive Board members held a total of 270,000 shares and share
options in Linde AG (0.145 percent of shares issued), while Supervisory Board members held a total of
4,500 shares and share options in Linde AG (0.002 percent of shares issued).
REMUNERATION OF THE EXECUTIVEBOARD AND SUPERVISORY BOARD
The remuneration report, which also includes information about the share-based emoluments, can be
found here.
COMMUNICATIONS AND STAKEHOLDER RELATIONS
Linde AG complies with the legal requirement to treat all its shareholders equally. Transparency plays an
important role and the company always aims to provide shareholders and the public with comprehensive,
consistent and up-to-date information. Linde makes extensive use of the Internet as a reporting tool.
To keep shareholders and the general public informed about key dates and publications, the company
publishes a financial calendar which appears in its annual report, in its interim and half-year financial
reports and on the Linde AG website. Linde AG publishes ad-hoc announcements, press releases and
notifiable securities transactions (directors dealings) in the media specified by the law and on its website.
The companys articles of association are also available on its website. Four times in the financial year,
Linde reports to its shareholders on its business performance, the net assets, financial position and results
of operations of the Group, and any related risks. Linde provides information to the capital market and to
the public every quarter through analysts conferences and press conferences or in the form of
teleconferences. These coincide with the publication of quarterly, half-year and annual results. Regular
events where the CEO and CFO meet institutional investors and financial analysts also ensure a regular
exchange of information with the financial markets. The dates and locations of roadshows and investors
conferences are published on the Linde website. The presentations given at these events are also available
to view on the website, which additionally contains video and audio recordings of major events.
Linde considers not only the interests of its shareholders but also the concerns of its stakeholders, who are
a key element in the Groups success. As far as possible, all stakeholders are included in corporate
communications. Lindes stakeholders include all its employees, customers and suppliers, as well as trade
associations and government bodies.
ACCOUNTING, AUDIT AND RISK MANAGEMENT
Linde AG prepares its Group financial statements and the Group half-year financial report and interim
financial reports in accordance with International Financial Reporting Standards (IFRS) as adopted by the
European Union. The preparation of the statutory annual financial statements of Linde AG, on which the
dividend payment is based, complies with German commercial law (HGB). The annual financial statements
and the Group financial statements are prepared by the Executive Board, reviewed by the Supervisory
Board and audited by the auditors. The audit procedures are in accordance with German auditing
regulations and German generally accepted standards for the audit of financial statements promulgated by
the Institut der Wirtschaftsprfer (the Institute of Public Auditors in Germany) and, in the case of the Group
financial statements, in supplementary compliance with International Standards on Auditing. The audit
procedures also include a review of the system for the early identification of risks. The Audit Committee
meets the Executive Board to discuss the interim and half-year financial reports in detail prior to
publication.
In May 2012, the Supervisory Board issued the mandate for the audit of the annual financial statements
and Group financial statements to KPMG AG Wirtschaftsprfungsgesellschaft, Berlin, who had been
appointed at the Annual General Meeting as auditors of the annual financial statements and Group financial
statements for the year ended 31 December 2012 and had also been appointed to conduct audit reviews
of the interim and halfyear financial reports for the 2012 financial year. The auditors issued a detailed
declaration confirming their independence to the Audit Committee of the Supervisory Board. There were no
conflicts of interest. It was agreed with the auditors that the Chairman of the Supervisory Board and the
Chairman of the Audit Committee would be informed immediately during the audit of any potential
reasons for the disqualification of the auditors or for their lack of impartiality, unless these could be
eliminated without delay. The auditors were obliged to report immediately all the significant audit findings
and events arising from the audit that have an impact on the duties of the Supervisory Board. The auditors
have also undertaken to inform the Supervisory Board if they discover facts in the course of their audit
which reveal any inaccuracies in the companys declaration of compliance with the Code.
Linde has reporting, monitoring and risk management systems in place which are continually being
updated and adapted by the Executive Board to take account of changing circumstances. The Internal Audit
department regularly reviews the risk management system and internal audit system to ensure that they
are efficient and functioning well. The auditors also assess the system in place for the early identification of
risk and provide regular reports on their findings at a global level to the Executive Board and Supervisory
Board. Additionally, the Audit Committee supports the Supervisory Board in monitoring the activities of
executive management and also deals with risk management issues in this context. It receives regular
reports from the Executive Board about risk management, the risk position, and the identification and
monitoring of risks.
In addition, it is informed on a regular basis about existing risks and the evolution of those risks. Moreover,
the Audit Committee has agreed with the auditors that, if necessary, they will report to the Committee any
significant weaknesses that they identify in the internal control system in relation to the accounting
process and in the system for the early identification of risks. Further details about risk management in The
Linde Group are provided in the Risk report. This includes the report on the accounting-related internal
control system.
REMUNERATION REPORT
(PART OF THE GROUP MANAGEMENT REPORT)
The remuneration report sets out the structure, basic features and amount of the remuneration payable to
members of the Executive Board and Supervisory Board. It forms part of the Group management report
and takes account of the recommendations of the German Corporate Governance Code. The remuneration
report also contains the information which is legally required under the provisions of the German
Commercial Code (HGB). This information is therefore not repeated in the Notes to the Group financial
statements.
1. Remuneration of the Executive Board
The full Supervisory Board is responsible for determining the total emoluments of each individual member
of the Executive Board. In line with the procedural rules of the Supervisory Board, it is incumbent upon the
Standing Committee to do the groundwork so that the Supervisory Board can pass resolutions relating to
remuneration.
In the 2011 financial year, the Supervisory Board decided, at the suggestion of the Standing Committee, to
modify significant elements of the Executive Board remuneration system and structure. The revised
remuneration system for members of the Executive Board, which is described in more detail below, applies
equally to all members of the Executive Board from 1 January 2012. It was approved with a 96.45 percent
majority at the 2012 Annual General Meeting of Linde Aktiengesellschaft.
The amount and structure of the remuneration payable is based on the size and international reach of the
Group, its economic and financial situation, and its performance and prospects, as well as on customary
remuneration practice among peers and the remuneration structure which applies elsewhere in the
company. To gauge customary practice among peers, Linde compares its remuneration system with that of
several other groups (DAX 30 companies, similar German and international companies). The emoluments
also depend on the duties of each individual member of the Executive Board, and on his or her personal
performance and the performance of the Executive Board as a whole. The remuneration is calculated so
that it is competitive at international level and gives Board members an incentive to create sustainable
performance and growth in a dynamic environment. In its evaluation and weighting of various criteria, the
Supervisory Board was advised by an independent external expert on executive pay. In connection with
the introduction of the new remuneration system, the amounts of the fixed cash emoluments and the
variable remuneration components were reviewed in turn and in some cases revised.
