Company: PATH
Filing Date: 2025-05-13
Form Type: DEF 14A
Source: 0001734722-25-000021
Chunk: 30

Company: UiPath, Inc.
Filing Date: 2025-05-13
Form: DEF 14A
Chunk 30
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 of short-term and long-term incentives to maximize stockholder value.

We do not have any formal policies for allocating compensation among salary, performance bonus awards, and equity grants, short-term and long-term compensation, or among cash and non-cash compensation. Instead, the compensation committee, with feedback from its compensation consultant, uses its judgment to establish a total compensation program for each NEO that is a mix of current, short-term, and long-term incentive compensation, and cash and non-cash compensation, that it believes appropriate to achieve the goals of our executive compensation program and our corporate objectives. In fiscal year 2025, we structured a significant portion of the NEOs’ total target compensation to be comprised of performance-based bonus opportunities and long-term equity awards with multi-year vesting in order to align the NEOs’ incentives with the interests of our stockholders and our corporate goals.

#### How We Determine Executive Compensation

### Role of our Compensation Committee, Management and our Board
The compensation committee is appointed by our board of directors and helps our board of directors oversee our compensation policies, plans, and programs with the goal of attracting, incentivizing, retaining, and rewarding top-quality executive management and employees. The compensation committee is responsible for reviewing and determining all compensation paid to our NEOs a nd also reviews our compensation practices and policies as they relate to risk management and risk-taking incentives. Our compensation committee consists solely of independent members of our board.

The compensation committee meets periodically throughout the year to manage and evaluate our executive compensation program, and generally determines the principal components of compensation (base salary, performance bonus, and equity awards) for our executive officers on an annual basis; however, decisions may occur at other times for new hires, promotions, or other special circumstances as our compensation committee determines appropriate. The compensation committee does not delegate authority to approve executive officer compensation.

In fulfilling its responsibilities, the compensat ion committee considers input from an independent compensation consultant and, as appropriate, management. Mr. Dines and Mr. Enslin (prior to his departure) evaluated and provided to the compensation committee performance assessments and compensation recommendations for fiscal year 2025 . Neither Mr. Dines nor Mr. Enslin participated in the deliberations concerning, or the determination of, his own performance and compensation. The compensation committee discusses and makes final determinations with respect to executive compensation matters without the Chief Executive Officer present during discussions of his compensation.

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#### Role of Compensation Consultant
The compensation committee has the sole authority to retain compensation consultants