Company: CAVA
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001628280-25-019936
Chunk: 21

Company: CAVA GROUP, INC.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 21
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 $126.2 million                    |
| CAVA Restaurant Level Profit Margin |     | CAVA Group Adjusted Net Income(2)       |     | Adjusted EBITDA, a 71.0% increase 
 over prior year                   |

1. Excluding the impact of the 53rd week in fiscal 2023.

2. CAVA Group Net Income was $130.3 million including a one-time $80.1 million net benefit from the release of the valuation allowance against deferred tax assets. See Appendix A of this Proxy Statement for a reconciliation of net income to adjusted net income and net income to adjusted EBITDA.

#### CAVA Group, Inc.232025 Proxy Statement

### Overview of the Company’s Compensation Programs
As our first full year as a publicly traded company, 2024 was a period in which the Company’s executive compensation program largely continued in effect decisions that were made at the time of our June 2023 initial public offering (“IPO”). The base salaries for each of our NEOs except Ms. Somers were increased in connection with the IPO and remained unchanged during 2024. In addition, as discussed under “Equity Incentive Compensation” below, each of our NEOs received an equity grant in connection with our IPO that was intended to address equity award opportunities for fiscal 2024. As a result, no equity awards were granted to our NEOs in 2024. Because we did not grant equity awards to our NEOs in 2024, our primary performance-based compensation vehicle for this year was our annual incentive awards.

Principal Objectives of the Company’s Executive Compensation Program

The principal objective of our executive compensation program is to attract, motivate, and retain key talent in order to further the achievement of our business goals and thereby create alignment between executive pay and the interests of our stockholders. To help meet this objective, our executive compensation program includes the following key elements:

• Providing an executive compensation program that is market competitive and that recognizes individual roles and responsibilities;

• Maintaining an annual incentive program that emphasizes the achievement of objective financial goals and individual accomplishments;

• Placing a significant portion of the compensation of our NEOs at risk and directly tied to the achievement of the company’s financial performance and/or stock price appreciation;

• Encouraging meaningful ownership of Company stock through SO Guidelines (as defined below);

• Prohibiting the hedging or pledging of Company stock; and

• Having the compensation of our NEOs subject to a clawback policy that meets the