7. Remuneration in FY27 7.1 Executive KMP Remuneration Proposed Changes for FY27 The Board determines any increases to remuneration for Executive KMP based on CSL’s position in the market relative to the global pharmaceutical/biotechnology peer group, individual performance, role responsibilities and internal relativity. This section sets out the target remuneration for ongoing Executive KMP for FY27. The only planned change to ongoing Executive KMP salaries (FR) is for Mr Lim, who will receive an 8% uplift on 1 September 2026. This increase is partly to address movements in peer remuneration, and partly to address Mr Lim's current positioning materially behind the market median for CSL's principal benchmarking peers globally and in Australia. There are no planned changes to STI or LTI percentage opportunities for FY27. The charts below illustrate that CSL’s ongoing Executive KMP TDC is below the median of the global pharmaceutical/ biotechnology peer group. Table 7: Executive KMP Remuneration Changes in FY27 CSL Limited Annual Report 2025/26 15 Executive KMP Changes effective FY27 Executive KMP FY27 target remuneration and global peer market data (US$) G Naylor – 0% increase, maintaining FR at US$1,959,142 – No eligibility change to STI and LTI – TDC of US$1,959,142 – positioned around 12% of the market median K Lim – 8% increase of FR to US$729,611 – No change to target STI and LTI percentage opportunity – TDC of US$ 3,648,057 positioned at 58% of the market median – G Naylor Peer Group CEO – median 1,959,142 0 0 1,959,142 1,827,904 2,536,202 11,895,991 16,448,452 FY27 Fixed Reward FY27 STI Target FY27 LTI Target (Mr Naylor's FY26 one-off equity grant of A$5.8m is not shown) FY27 Total Target Direct Compensation 729,611 729,611 2,188,834 3,648,057 1,069,008 1,001,072 4,391,405 6,310,010 FY27 Fixed Reward FY27 STI Target FY27 LTI Target FY27 Total Target Direct Compensation K Lim Peer Group CFO – median 75 CSL Limited Annual Report 2025/26
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