Company: JLL
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001037976-25-000014
Chunk: 43

Company: JONES LANG LASALLE INC
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 43
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 easy to understand. Our compensation program is straightforward and easy to communicate.

#### Pay for performance
How we align pay with performance

We are committed to aligning the compensation of our executives with our financial and operational performance. Our Compensation Committee oversees JLL’s executive compensation program and designs that program to motivate the NEOs to increase shareholder value. Our program seeks to drive the achievement of both the

short- and long-term financial and strategic goals that management establishes with the Board, without encouraging excessive risk- taking. We believe the program aligns compensation with performance with a clear and direct approach.

Elements of executive compensation

We have three elements of total direct compensation: base salary, annual incentive plan (AIP), and long-term incentive plan (LTIP). We design our compensation program to incentivize our NEOs to drive both annual and long-term performance. As illustrated in the charts below, based on target performance last year, 93% of the total direct

compensation was performance-based for the CEO and 88% of the total direct compensation (on average) was performance-based for the other NEOs. The variable compensation mix for the CEO at target was 19% AIP and 74% LTIP. The variable compensation mix at target for the remainder of the other NEOs was 35% AIP and 53% LTIP.

#### 2024 CEO

#### Compensation Mix at Target

#### 2024 Other Named Executive Officers

#### Compensation Mix at Target
| Long Term Incentive Plan |     | Annual Incentive Plan |     | Base Salary |

| 44 |     | 2025 Proxy Statement |

Executive Compensation

Compensation discussion and analysis

#### Summary of executive compensation practices
We continually evaluate our compensation programs to ensure we are upholding best practices in executive compensation. Below is a summary of what we do and do not do, the combination of which we believe aligns with the long-term interests of our shareholders.

| What we do                                                                                      |     | What we don’t do                               |
| Align pay for performance                                                                       |     | No personal perquisites of any significance    |
| Build in flexibility to address the financial results of an inherently cyclical business        |     | No excise tax gross-ups upon change in control |
| Maintain a mix of short- and long-term compensation elements                                    |     |                                                |
| Include double-trigger change in control provisions for LTIP stock awards                       |     |                                                |
| Design compensation programs to mitigate undue risk                                             |     |                                                |
|