Offer Letter, dated July 2, 2021, between The Brinks Company and Mark Eubanks

Coppell, TX (Executive to establish family residence in the Dallas area within 12 months of start date. Standard company relocation assistance subject to a cap of $150,000).

Taxable housing allowance up to $5,000 per month, available for up to 12 months from date of hire. 2x economy return trip airfare per month for up to 12 months between Dallas and Pittsburgh (taxable benefit). If additional trips are needed, these should be combined with business travel if possible enabling the trips to be expensed.

In accordance with the terms of the Brink's Incentive Plan, which may be changed from time to time, at a target percentage of 100% of Base Salary and with a potential award range from 0% - 200% of target (0% - 200% of Base Salary). Your 2021 bonus payment will be prorated based on completed months of the performance period served for the calendar year ending 12/31/2021.

Target award of $2,100,000 Long Term Incentive (LTl) grant-date value, subject to approval by the Compensation and Benefits Committee of the Board of Directors (Committee) pursuant to the 2017 Equity Incentive Plan (Plan) ("2021 LTl"). This grant will be awarded as soon as practical after your hire-date as follows:

•50% of the target value in Restricted Stock Units (RSUs), 1/3 of which will vest on the last trading date in September over the next 3 years; and

•50% of the target value in Performance Share Units (PSUs) which have a 2-year performance period ending December 31, 2022 and an additional vesting period ending February 24, 2024 and pay out between 0% and 200% of target shares based on achievement of a 2-year internal cumulative EBITDA target the results of which will be certified by the Committee in February 2023.

You will be eligible for Brink's health, life, and disability insurance and the 401 (k) savings plan for salaried employees, in accordance with the plan provisions for 2021. Your group insurance will become effective immediately upon your first day of employment with Brink's provided you complete the required enrolment forms.

Additional executive benefits will include:

•Executive Salary Continuation Plan (ESCP) - additional Life I Disability insurance equal to 3x salary payable over 10 years from date of death or disability

•Key Employees Deferred Compensation Program (KEDCP) - opportunity to defer salary, annual bonus and LTl grants with 100% company match up to 10% of base salary and bonus

•Opportunity to have a company-paid concierge health benefit with annual physical and 24/7 care

Upon your start date, you will participate in the Severance Pay Plan on the same basis as other non-CEO senior executives. In the event you are terminated by the Company without Cause or you terminate for Good Reason, each as defined under the terms of the Company’s Severance Pay Plan, you would receive the following:

•Cash severance equal to the sum of the then current base salary rate and full-year target annual incentive opportunity

•Pro-rated annual incentive provided participation in the Brink's Incentive Plan is at least 6 months in the year of termination

•Health care and outplacement benefits for 12 months

•Continued vesting of annual LTl awards that would have vested to the same extent as if the executive had remained employed until the first anniversary of the termination date

•Restrictive covenants apply during the 12- month period (confidentiality, non-solicitation and non-competition)

For a period ending on the 60th day following your ninth calendar month of employment with the Company, and subject to the terms of restrictive covenants of the Severance Pay Plan, you shall be eligible for the following:

•In the event you are terminated by the Company without Cause or you terminate for Good Reason during the first nine calendar months of your employment with the Company, you will receive the Severance Pay Plan benefits outlined above and, in addition, the PSUs granted as part of the 2021 LTl will become fully and immediately vested and deemed earned at the target level, and the RSUs granted as a part of the 2021 LTl will vest on the one year anniversary of the grant date of the 2021 LTl.

•The definition of Good Reason shall include the following event that is not cured by the Company within 30 days after written notice thereof from you to the Company which written notice must be made no later than the 60th day following your ninth calendar month of employment with the Company:

◦Without your express written consent, the Board of Directors of the Company fails to appoint you as the Company's Chief Executive Officer.

You will be provided the same change-in-control agreement provided to other senior executives. The agreement provides that, in the event of an involuntary termination without Cause or termination with Good Reason (each as defined in the agreement) within two years of a change-in control transaction, you would receive:

•Cash severance equal to the product of (x) 2.0 multiplied by (y) the sum of the then-current base salary rate and the 3-year average annual incentive payout (target bonus is substituted for years where there was no bonus payout because of employment for less than three years)

•Pro-rated annual incentive award for the year of termination, based on the 3-year average actual annual incentive payout

•Health care benefit coverage for 18 months

•Accelerated vesting of unvested equity awards, per the award agreements

•Restrictive covenants would apply

Consistent with the current policy, you will be subject to a stock ownership guideline of three times base salary as EVP & COO.