Company: ZLAB
Filing Date: 2025-04-18
Form Type: PRE 14A
Source: 0001628280-25-018384
Chunk: 48

Company: Zai Lab Ltd
Filing Date: 2025-04-18
Form: PRE 14A
Chunk 48
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 U.S. and Chinese regulatory regimes. Peer group and market practices are among the many factors we consider in developing an executive compensation program that is designed to enable us to recruit, retain, and motivate our leadership team to achieve our business objectives and enhance shareholder value.

• Performance Focused. We believe strongly in pay-for-performance and endeavor to provide our named executive officers with higher levels of compensation when our business goals and any personal performance objectives are met or exceeded and with lower levels of compensation when such corporate or individual performance does not meet our expectations and goals. Each performance factor is weighted separately in determining whether annual bonuses have been earned.

• Aligned with Shareholders. We believe every employee contributes to our success and, as such, we have endeavored to design a compensation program that provides every employee with a vested interest in our success. For members of our executive team, including our named executive officers, a significant portion of their total compensation is equity-based to promote further alignment between the interests of our executive officers and our shareholders.

#### 2024 Principal Elements of Compensation
Our executive compensation objectives are achieved through the following principal elements of pay:

| Pay Element               |     | How It’s Paid   |     | Purpose                                                                                                                                                                                                                                |
| Annual Base Salary        |     | Cash (Fixed)    |     | Provide a competitive base salary rate relative to similar positions in the market to enable the Company to attract and retain critical executive talent, with adjustments made to recognize individual performance and contributions. |
| Annual Incentives (Bonus) |     | Cash (Variable) |     | Reward executives for delivering on annual strategic goals and individual contributions that drive our business strategy and contribute to long-term value creation.                                                                   |

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| Long-Term Equity Incentives |     | Equity (Variable) |     | Provide incentives for executives to execute on longer-term goals that drive the creation of shareholder value and support the Company’s retention strategy. |

#### Compensation Mix
Our executive compensation program uses a mix of fixed and variable cash and non-cash compensation, with an emphasis on variable compensation based on performance and long-term goals. The program is structured to create a meaningful balance between achieving strong short-term annual results while promoting long-term viability and success. Therefore, the Compensation Committee reviews and determines the mix of incentives at least annually based on the short- and long-term objectives of the business. The charts below show the target annual total direct compensation of our CEO and our other named executive officers, or NEOs, for 2024