Company: TEAM
Filing Date: 2025-10-15
Form Type: DEF 14A
Source: 0001650372-25-000058
Chunk: 31

Company: Atlassian Corp
Filing Date: 2025-10-15
Form: DEF 14A
Chunk 31
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 compensation that is substantially lower than CEOs at many peer companies. Other than modest statutorily required Australian superannuation contributions, their annual compensation consists of the following:

• Base Salary. Beginning in fiscal year 2020, both Messrs. Cannon-Brookes and Farquhar substantially reduced their annual base salaries to AUD $74,653 (equal to USD $48,258 in fiscal year 2025, converted into U.S. dollars using a monthly average exchange rate for fiscal year 2025 of USD $1.00 to AUD $1.55). Mr. Farquhar’s salary in fiscal year 2025 was also pro-rated to reflect his partial year of service as an executive officer.

• Annual Incentive Compensation. Both Messrs. Cannon-Brookes and Farquhar forgo participation in our annual cash incentive bonus program.

• Long-Term Incentive Compensation. Neither Messrs. Cannon-Brookes nor Farquhar receive long-term incentive compensation, in light of their considerable pre-existing Atlassian equity holdings as Co-Founders.

“Say-on-Pay” Advisory Vote on Executive Compensation

At our 2023 Annual Meeting of Stockholders, our stockholders voted, on an advisory and non-binding basis, for an annual non-binding advisory vote on the compensation program for our named executive officers (“Say-on-Pay” vote). On the basis of that recommendation, the Board has determined that future Say-on-Pay proposals would be conducted each year. Accordingly, Say-on-Pay proposals will continue to be presented to our stockholders annually unless our stockholders vote at our 2029 Annual Meeting of Stockholders, as required under the Dodd Frank Act and the related rules of the SEC, to approve a different Say-on-Pay vote frequency.

During our 2024 Annual Meeting of Stockholders, approximately 97.6% of the votes cast were in favor of our Say-on-Pay proposal, which indicated broad support for our executive compensation program and philosophy. We continue to consider the direct feedback we receive when engaging with stockholders and feedback from proxy advisors, highlights of which are summarized in the below table, as we make compensation decisions for our named executive officers. After considering these factors, as well as the desire to attract, retain and motivate high-level talent, we determined to maintain the same overall compensation design for 2025.

| What We Heard                                                                                               |     | How We Responded                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                              |
| •Limit usage of one-time awards to executives                                                               |