The remuneration system places particular emphasis on sustainable business development. There is a
significant focus on multi-year remuneration components, whereby payment of part of the variable cash
remuneration is deferred. Moreover, the remuneration of the Executive Board members is linked to the
price of Linde shares, as a result of the conversion of the deferred portion of the remuneration into virtual
shares and the granting of a Long Term Incentive Plan in the form of options to purchase Linde shares
(performance shares) and bonus shares (matching shares) after compulsory personal investment by the
Executive Board member. This will create a longterm incentive to achieve a positive Group performance.
The members of the Executive Board receive no remuneration for any Group offices held.
TOTAL EMOLUMENTS
The remuneration system comprises the following components:
fixed monthly cash emoluments;
benefits in kind/other benefits;
variable cash emoluments, of which 60 percent shall be paid immediately in cash in the following
year and 40 percent shall be converted into virtual shares with dividend entitlement and shall not be
paid for at least another three years;
a Long Term Incentive Plan, which provides for multi-year share-based remuneration in the form of
options to purchase shares (performance shares) and bonus shares linked to personal investment by
the Executive Board member (matching shares) and
pension commitments.
Of these components, the fixed cash emoluments, the benefits in kind/other benefits and the pension
commitment are not performance-related, while the variable cash remuneration and the Long Term
Incentive Plan are performance-related.
The regular target remuneration for a year, i. e. the total of fixed cash emoluments, variable cash
emoluments and entitlements under the Long Term Incentive Plan, comprises the following targets for the
performance-related entitlements:
25 percent fixed cash emoluments
30 percent one-year variable cash emoluments
45 percent multi-year variable emoluments, of which:
around 50 percent virtual shares required to be held for several years after the conversion of
portions of the variable cash emoluments
around 50 percent share-based remuneration components from the Long Term Incentive Plan, of
which:
80 percent performance shares
20 percent matching shares.
The relative weighting of fixed and variable remuneration components is therefore around 25 percent
(fixed cash emoluments) to around 75 percent (variable cash emoluments, performance shares and
matching shares), while within the variable remuneration components around 40 percent will be
determined solely on a one-year basis and around 60 percent on a multi-year basis. As a result, the
remuneration system becomes highly performance- related and determined principally on a multi-year
basis. 65 percent of the variable emoluments are directly linked with performance indicators or long-term
management targets.
FIXED CASH EMOLUMENTS
Each member of the Executive Board receives fixed monthly cash emoluments.
BENEFITS IN KIND/ OTHER BENEFITS
Benefits in kind are also provided. These are taxed on an individual basis in accordance with the fiscal
regulations applicable in each case. Generally, they comprise mainly costs incurred to provide the
monetary advantage of insurance benefits at normal market rates, company cars and, in one case, the
provision of security arrangements.
VARIABLECASH EMOLUMENTS
Variable cash emoluments are based on two equally- weighted key ratios, return on capital employed
(ROCE) and the operating margin, based on the customary definitions (see definitions) employed by the
Group. For each of the two measurement factors, a minimum target is defined in the form of an ambitious
long-term performance hurdle. If this hurdle is not reached in respect of one of the measurement factors,
the variable cash emoluments linked to this factor are not paid. If neither minimum target is reached, there
is no entitlement at all to variable cash emoluments. The amount of the variable cash emoluments based
on reaching the ROCE and operating margin targets may be modified by an individual performance
component.
If the entitlement to variable cash remuneration is met as a result of one or both targets being reached, 60
percent of the variable cash remuneration calculated on this basis is paid in cash in the month in which the
Annual General Meeting at which the appropriation of profits is decided takes place. 40 percent of the
variable cash remuneration is converted at this stage into virtual shares and not paid for at least a further
three years.
MEASUREMENT FACTORS FOR VARIABLE CASH EMOLUMENTS GROUP ROCE
The variable cash remuneration for all the members of the Executive Board is based on the Group ROCE
achieved in the financial year, to the extent that each member receives a fixed euro amount for each 0.1
percent of Group ROCE achieved. The variable cash remuneration is only paid if Group ROCE exceeds or
equals an ambitious minimum return on capital which has been defined (performance hurdle).
OPERATING MARGIN
The remuneration is based on the operating margin achieved in the area for which the Executive Board
member is responsible. The operating margin is calculated as the ratio of operating profit (EBITDA
(operating profit) ) to revenue. A fixed euro amount is paid to each Board member for each 0.1 percent
of operating margin achieved. For the Chief Executive Officer and the Chief Financial Officer, this is based
on the operating margin of the Group, although payment is only made if an ambitious minimum margin
derived from specific market conditions (performance hurdle) is met. For those members of the Executive
Board responsible for operations, the margin in the gases segments or Engineering Division for which he or
she is responsible is relevant. Payment is made here too only if ambitious minimum margins derived from
specific market conditions are met. In addition, the Supervisory Board may also attach additional conditions
to the establishment and the amount of the remuneration entitlement linked to the operating margin.
These conditions should be set in the light of the prevailing market situation.
INDIVIDUAL PERFORMANCECOMPONENT
To reflect the personal performance of Executive Board members, the amounts calculated on the basis of
the two measurement factors (Group ROCE and the operating margin) are multiplied using a performance
multiplier. The Supervisory Board may exercise its discretion to reduce or increase the amounts calculated
as a result of the achievement of one or both targets by up to 20 percent, to take account of the individual
performance of the Executive Board member.
DEFERRAL
40 percent of the variable cash remuneration is deferred. This portion of the remuneration is converted into
virtual shares to be held for a period of at least three years. The virtual dividend entitlements arising from
the virtual shares during the qualifying period are included in the conversion into cash once the qualifying
period has elapsed. Once the three-year qualifying period has expired, the virtual shares may be converted
into a cash amount at any time during the following two years, with the exception of certain blocked
periods. The conversion into virtual shares of the amount to be deferred and the conversion from virtual
shares into the amount to be paid are based on the average closing price of Linde shares on the last 60
stock exchange trading days before the relevant conversion date. If there are exceptional circumstances,
the Supervisory Board may limit wholly or in part the actual payment at a later date of the deferred
amount.
CAP
For the 60 percent of variable cash emoluments based on the achievement of one or both targets which is
payable in cash, there is a cap of 250 percent of fixed cash emoluments. For the remaining 40 percent of
the variable cash emoluments, an appropriate limit is set at the time of the conversion of this amount into
virtual shares.
