Company: LIN
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0000950170-25-060925
Chunk: 45

Company: LINDE PLC
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 45
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 “maximum” representing truly exceptional, outstanding performance, and a carefully and objectively established threshold level of performance, below which no incentives will be earned. • Long-term incentives should mainly be in the form of equity, which focuses executives on total Company performance in the eyes of shareholders and rewards executives when shareholders are rewarded.

Best Practices Supporting Executive Compensation Objectives

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 ✓ | WHAT WE Do Not DO: X   Guarantee bonuses for executive officers X   Allow pledging or hedging of Company stock held by officers X   Pay tax “gross-ups” on perquisites and personal benefits unless related to international assignment benefits that are available to employees generally X   Include the same metrics in the short- and long-term incentive programs X   Allow backdating or repricing of stock option awards X   Pay or accrue dividends or dividend equivalents on unvested PSU and RSU awards X   Include an excise tax “gross-up” provision in the event of a change-in-control X   Accelerate equity award vesting upon change-in-control |

Elements of Executive Compensation

| Linde plc | 43 |

Executive Compensation Matters

Compensation Discussion and Analysis

The following table describes the elements of our executive compensation program and the form of each element.

| Element                      | Form                                                                                                                                                           |
| Base Salary                  | •Cash (salary increases, if applicable, are typically made effective on April 1stof each year).                                                                |
|                              | •                                                                                                                                                              |
| Annual Variable Compensation | •Cash (based on achievement against financial, strategic non-financial, and individual objectives during the year).                                            |
|                              | •                                                                                                                                                              |
| Equity Awards                | •Stock Options (each representing the right to purchase a share of Company stock at an exercise price equal to the closing market price on the date of grant). 
 •PSUs (each representing one share of Company stock which vests only if threshold achievement against pre-established goals is met or exceeded).               
 •RSUs (each representing one share of Company stock with a time-based vesting requirement).                                                                    |

Perquisites and Personal Benefits In addition to the compensation elements described above, the Company offers certain perquisites and personal benefits to the NEOs on a limited basis. For 2024, the HC Committee reviewed and approved items that could be construed as perquisites or personal benefits for each NEO to ensure they are consistent with local country market practice or otherwise are provided for limited and specifically defined business purposes. Pay Mix For 2024, between 72% and 79%