Remuneration Report 2.2 2025 Executive KMP Realised Remuneration The charts below disclose the ‘realised’ remuneration for Executive KMP for 2025 in US Dollars (US$) presenting a simple and transparent view of what each Executive KMP’s actual take‑home pay was for 2025 based on both individual and CSL performance to 30 June 2025. While vesting does not occur until 1 September 2025, the LTI awards tested at 30 June 2025 have been included, along with commencement benefit awards for Mr Schmeltz that vested during the year. This is a voluntary disclosure and is presented on a non‑IFRS basis. See section 9 Table 9 for the Statutory Remuneration disclosure that has been prepared in accordance with the Australian accounting standards. 2025 realised remuneration P McKenzie CEO Term as KMP: Full year US$916,669 US$2,587,549 2025 realised remuneration J Linton Chief Financial Officer Term as KMP: Full year US$1,215,756 US$684,197 US$1,227,380 US$3,046,978 2025 realised remuneration A Schmeltz EVP CSL Behring Term as KMP: Part year FR6 STI Cash7 Equity Vested8 US$986,683 US$2,012,575 US$2,789,471 US$6,056,655 US$1,254,609 US$603,842 2.3 CSL’s response to the 2024 Remuneration Report First Strike At CSL’s 2024 AGM, shareholders delivered a first strike with 26.36% of votes cast against the adoption of the Report. CSL’s Board was disappointed with this outcome but values and acknowledges the feedback received from CSL’s shareholders and other external stakeholders prior to and at the 2024 AGM. Since the 2024 AGM, the Board has carefully considered that feedback, with Directors and members of the management team engaging with shareholders and other external stakeholders regarding CSL’s executive remuneration framework. Based on the feedback and discussions, a review of CSL’s remuneration framework was conducted and the Board considers CSL’s overall executive remuneration framework remains fit for purpose for the 2026 financial year. The Board acknowledges that CSL’s shareholders are focused on the Company’s future growth and shareholder returns as well as how these align with and are supported by the rewards paid to CSL’s executives. The following table sets out the key areas of feedback received in relation to CSL’s executive remuneration and actions that have been taken to address them. 6. FR includes base salary, retirement/superannuation benefits, and other benefits such as insurances, relocation and allowances paid in 2025. 7. STI relates to STI earned in 2025 and will be paid in September 2025 (refer to section 5.1). In summary, outcomes as a percentage of maximum were 62% (P McKenzie), 65% (J Linton) and 61% (A Schmeltz). 8. Equity Vested refers to value of LTI vested at 1 March 2025 that became unrestricted and the value of LTI awards tested at 30 June 2025, which are expected to vest on 1 September 2025 at 37.9% (refer to section 5.2). Awards were granted over the period 1 November 2022 to 1 September 2023. The value at vesting has been determined by multiplying the number of vested units by the closing share price on the date of vesting or in the case of the awards to vest on 1 September 2025, the closing share price at 30 June 2025. This has been converted to US$ at an average exchange rate for the 2025 financial year of 1.54632. The award vesting 1 March 2025 for A Schmeltz was a commencement benefit granted on commencement of employment in 2023 and earned in 2025. 66 Directors’ Report
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