REGULAR REVIEWS
The Supervisory Board conducts regular reviews of the targets set and the calibration of the variable
remuneration, including the performance hurdles, in order to prevent potential distortions. It may also take
into account the specific impact on both measurement factors (Group ROCE and the operating margin) of
any investment or acquisition projects.
SHARE-BASED EMOLUMENTS LINDE MANAGEMENT INCENTIVE PROGRAMME 2002
Until the 2006 financial year, members of the Executive Board received a variable component with a long-
term incentive in the form of options granted every year, based on the share option scheme approved at
the Annual General Meeting in May 2002. This scheme (Linde Management Incentive Programme 2002)
applied to members of the Executive Board, members of the management boards of affiliated companies
and selected executives. In 2006, the last options were issued under this scheme. In total, 1.2 million
subscription rights were granted to members of the Executive Board. Each option confers the right to
subscribe to one share in Linde AG at the exercise price. The exercise price for acquiring one new share is
120 percent of the base price. The base price is the average closing price of Linde shares in Xetra trading
on the Frankfurt Stock Exchange over the last five trading days before the issue date of the options. The
options were issued in five annual tranches from 2002, each with a term of seven years. There was a two-
year qualifying period commencing on the issue date. During the remaining five-year term, the options
can/could be exercised at any time, except during blocked periods. The seven-year term of the options in
the 2005 tranche ended in July 2012.
In the 2012 financial year, two tranches in the scheme were valuable and exercisable. The exercise prices
of the two tranches varied between EUR64.88 and EUR81.76. The Supervisory Board determined the
options to be allocated to members of the Executive Board and, for other employees entitled to options,
the Executive Board decided on the allocations, with the approval of the Supervisory Board. With effect
from the 2004 tranche, the Supervisory Board can decide to restrict the exercise of options issued to
members of the Executive Board if there are exceptional unforeseen movements in the Linde share price.
Movements in the options issued to the current members of the Executive Board under the Linde
Management Incentive Programme 2002 were as follows:
OPTIONS LINDE MANAGEMENT INCENTIVE PROGRAMME2002

At 1 January Exercised inthefinancial year At 31December

Weightedaverageexercise
price
price
Weighted average shareprice at
exercise date

Range of exercise
prices
price
Weightedaverageremaining
life
inunits in in units in in in units in in inyears
Professor Dr Wolfgang Reitzle
(Chairman)
2012
2011
65,000
130,000
81.76
81.76
65,000
65,000
81.76
81.76
122.56
125.93
-
65,000
-
81.76
-
81.76
-
1.3
Professor Dr Aldo Belloni
2012
2011
40,00040,000
81.76
81.76
40,000
-
81.76
- 122.13
-
40,000
-
81.76
-
81.76
-
1.3
Georg Denoke
2012
2011
15,000
25,000
81.76
75.01
15,000
10,000
81.76
64.88
123.35
110.41
-
15,000
-
81.76
-
81.76
-
1.3
TOTAL
20 12
20 11
120, 000
195, 000
120, 000
75, 000
-
120, 000
Enlarge table

During the 2011 and 2012 financial years, none of the options held by the Executive Board under the Linde
Management Incentive Programme 2002 expired or were forfeited. As at the balance sheet date, the
members of the Executive Board had exercised all the options in this scheme. Sanjiv Lamba (a member of
the Executive Board from 9 March 2011) and Thomas Blades (a member of the Executive Board from 8
March 2012) are not participants in this scheme as they joined The Linde Group after the last tranche of
options had been issued. Further information about the Linde Management Incentive Programme 2002 is
given in Note [28], PDF of the Notes to the Group financial statements.
LINDEPERFORMANCESHAREPROGRAMME2007
It was resolved at the Annual General Meeting on 5 June 2007 to introduce a new long-term incentive
scheme (Linde Performance Share Programme 2007) which would cover a five-year period. Participants in
the scheme were to include not only members of the Executive Board, but also selected executives
Options grantedto Sanjiv Lamba(member of the Executive Boardfrom9March2011) as anexecutive of The Linde Group.
Includingoptionsgrantedto Sanjiv Lamba(member of the Executive Boardfrom9March2011) as anexecutive of The Linde Group.
This includes the options of J. Kent Masters (member of the Executive Boarduntil 30September 2011). The individual amounts were disclosedinthe 2011Financial Report. Onthe retirement of J. Kent
Masters fromthe Executive Boardas at 30September 2011, 43,870options not yet exercisedwere forfeited.
(members of the management board of Linde AG group companies, as well as selected executives of Linde
AG and its group companies). The options could be issued in five annual tranches, in each case within a
period of twelve weeks following the companys Annual General Meeting. The Supervisory Board
determined the allocation of options to members of the Executive Board, while the Executive Board
determined the allocation for lower tiers of management. Options were granted to members of the
Executive Board for a particular value. The number of options to be issued to a member of the Executive
Board was determined on the basis of the fair value per option according to an actuarial report at the grant
date. The term of the options is calculated as three years, two months and two weeks from the issue date.
The options in a tranche are exercisable once a vesting period of three years from the date of issue has
expired, over a period of four weeks, if and to the extent that certain performance targets are met. Each
option confers the right to purchase one share in Linde AG at the exercise price, which is equivalent in
each case to the lowest issue price, currently EUR2.56.
The performance targets for each individual tranche are based on conditions laid down at the Annual
General Meeting and on movements in earnings per share, absolute total shareholder return and relative
total shareholder return. Within each of these performance targets, there is a minimum target which must
be reached if options are to be exercisable, and a stretch target. If the stretch target is reached, all the
options become exercisable based on the weighting attached to that particular performance target. If there
are exceptional unforeseen movements in the Linde share price, the Supervisory Board can restrict in
whole or in part the volume or extent of options granted to members of the Executive Board. At the
Annual General Meeting, it was resolved that members of the Executive Board would be subject to a
twoyear holding period for 25 percent of the shares issued.
In the 2011 financial year, the final tranche of options under the Linde Performance Share Programme
2007 was allocated.
At the end of May 2012, the vesting period for the third tranche of this programme ended. 100 percent of
the options in this third tranche were exercisable as all three performance targets were reached. In 2011,
88 percent of the options in the second tranche were exercisable.
