Company: HIG-PG
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0000874766-25-000040
Chunk: 26

Company: HARTFORD INSURANCE GROUP, INC.
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 26
---
 | Competitive burn rate and dilution for equity program                                                              |

* 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 |     | 39 |

| COMPENSATION MATTERS |

### COMPONENTS OF THE COMPENSATION PROGRAM
Each Senior Executive has a target total compensation opportunity comprised of both fixed (base salary) and variable (including both annual and long-term incentive) compensation. In addition, Senior Executives are eligible for benefits available to employees generally. This section describes the three main components of our compensation program for Senior Executives and lays out the framework in which compensation decisions are made. For a discussion of the 2024 compensation decisions made within this framework, see 2024 Named Executive Officers' Compensation and Performance on page 44 .

1. BASE SALARY

Each Senior Executive’s base salary is reviewed by the Compensation Committee (in the case of the CEO, the independent directors) annually, upon promotion, or following a change in