Companhia Paranaense de Energia (CPLE6) Corporate presentation summary

Business profile

• Integrated electric utility with 6,226 MW of installed generation capacity, a 100% renewable portfolio, 9.7k km of transmission lines and 5.3 million distribution consumers.

• Distribution concession covers 395 municipalities and 194,336 km² in Paraná, with 404 substations and 219,421 km of distribution lines; concession runs through 2045.

• LTM recurring EBITDA mix at Jun 2026: electric grid 71% and energy market 29%; leverage was 2.9x.

• Transmission segment had R$1.9bn RAP for Cycle 26/27, 96% of RAP renewed for 15 years and an 18-year weighted average remaining concession term.

Strategy and investment

• Strategic priorities include structural efficiency, concession renewals, decarbonization, portfolio optimization, operational excellence, growth and innovation.

• Planned multi-year investment through 2030 totals R$22.7bn over five years: distribution R$13.5bn, generation R$1.9bn, transmission R$1.8bn, LRCAP R$4.9bn and other R$0.7bn.

• Distribution investment plan for 2026–2030 totals R$13.475bn, including 50 new substations, 88 expansions, 30+ renovations and 1,200 km of new high-voltage lines.

• LRCAP awards cover Foz do Areia and Segredo hydro plants, with operations estimated to start in Aug 2030; the expansion pipeline exceeds 4 GW for future auctions.

• Organic and inorganic opportunities include five distribution concession renewals, 12+ GW of hydro contracts expiring by 2035 and ~10,000 km of transmission lines expiring by 2035.

Capital allocation and governance

• Target leverage is 2.9x net debt/EBITDA, with a 2.6x–3.2x range and convergence within 48 months; dividend policy sets a minimum 75% payout and payments at least twice a year.

• Shareholder structure as of Apr 30, 2026: Paraná 15.9%, BNDESPAR 18.6%, BlackRock 5.5% and free float 60.0%; no controlling shareholder and voting rights capped at 10%.

• Transition to exclusive common-stock trading began Dec 22, 2025, with migration to Novo Mercado completed.

• New compensation framework ties incentives to results, uses EBITDA as the STI metric and includes a payment trigger; TSR remains an LTI performance indicator.