Company: KW
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0000950170-25-058797
Chunk: 46

Company: Kennedy-Wilson Holdings, Inc.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 46
---
 |                         — |

(1) Mr. Pegler's base salary was originally denoted in local currency (GBP) and has been converted to USD using the exchange rate in effect as of December 31, 2024 of £0.7990= $1 USD. (2) Michael Pegler was not a NEO in 2023. Annual Bonus Our Compensation Committee believes that annual bonuses should play a significant role in motivating executives to accomplish near-term priorities that ultimately increase stockholder value and that NEOs should be eligible for bonuses that are a significant percentage of base pay (defined as a multiple of base pay). The Compensation Committee believes that individual contributions and the financial performance of a NEO’s business unit should be a critical component of his or her bonus calculation and overall Company performance should be factored into the bonus methodology for all NEOs.

34/Kennedy Wilson/ Proxy Statement 2025

#### EXECUTIVE COMPENSATION
2024 Annual Bonus Opportunities In establishing our 2024 cash bonus program the Compensation Committee took into account the Company’s business strategy for the upcoming year and aimed to set rigorous goals in support of our near-term growth objectives. 2024 bonus opportunities were set at a level that would provide NEOs with appropriate total cash compensation dependent upon both the Company’s and the individual NEO’s performance. The individual NEO’s performance was evaluated in a manner that reflected their relative levels of contribution as determined by the Compensation Committee in its sole discretion. 2024 bonus opportunities for each NEO remained unchanged from 2023 levels. Each NEO’s incentive cash bonus opportunity for 2024 was based upon a threshold, target and maximum amount (each denominated as a percentage of base salary) as shown in the following table. Whether any of the threshold, target or maximum bonus levels were attained was determined by the Compensation Committee based on the achievement of corporate performance metrics and the Compensation Committee’s assessment of each executive’s individual performance.

| Named Executive Officer |     | Threshold |     | Target |     | Maximum |
| William J. McMorrow     |     | 100%      |     | 200%   |     | 300%    |
| Matthew Windisch        |     | 100%      |     | 200%   |     | 300%    |
| Justin Enbody           |     | 82.5%     |     | 165%   |     | 250%    |
| In Ku Lee               |     | 82.5%     |     | 165%