CSL Annual Report 2022

Directors’ Report 8.2.2 2022 Executive KMP Realised Remuneration 21 Includes base salary, retirement/superannuation benefits, and other benefits such as insurances, relocation and allowances paid in 2022. 22 Relates to STI earned in 2022 and will be paid in September 2022 (refer to section 6.2). 23 V alue of LTI vested at 1 September 2021 and 1 March 2022 that became unrestricted (refer to section 6.4). The value at vest has been determined by multiplying the number of vested units by the closing share price on the date of vest. This has been converted to US$ at an average exchange rate for the 2022 financial year of 1.37359. The awards for J Linton were commencement benefits earned in 2021 given Ms Linton commenced employment with CSL in 2021. 24 T he value at grant has been determined by multiplying the number of vested units by the closing share price on the date of grant. This has been converted to US$ at an average exchange rate for the 2022 financial year of 1.37359. 25 T his figure shows the increase in market value of the LTI awards due to share price growth between the grant date and the vesting date. The increase in value of the awards is calculated by multiplying the number of vested and/or exercised awards by the difference between the share price of CSL shares on the grant date and the vesting date or exercise date (as applicable). This has been converted to US$ at an average exchange rate for the 2022 financial year of 1.37359. 26 T wo general industry reference groups, being Australia and North America, are also used for benchmarking of certain Executive KMP roles. Table 13 shows the ‘realised’ remuneration of Executive KMP for the year ended 30 June 2022 in US$, providing a simple and transparent view of what Executive KMP actual take home pay was in 2022. Table 13: Executive KMP ‘Realised’ Remuneration (Received or Available as Cash) in 2022 Executive 2022 Total Fixed Reward US$21 2022 STI US$22 LTI Vested in 2022 US$23 Total Reward Received US$ Total LTI Reward Received (valued at grant date) US$24 LTI Growth in Value (due to share price growth) US$25 Period Earned 2022 2022 2018 – 2022 2018 – 2022 2018 – 2022 2018 – 2022 P Perreault 1,905,517 3,029,931 7,775,435 12,710,883 5,547,518 2,227,917 J Linton 961,840 1,149,742 2,361,849 4,473,431 2,188,300 173,549 P McKenzie 1,061,344 1,273,770 3,453,773 5,788,887 2,807,441 646,332 8.3 2022 and 2023 Executive KMP Remuneration Adjustments CSL competes for talent in a global market and we need to attract and retain high calibre executives in a highly competitive global pharmaceutical and biotechnology industry. The unique skill set with specialised pharmaceutical and biotechnology expertise and experience that we require is critical to enable us to deliver on our strategy, promise to patients and deliver returns to our shareholders. Table 14 sets out the changes to Executive KMP reward for 2022 (effective 1 September 2021) and 2023 (effective 1 September 2022). As noted earlier in this Report, a global pharmaceutical/biotechnology peer group is used for external benchmarking26. We align reward with the median of this peer group. The below rewards position our Executive KMP more competitively in the market, at or below the median for total reward. The increases also take into consideration the skills and experience of Executive KMP. For Ms Linton, the annual salary review increase is 3.25% and the remaining 0.45% is the superannuation guarantee increase that was effective 1 July 2022. In determining reward, the Board considers internal pay relativity across the full Global Leadership Group. Table 14: Adjustments to Executive KMP Reward 2022 and 2023 Executive Year % change in FR % Change in STI $ Opportunity at Target % Change in LTI $ Opportunity at Target Total Reward Adjustment % Total Reward Adjustment US$ P Perreault 2023 3.50% 3.50% 16.44% 11.85% 1,324,696 2022 3.00% 3.00% 3.00% 3.00% 325,686 J Linton 2023 3.70% 22.29% 33.65% 22.72% 769,592 2022 3.40% 3.40% 3.40% 3.40% 113,706 P McKenzie 2023 3.50% 3.50% 25.68% 17.61% 950,669 2022 3.00% 3.00% 3.00% 3.00% 157,207 8.4 2023 Executive KMP Target Remuneration and Peer Group Comparison The target reward for bothMs Linton andDr McKenzie for 2023 are displayed below, alongwith the 2023 comparison to their respective peers in our pharmaceutical/biotechnology peer group. The peer group comparison for Mr Perreault is detailed in section 8.1.2 above. 2023 J Linton Target Remuneration and Peer Group Comparison – US$ 2023 Total Target Direct Compensation 2023 LTI Target 2023 STI Target 2023 Fixed Reward 5,771,830 4,157,066 3,836,683 2,200,800 922,192 978,133 929,297 978,133 ● Peer Group CEO – median ● J Linton 2023 P McKenzie Target Remuneration and Peer Group Comparison – US$ 7,902,075 6,348,000 5,792,345 4,316,640 805,977 1,015,680 974,197 1,015,680 ● Peer Group CEO – median ● P McKenzie 2023 Total Target Direct Compensation 2023 LTI Target 2023 STI Target 2023 Fixed Reward CSL Limited Annual Report 2021/22 90

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