Company: LILA
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001712184-25-000084
Chunk: 38

Company: Liberty Latin America Ltd.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 38
---
 Other than Mr. Nair, the NEOs received increases to their 2024 base salaries as discussed in more detail below. The 2024 target achievable annual cash performance and target annual equity awards for our NEOs (other than Mr. Nair) were identical to the 2023 targets. Mr. Nair’s target annual cash performance award increased from $4.25 million in 2023 to $4.5 million in 2024 and his target annual equity award increased from $7.25 million in 2023 to $7.5 million in 2024, in each case, pursuant to his employment agreement with our company. Our NEOs’ 2024 compensation is discussed in — Elements of Our Compensation Package below.

We and our subsidiary, LiLAC Communications Inc. ( Liberty LA ), have also entered into employment agreements with Messrs. Nair, Noyes, Hussain and Winter and Ms. Lorenzo, the terms of which are described below under — Employment and Other Agreements. We believe that it is in our company’s best interest to have an employment agreement with Mr. Nair to serve as our CEO and with each of our other NEOs in order to promote stability in management, secure their services for the long term and implement appropriate restrictive covenants.

<div align='center'>28</div>

#### Compensation Philosophy and Goals
The compensation committee has three primary objectives with respect to executive compensation: motivation, retention and long-term value creation for our shareholders.

• Motivate our executives to maximize their contributions

• Establish a mix of financial and operational performance objectives based on our annual budget and our medium-term outlook to balance short- and long-term goals and risks

• Establish individual performance objectives tailored to each executive’s role in our company to ensure individual accountability

• Pay for performance that meets or exceeds the established objectives

• Attract and retain superior employees

• Offer compensation that we believe is competitive with the compensation paid to similarly situated employees of companies in our industry and companies with which we compete for talent

• Include vesting requirements and forfeiture provisions in our multi-year equity awards

• Align executives’ interest with shareholders

• Emphasize long-term compensation, the actual value of which depends on increasing the share value for our shareholders, as well as meeting financial and individual performance objectives for a portion of awarded compensation

• Require our executive officers to achieve and maintain significant levels of share ownership, further linking our executives’ personal net worth to long-term share price appreciation for our shareholders

Our performance