附錄99.1

Enlivex Therapeutics Ltd.

（這個“權益代理”)

修訂和重新製定公司高層官員的薪酬政策

本補償政策的目的是根據以色列公司法-1999年《公司法》的規定，定義和描述公司的辦公室持有人補償政策。政策本公司辦公室持有人補償政策的目的是根據以色列公司法-1999年《公司法》的規定。 公司法”).

著重強調本政策不授予董事會辦公室持有人任何權利，且單獨采納本政策並不賦予任何公司辦公室持有人權利，以接收本文所述補償元件。公司的政策是由公司董事會批准所有受本政策約束的執行人員的任命。此外，將授予辦公室持有人的補償金額和元件僅限於被公司授權機構特別批准的，並受任何適用法律的規定。

如果一位辦公室持有人收到的補償低於本政策預期的補償，該等補償不應視為偏離或例外，也不需要公司股東大會批准，該會本應批准偏離本政策的服務條款和就業條款。

enlivex therapeutics有限公司是一家上市的臨床階段巨噬細胞重編程免疫療法公司，致力於免疫系統重新平衡。

為了保持在國際市場上的競爭力，公司必須能夠吸引和留住以色列和國際頂尖的專業人才，這些人才擁有獨特且必要的技能組。因此，鑒於公司作為一家在全球市場佔有一席之地的以色列公司的地位，公司旨在採納與複雜性類似的全球公司相匹配的薪酬政策和程序，同時遵守適用的當地法律和風俗，公平且一致地對待我們的辦公室掌權者，在全球範圍內提供具競爭力的薪酬套裝。

本政策將適用於通過採納日期後批准的補償。

本政策僅以男性形式表達 僅為方便起見，並同樣適用於女性和男性。

除非另有定義，本文件中使用的大寫術語應具有第2段中賦予它們的含義。

「通知期」 – 在雇傭或服務協議終止通知後到生效終止之間的時間。

「以股權為基礎的報酬」 － 期權、限制股份、限制股票單位以及任何其他以公司股票結算的股權支付。

“固定組件– 就業或提供的服務而言，不依賴於當時未知變數的支付，該支付確定時的組件。該組件包括薪水、養老金、遣散費、年假、失業能力保險、雇主國民保險投保、簽約獎金及稅款補貼。

“在職人員” – 根據《公司法》的定義，可能會不時修訂，至本政策採納日期，指的是董事 （包括董事會主席¹），首席執行官（"首席執行官），副總經理，首席 職員，即使用不同頭銜的公司內任何履行該職能的人員，以及直屬於 CEO的經理。

“薪酬成本”或“管理費用── 就每位辦公室任職人員而言，公司與固定組成部分相關福利包括在內的參考成本，依照第8.3條所載，包括公司在從事相關事務過程中所需的任何稅務或其他扣除款項，並排除就過去承諾方面的會計規定和增值稅（如適用），所有這些以月度計算。

“高級職員” – 直接向CEO履行管理職能的下屬。

“解聘津貼” – 付款或其他任何福利，授予職員在終止其在公司職位時。這些付款另外於適用法律要求的任何解僱津貼之外。

“變量組件” – 取決於當時尚未知的變量的支付。該組件包括年度 獎金、特別現金獎勵、期權和其他可能基於表現和/或時間條件的股權報酬。

根據公司法，本政策將提交給我們的股東批准，經公司股東批准後，將作為我們的薪酬政策，自我們股東通過採納之日起開始的三年期間，除非提前修改。

公司的薪酬委員會 （“ 薪酬委員會 ”）應定期審查本政策並監督其實施，並建議董事會不時修改本政策，如有必要。董事会薪酬委员会”）應定期審查本政策並監督其實施，並建議董事會不時修改本政策，如有必要。

