Company: FRHC
Filing Date: 2025-07-29
Form Type: DEF 14A
Source: 0000924805-25-000025
Chunk: 40

Company: Freedom Holding Corp.
Filing Date: 2025-07-29
Form: DEF 14A
Chunk 40
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 with the abilities to drive business transformation and achieve the Company’s financial and business goals. Our key goal in designing our executive compensation programs is to incentivize decisions and behavior that build long-term shareholder value.

The following founding principles help guide us in designing our pay programs toward this end:

• Attract, motivate, and retain a highly qualified and experienced executive team members;

• Incentivize and reward the achievement of strategic and financial goals of the Company, with an emphasis on long-term sustainability goals;

• Utilize compensation elements that are directly linked to achievement of corporate objectives, stockholder value creation and individual performance;

• Maintain flexibility to ensure that awards remain competitive within our peer group;

• Align the interests of our executives with those of our stockholders; and

• Promote adherence to good corporate governance, company policies and values.

Executive Compensation Governance Practices

The compensation committee’s decision making reflects the following core governance principles and practices that we employ to promote our overall compensation objectives and to align executive compensation with the interests of our shareholders:

| WHAT WE DO |     |                                                                                                                                               |
| ü          |     | Alignment with Shareholders.Long-term incentive awards vest over a period of several years to reward sustained Company performance over time. |

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| ü                 |     | Mix of Awards.Our executive compensation program contains both cash and equity components and is weighted heavily towards at risk-based compensation for the majority of our NEOs.               |
| ü                 |     | Peer Group Comparison.With the help of independent compensation consultants, we annually analyze executive compensation relative to peer companies and published survey data for peer companies. |
| ü                 |     | Decisions by the Compensation Committee.Executive compensation is determined by our compensation committee, with three of its four members being independent directors.                          |
| ü                 |     | Independent Compensation Consultant.The Compensation Committee retains its own independent consultant to advise on compensation matters.                                                         |
| WHAT WE DO NOT DO |     |                                                                                                                                                                                                  |
| X                 |     | No Potential Payments upon Termination or Change in Control.We do not currently have any contract, agreement, plan or arrangement with any of our NEOs providing for such payments.              |
| X                 |     | No Nonqualified Deferred Compensation.We do not have a deferred compensation program for our employees, officers or directors, including our NEOs.                                               |
| X                 |     | No Pension and Retirement Benefits.We do not offer a company-sponsored pension program or retirement benefits for our employees, officers or directors, including our NEOs.