Movements in the options issued to members of the Executive Board under the Linde Performance Share
Programme 2007 were as follows:
OPTIONS LINDE PERFORMANCESHARE PROGRAMME2007

At 1
January
Grantedinthe
financial year Exercisedin the financial year
Forfeitedinthe
financial year At 31 December

Weightedaverage share price
at exercise date

Weightedaverage
remaininglife
inunits inunits inunits in in units inunits in years
Professor Dr Wolfgang
Reitzle (Chairman)
2012
2011
127,175
134,732
-
29,389
58,754
32,512
122.13
115.85
-
4,434
68,421
127,175
0.8
1.2
2012
2011
42,392
44,911
-
9,796
19,585
10,837
123.09
115.85
-
1,478
22,807
42,392
0.8
1.2
GeorgDenoke
2012
2011
42,392
44,911
-
9,796
19,585
10,837
122.13
115.85
-
1,478
22,807
42,392
0.8
1.2
SanjivLamba (from9March
2011) 2012 14,685 - 2,938 117.40 - 11,747 1.3
1
2
3
1 2
Options grantedto Sanjiv Lamba(member of the Executive Boardfrom9March2011) as anexecutive of The Linde Group.
Includingoptionsgrantedto Sanjiv Lamba(member of the Executive Boardfrom9March2011) as anexecutive of The Linde Group.
This includes the options of J. Kent Masters (member of the Executive Boarduntil 30September 2011). The individual amounts were disclosedinthe 2011Financial Report. Onthe retirement of J. Kent
Masters fromthe Executive Boardas at 30September 2011, 43,870options not yet exercisedwere forfeited.

At 1
January
Grantedinthe
financial year Exercisedin the financial year
Forfeitedinthe
financial year At 31 December

Weightedaverage share price
at exercise date

Weightedaverage
remaininglife
inunits inunits inunits in in units inunits in years
2011 - 9,796 1,942 115.03 265 14,685 1.9
TOTAL
2012
2011
226,644
269,465
-
68,573
100.862
66.965
-
51,525
125,782
226,644
Enlarge table
The exercise price of all the options is currently EUR2.56 each. In the 2011 and 2012 financial years, none
of the options held by the Executive Board under the Linde Performance Share Programme 2007 expired.
All the options held at 31 December 2012 were not yet exercisable. Thomas Blades (a member of the
Executive Board from 8 March 2012) is not a participant in this scheme as he joined The Linde Group after
the last tranche had been issued.
Further information about the value of the options, and about the structure, conditions and, in particular,
performance targets of the scheme is given in Note [28], PDF of the Notes to the Group financial
statements.
LONG TERM INCENTIVEPLAN 2012
It was resolved at the Annual General Meeting on 4 May 2012 to replace the Linde Performance Share
Programme 2007 for the Executive Board and other executives with the new Long Term Incentive Plan
2012 (LTIP 2012). Like the Linde Performance Share Programme 2007, this scheme provides for the
granting of options to purchase performance shares. A new element in this scheme is that in order to
participate in the scheme, Executive Board members and selected executives are required to make a
compulsory personal investment in shares of the company at the beginning of the scheme. For each share
acquired by a scheme participant as a personal investment and held by the participant throughout the
qualifying period, one matching share is granted at the end of the qualifying period, if certain conditions
are met. The members of the Executive Board are granted options and rights to matching shares in return
for a specified sum. The number of shares to be allocated to each member of the Executive Board is
determined on the basis of the fair value per option or per right to a matching share according to an
actuarial report at the grant date. 80 percent of the remuneration which may be earned as a result of
participating in the LTIP 2012 if the target is reached relates to performance shares and 20 percent to
matching shares. The company has the option of making a payment in cash to the scheme participants
instead of issuing performance shares and/or matching shares. The first tranche under LTIP 2012 was
issued following the 2012 Annual General Meeting. In exceptional circumstances, the Supervisory Board
may restrict in terms of content, in part or in full, the rights granted to the executive bodies.
OPTIONS TO PURCHASEPERFORMANCE SHARES
The plan participants are granted a certain number of options in various annual tranches. The Supervisory
Board determines the allocation of options to members of the Executive Board. Each option confers the
1
2
3
1 1 2
2
3 3
2
2,3 3
2
2
right to purchase one share in Linde AG (performance shares) if certain targets are met at the exercise
price, which is equivalent in each case to the lowest issue price, currently eur 2.56. The options in each
tranche may be issued over a period of five years. If the conditions required for the exercise of the options
are met, they may first be exercised once a four-year qualifying period calculated from the issue date has
expired (the performance period). Options may only be exercised if certain performance targets are
reached, which are based on movements in earnings per share and relative total shareholder return. Equal
weighting is given to these two performance targets in terms of the total options allocated. Within each of
these performance targets, a minimum target must be reached if the options in a particular tranche are to
become exercisable, and there is also a stretch target. If the stretch target for one of these performance
targets is reached, all the options relating to that performance target in that particular tranche become
exercisable. If the minimum target within a performance target is reached, 12.5 percent of all the options
in the relevant tranche may be exercised and the plan participant receives a corresponding number of
performance shares on payment of the lowest issue price per share. If the relevant stretch target is
reached, 50 percent of all the options to performance shares in the relevant tranche may be exercised. If
the minimum target is exceeded, but the stretch target is not reached, the number of options that may be
exercised is dependent on the percentage by which the minimum target is exceeded.
PERSONAL INVESTMENT AND MATCHING SHARES
The number of Linde shares which must be purchased as a personal investment is determined by the
Supervisory Board for each member of the Executive Board and corresponds to 20 percent of the target
remuneration which may be earned by participating in the LTIP 2012. For each Linde share acquired by a
scheme participant as a personal investment and held by the participant throughout the qualifying period
for options, one matching share in Linde AG is granted at no cost to the participant. Conditions which apply
to the granting of matching shares include: a personal investment in shares of the company by the scheme
participant at the appropriate time, the unrestricted holding of such shares during the qualifying period and
the existence of a service contract at the end of the qualifying period in respect of which no notice has
been given.
Movement in the options and rights to matching shares issued to members of the Executive Board under
the Long Term Incentive Plan 2012 were as follows:
OPTIONS, MATCHING SHARES LONG TERM INCENTIVEPLAN 2012
Options Matching Shares
At 1
January
2012
Granted in the
financial year
At 31
December
2012
At 1
January
2012
Granted in
the financial
year
At 31
December
2012
in units in units in units in units in units in units
Professor Dr
Wolfgang Reitzle
(Chairman) 25,258 25,258 - 2,746 2,746
Professor Dr Aldo
Belloni 8,419 8,419 - 915 915
Including the cost of share-based payments granted to Sanjiv Lamba (member of the Executive Board from 9 March 2011) as an executive
of The Linde Group.
