Company: AXS-PE
Filing Date: 2025-05-05
Form Type: DEFA14A
Source: 0001214816-25-000123
Chunk: 4

Company: AXIS CAPITAL HOLDINGS LTD
Filing Date: 2025-05-05
Form: DEFA14A
Chunk 4
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 performance goals for 2024 awards: 55th percentile for relative TSR performance and 15% adjusted DBVPS Growth • 3-year performance period with payouts ranging from 0% - 200% On average, 74% of NEO and 85% of CEO total target compensation is performance- based Metric Weighting CEO All Other NEOs Financial 75% 70% or 85% (Investments Unit) Strategic Business Goals 25% 30% or 15% (Investments Unit) Annual Incentive Awards

CEO Compensation 9 Our executive compensation program ties a significant portion of our CEO’s compensation to the financial, operational and stock price performance of our Company and is designed to promote rigorous accountability for creating long-term shareholder value Reflects current employment practices 1. No housing allowance 2. No personal use of Company-leased aircraft 3. Reduced total severance payable in the event of the Company’s termination of the CEO Competitive Package – valued based on market and experience 1. STI – 2024 bonus target 170% salary (increased to 175% for 2025) 2. LTI – 60% performance vesting and 40% time-vesting 2024 Performance Year Compensation = $8.776M Fixed 15% Subject to Performance 85% 2024 Target Mix of Pay Base Salary 15% Target Cash Annual Incentive 25% Time-Based RSUs (Target) 24% PSUs (Target) 36% Key Elements

Strong Compensation & Governance Practices 10 C o m p e n s a ti o n P ra c ti c e s ✓ Set robust goals, ensuring adequate stretch goals within our risk framework ✓ Link performance metrics to strategy to support shareholder value ✓ Provide appropriate mix of fixed and variable pay to reward Company, business unit, and individual performance ✓ Balance equity awards between PSUs and RSUs ✓ Retain discretion of incentive awards by our Human Capital and Compensation Committee ✓ Introduced Executive Severance Plan with the goal of providing consistent severance benefit protection to help attract and retain key employees, while replacing executive employment agreements over time  No hedging or pledging of AXIS stock  No individual executive retirement plans  No excise tax gross-ups upon change of control or termination  No single-trigger vesting of equity-based awards upon change in control ✓ Maintain robust stock ownership guidelines ✓ Update Clawback Policy to align with new regulatory requirements ✓ Retain an independent compensation consultant ✓