Company: ST
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001477294-25-000059
Chunk: 98

Company: Sensata Technologies Holding plc
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 98
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. The Company intends to implement the Policy as more specifically set forth in the remuneration tables below and as more specifically described herein. Our Policy applies to our Executive Director, Stephan von Schuckmann (as well as any individual that may become an Executive Director while this Policy is in effect) and also to our Non-Executive Directors.

#### Objectives of Our Director Remuneration Programs
Our philosophy in establishing compensation for our Executive Director is to align "at risk" compensation with our strategic goals and growth objectives, while offering market competitive target compensation that enables us to attract and retain highly qualified senior executives, including our Executive Director. We also aim to:

• reward outstanding individual performance;

• promote and reward the achievement of our long-term value-creation objectives;

• ensure performance accountability; and

• align the interests of our Executive Director with those of the Company and its shareholders.

Our philosophy in establishing compensation for our Non-Executive Directors is to:

• attract and retain talented individuals to help oversee the Company as members of the Board;

• align with the market value of the role; and

• align the interests of our Non-Executive Directors with those of the Company and its shareholders.

#### Changes to the Policy
This Policy was drafted in 2025, which the Board will put for shareholder approval at the 2025 Annual General Meeting of Shareholders. As compared to the Directors’ Remuneration Policy approved by shareholders in 2022, the following changes have been made:

• Altered maximum Base Salary from $2,000,000 to 20% year-over-year increase;

• Added language on special bonus not to exceed 100% of Base Salary;

• Altered maximum Annual Long-Term Incentives from $8,000,000 to 10 times Base Salary;

• Altered maximum Special Long-Term Incentives from $20,000,000 to 20 times Base Salary;

• Altered maximum Benefits from $1,000,000 to a variable value based on the Compensation Committee’s discretion;

• Altered maximum Non-Executive Director cash compensation from $300,000 to $400,000, and maximum equity retainer from $300,000 to $350,000;

• Introduced relative Total Shareholder Return (“TSR”) and Return on Invested Capital (“ROIC”) as the performance measures for the 2025 PRSUs; and

• Added details on the duration of the employment agreement with our Executive Director, Stephan von Schuckmann;

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