This includes the cost of share-based payments relating to J. Kent Masters (member of the Executive Board until 30 September 2011) of
EUR 102,953. On the retirement of J. Kent Masters from the Executive Board as at 30 September 2011, options not yet exercised were
forfeited.
Options Matching Shares
At 1
January
2012
Granted in the
financial year
At 31
December
2012
At 1
January
2012
Granted in
the financial
year
At 31
December
2012
in units in units in units in units in units in units
Thomas Blades
(from 8 March
2012) - 8,419 8,419 - 915 915
Georg Denoke - 8,419 8,419 - 915 915
Sanjiv Lamba - 8,419 8,419 - 915 915
TOTAL - 58,934 58,934 - 6,406 6,406
All the options held at 31 December 2012 were not yet exercisable. The exercise price of all the options is
currently EUR2.56 each. During the reporting period, none of the options held by the Executive Board
expired or were forfeited. Matching shares were not allocated. The weighted average remaining term of
the options and rights to matching shares is 3.6 years.
To meet the conditions for participation in the Long Term Incentive Plan 2012, Professor Dr Wolfgang
Reitzle made a personal investment in 2012 of 2,746 shares in the company and the other members of
the Executive Board each made a personal investment of 915 shares in the company.
Further information about the value of the options, and about the structure, conditions and, in particular,
performance targets of the scheme is given in Note [28], PDF of the Notes to the Group financial
statements.
Information about the rules which apply in the event of a change in control is given here in the Group
management report (Disclosures in accordance with 315 (4) of the German Commercial Code).
TOTAL COST OF SHARE-BASED EMOLUMENTS
The total cost of share-based emoluments in 2012 was EUR22 m (2011: EUR30 m). During the financial
year, the following cost was recognised in respect of share-based payment instruments held by members
of the Executive Board:
COST OF SHARE-BASED PAYMENTS
in 2012 2011
Professor Dr Wolfgang Reitzle (Chairman) 1,746,305 2,627,017
Professor Dr Aldo Belloni 582,098 875,680
Thomas Blades (from 8 March 2012) 62,508
-
1
2
Including the cost of share-based payments granted to Sanjiv Lamba (member of the Executive Board from 9 March 2011) as an executive
of The Linde Group.
This includes the cost of share-based payments relating to J. Kent Masters (member of the Executive Board until 30 September 2011) of
EUR 102,953. On the retirement of J. Kent Masters from the Executive Board as at 30 September 2011, options not yet exercised were
forfeited.
in 2012 2011
Georg Denoke 582,098 875,680
Sanjiv Lamba (from 9 March 2011) 282,071 216,949
TOTAL 3,255,080 4,698,279
PENSION COMMITMENTS
For members joining the Executive Board of the company on or after 1 January 2012, a defined
contribution pension scheme was introduced in the form of a direct commitment, which will provide
benefits in the form of old age pensions, disability pensions and surviving dependants pensions. For new
members, the annual contributions made by the company during the period of employment will be 45
percent of the fixed cash emoluments (and therefore around 11 percent of the target emoluments). After
15 years of contributions, a target pension level of around 50 percent of the final fixed cash emoluments
would be achieved as an old age pension. The capital is invested with an external provider. The pension
commitment is designed to be similar to the Linde Pension Plan (Linde Vorsorgeplan) for employees.
Insolvency insurance is provided as a result of the integration of the pension commitments into the
existing Contractual Trust Arrangement (CTA). The contributions participate in the performance of the CTA
and also participate generally without restriction in potential CTA surpluses. The model provides for
guaranteed minimum interest of 3 percent plus any overperformance. The regular old age pension is
payable from the age of 65, and in the case of early retirement from the age of 62. The employers
contributions are legally non-forfeitable in accordance with the German Company Pension Law (BetrAVG).
When the benefits fall due, the Executive Board member is entitled to the account balance inclusive of
guaranteed interest. In the case of death or disability, in principle a minimum benefit is payable for a
period of service on the Board of less than ten years. In this case, the amount payable is topped up by the
missing contributions to the amount that would have been payable if the Executive Board member had
served on the Board for ten years (up to a maximum age of 65). Those entitled to the full pension account
are, firstly, the widow, widower or civil partner of the Executive Board member and, secondly, orphans of
the Executive Board member in the event that widow, widower or civil partner survives the deceased.
The pension payable is calculated on the basis of the mortality tables and interest rates which are valid
when the pension is drawn. In all cases, the Executive Board member may choose to have his or her
pension paid in one of three ways:
as a lump sum,
in five to ten annual instalments with the payment of interest (depending on the term) until the
payments are due,
in the form of pension payments for life including an annual increase of 1 percent per annum.
On request and with the Groups agreement, the Executive Board member may opt for other payment
variants.
1
2
1 1
2
Pension commitments for members of the Executive Board who were already on the Board at 1 January
2012 are set out in individual contracts. The pension is based on a particular percentage of the most
recently paid fixed monthly emoluments. The percentage rate on entry is 20 percent. This percentage
increases for every year of service completed by the member of the Executive Board by 2 percentage
points. The maximum percentage that can be achieved is 50 percent of the last fixed monthly emoluments
paid. For pension commitments agreed before 1 July 2002, the percentage rate on entry was 40 percent
and the maximum percentage that could be achieved was 60 percent. Payments are made on a monthly
basis once the member has retired from the Group and is eligible for his or her pension (old age pension
from the age of 65, pension for medical disability or incapacity for work and surviving dependants pension
in the event of death). Widowed spouses receive 60 percent of the pension of the deceased member of
the Executive Board. The commitments also include benefits for any orphans or children who have lost one
parent. Each child entitled to maintenance receives 10 percent (in the case of children who have lost one
parent) up to a maximum of 25 percent (in the case of orphans) of the pension of the contracting party,
generally until his or her 18th year, although maintenance may continue to be paid until he or she reaches
the age of 27. If the deceased has left several children, the amounts are reduced proportionately and
limited in total to half of the pension to which the contracting party was entitled. The total maintenance
payments to surviving dependants must not exceed the full amount of the pension of the contracting
party. Current pensions are adjusted annually to take account of the change in the consumer price index for
private households based on information provided by the German Statistical Office. If a member of the
Executive Board has reached the age of 55 and completed ten years of service on the Executive Board, and
his or her employment contract is terminated early by the Supervisory Board or his or her term of office is
not extended for reasons beyond the control of the member of the Executive Board, he or she would
immediately receive the pension earned, taking into account other income. If, however, an Executive Board
member has not completed ten years of service on the Board or if the employment contract is terminated
before he or she reaches the age of 55, he or she acquires entitlement by law to a pension as a
supplement to the occupational pension in the amount specified by law, provided the Executive Board
member was employed by the company for a minimum period of three consecutive years.
