Company: LIN
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0000950170-25-060925
Chunk: 51

Company: LINDE PLC
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 51
---
-financial performance component is weighted 25% of the total financial and non-financial payout, and payouts related to this component can range from zero to 200% of target variable compensation (for up to 50 percentage points). Individual Performance To reinforce a culture where pay is directly linked to performance and to recognize the contributions of individuals to overall Company results, an individual performance component is included in the annual variable compensation design. Excluding the CEO, the HC Committee may make a positive, negative, or no adjustment to each NEO’s performance-based variable compensation based on its evaluation of their individual performance. For the CEO, the HC Committee may make a negative or no adjustment to his annual variable compensation payment to reflect his performance. In evaluating if an individual performance adjustment was appropriate, the HC Committee will consider various qualitative factors, such as the NEO’s: • performance in their principal area of responsibility, • degree of success in leading the Company to meet its strategic objectives, and • driving the Company’s key values (including sustainable development, safety, health & environment, inclusion, community engagement, and integrity & compliance) and competencies that are important to the success of the Company. Annual Performance-Based Variable Compensation Opportunity for 2024

The HC Committee established the 2024 variable compensation target for each NEO (expressed as a percent of salary that would be earned for 100% achievement of the performance goals). The target level for the NEOs ranged from 95% to 170% of base salary.

| 2025 ANNUAL VARIABLE COMPENSATION DESIGN: In order to promote year-over-year consistency, the Human Capital Committee has determined to maintain the same design of the Company’s annual performance-based variable compensation program for 2025. |

| 50 | Linde plc |

Executive Compensation Matters

Compensation Discussion and Analysis

2024 Annual Performance-Based Variable Compensation Results and Payout Financial Business Results As noted above, financial goals are set considering multiple factors with the recognition that there are some items that cannot be easily predicted and over which management has less control, such as foreign exchange rates and certain raw materials price changes. As part of the variable compensation plan design, certain pre-determined adjustments may be made by the HC Committee to actual financial results in order to account for these elements. The HC Committee may also conclude that additional adjustments are appropriate based upon unforeseen factors it deems extraordinary, non-recurring, or otherwise material. The chart below shows for each financial performance measure, the 2024 Corporate financial targets set by the HC Committee and the