本政策的目的在於成為公司董事會和管理層手中的工具，以推進公司的目標和工作計劃，包括長期考量，如下所示：

本文件所述的各種補償 元件的組合旨在創造固定補償和變量 補償之間的平衡和適當比例，以創立一個以績效為基礎的補償系統，促進公司目標並符合其風險管理政策。

公司審查公司辦公室任職人員的薪酬條款時將考慮以下參數：

When determining the compensation terms of the Company’s Office Holders, one of the aspects that will be examined is the ratio between the terms of service of each one of the Company’s Office Holders and the average and median cost of employment of the Company’s employees (including contract workers) and such ratio’s effect on work relations in the Company, all as further detailed in the Companies Law. In the course of preparing this Policy, the Compensation Committee and Board of Directors examined the ratio between the total compensation of Office Holders that derives from the adoption of this Policy and the average and median cost of employment of the Company’s employees. The Compensation Committee and Board of Directors determined that these ratios are reasonable and are not expected to have a negative effect on work relations in the Company.

Chairman of the Board

The Company’s CEO

Senior Staff

Changes in the salary terms of the Office Holders mentioned above will be made pursuant to the requirements of applicable law.

Subject to applicable law, an immaterial change, or aggregate changes, in the terms of office and engagement of Senior Staff may be approved by the CEO, provided that the amended terms are in accordance with this Policy and such change, or such aggregate changes, do not exceed an amount equal to 10% of the annual compensation of such Senior Staff (as compared to the terms of office and engagement approved by the Compensation Committee and Board of Directors).

The Chairman of the Board, CEO and Senior Staff will each be entitled to certain benefits (“Related Benefits”), including social benefits as provided under applicable law. In addition, their salary package can include additional benefits, such as use of a car (including grossing up the related tax), an annual paid vacation that is longer than that prescribed in applicable law, phone and communication devices and/or costs, health insurance, holiday and special occasion gifts, reimbursement of business and travel expenses, reimbursement of relocation and related expenses, subscriptions to professional literature, academic and professional studies etc. These benefits will be as determined by the Company on the date of the approval of the employment or services agreement, and may be examined from time to time and be adjusted by the Compensation Committee subject to such applicable law.

The Chairman of the Board, CEO and Senior Staff may each be eligible, in connection with their appointment, to receive a sign-on bonus, which shall not exceed the average of such sign-on bonuses for comparable public companies, as documented by a compensation consultant, subject to a vesting period (i.e. working period) of at least 3 years, as will be determined by the Company’s governing bodies, in accordance applicable law.

For the avoidance of doubt, it is clarified that the Equity-Based Compensation ceiling is in addition to the annual bonus ceiling as set forth below.

The weight of each parameter should not exceed 50% of the total grant.

In special circumstances, as determined by the Compensation Committee and the Board of Directors (e.g., regulatory changes, significant changes in the Company’s business environment, a significant organizational change, a significant M&A event, etc.), the Compensation Committee and Board of Directors may modify the parameters and/or their relative weights during the fiscal year.

The Compensation Committee and Board of Directors of the Company shall be permitted, per its discretion, to reduce the bonus amount an Office Holder is entitled to.

Should the Company remunerate non-executive directors (other than the Company’s Chairman or Executive Chairman of the Board) in cash, sums will be paid up to the “fixed amount” set forth in the Israeli Companies Regulations (Rules Concerning Remuneration and Expenses for an External Director) – 2000 for companies in the applicable “shareholder equity” range.

Office Holders will be covered by a directors’ and officers’ liability insurance policy that will be maintained by the Company. The terms of such policy shall provide for coverage of up to US$125,000,000 (per claim and in the aggregate). Such insurance coverage may include directors’ and officers’ liability insurance with respect to specific events, such as public offerings, or with respect to periods of time following which the then existing insurance coverage ceases to apply, such as, by way of example only, “run-off” coverage following a termination of service or employment, termination of the insurance policy or in other circumstances). The authority to approve the procurement, extension or renewal of any such insurance policies shall be held by the Compensation Committee (and, if required by law, by the Board of Directors), which shall determine that the terms of the policy are consistent with the above, and that they are consistent with current market conditions and will not materially affect the Company’s profits, assets or liabilities.

The Company may release and indemnify Officer Holders to the fullest extent permitted by applicable law and the Company’s Articles of Association, according to release and indemnification letters provided to Office Holders according to the version approved from time to time by the authorized bodies of the Company.

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