Company: AIZ
Filing Date: 2025-03-25
Form Type: PRE 14A
Source: 0001267238-25-000011
Chunk: 37

Company: ASSURANT, INC.
Filing Date: 2025-03-25
Form: PRE 14A
Chunk 37
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 on unvested PSUs                                |
| ☑Annual risk assessments                                                                |     | ☒No employment agreements with executive team                      |

| 53 |     | Notice of 2025 Annual Meeting of Stockholders and Proxy Statement |

| Compensation Discussion and Analysis |

#### WHAT GUIDES OUR PROGRAM

#### Our Executive Compensation Principles
Set forth below are our core executive compensation principles, along with key features of our executive compensation program that support these principles:

| Our executive compensation program should align the interests of our executives with those of our stockholders by tying compensation to accountability for results. |

• Significant portions of executive compensation are variable and tied to the Company’s stock price and financial performance. 89% of our CEO’s and 79% of our other NEOs’ total target direct compensation is variable and the majority in the form of equity to align the NEOs’ interests with those of our stockholders. The charts below do not include any one-time equity grants or awards outside of target annual total direct compensation, if any.

| Executive compensation opportunities should be sufficiently competitive to motivate and retain talent while aligning their interests with those of our stockholders. |

• When setting target total direct compensation opportunities (base salary, ESTIP and ALTEIP) for our NEOs, the Compensation and Talent Committee considered comparable positions at companies included in published surveys and each NEO’s scope of role, individual performance, contributions and experience. Please see “Compensation Peer Group” beginning on page 56.

• The Company selects performance metrics that seek to achieve the appropriate balance between annual and long-term incentives that are supportive of the Company’s strategic and financial goals.

• Stock-based compensation outweighs cash-based compensation to further align NEOs with long-term value creation.

• Each NEO’s annual incentive opportunity and PSUs are contingent on the Company’s performance. If the Company does not achieve threshold performance with respect to its ESTIP or ALTEIP PSU metrics, there is no payout under those plans.

• 75% of the annual long-term equity incentive award granted to our NEOs in 2024 was delivered in the form of PSUs, with a three-year cumulative performance period, and 25% was delivered in the form of RSUs, with a three-year annual vesting schedule.

| 54 |     | Notice of 2025 Annual Meeting of Stockholders and Proxy Statement |

| Compensation Discussion and Analysis |

| Our incentive-based programs should motivate our executives to deliver strong, sustainable results. |

• We design performance goals under our ESTIP so that