EMOLUMENTS OF THEEXECUTIVE BOARD FOR 2012
The total cash remuneration for members of the Executive Board for performing their duties at Linde AG
and its subsidiaries in 2012 was EUR13,188,329 (2011: EUR11,785,161). Of this amount, EUR3,858,540
(2011: EUR4,266,645) related to fixed remuneration components which are not performance- related and
EUR9,329,789 (2011: EUR7,518,516) related to variable short-term or long-term performance-related
remuneration components. The measurement of benefits in kind and other benefits was based on their
value for tax purposes. In accordance with the changes to the remuneration system agreed by the
Supervisory Board with effect from 1 January 2012, 60 percent of the variable cash emoluments
(EUR5,597,873) will be paid in 2013, while 40 percent of the variable cash emoluments (EUR3,731,916)
will be converted into virtual shares which are subject to a three-year holding period, thereby becoming a
new long-term remuneration component. For the conversion into virtual shares, the price used is the
average closing price of Linde shares in the Xetra trading system on the Frankfurt Stock Exchange on the
last 60 stock exchange trading days before 31 December 2012. This average price was EUR131.62. The
amount paid out once the qualifying period has expired depends on movements in the price of Linde
shares. The total remuneration of the members of the Executive Board was EUR16,688,205 (2011:
EUR14,785,140). Included in the total remuneration are options and rights to matching shares which were
From2012, 60 percent of the variablecashremuneration ispaiddirectly in the year following thebalance sheet date.
From2012, 40 percent of the variablecashremuneration is converted as at the balance sheet dateinto virtual shares with dividend entitlement and not paidfor at least another three years. The amounts paid in each case aredependent on movementsin the Lindeshareprice.
Nopast service cost arose inthe2012or 2011 financial years.
This includes theemoluments/service cost recognised of J.Kent Masters up to30 September 2011, the date of hisretirement fromtheExecutive Board (total cash emoluments/total emolumentsof EUR1,424,040, service cost of EUR209,183). No cost has arisenfor the companyor the Group as aresult of the optionsgranted to himin the 2011 financial
year. All the options grantedto himwhich hadnot yet been exercised were forfeited on his retirement.
granted to members of the Executive Board under the terms of the Long Term Incentive Plan 2012. In each
case, the options and matching shares are shown at their value on allocation. In the 2012 financial year,
members of the Executive Board were granted a total of 58,934 (2011: 68,573) options with a value on
allocation of EUR47.51 (2011: EUR51.04) per option and 6,406 rights to matching shares with a value on
allocation of EUR109.26 per matching share.
Subject to the approval of the annual financial statements of Linde AG for the year ended 31 December
2012, the emoluments for the individual members of the Executive Board for 2012 are as follows:
TOTAL REMUNERATION FOR MEMBERS OF THEEXECUTIVE BOARD
Cash emoluments Long TermIncentive Plan

Pensions

Options Matchingshares

Fixed
emoluments
Benefitsin kind/
Other benefits Variable emoluments
Total cash
emoluments
Value on the grant
date
Valueonthe
grant date Total emoluments
Annual amount if pension
were paid on balance sheet
date
Service cost in
financial year
in
short-term
(60%)
long-term
(40%)
Professor Dr Wolfgang
Reitzle (Chairman)
2012
2011
1,250,000
1,960,000
32,746
111,191
2,482,620
3,281,250
1,655,080
-
5,420,446
5,352,441
1,200,008
1,500,015
300,028
-
6,920,482
6,852,456
750,000
556,800
864,795
835,960
2012
2011
780,000
720,000
46,133
41,630
1,086,900
1,656,050
724,600
-
2,637,633
2,417,680
399,987
499,988
99,973
-
3,137,593
2,917,668
324,000
288,000
111,628
106,394
Thomas Blades(from
8.03,2012)
2012
2011
488,636
-
60,697
-
613,685
-
409,124
-
1,572,142
-
399,987
-
99,973
-
2,072,102
-
-
-
289,637
-
Georg Denoke
2012
2011
640,000
564,000
26,268
22,503
816,288
1,226,500
544,192
-
2,026,748
1,813,003
399,987
499,988
99,973
-
2,526,708
2,312,991
159,840
138,720
117,423
112,981
SanjivLamba(from
9 .03. 2011)
2012
2011
525,000
321,391
9,060
452
598,380
456,154
398,920
-
1,531,360
777,997
399,987
499,988
99,973
-
2,031,320
1,277,985
73,920
55,200
114,753
-
TOTA L 20 12 3 , 68 3, 6 36 1 74 , 90 4 5 , 59 7, 8 73 3 , 73 1, 9 16 1 3, 1 88 , 32 9 2, 7 99 , 95 6 6 99 , 92 0 1 6, 6 88 , 20 5 1, 4 98 , 23 6
I N % 22 1 34 22 7 9 1 7 4 10 0
TOTAL 20 11 4, 069, 391 197, 254 7, 518, 516 - 11, 785, 161 2, 999, 979 - 14, 785, 140 1, 264, 518
I N % 28 1 51 - 80 20 - 100
Enlarge table
The remuneration table reflects the change in remuneration structure which took effect from 1 January
2012 and a different presentation compared with that in the 2011 Financial Report. In connection with the
introduction of the new remuneration system, the Supervisory Board also reviewed the level of fixed cash
emoluments and the variable remuneration components, as well as the pension entitlements of Professor
Dr Wolfgang Reitzle, bringing some of these elements more into line with market practice. When
comparing the figures for 2012 and 2011, the appointment of Mr Thomas Blades on 8 March 2012 should
be taken into account. In the 2011 financial year, the figures include total cash emoluments/total
emoluments of EUR1,424,040 in respect of Mr J. Kent Masters, who stood down from the Executive Board
on 30 September 2011.
