Company: G
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001140361-25-013031
Chunk: 68

Company: Genpact LTD
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 68
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’s attainment of the Adjusted EPS and revenue goals measured each year in the performance period beginning January 1, 2024 and ending December 31, 2026, the impact of a relative TSR modifier and the individual’s continued service with the Company through March 10, 2027. Each award specifies a target number of PSUs. The number of common shares of the Company issuable upon vesting of the PSUs is calculated by multiplying the number of target PSUs designated under the award by a performance percentage ranging from 0% to 240%, including the potential impact of the relative TSR modifier. Under each award, the goals are weighted 50% to Adjusted EPS performance and 50% to revenue performance during each of the three years in the performance period, and there are three designated levels of attainment: threshold, target and outstanding. Each of the two performance goals under the 2024 awards is independent, such that failure of the Company to achieve the threshold performance level for one goal will affect the overall vesting percentage but will not prevent the awards from vesting with respect to the other goal for which threshold performance was attained, assuming at least one of the two goals is met at the threshold level at a minimum. See the section titled “Equity-based compensation—2024 Performance share unit awards” above for more information. If a change of control of the Company occurs prior to the end of the performance period on December 31, 2026, the number of shares issuable under each 2024 PSU award will be at the target level. If a change of control of the Company occurs after the end of the performance period but before the end of the service vesting period on March 10, 2027, the number of shares issuable will be based on actual performance. The awards may be assumed, substituted or continued in connection with a change of control and continue to vest based on the service vesting requirements of the awards. If not assumed, substituted or continued, then the awards will vest in full (at target or based on actual performance, as applicable) and become payable at the time of the change of control. A PSU award will vest in full in the event of a participant’s termination by the Company without cause within 24 months following a change of control of the Company in connection with which the award is assumed, continued or substituted.

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| |EXECUTIVE OFFICER COMPENSATION |

Additionally, each of