Company: ACEL
Filing Date: 2025-04-11
Form Type: PRE 14A
Source: 0001628280-25-017502
Chunk: 45

Company: Accel Entertainment, Inc.
Filing Date: 2025-04-11
Form: PRE 14A
Chunk 45
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 to assist with LTI targets as a percentage of base salary.

Annual LTI grants consist of 50% RSU value and 50% performance-based restricted stock unit value (“ PSUs ”). The RSUs will vest ratably over three years. The PSUs will vest at the end of a three-year performance period.

The PSUs will vest based on the average AEBITDA performance for three successive one-year periods. Forecasting longer-term (e.g., three years) financial goals in the gaming industry has been challenging. The Compensation Committee considered all factors and approved the average of three successive one-year periods because the structure allows realistic performance targets to be set when management and the Compensation Committee have the most current financial information, it has strong stockholder alignment with the inclusion of the most realistic AEBITDA targets and it requires sustained financial performance to earn targeted payouts.

Also, the Compensation Committee considered numerous financial metrics for the PSU program. AEBITDA was approved because it is our primary determinant of long-term stockholder success. The Compensation Committee considered the overlap of AEBITDA in the STI and LTI programs, but ultimately decided that consistent AEBITDA performance is the strongest link to our investors. Annually, the Compensation Committee will rigorously review and approve financial targets to ensure consistent enhancement of financial performance and stockholder value.

Eligible participants (as determined by the Compensation Committee) may be members of the Company’s senior executive team and/or such other executives and key contributors as the Compensation Committee may designate from time to time. Our NEOs will participate in the LTI at a rate determined by the Compensation Committee. No individual will have an automatic right to participate in the LTI.

Consistent with the annual STI plan, three-year average AEBITDA performance requirements and payout opportunities are as follows:

| As a % of Target         |     | Below Threshold |     | Threshold |     | Target |     | Maximum |
| Performance requirements |     | < 85%           |     | 85%       |     | 100%   |     | 115%    |
| Payout opportunity(1)    |     | 0%              |     | 50%       |     | 100%   |     | 200%    |

(1) The number of PSUs that vest will be interpolated in the event performance achievement falls between threshold and maximum performance.

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2024 Target LTI Opportunities : The table below summarizes