Company: LW
Filing Date: 2025-08-07
Form Type: DEF 14A
Source: 0001679273-25-000060
Chunk: 52

Company: Lamb Weston Holdings, Inc.
Filing Date: 2025-08-07
Form: DEF 14A
Chunk 52
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 the approval of our executive compensation program. The Compensation Committee reviewed these results, as well as the feedback that we received from our stockholders during our ongoing stockholder engagement efforts, and determined that the Company’s executive compensation philosophies and program are appropriate and designed to align our NEOs’ interests with stockholders’ interests. The Compensation Committee made no material changes to our executive compensation program for fiscal 2025 based on the voting results of our 2024 say-on pay proposal. However, the Compensation Committee considered insights gained from the Company's ongoing engagement with stockholders during fiscal 2025 in its decisions regarding the Company's fiscal 2026 executive compensation program design; in particular, consistent with the Company's focus on driving improved free cash flow and returns, our fiscal 2026 annual incentive plan will include a free cash flow target and our fiscal 2026 long-term incentive plan will include a return on invested capital related metric.

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#### What We Pay and Why

#### Fiscal 2025 Executive Compensation
Leading into fiscal 2025, the Compensation Committee considered the appropriateness of our executive compensation program relative to our executive compensation philosophy as described above under “—Overview—Our Executive Compensation Program, Philosophies and Objectives”. The Compensation Committee approved a fiscal 2025 compensation program that consisted of the following key components, all of which are intended to be part of a regular, ongoing structure:

| Core Elements                        |     | Description of Element (e.g., Fixed or Variable)                                                                                                                                                                |     | Objective                                                                                                                                                                                                              |
| Base Salary                          |     | Fixed compensation component                                                                                                                                                                                    |     | •Reflects the individual role and responsibilities, performance and experience of each NEO and importance of the role for our Company                                                                                  
 •Provides an annual fixed base level of cash compensation for fulfillment of job responsibilities                                                                                                                      |
| Annual Incentive Plan (“AIP”)        |     | Performance-based cash compensation                                                                                                                                                                             |     | •Payout determined based on Company performance against pre-established metrics (50% net sales and 50% Adjusted EBITDA)                                                                                                
 •Drives executive performance by aligning compensation to the achievement of annual financial targets that are linked to our long-term strategy and stockholder value creation                                         |
| Long-Term Incentive Plan (“LTIP”)    |     | Performance-based and at-risk, equity compensation with multi-year vesting                                                                                                                                      
 •Delivered in the form of PSAs and restricted stock units ("RSUs")                                                                                                                                              
 •PSAs represent