Company: PHR
Filing Date: 2025-05-14
Form Type: DEF 14A
Source: 0001412408-25-000027
Chunk: 47

Company: Phreesia, Inc.
Filing Date: 2025-05-14
Form: DEF 14A
Chunk 47
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 education and communication with patients in a privacy-protected environment. Additional products and services include the MediFind provider directory, which helps patients find care based on providers' specialty and condition expertise.

Our compensation programs are designed to:

• attract, motivate, incentivize and retain employees at the executive level who contribute to our long-term success;

• provide compensation packages to our executives that are fair and competitive, reward high performance and the achievement of our business objectives and effectively align their interests with those of our stockholders; and

• effectively align our executives' interests with those of our stockholders by focusing on long-term equity incentives (both time-based and performance-based) that correlate with the growth of sustainable long-term value for our stockholders.

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Our executive compensation program is designed to be competitive and balance attraction, motivation and retention of our executive officers. The program is structured to support our culture of accountability and fiscal responsibility and is results-driven. To align our executive officers’ interests with those of our stockholders and to motivate and reward individual initiative and effort, a substantial portion of each executive officer’s target annual total direct compensation opportunity is “at-risk” for performance, meaning the amounts paid to each executive officer will vary based on our Company performance and their contributions to that performance.

We emphasize performance-based compensation (i) that rewards our executive officers for delivering financial, operational, and strategic results relative to pre-established annual goals through our cash bonus plan and (ii) that rewards our executive officers based on our total shareholder return (“TSR”) performance relative to the Russell 3000 stock index through awards of relative TSR performance stock units (“PSUs”).

To help retain our executive team, we also grant our executive officers equity awards using service-based vesting restricted stock units (“RSUs”) with a four-year vesting schedule.

We evaluate our executive compensation philosophy and executive compensation program, including design and competitiveness, at least annually and as circumstances require. We also consider the results of our annual non-binding, advisory vote on the compensation of our NEOs ("say-on-pay") and shareholder feedback. At our 2024 annual meeting, our say-on-pay proposal received approximately 92% of votes cast. We did not make any changes to our executive compensation program or policies directly as a result of this vote.

### Fiscal Year 2025 Business Highlights
• Revenue was $419.8 million in fiscal year 2025, up 18% year-over-year.

• Average number of healthcare services clients ("AHSCs") were