Company: ZLAB
Filing Date: 2025-04-18
Form Type: PRE 14A
Source: 0001628280-25-018384
Chunk: 69

Company: Zai Lab Ltd
Filing Date: 2025-04-18
Form: PRE 14A
Chunk 69
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 monthly premiums with respect to health, dental, and vision coverage or COBRA continuation coverage, as applicable. Dr. Du will also receive Equity Acceleration. In the event of a termination of employment for disability, Mr. Edmondson will be entitled to the same severance benefits to which he would have been entitled in connection with a qualifying termination without a change in control.

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| ADDITIONAL EXECUTIVE COMPENSATION INFORMATION |

#### CEO to Median Employee Pay Ratio
We determined that the annual total compensation of our median compensated employee was $70,620 for 2024. The annual total compensation of our CEO, Samantha (Ying) Du, was $ 9,079,948for 2024, as reported in the “Total” column of the 2024 Summary Compensation Table. We calculated the median compensated employee’s annual total compensation using the same methodology required for calculating total annual compensation for our CEO (and other named executive officers) for purposes of the 2024 Summary Compensation Table. The ratio of these two amounts was 1 to 129.

To identify the median compensated employee, we used cash compensation consisting of base salary and allowance paid with respect to 2024 (annualized for those individuals who were not employed for the full year) and annual cash bonus or incentives paid with respect to 2024 for all employees employed by the Company on December 31, 2024. We then identified the employee closest to the median that had been employed for the full year to serve as our median compensated individual for purposes of this analysis.

We believe this pay ratio is a reasonable estimate calculated in a manner consistent with SEC rules based on our payroll and employment records and the methodology described above. Because the SEC rules for identifying the median compensated employee and calculating the pay ratio based on that employee’s annual total compensation allow companies to adopt a variety of methodologies, to apply certain exclusions, and to make reasonable estimates and assumptions that reflect their compensation practices, the pay ratio reported by other companies may not be comparable to the pay ratio reported above.

#### Pay Versus Performance
In accordance with the pay versus performance (“PvP”) disclosure requirements in Item 402(v) of Regulation S-K, this section presents information that describes the relationship between Compensation Actually Paid (“CAP”), as that term is defined under the rules prescribed by Item 402(v), to the Company’s CEO, other named executive officers as a group, and certain financial performance measures of the Company.

While the Compensation Committee (