Company: LIN
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0000950170-25-060925
Chunk: 49

Company: LINDE PLC
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 49
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 |   785,000 |     | 95%                  | $                           |  2,400,000 |     | $                                |  3,930,750 |

| (1) | Represents annual base salary rate in effect as of December 31, 2024.                                                                                                                                                                      |
| (2) | Represents annual variable compensation incentive target (as % of annual salary rate) in effect during 2024 plan year.                                                                                                                     |
| (3) | Represents total target compensation value of LTI awards granted in 2024, which may differ from the grant values reported in the Summary Compensation Table (see the “2024 Equity Award Grants” section of the CD&A for more information). |

Direct Compensation for Executive Officers Salary The salary level for each NEO was established by the HC Committee after its consideration of multiple factors including positioning to market, CEO input (other than for himself), and advice from Pearl Meyer. Salary adjustments, if any, are typically effective April 1 of each year. Annual Performance-Based Variable Compensation The HC Committee established an annual performance-based variable compensation program for the 2024 calendar year that focuses executives on the key objectives that position Linde for sustained growth and the creation of shareholder value without compromising long-term business objectives or encouraging excessive risk-taking. The HC Committee decided not to make any changes to the general design of the annual variable compensation program for the 2024 calendar year compared to 2023. The annual variable compensation program is comprised of three main components: financial performance, strategic and non-financial performance, and individual performance. This program is designed to deliver pay commensurate with performance wherein results that are greater than target goals are rewarded with above target payout levels and performance not meeting minimum threshold expectations reduces the payout to zero.

| Linde plc | 47 |

Executive Compensation Matters

Compensation Discussion and Analysis

Financial Performance Goals

Awards under the annual variable compensation program are determined based on Company performance against challenging, pre-established financial goals. This component is weighted 75% of the total business performance factor and payouts related to this component can range from zero to 200% of target variable compensation (for up to 150 percentage points). Top line sales growth is important to the Company and 20% of the financial performance goal is based on sales. Recognizing the importance of profitability and cash flow to the Company, 55% of the financial performance goal is based on net income, and the remaining 25% on operating cash flow.

To establish the goals related to the financial