LAYNE CHRISTENSEN COMPANY EXECUTIVE SHORT-TERM INCENTIVE PLAN Amended and Restated by the Board of Directors on April 15, 2014

Exhibit 10.22

LAYNE CHRISTENSEN COMPANY

EXECUTIVE SHORT-TERM INCENTIVE PLAN

Amended and Restated by the Board of Directors on April 15, 2014

Compensation Philosophy

Layne Christensen Company’s (“Layne”) compensation philosophy is to structure compensation to drive financial and strategic growth and build long-term stockholder value while attracting and retaining valued talent in the markets and industries Layne serves.

ESTI Plan Objective

The intent of the Layne Christensen Company Executive Short-Term Incentive Plan (the “ESTI Plan”) is to provide competitive cash compensation (“ESTI Bonuses”) that rewards Participants for their performance and their contributions to Layne’s overall performance. The ESTI Plan is an important component of a Participant’s total compensation package, designed to communicate key annual corporate and individual objectives, reward efforts that achieve these objectives and align employee performance bonuses with Layne’s shareholders’ interests in a manner that motivates executives and employees to maximize shareholder value.

ESTI Plan Overview

This ESTI Plan is a bonus plan for certain Corporate Executives and Division Presidents selected by Layne to participate in the ESTI Plan (“Participants”). The ESTI Plan is designed to reward Participants for their roles in the achievement of Layne’s goals for the one-year performance period. All ESTI Bonuses under the ESTI Plan are conditioned upon achievement of one or more “Primary Goal(s)” and the achievement of one or more “Secondary Goal(s).” All Participants will have the same Primary Goal(s). If the Primary Goals(s) are not achieved, no ESTI Bonuses under the ESTI Plan will be made to any Participant even if there is achievement of one or more Secondary Goal(s).

Each Participant in the ESTI Plan has a target-level ESTI Bonus opportunity (“Target ESTI Opportunity”), expressed as a percentage of that Participant’s actual base earnings (i.e., which excludes bonuses) during the performance period, based on the Participant’s job position and level within the Company. Such Target ESTI Opportunity is reduced (down to 65% of the Participant’s targeted bonus) if Secondary Goal(s) achievement is less than 100% but over a minimum required threshold, and increased (up to 200% of the Participant’s targeted bonuses) if Secondary Goals(s) achievement is more than 100%. See Appendix B.

Eligibility

The Compensation Committee (the “Compensation Committee”) of Layne’s Board of Directors (the “Board”), in consultation with Layne’s Chief Executive Officer (“CEO”), shall select and recommend to the Board the Participants from the group of Layne’s Corporate Executives and

Division Presidents it desires to participate in the ESTI Plan. An eligible employee will only become a Participant if the Board approves the Compensation Committee’s recommendation. Participation in the ESTI Plan in one year does not automatically guarantee participation in a future year.

Performance Period

Each fiscal year is a separate performance period (“Performance Period”).

Establishment of Performance Period Primary Goal(s) and Secondary Goal(s)

For each Performance Period, the applicable person(s) described below shall establish:

“Corporate Level” goals are based on consolidated financial results of Layne and its subsidiaries. “Division Level” goals are based on the financial results of that division.

The Primary Goal(s) for each Performance Period will be determined by the Compensation Committee based upon recommendations from the CEO and then reviewed and approved by the Board. Except as otherwise provided herein, each Participant’s Target ESTI Opportunity will be recommended by the CEO to the Compensation Committee and, if approved by the Compensation Committee, the Compensation Committee shall recommend such Target ESTI Opportunity to the Board for its approval. Except with respect to the CEO or as provided herein, all Secondary Goal(s) will be developed by the CEO, submitted to the Compensation Committee for approval and recommendation, and if the Compensation Committee approves of such Secondary Goal(s), submitted to the Board for its review and approval. The Compensation Committee will recommend the Secondary Goal(s) relating to the CEO to the Board, and for approval by the Board. All Primary Goal(s) and Secondary Goal(s) for a Performance Period will be established by the end of the first quarter of each Performance Period.

All Participants’ Secondary Goal(s) will include:

The applicable weighting for Participants based on their job position and level is attached as Appendix A to this ESTI Plan. The weighting among the individual-level goals shall be determined by the Participant’s manager.

