Company: SABR
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0001193125-25-053907
Chunk: 64

Company: Sabre Corp
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 64
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 received in connection with our fall 2024 outreach program discussed above, as well as the results of our 2024 say-on-payvote result, we believe stockholders were supportive of our executive compensation program design. After considering these results, in the first quarter of 2025, the Compensation Committee took certain actions with respect to the compensation of our named executive officers, including the following:

| • |     | Annual cash incentive framework. For our executive officers the performance measures for 2025 under our annual cash EIP will be based on Adjusted EBITDA (100% of funding formula), with a Free Cash Flow modifier that could increase or reduce the payout by 10%, subject to a maximum overall payout of 200%. For executive officers other than our CEO and CFO, the payout amounts may be adjusted higher or lower, based on individual performance. To the extent that the payout requirements are met, the 2025 annual cash incentive is expected to be paid in March 2026. |

| • |     | Long-term incentive awards. We approved in February 2025 the design of the long-term incentive awards that are expected to be granted in May 2025 (subject to approval of the 2025 Omnibus Plan). These awards are expected to be divided into a grant consisting of PSUs and RSUs, as discussed below. |

| • |     | RSUs. The design of the RSUs expected to be granted in May 2025 provides that the RSUs will vest ratably on an annual basis over three years, subject to the named executive officer’s continued employment through the applicable vesting date. |

| Sabre Corporation 2025 Proxy Statement |     | | |     | 69 |

| COMPENSATION DISCUSSION AND ANALYSIS |

Employment Agreements and Offer Letters We have entered into a written employment agreement or offer letter with each of our named executive officers. We believe that these agreements and letters were necessary to induce these individuals to forego other employment opportunities or leave their current employer for the uncertainty of a demanding position in a new and unfamiliar organization. In filling these executive positions, the Compensation Committee was aware that it would be necessary to recruit candidates with the requisite experience and skills to manage a growing business in a dynamic and ever-changingindustry. Accordingly, it recognized that it would need to develop competitive compensation packages to attract qualified candidates in a highly competitive labor market. At the same time, the Compensation Committee was sensitive to the need to integrate new executive officers into the executive compensation structure