4.2 Executive KMP Pay Mix The following diagram sets out the remuneration mix for Executive KMP at maximum opportunity. For both Mr Lim and Mr Schmeltz, the large majority of reward is variable (STI and LTI) and at risk. This creates strong alignment between Executive KMP reward and shareholder outcomes and reflects CSL’s pay for performance philosophy and focus on driving growth and long term sustainable performance. Given the interim nature of the role, Mr Naylor does not participate in the STI and LTI plans. Further details, regarding Mr Naylor’s remuneration arrangements are set out in section 4.3. As at the date they ceased to be Executive KMP, Dr McKenzie held the role of CEO and had a reward mix (at maximum opportunity) comprising 13% FR, 31% STI and 56% LTI, and Ms Linton held the role of CFO and had a reward mix (at maximum opportunity) comprising 19% FR, 38% STI and 43% LTI. 4.3 CEO Remuneration As disclosed in the ASX announcement made on 10 February 2026, Mr Naylor’s remuneration comprises the following components: • Fixed Remuneration: Set at USD $1,959,14211 per annum, inclusive of salary and compulsory superannuation contributions. This amount has been set to align broadly with the market median of Global Life Science peers (which are listed in section 4.4). • One-off Equity Grant: A one-off equity grant of Restricted Share Units (RSUs) equal to 200% of fixed remuneration (value of USD $3,918,28412) was made in March 2026. Refer to section 4.7 for further details. Mr Naylor also receives an accommodation allowance of USD $6,08013 per month in recognition of Mr Naylor spending a significant amount of time in the UK and travelling to Europe and the US for business purposes. Given the interim nature of the role, and expectation that Mr Naylor will return to the Board of Directors once a new CEO is appointed, Mr Naylor is not eligible to participate in the STI and LTI plans. The absence of STI and LTI reduces the risk of conflicts of interest arising in the future, whilst the one-off equity grant provides strong shareholder alignment. Overall, his TDC is below the market median of the global pharmaceutical/biotechnology peer group for a CEO. 11. This has been converted from AUD$2,900,000 to US$ at an average exchange rate for FY26 of 1.48024 12. This has been converted from AUD$5,800,000 to US$ at an average exchange rate for FY26 of 1.48024 13. This has been converted from AUD$9,000 to US$ at an average exchange rate for FY26 of 1.48024 4.4 Fixed Remuneration Fixed Remuneration for CSL’s Executive KMP is designed to attract and retain the talent required to deliver CSL’s strategy and long term growth. CSL targets the market median when setting FR, with consideration of individual experience, performance and internal and external relativities. CSL competes for talent in a global market, and needs 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 CSL requires is critical to enable the company to deliver on its strategy, its promise to patients and public health and to deliver sustainable returns to shareholders. CSL’s global pharmaceutical/biotechnology industry peer group serves as the primary reference group for remuneration benchmarking, created such that with respect to market capitalisation and revenue, CSL falls around the middle of the group. The group represents global industry peers and is updated annually. Due primarily to changes in relative market capitalisation, 6 companies were removed prior to the most recent benchmarking exercise in FY26 with one additional company included in the group. CSL Limited Annual Report 2025/26 9 33% 17% 17% —% 33% 33% 67% 50% 50% G Naylor K Lim A Schmeltz FR STI LTI One off equity grant 69 CSL Limited Annual Report 2025/26
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