Targeted ESTI Opportunity and Payout of Performance Awards

If the Primary Goal(s) are achieved for a Performance Period and the Participant’s relevant Secondary Goal(s) threshold level of achievement for one or more Secondary Goals are attained, then the Participant shall be eligible for payment of an ESTI Bonus. Performance at the minimum threshold for at least one of the Secondary Goals shall result in payment of 65% of the Participant’s Targeted ESTI Opportunity for that Secondary Goal. Performance at or above the maximum goal level shall result in payment of 200% of the Participant’s Targeted ESTI Opportunity for that Secondary Goal. The percentage of the Participant’s Targeted ESTI Opportunity for each Secondary Goal that shall be paid for performance within the applicable performance range shall be determined through linear interpolation between the goal’s threshold and target values and linear interpolation between the goal’s target and maximum values, based on the individual’s job position and applicable Targeted ESTI Opportunity as set forth Appendix B to this ESTI Plan, and multiplied by that goal’s applicable weighting set forth on Appendix A to this ESTI Plan. [For example and illustration purposes only, if Primary Goals are achieved and a Corporate Executive’s Secondary Goals were achieved at a level of 200% for individual goals and 120% for “One Layne” goals, overall achievement of the Secondary Goals would be the sum of (i) 40% (for Individual Goals (20% of 200%)) and (ii) 96% (for One Layne goals (80% of 120%)), the applicable level of Secondary Goal achievement would be 136%. Linearly interpolating the 136% level of goal achievement results in the Executive receiving an ESTI Bonus of 103.2% of the Executive’s actual base earnings during the performance period.]

Attainment of performance awards is to be determined by the Compensation Committee after the end of the Performance Period and then recommended to the Board for its approval. All payouts under the ESTI Plan will be based on the Executive’s actual base earnings (i.e., which excludes bonuses) during the Performance Period. Unless the Compensation Committee elects to make payments under the ESTI Plan in the form of bonus shares or another type of equity award granted under Layne’s 2006 Equity Incentive Plan (or another shareholder-approved stock plan maintained by Layne), all payouts under the ESTI Plan will be made in cash. Once determined pursuant to the terms and conditions set forth herein, the Board has the ability to increase or decrease individual Participant bonuses by up to 50%. A Participant must be employed by Layne on the last day of the Performance Period to be eligible to receive payout of a performance award; provided, however, the Board may, in its sole discretion, agree to waive such employment requirement if in its judgment such waiver is warranted and/or such acceleration is in the best interests of the Company. Payout of performance awards will occur no later than two and one-half (2-1/2) months following the end of the Performance Period.

Administration

The Compensation Committee is responsible for overseeing the administration of the ESTI Plan for Participants and reviewing and recommending to the Board the payments pursuant to the ESTI Plan. The Board shall have complete discretion over the ESTI Plan and shall determine the final ESTI Plan performance goals and performance awards for the CEO, based upon recommendations from the Compensation Committee. The Board shall have the sole authority to interpret and construe the ESTI Plan and decisions made by the Board shall be final and binding upon all parties concerned.

The Compensation Committee determines whether the applicable performance thresholds and performance goals have been attained, based upon audited financial results for the Performance Period and shall make recommendations as to such attainment to the Board for its approval. Where needed, the Compensation Committee will receive reports from Finance/Accounting regarding the calculation and tracking of financial performance which relates to performance goals, and will receive reports from Layne’s human resources department regarding performance goals that are not based upon financial measures.

The Board retains the right to reassess performance goals and performance awards in light of unanticipated extenuating circumstances, or other reasons, and to increase or decrease the conditions of a performance goal or the value of a performance award as the result of its reassessment.

The Board may amend or terminate the ESTI Plan at any time, in its sole discretion.

This ESTI Plan confers no right to continued employment or otherwise change a Participant’s status as an “at-will” employee.

The law of the state of Delaware shall be controlling in all matters relating to the ESTI Plan, unless superseded by Federal law.

APPENDIX A - PERFORMANCE DRIVERS AND WEIGHTS

APPENDIX B - TARGETED ESTI OPPORTUNITIES