Company: JLL
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001037976-25-000014
Chunk: 46

Company: JONES LANG LASALLE INC
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 46
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 compensation matters disclosed in this Proxy Statement;

• Provide advice on best practices for Board governance of executive compensation, current executive compensation trends, and regulatory updates; and

• Undertake special projects or provide certain other advice.

| 46 |     | 2025 Proxy Statement |

Executive Compensation

Compensation discussion and analysis

#### Risk considerations
On an annual basis, we consider whether our GEB compensation policies may be reasonably expected to incentivize employees to take risks that are reasonably likely to have a materially adverse effect on either our short-term or longer-term financial results or operations. We continue to believe that our policies do not incentivize undue risk. Additionally, we have not identified

historical situations where we believe our compensation practices drove behaviors or actions that resulted in materially adverse effects on our business or prospects.

The table below identifies the mechanisms we use to manage risk under our Annual Incentive Plan and Long-Term Incentive Plan.

#### Risk Mitigation Factors
| Annual Incentive Plan |     |     |     |                              |     | Award Cap |     | Long-Term Incentive Plan |
|                       |     |     |     | Multiple Performance Factors |     |           |     |                          |
|                       |     |     |     | Clawback Feature             |     |           |     |                          |
|                       |     | N/A |     | Anti-hedging Policy          |     |           |     |                          |
|                       |     | N/A |     | Share Ownership Guidelines   |     |           |     |                          |

Competitive assessment

We recognize that our compensation practices must be competitive within the broader markets where we compete. As we strive to maintain our leadership position within the global real estate services, property technology, and investment management industries, it is critical that we attract, retain, and motivate executives who can help us continue to deliver on the commitments we make to our clients and shareholders. Therefore, each year the Compensation Committee compares our compensation program to those of other relevant companies.

Given the nature of our businesses, which combine real estate expertise with business services, our comparator group consists of both real estate-oriented firms as well as business services firms.

In identifying comparator companies in the real estate and business services space, we look for companies with a comparable size (companies similar in size both in terms of revenue and market capitalization), a large employee count, and a significant international footprint.

Management annually reviews the composition of the peer group with the objective of making the competitive compensation comparisons as meaningful as possible. The Compensation