Company: HIG-PG
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0000874766-25-000040
Chunk: 4

Company: HARTFORD INSURANCE GROUP, INC.
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 4
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* Double-trigger vesting for equity awards applies if the awards are assumed or replaced with substantially equivalent awards.

| WHAT WE DON'T DO |     |                                                                                                                              |
| û                |     | No Senior Executive tax gross-ups for perquisites or excise taxes on severance payments                                      |
| û                |     | No individual employment agreements                                                                                          |
| û                |     | No granting of stock options with an exercise price less than the fair market value of our common stock on the date of grant |
| û                |     | No re-pricing of stock options                                                                                               |
| û                |     | No buy-outs of underwater stock options                                                                                      |
| û                |     | No reload provisions in any stock option grant                                                                               |
| û                |     | No payment of dividends or dividend equivalents on equity awards until vesting (no dividends on stock options)               |

SAY-ON-PAY RESULTS At our 2024 annual meeting, we received approximately 91% support on Say-on-Pay. The Compensation Committee considered the vote to be an endorsement of The Hartford’s executive compensation programs and policies, and recent program changes. They took this strong level of support into account in their ongoing review of those programs and policies. Management also discussed the vote, along with aspects of its executive compensation, sustainability and corporate governance practices, during our annual shareholder engagement program to gain a deeper understanding of shareholders’ perspectives. Feedback regarding the compensation program remained generally positive, with many shareholders complimentary of our practices. For further discussion of our shareholder engagement program, see pag e 19 .

| 2025 Proxy Statement |     | 9 |

| PROXY SUMMARY |

## ITEM 4CONSIDERATION AND APPROVAL OF 2025 LONG TERM INCENTIVE STOCK PLANWe are asking stockholders to approve the 2025 Long Term Incentive Stock Plan (the “Plan”), which is intended to replace the 2020 Stock Incentive Plan (the “2020 Plan”). The Plan authorizes the issuance of up to 8.5 million shares, which includes the remaining shares under the 2020 Plan, and makes certain other minor changes. On the recommendation of the Compensation and Management Development Committee (the “Compensation Committee” as referenced throughout this Item 4), the Board approved the Plan and recommends approval by stockholders. The Plan is an important part of the pay-for-performance compensation program and the authorized number of shares available for grant permits the Company to continue the program. The