Company: PATH
Filing Date: 2025-05-13
Form Type: DEF 14A
Source: 0001734722-25-000021
Chunk: 38

Company: UiPath, Inc.
Filing Date: 2025-05-13
Form: DEF 14A
Chunk 38
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 Chief Executive Officer with respect to appropriate grants and any particular individual circumstances. The amounts of the equity awards are intended to provide competitively-sized awards and resulting target total direct compensation opportunities that the compensation committee believes are reasonable and appropriate taking into consideration the factors described herein.

We generally grant equity awards to our executive officers on an annual basis; however, grants may occur at other times for new hires, promotions, or other special circumstances as our compensation committee determines appropriate. During fiscal year 2025, the Company did not grant stock options, stock appreciation rights, or similar awards to our NEOs. The Company has no policies or practices to disclose pursuant to Item 402(x)(1) of Regulation S-K at this time.

In fiscal year 2025, the compensation committee approved grants to our executive officers of long-term incentive compensation opportunities in the form of RSU awards which may vest and be settled for shares of our Class A common stock over a three- or four-year period. Since the value of RSU awards changes with any change in the value of the underlying shares, they serve as an incentive that aligns the interests of our executive officers with the long-term interests of our stockholders. In addition, because our annual awards are subject to multi-year vesting requirements, RSU awards serve our retention objectives as our executive officers generally must remain continuously employed by us through the applicable vesting dates to fully earn these awards. Unlike stock options, RSUs have real economic value when they vest even if the market price of our Class A common stock declines or stays flat, thus delivering more predictable value to our executive officers. Additionally, because of their “full value” nature, RSU awards deliver the desired grant date fair value using a lesser number of shares than an equivalent stock option, thereby enabling us to reduce the dilutive impact of our long-term incentive award mix and to use our equity compensation resources more efficiently.

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#### PSUs in Fiscal Year 2026
In fiscal year 2026, in part in response to stockholder feedback, we are introducing PSUs as a portion of long-term equity incentive compensation for our NEOs. The performance criteria for these awards will be based on revenue targets. The target value of fiscal year 2026 long-term equity incentive compensation will be weighted 50% in the form of PSUs and 50% in the form of RSUs. We believe this further aligns interests with our stockholders in driving long-term company performance and growth in value.

#### Annual and