Summary of Executive KMP Remuneration Outcomes for FY26 Short Term Incentive Long Term Incentive (1-year performance period) (3-year performance period) 0% of target for former or departing Executive KMP (Dr McKenzie, Ms Linton, Mr Schmeltz) 0% to vest September 2026 25% of target for Executive KMP appointed during FY26 (Mr Lim) Summary of Executive Remuneration Framework Changes for FY27 Short Term Incentive Long Term Incentive (1-year performance period) (3-year performance period) NPAT (weighted 50%) replaces NPATA Cashflow from Operations to be weighted 25% Revenue introduced (weighted 20%) Sustainability (weighted 5%) continues to be included in the framework Individual performance and behaviours to operate as a modifier (between-50% and +20%) Relative Total Shareholder Return replaces ROIC and EPS growth Peer Group 1 to include Global Industry Peers Peer Group 2 to include ASX50 companies (excluding Financial Services) Each Group weighted 50% Vesting for each Peer Group commences at Median (50% vesting) and delivers maximum (100% vesting) at 75th percentile Minimum Security Holdings New Policy replaces previous Guidelines No vested securities may be sold until minimum requirement is exceeded (except to meet tax obligations on CSL securities or Board-approved exceptional circumstances) Minimum holding requirements: 3x base salary for the CEO, 1x base salary for other Executives, 1x Chair/Board base fee for NEDs CSL Limited Annual Report 2025/26 3 63 CSL Limited Annual Report 2025/26
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