Offer Letter, dated April 16, 2022, between The Brinks Company and Daniel Castillo

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 $100,000).

In accordance with the terms of the Brink’s Incentive Plan (BIP), which may be changed from time to time, at a target percentage of 80% of Base Salary and with a potential award range from 0% - 200% of target (0% - 160% of Base Salary). Your 2022 bonus payment will not be prorated (based on full calendar year ending 12/31/2022). Your financial metrics will be based on 50% North America results (guaranteed for the first year at no lower than 50% pay-out factor for the North America component) and 50% full company results, as earned based on the terms of the BIP.

Target award of $1,100,000 Long Term Incentive (LTI) grant-date value, subject to approval by the Compensation and Human Capital Committee of the Board of Directors (Committee) pursuant to the 2017 Equity Incentive Plan (Plan). This grant will be awarded on your start date as follows:

•25% of the target value in Restricted Stock Units (RSUs), 1/3 of which will vest on the last trading date of June over the next 3 years; and

•25% of the target value in Relative Total Shareholder Return Performance Share Units (rTSR PSUs) which have a 3-year performance period and pay out between 0% and 200% of target shares based on the relative TSR as compared to our peers and peers of peers with greater than 25% foreign revenues with cap of 100% in the event of negative TSR. The performance period is from 1/1/2022 – 12/31/2024.

•50% of the target value in Internal Metric Performance Share Units (IM PSUs) which have a 3-year performance period ending December 31, 2024 and pay out between 0% and 200% of target shares based on achievement of a 3-year internal cumulative EBITDA target the results of which will be certified by the Committee in February 2025

Target award of $900,000 Long Term Incentive (LTI) grant-date value, subject to approval by the Committee pursuant to the 2017 Equity Incentive Plan (Plan). This grant will be awarded on your hire-date as follows:

•50% of the target value in RSUs, 1/3 of which will vest on the last trading date of June over the next 3 years (any payment must be repaid to the Brink’s Company in the event of voluntary termination within 3 years of your start date); and

•50% of the target value in IM PSUs, which vest and payout on the same schedule as outlined above.

This grant is intended to buy-out equity which will be forfeited with your prior employer.

Cash payment to be made as soon as practical following your start date in the amount of $500,000. This payment must be repaid to the Brink’s Company in the event of voluntary termination within 3 years of your start date. This cash payment is intended to buy-out your “claw back” obligations with your current employer related to a retention bonus and other out of pocket expenses.

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 2022. 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 / 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 LTI 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 LTI 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)

You will be provided the same change-in-control benefits provided to other senior executives which provide that in the event of an involuntary termination without Cause or termination with Good Reason (each as defined in the Plan) 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 & President, North America.