Remuneration Report 4. FY26 Global Remuneration Framework 4.1 Alignment of Executive reward to CSL’s purpose and strategy To deliver on its promise to patients and public health, CSL relies on its people and maintaining a strong supply of global talent. CSL’s approach to rewards is aligned to its purpose and business strategy (explained on page 8 of the Annual Report) and enables CSL to attract, engage and retain talent, provides flexibility to address talent challenges in various markets, and allows CSL to compete with other large global pharmaceutical companies. CSL’s global executive remuneration framework elements Element FR STI LTI Purpose Attract, retain and engage high-quality talent to deliver CSL’s strategy Reward performance against company and individual KPIs on an annual basis Promote the longer term performance and strategy of CSL Delivery Cash salary and superannuation/ pension paid throughout the year Cash paid annually PSUs with a three-year performance period and a one year holding lock period Approach Determined based on role scope, complexity and responsibilities, with consideration of individual experience and performance as well as internal and external relativities and factors Outcomes based on financial and non-financial performance KPIs, for both the business and the individual, with a maximum opportunity capped at 200% of an Executive KMP’s target STI Three-year PSUs granted annually with vesting based on sustained performance against ROIC (70%) and EPS Growth (30%) targets (changing to 100% relative Total Shareholder Return for the 2027 award). A one year holding lock period is applied to any shares held, post tax withholding obligations. Leading and Managing Modifier The Board has the discretion to apply a ‘Leading and Managing’ modifier (upwards and downwards) to STI and LTI outcomes, formally recognising the importance of CSL’s culture, including leadership behaviours, values and individual management of risk. The modifier can be an increase of up to 20% and a decrease of up to 50% Risk Management Before determining remuneration outcomes and vesting, the Board assesses both financial and non-financial risk management outcomes and may make adjustments to incentive payments to ensure alignment Benefits CSL provides market competitive benefits to attract and retain talent. Benefits may include, but are not limited to, accident, disability and death insurance, health insurance, car parking, global parental and caregiver leave, select vaccinations and participation in local benefit programs Remuneration delivery timeline Directors’ Report Remuneration Report 8 FR STI LTI FY26 FY27 FY28 FY30 FY29 Eligible for payment or vesting Award Tested Award Granted Note: the delivery time shown above applies for standard Executive pay structures. Due to the interim nature of Mr Naylor’s role, his arrangements differ as explained in Section 4.3. Performance Period Performance Period 68 Directors’ Report
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