Company: PGEN
Filing Date: 2025-04-28
Form Type: 10-K/A
Source: 0001356090-25-000011
Chunk: 45

Company: PRECIGEN, INC.
Filing Date: 2025-04-28
Form: 10-K/A
Chunk 45
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 to accelerated vesting under outstanding RSUs by 1.12.

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(2) The named executive officer would also be eligible for benefits payable under the long-term disability insurance policy maintained by the Company.

(3) The named executive officer’s heirs would also be eligible for benefits under the life insurance policy maintained by the Company.

(4) Includes the full premium cost of COBRA healthcare continuation coverage payable for 18 months following the executive’s termination, assuming that the executive does not become eligible to receive healthcare coverage from a subsequent employer or otherwise becomes ineligible for COBRA healthcare continuation coverage during this period.

### CEO PAY RATIO
As required by the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 and Item 402(u) of Regulation S-K (“Item 402(u)”), we are providing the following information about the relationship between the annual total compensation of our employees and the annual total compensation of Helen Sabzevari, Ph.D., our CEO during 2024. The pay ratio included in this information is a reasonable estimate calculated in a manner consistent with Item 402(u). Because Item 402(u) affords a large degree of flexibility in calculating the CEO pay ratio by allowing the use of reasonable estimates, assumptions and methodologies, the pay ratio disclosed by us below may not be comparable to pay ratio disclosures presented by other companies.

For 2024, our last completed fiscal year:

• as reported in the Summary Compensation Table, the annual total compensation of our CEO was $5,431,895 (see above for details on this calculation); and

• the annual total compensation of our median employee (other than our CEO) was 155,000.

Based on this information, for 2024, the ratio of the annual total compensation of our CEO to the median of the annual total compensation of all employees was 35 to 1.

In accordance with Item 402(u), we were required to reidentify our median employee for 2024 as there was a significant change to our employee population in 2024 that we believe would have significantly affected our pay ratio disclosure had we used the same median employee identified for purposes of our 2022 pay ratio disclosure, which was the last time we identified a median employee. Our pay ratio may fluctuate from year-to-year due to changes in the median employee’s or our CEO’s compensation. We believe putting into context how our median employee was identified highlights why that employee’s compensation and the resulting pay ratio, and year