Company: ZLAB
Filing Date: 2025-04-18
Form Type: PRE 14A
Source: 0001628280-25-018384
Chunk: 46

Company: Zai Lab Ltd
Filing Date: 2025-04-18
Form: PRE 14A
Chunk 46
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 beginning in 2025 in order to further strengthen the alignment between executive compensation, Company performance, and shareholder expectations. PSUs constitute up to 25% of the total equity mix for our NEOs in 2025 and will vest on the three-year anniversary of the grant date, subject to satisfaction of performance targets during 2025 relating to clinical and pipeline strategic metrics (40%), revenue metrics (30%), and profit metrics (30%). This structure is designed to reinforce sustained performance accountability, strengthen shareholder alignment, and supports the Company’s long-term value creation strategy.

#### Compensation Policies and Best Practices
Our executive compensation program is designed to support our pay-for-performance culture, reflect the competitive market for skilled executives in both China and the United States, meet the unique characteristics of the Company, and have strong alignment with the interests of our shareholders. We believe the following policies and practices within our executive compensation program promote strong governance principles and are in the best interests of our shareholders:

| What We Do |     |                                                                                                                                                                                          |     | What We Don’t Do |     |                                                                             |
|            |     | Emphasize variable pay over fixed pay, with a significant portion tied to our financial results and/or progress in our clinical development programs and business development activities |     | ☒                |     | No tax gross ups                                                            |
|            |     | Maintain robust stock ownership guidelines                                                                                                                                               |     | ☒                |     | No repricing or exchange of underwater options without shareholder approval |
|            |     | Maintain anti-hedging and anti-pledging policies                                                                                                                                         |     | ☒                |     | No option or stock appreciation rights granted below fair market value      |
|            |     | Provide for “double-trigger” equity award vesting and severance benefits upon a change in control                                                                                        |     | ☒                |     | No supplemental executive retirement plans                                  |
|            |     | Use an independent compensation consultant reporting directly to the Compensation Committee                                                                                              |     | ☒                |     | No executive-only personal benefits                                         |
|            |     | Actively monitor our “burn rate” to be within industry and peer group standards                                                                                                          |     | ☒                |     | No “evergreen” feature in our equity incentive plan                         |

### WHAT GUIDES OUR PROGRAM
Principal Objectives of Our 2024 Compensation Program

Our executive compensation program is designed to drive the creation of long-term shareholder value by awarding compensation that is designed to attract, retain, and motivate strong leaders who perform at high