In 2012, the service cost for pension obligations in accordance with IFRS was EUR1,498,236 (2011:
1.264.518 EUR), while the figure in accordance with the German Commercial Code (HGB) was
EUR1,330,199 (2011: EUR1,190,749). At the balance sheet date, the present value for accounting
purposes of pension commitments accruing to the individual Executive Board members was as follows:
Professor Dr Wolfgang Reitzle EUR16,847,344 (2011: EUR10,052,467) (Group), EUR12,699,877 (2011:
EUR9,374,072) (Linde AG); Professor Dr Aldo Belloni EUR5,329,415 (2011: EUR3,803,260) (Group),
EUR4,176,945 (2011: EUR3,573,757) (Linde AG); Thomas Blades EUR2,388,879 (Group), EUR2,049,567
(Linde AG); Georg Denoke EUR4,483,999 (2011: EUR2,525,115) (Group), EUR2,547,025 (2011:
2 3
1 2
1
2
3
4
4 4 4 4 4 4
EUR2,209,171) (Linde AG); Sanjiv Lamba EUR3,223,287 (2011: EUR1,600,072) (Group), EUR1,829,690
(2011: EUR1,398,169) (Linde AG). The change in the present value of the pension commitments is the
result of the unwinding of interest of entitlements acquired in previous years and actuarial losses from
changes in interest rates, holdings and mortality tables.
OTHER REMUNERATION-RELATED ARRANGEMENTS
The Supervisory Board has the right, at its own discretion, to award a special payment to an Executive
Board member for exceptional performance.
BENEFITS IN THE EVENT OF TERMINATION OF A CONTRACT
In the event that they are not reappointed between the ages of 55 and 63 for reasons beyond their
control, Executive Board members Georg Denoke and Sanjiv Lamba will receive in accordance with their
existing contracts a lump sum severance payment of 50 percent of their annual cash remuneration (fixed
emoluments and that portion of the variable cash emoluments which is to be paid in cash (i. e. 60
percent) ) for the last full financial year before the termination of their employment.
In compliance with the German Corporate Governance Code, all contracts with members of the Executive
Board include the following provision. In the event of the early termination of the employment contract of
a member of the Executive Board without due cause for that termination, his or her severance pay will be
capped at twice the annual cash emoluments (fixed emoluments and that portion of the variable cash
emoluments which is to be paid in cash (i. e. 60 percent)). The calculation is based on the annual cash
emoluments for the last full financial year prior to the removal of the member from the Executive Board. If
the annual cash emoluments of the member of the Executive Board for the financial year in which his or
her employment is terminated are likely to be significantly higher or lower than the annual cash
emoluments for the last full financial year, the Supervisory Board may at its discretion make an adjustment
to the calculation of the annual cash emoluments. If the original remaining term of the employment
contract was less than two years, the severance pay would be calculated pro rata. For the period on the
basis of which the severance pay is determined, the members of the Executive Board receive no pension
payments.
If Linde AG is acquired by another company and there is a change of control, and an employment contract
is terminated within nine months of that date by mutual consent or as a result of a failure to renew the
contract at the appropriate time or as a result of the resignation of the Executive Board member due to his
or her position on the Board being unduly compromised by the takeover, members of the Executive Board
have an entitlement to benefits based on their contractual cash emoluments but limited in extent.
However, the burden of proof is on the member of the Executive Board to demonstrate the actual
circumstances as a result of which his or her position has been unduly compromised.
The recommendation of the German Corporate Governance Code relating to severance caps in the event of
a change of control is also being followed. In accordance with the Code, all Executive Board contracts
provide for severance pay in the event of a member retiring early from the Board due to a change in
control equivalent to the amount payable in the event of early retirement from the Board without cause
under any other circumstances. Moreover, the Executive Board member would receive additional
compensation equivalent to his or her annual cash emoluments (fixed emoluments and that portion of the
variable cash emoluments which is to be paid in cash (i. e. 60 percent)). The additional compensation
would not be payable if the member of the Executive Board had served on the Board for less than three
years or if he or she had not yet reached the age of 52 or had already reached the age of 63 when the
employment contract ended. If the member of the Executive Board receives benefits on the occasion of or
in connection with the acquisition by a majority shareholder, a controlling company or another legal entity,
these are taken into account when the compensation and severance pay benefits are calculated. The
pension entitlement is determined in accordance with the rules for the early termination of an
employment contract without cause.
If the employment contract of a member of the Executive Board is terminated with due cause, no
payments are made to the Board member.
Executive Board members are generally bound by a restraint clause for a period of two years following the
termination of their contracts. By way of compensation, the company undertakes to pay former Board
members an amount equivalent to 50 percent of their fixed emoluments during the period of restraint. The
compensation qualifies in full for pension benefits.
If the member of the Executive Board leaves the companys service as a result of death or disability, he or
she or his or her heirs are entitled to the fixed monthly emoluments for the month in which the
employment contract ended, and for the following six months. Moreover, he or she or his or her heirs are
entitled to that proportion of the variable cash emoluments in respect of that part of the year in which the
member of the Executive Board was active. In this case, 100 percent of the amount is paid in cash.
LOANS AND ADVANCES
During the financial year, no loans or advances were made to members of the Executive Board.
TOTAL EMOLUMENTS OF FORMER MEMBERS OF THEEXECUTIVE BOARD
Former members of the Executive Board and their surviving dependants received total emoluments of
EUR2,907,672 in the 2012 financial year (2011: EUR2,841,716).
A provision of EUR39,260,114 (2011: EUR36,903,317) has been made in the Group financial statements
for current pensions and future pension benefits in respect of former members of the Executive Board and
their surviving dependants. In the annual financial statements of Linde AG, a provision of EUR33,390,728
(2011: EUR35,003,558) was made. The differences in the amounts disclosed are attributable to different
accounting parameters being used to calculate the figures in the Group financial statements and the annual
financial statements.
2. Remuneration of the Supervisory Board
The remuneration of the Supervisory Board was determined at the Annual General Meeting based on a
proposal from the Executive Board and Supervisory Board and is governed by Article 11 of the articles of
association.
The emoluments comprise two components: a fixed component and a variable one which is dependent on
the Groups performance. Part of the variable component depends on the dividend. Another part is linked
to the return on capital employed (ROCE) for The Linde Group in the relevant financial year.
FIXED EMOLUMENTS
Each member of the Supervisory Board receives annual fixed emoluments of EUR50,000, paid at the end
of the financial year.
VARIABLEEMOLUMENTS
The first part of the variable remuneration for each member of the Supervisory Board is EUR300 for each
EUR0.01 by which the dividend declared at the Annual General Meeting exceeds a dividend of EUR0.50
per share with full dividend entitlement distributed to the shareholders. The second part of the variable
remuneration is EUR450 for each 0.1 percent by which the return on capital employed (ROCE) of The Linde
Group exceeds the rate of 7 percent in the relevant financial year. ROCE is determined on the basis of
information in the relevant audited Group financial statements in accordance with IFRS and the articles of
association. In 2012, ROCE calculated in this way was 11.5 percent (2011: 13.0 percent).
