2012 Realogy Executive Incentive Plan As Amended on December 7, 2012

The Realogy Executive Incentive Plan (the "Plan") is designed to reward the Executive Leadership Committee consisting of Realogy's Chief Executive Officer and Realogy's Chief Executive Officer's Direct Reports for their contributions to the financial success of Realogy ("Realogy" or the "Company") and its business units ("Business Units").

The Plan applies to the period January 1, 2012 through December 31, 2012 (the "Plan Year"). Any incentive payable under the Plan (the "Incentive") will be paid as a combination of cash and shares of Common Stock ("Shares") of Realogy Holdings Corp., the Company's indirect parent company ("Realogy Holdings").

To be eligible to participate in the Plan, the following criteria must be met:

Participants who are otherwise eligible to receive an incentive award pursuant to a separate Company or Business Unit incentive plan are ineligible for participation in the Plan unless an exception is approved in writing (including email) by the Plan Administrator.

Participants in the Plan must also meet the following criteria to be eligible for an Incentive:

Incentive payments, if any, will be determined and paid in December 2012, subject to the holdback and adjustment provisions set forth in the Plan.

Each Plan participant has a Target Incentive Percentage which is primarily based on his/her position as specified in their employment agreements. The Target Incentive Percentage refers to a percentage of each Plan participant's base salary that will determine target funding pool assuming the targeted financial performance level is achieved. A participant under the Plan has the ability to receive an Incentive of up to 150% of the participant's Target Incentive Percentage with respect to Plan EBITDA performance, without giving effect to the share multiplier applied to the Shares if Target Plan EBITDA is achieved or exceeded. The total of all Plan participants' target funding is referred to as the Target Incentive Funding Pool. Any increase in the Target Incentive Funding Pool following its adoption that results in such Pool exceeding 110% of the amount initially approved by the Compensation Committee shall require the approval of the Compensation Committee.

The Compensation Committee shall establish Plan EBITDA (earnings before interest, taxes, depreciation and amortization) performance levels (in each case excluding legacy, retention, and restructuring costs, as well as any other items considered by the Compensation Committee in its sole discretion but after reflecting incentive accrual under the Plan) for consolidated Realogy results and for each Business Unit and the corresponding payout targets applicable to achievement of such performance objectives. The specific term, Plan EBITDA, and the formula thereof shall be provided by the Compensation Committee and shall not be controlled by calculations used for other financial purposes. The Actual Incentive Funding Pool sums will be set in accordance with the achievement of predefined financial performance levels subject to adjustments described below. The Actual Incentive Funding Pool will be approved by the Compensation Committee based upon the extent to which the actual Realogy Plan EBITDA and Business Unit Plan EBITDA have been achieved.

for the year ended December 31, 2012, the Compensation Committee shall determine the Incentive Payments that would be payable for the entire Plan Year 2012 based upon the audited financial results for the full 12 months and pay the balance of the Incentive Payments, if any, due to Plan participants entirely in cash no event later than March 15, 2013.

Once the Actual Incentive Funding Pool is determined based on Plan EBITDA performance, the Actual Incentive Funding Pool earned will be distributed to the Plan participants as described below:

time that they were actively employed in the incentive-eligible position. Eligible earnings do not include short-term or state funded disability or workers' compensation income.

The Compensation Committee has overall responsibility for, and has the maximum discretion permitted under the law over, the administration of the Plan and the interpretation of all of the Plan's terms. The Compensation Committee reserves the right to amend, suspend, or terminate the Plan at any time. This Plan may not be amended, modified or supplemented without the prior approval of the Compensation Committee.

The administrator of the Plan ("Plan Administrator") will be designated by the Compensation Committee.

If the Compensation Committee determines that a participant has violated any of the policies contained in the Realogy Code of Ethics or Key Policies, he/she is no longer eligible to receive an Incentive in accordance with this Plan.

The intent of the parties is that payments and benefits under this Plan be exempt from or comply with Section 409A of the Code, to the extent subject thereto, and accordingly, to the maximum extent permitted, this Plan shall be interpreted and administered to be in compliance therewith. Notwithstanding anything contained herein to the contrary, to the extent required in order to avoid accelerated taxation and/or tax penalties under Section 409A of the Code, a participant shall not be considered to have terminated employment with the Company for purposes of this Plan unless the participant would be considered to have incurred a "separation from service" from the Company within the meaning of Section 409A of the Code. Each amount to be paid or benefit to be provided under this Plan shall be construed as a separate identified payment for purposes of Section 409A of the Code, and any payments described in this Plan that are due within the "short term deferral period" as defined in Section 409A of the Code shall not be treated as deferred compensation unless applicable law requires otherwise. Without limiting the foregoing and notwithstanding anything contained herein to the contrary, to the extent required in order to avoid accelerated taxation and/or tax penalties under Section 409A of the Code, amounts that would otherwise be payable and benefits that would otherwise be provided pursuant to this Plan during the six-month period immediately following a participant's separation from service shall instead be paid on the first business day after the date that is six months following the participant's separation from service (or death, if earlier). The Plan may be amended in any respect deemed by the Board or the Compensation Committee to be necessary in order to preserve compliance with, or exemption from, Section 409A of the Code.