Company: LBTYK
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001193125-25-076819
Chunk: 32

Company: Liberty Global Ltd.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 32
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 pays the executive for share price performance, such as PSUs using relative shareholder return as a performance metric and our new PSUs based on share price appreciation that result in potentially less dilution to shareholders than SARs. |
| Limit Risk-Taking                                      |     | Hedging and Pledges. Our NEOs have substantial tenure with the company. We believe that the lack of an outright hedging prohibition can encourage executives to hold a greater position in our company’s shares than they might otherwise, particularly with such high stock ownership in the company. Advance notice is required.                                                                                                                                                                                                                                                                          |

In approving the level of each compensation element for our executive officers each year, the compensation committee considers a number of factors, including:

| • |     | the individual executive’s responsibilities and the impact of the executive’s role in achieving of our financial, strategic and operational objectives; |

| • |     | the individual executive’s experience, overall effectiveness and demonstrated leadership ability; |

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| • |     | the performance expectations set for our company and for the individual executive and the overall assessment by the compensation committee of actual performance against such expectations; |

| • |     | from time to time, comparative pay data for similarly situated employees of peer companies and companies with which we compete for talent; and |

| • |     | retention risks at specific points in time with respect to individual executives. |

Multi-Year Contracts The compensation committee believes that multi-year contracts with senior executives promote stability in management and achievement of Liberty Global’s long-term strategic objectives. Certain of these contracts include customary non-competeand non-solicitationclauses and require customary resignation notice periods from the executive, which may be six months or more. Each of our NEOs are subject to employment agreements, which are described below in —Employment and Other Agreements. Setting Executive Compensation To achieve these compensation objectives, the compensation packages provided to members of our senior management, including our NEOs, include three main components: base salary, annual performance bonus awards and multi-year equity incentive awards. These three main components of compensation were also made available to approximately 770 (excluding Sunrise employees following the Spin-off)employees across our global operations. The design of the performance and incentive awards and the overall value of the compensation package for individual employees varies based on the employee’s role and responsibilities. For members of our senior management, including our NEOs, the total value of the compensation package is comprised mainly of incentive awards, reflecting the impact each executive has on the overall success of our company. The majority of each NEO