Company: AIZ
Filing Date: 2025-04-08
Form Type: DEF 14A
Source: 0001267238-25-000018
Chunk: 46

Company: ASSURANT, INC.
Filing Date: 2025-04-08
Form: DEF 14A
Chunk 46
---
 Mr. Meier and Ms. Luthi, made in connection with their promotions to Chief Financial Officer and Chief Operating Officer, respectively, and granted in consultation with its independent compensation consultant, were reasonable in magnitude, significantly performance-based and permitting recognition without increasing their core pay package on an ongoing basis.

#### PSUs
PSUs support sustainable long-term stockholder return and closely align the interests of management and stockholders. The maximum payout opportunity for PSUs is capped at 200% of an NEO’s target opportunity. Unless a PSU recipient is retirement eligible, the recipient must be continuously employed by the Company or any of its subsidiaries through the performance determination date following the end of the applicable performance period to achieve payout.

For annual awards granted in 2022, performance is measured with respect to two equally weighted metrics measured over a three-year performance period: absolute net operating income per diluted share (“NOI EPS”), exclud ing reportable catastrophes, and TSR relative to the S&P 500 Index.

In 2023, to align the incentives with the evolution of the Company’s performance metrics, the Compensation and Talent Committee approved updated ALTEIP metrics comprised of 50% Adjusted earnings, excluding reportable catastrophes, per diluted share and with no change to the 50% TSR metric relative to the S&P 500 Index. These performance metrics apply to awards granted in 2023 and 2024.

The Adjusted earnings metric excludes reportable catastrophes because they create volatility that is beyond management’s control and the Compensation and Talent Committee believes management should

| 62 |     | Notice of 2025 Annual Meeting of Stockholders and Proxy Statement |

| Compensation Discussion and Analysis |

be focused on the underlying performance of the business, which is consistent with how the Company reports its results.

Performance-Based Long-Term Equity Plan Design Attributes

| Metrics and Weighting                          |     | For 2022 awards:                                                                                                         
 Relative TSR1- 50%                                                                                                       
 NOI EPS, excluding reportable catastrophes2- 50%                                                                         
 .                                                                                                                        
 For 2023 - 2024 awards:                                                                                                  
 Relative TSR1- 50%                                                                                                       
 Adjusted earnings, excluding reportable catastrophes, per diluted share3- 50%                                            |     | Rationale:                                                                                                                                                     
 The Compensation and Talent Committee believes that these metrics align with the Company’s strategic and financial objectives.                                 |
| Performance Measured Against an Industry Index |     | TSR measured against S&P