Company: AIZ
Filing Date: 2025-03-25
Form Type: PRE 14A
Source: 0001267238-25-000011
Chunk: 44

Company: ASSURANT, INC.
Filing Date: 2025-03-25
Form: PRE 14A
Chunk 44
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 only to assist investors and other readers in understanding the Company’s executive compensation. They are not intended to provide guidance on the Company’s future performance and should not be relied upon as predictive of the Company’s future performance or the future performance of any of our operating segments.

2 Certain measures are non-GAAP. A reconciliation of these non-GAAP measures to their most comparable GAAP measures can be found in Appendix A hereto.

3 Results in this column may differ from the Company’s reported results based on the framework described under the “Adjustments” subsection of the “Long-Term Equity Incentive Compensation” section on page 62below. Results for 2024 were as reported, and not adjusted pursuant to the framework.

4 Payouts are interpolated between points for performance between threshold and target and target and maximum.

5 2024 target was set to deliver growth from 2023 actual results and aligns with 2024 revenue expectations included in market outlook.

Based on the above financial performance results, the portion of the 2024 ESTIP payout linked to the Company financial objectives achieved an enterprise financial performance factor of 1.49.

Quantitative and Qualitative Factors - Individual Performance Component

Each NEO has an individual performance component, weighted 20% of their target award. The component is based on the CEO’s evaluation of each NEO’s performance (and the Compensation and Talent Committee’s evaluation in the case of the CEO) against established performance goals aligned with the Company’s strategic, financial and leadership goals selected to position the Company for continued long-term profitable growth. Each NEO’s performance component reflects the individual’s overall performance results against the performance goals. We look for our NEOs to demonstrate leadership behavior in a variety of aspects including ability to inspire and motivate, collaborate, and execute with rigor. Successful implementation of significant initiatives and projects may also be considered.

The individual performance component of the award may range from 0% to 200% of target, similar to the financial performance metrics. We utilized payout guidance by performance grading consistent with our approach for our broader annual incentive award-eligible population, to help guide pay decisions that are reflective of our pay for performance philosophy. Final approval of all compensation payments to our NEOs is made by the Compensation and Talent Committee, which retains authority to make discretionary adjustments in the award amounts.

| 60 |     | Notice of 2025 Annual Meeting of Stockholders and Proxy Statement |

| Compensation Discussion and Analysis |

Achievements versus individual performance goals considered by the Compensation and Talent Committee when determining each NEO’s