The variable remuneration is paid on the day after the Annual General Meeting which determines the
appropriation of the profits.
EMOLUMENTS OF THECHAIRMEN, DEPUTY CHAIRMEN AND COMMITTEE MEMBERS
The Chairman of the Supervisory Board receives three times the fixed and variable emoluments, while
each Deputy Chairman and each member of the Standing Committee receives one and a half times the
amount. The Chairman of the Audit Committee receives an additional EUR40,000 and every other member
of the Audit Committee an additional EUR20,000. However, if a member of the Supervisory Board holds
several offices at the same time which pay a higher level of remuneration, he or she only receives the
remuneration for the office which is the most highly paid.
ATTENDANCE FEES
The company pays members of the Supervisory Board an attendance fee of EUR500 every time they
attend a Supervisory Board meeting or committee meeting. This amount remains unchanged if several
meetings take place on the same day.
VAT AND REIMBURSEMENT OF EXPENSES
Linde AG reimburses members of the Supervisory Board for any necessary expenses incurred and for VAT
on their emoluments.
EMOLUMENTS OF THESUPERVISORY BOARD FOR 2012
Based on a dividend of EUR2.70 (2011: EUR2.50) per share entitled to dividend and adjusted ROCE for The
Linde Group of 11.5 percent (2011: 13.0 percent), the total emoluments of the Supervisory Board (fixed
emoluments, variable emoluments and attendance fees) amounted to EUR2,273,972 (2011:
EUR2,294,493) plus VAT of EUR432,055 (2011: EUR435,954). Of the total emoluments, EUR855,219
Amounts excluding VAT.
Member of the Audit Committee from 20 May 2011.
The employee representatives have decided to forward their remuneration to the Hans Bckler Foundation in accordance with the guidelines
of the Confederation of German Trade Unions.
This includes the emoluments of Supervisory Board member Dr Beiten who retired from the Supervisory Board on 12 May 2011: fixed
emoluments of EUR 18,082, variable emoluments of EUR 31,463, emoluments for sitting on the Audit Committee of EUR 7,233, attendance
fees of EUR 2,000, which gives total emoluments of EUR 58,778.
(2011: EUR859,754) related to fixed emoluments and EUR1,371,753 (2011: EUR1,392,239) to variable
emoluments. The total expenditure on attendance fees was EUR47,000 (2011: EUR42,500).
The individual members of the Supervisory Board received the amounts listed in the following table:
EMOLUMENTS OF THESUPERVISORY BOARD
in
Fixed
emoluments
Variable
emoluments
Emoluments for
sitting on Audit
Committee
Attendance
fees
Total
emoluments
Dr Manfred
Schneider
(Chairman)
2012
2011
150,000
150,000
258,750
261,000
-
-
6,000
6,000
414,750
417,000
Hans-Dieter
Katte (Deputy
Chairman)
2012
2011
75,000
75,000
129,375
130,500
-
-
6,000
6,000
210,375
211,500
Michael
Diekmann
(Second Deputy
Chairman)
2012
2011
75,000
75,000
129,375
130,500
-
-
4,000
3,000
208,375
208,500
Professor Dr Dr
Ann-Kristin
Achleitner (from
12. 05. 2011)
2012
2011
50,000
32,055
86,250
55,776
20,000
12,384
4,500
2,500
160,750
102,715
Dr Clemens
Brsig
2012
2011
50,000
50,000
86,250
87,000
40,000
40,000
4,500
4,500
180,750
181,500
Anke Couturier
(from 6. 12.
2012)
2012
2011
3,552
-
6,128
-
-
-
500
-
10,180
-
Gernot Hahl
2012
2011
75,000
75,000
129,375
130,500
-
-
6,000
6,000
210,375
211,500
Thilo Kmmerer
2012
2011
50,000
50,000
86,250
87,000
-
-
2,500
2,000
138,750
139,000
Matthew F. C.
Miau
2012
2011
50,000
50,000
86,250
87,000
-
-
2,000
1,500
138,250
138,500
Klaus-Peter
Mller
2012
2011
75,000
75,000
129,375
130,500
-
-
4,000
3,000
208,375
208,500
Jens Riedel
2012
2011
50,000
50,000
86,250
87,000
-
-
2,500
2,000
138,750
139,000
Xaver Schmidt 2012 50,000 86,250 - 2,500 138,750
1
1
2
3
4
3
2
3
3
3
3
Amounts excluding VAT.
Member of the Audit Committee from 20 May 2011.
The employee representatives have decided to forward their remuneration to the Hans Bckler Foundation in accordance with the guidelines
of the Confederation of German Trade Unions.
This includes the emoluments of Supervisory Board member Dr Beiten who retired from the Supervisory Board on 12 May 2011: fixed
emoluments of EUR 18,082, variable emoluments of EUR 31,463, emoluments for sitting on the Audit Committee of EUR 7,233, attendance
fees of EUR 2,000, which gives total emoluments of EUR 58,778.
in
Fixed
emoluments
Variable
emoluments
Emoluments for
sitting on Audit
Committee
Attendance
fees
Total
emoluments
2011 50,000 87,000 - 2,000 139,000
Josef Schregle
(until 31. 10.
2012)
2012
2011
41,667
50,000
71,875
87,000
-
-
2,000
2,000
115,542
139,000
TOTAL 2012 795,219 1,371,753 60,000 47,000 2,273,972
in % 35 60 3 2 100
TOTAL 2011 800,137 1,392,239 59,617 42,500 2,294,493
in % 34 61 3 2 100
LOANS AND ADVANCES
At 31 December 2012, there were no loans or advances to members of the Supervisory Board.
3. Evolution of the system of remuneration for members of the Supervisory Board
The Executive Board and Supervisory Board intend to propose a new remuneration structure for the
Supervisory Board at the 2013 Annual General Meeting. Under the new system, the remuneration of the
Supervisory Board will change so that it comprises only fixed emoluments. In addition, the emoluments
paid for sitting on the Supervisory Board committees will be adjusted so as to take account of the extent of
responsibility and actual work involved. In return for 25 percent of the fixed emoluments payable, the
Supervisory Board members shall purchase Linde shares (thereby making a personal commitment to the
company) and shall in each case hold these shares for the duration of their membership of the Supervisory
Board. Details of the revised system will be presented and published at the same time as the Invitation to
the 2013 Annual General Meeting as part of the proposed resolution for changes to the articles of
association.
1
1
2
3
4
4 4 4 4 4
GROUP
GOVERNANCE
REPORT OF THE SUPERVISORY
BOARD
LINDE

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