11. Additional Employee Equity Programs In addition to the LTI program described earlier in this Report, CSL operates two additional employee equity programs – the Global Employee Share Plan and the Retain and Grow Plan. An overview of those programs is provided below. 11.1 Global Employee Share Plan The Global Employee Share Plan (GESP) is CSL’s broad-based equity program, providing eligible employees the opportunity to build their ownership in CSL through the purchase of CSL shares at a discount to market value. Feature Description Eligibility criteria Permanent (full- or part- time) and fixed-term employees with at least 6 months’ service at the start of the applicable contribution period (excludes Executive Directors). Discount A minimum 15% discount to market value, calculated during the five (5) ASX trading days up to and including the first and last day of the relevant contribution period, whichever is lower. Contribution Periods Two six-month contribution periods per year. Share purchases occur following the conclusion of the relevant six-month period. Contribution Amounts Employees can elect to make regular post-tax salary contributions, no less than A$365 and no more than A$12,000 per contribution period. Restriction Period Shares are subject to a trading restriction for one (1) or three (3) years from purchase, as elected by the employee at enrolment. Dividends and Voting Rights Participants are entitled to receive dividends and exercise voting rights in respect of their shares from acquisition. 11.2 Retain and Grow Plan The Retain and Grow Plan (RGP) LTI program is designed to attract, motivate and retain key talent by providing the opportunity for longer-term share ownership, enabling participants to share in CSL’s success and growth. Key elements of the RGP are outlined in the table below. Feature Description Eligibility Participation in the RGP is offered to eligible employees in management roles on a discretionary basis. Eligibility is reviewed annually. LTI Opportunity Set with reference to role level and expressed as % of local salary (converted to A$ at grant). Delivery Restricted Share Units (RSUs) which, upon satisfaction of the vesting conditions, automatically convert to CSL shares (at no cost) on a one-for-one basis (unless the Board, in its discretion, determines to make a cash equivalent payment instead). Grant Methodology Number of RSUs granted determined using an allocation price based on the five (5) day weighted average price of a CSL share preceding grant. Vesting Conditions Subject to continued employment and maintaining a minimum performance standard throughout the applicable vesting period. Vesting Period Provided vesting conditions are met, RSUs vest in three (3) approximately equal tranches (i.e., 1/3rd) on the first, second and third anniversaries of the grant date. Dividends and Voting Rights RSUs do not carry any entitlement to dividends (or dividend equivalents) or voting rights. Cessation of Employment Unvested RSUs will typically be forfeited in full except for in certain limited circumstances (such as retirement or redundancy) in which case a pro-rated number of RSUs (based on time served) may be retained. Change of Control In the event of a change of control, the Board, in its absolute discretion, may determine the treatment of RSUs having regard to the relevant factors. Other The RGP is also used for ad-hoc awards such as commencement or retention awards. These awards utilise a bespoke vesting schedule designed to suit the specific circumstances of the award and may differ from the standard vesting schedule outlined above. CSL Limited Annual Report 2025/26 87 CSL Limited Annual Report 2025/26
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