Company: PRI
Filing Date: 2025-04-01
Form Type: DEF 14A
Source: 0000950170-25-048061
Chunk: 20

Company: Primerica, Inc.
Filing Date: 2025-04-01
Form: DEF 14A
Chunk 20
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 performance and strategic direction, as well as information on benefits enhancements, policy changes, and other workplace topics. The meeting always ends with a question and answer segment, and employees are encouraged to raise issues of concern and offer suggestions for improvement. Employees are also provided the opportunity to submit questions and suggestions in advance. Work-Life Balance We understand and value the importance of an effective work-life balance for employees. We offer many flexible work options and schedules to meet the needs of our employees. The vast majority of our employees work on either a hybrid schedule where they are able to work both at home and in the office or are fully remote. Offering flexible workplace options has become an expectation of employees across many industries and may be necessary to remain competitive and attract top talent. In addition to flexible workplace options, our full-time and part-time employees receive several benefits that are aligned with achieving a better work-life balance such as paid planned and unplanned time off, 11 paid holidays, and paid time off for volunteering. We also have a dedicated work-life balance employee resource group called PRI-Bold that offers employees an opportunity to share ways to maintain an active and healthy work-life balance, hear from speakers, and gather to share information and participate in outdoor social activities. Talent Development and Succession Planning Employees are highly satisfied at Primerica, as evidenced by our employee retention rate in 2024 of 91%. Many employees have been with Primerica for over 20 years, a result of a continued high employee retention rate. The tenure of our named executive officers ranges from 1.5 years to 44 years, with an average tenure of 27 years. The result of this longevity and loyalty is that many employees will reach retirement age over the coming years. Management is committed to a strong culture that reflects the diversity of the independent sales representatives and our clients while ensuring that our succession planning and internal and external talent pipeline identification processes incorporate these values. Among the many benefits of our planning and talent identification process is increased diversity at the management level. Additional information about our talent development initiatives can be found in our 2024 Corporate Sustainability Report in the Sustainability section of our investor relations website at https://investors.primerica.com . Our Board of Directors maintains a succession plan for the Chief Executive Officer and other key members of management, which includes a contingency plan if the Chief Executive Officer were to depart

| Primerica 2025 Proxy Statement | 19 |

| GOVERNANCE |

unexpectedly. At least annually, the Corporate Governance Committee reviews the succession plan and leadership pipeline for these key