Company: AIZ
Filing Date: 2025-04-08
Form Type: DEF 14A
Source: 0001267238-25-000018
Chunk: 36

Company: ASSURANT, INC.
Filing Date: 2025-04-08
Form: DEF 14A
Chunk 36
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Annual Incentive Compensation” beginning on page 59.

| 52 |     | Notice of 2025 Annual Meeting of Stockholders and Proxy Statement |

| Compensation Discussion and Analysis |

• Long-Term Equity Incentive Plan (“ALTEIP”): Set ALTEIP performance goals for 2024 based on Adjusted earnings, excluding reportable catastrophes, per diluted share, and TSR relative to the S&P 500 Index. These goals were designed to support the Company’s ongoing strategic and financial objectives, including continued profitable growth and sustainable long-term stockholder return. O ur NEOs received 75% of their annual ALTEIP awards in the form of PSUs and 25% in the form of RSUs. Payouts under the PSUs are determined at the end of a three-year performance cycle. Based on actual performance results for PSUs granted in 2022, NEOs received shares of common stock equal t o 137% of their target PSUs. ALTEIP metrics and NEO payouts are described in greater detail in “Long-Term Equity Incentive Compensation” beginning on page 62.

#### 2024 Say-on-Pay Vote and Stockholder Engagement
At our 2024 Annual Meeting, stockholders again voted strongly in support of Assurant’s executive compensation program with approximately 96% of votes cast in support of our say-on-pay proposal. During our ongoing stockholder engagement, investors generally expressed satisfaction with our executive compensation philosophy and program. Our stockholder engagement program is described in further detail in “Stockholder Rights and Engagement” beginning on pa ge 36.

Strong Executive Compensation Governance Practices and Policies

Our executive compensation program is informed by strong governance practices that reinforce our pay for performance philosophy, support our culture of accountability, and encourage prudent risk management.

| What We Do                                                                              |     | What We Don’t Do                                                   |
| ☑Heavy emphasis on variable compensation                                                |     | ☒No “single trigger” change in control agreements                  |
| ☑Significant portion of annual and long-term incentives are performance based “at risk” |     | ☒No tax gross ups upon change in control                           |
| ☑Robust stock ownership guidelines for directors and executive officers                 |     | ☒No hedging, pledging or speculative transactions in company stock |
| ☑Incentive recoupment (clawback) policy and provisions                                  |     | ☒No significant perquisites                                        |
| ☑Proactive stockholder engagement                                                       |