Company: MDXG
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001376339-25-000048
Chunk: 40

Company: MIMEDX GROUP, INC.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 40
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 without shareholder approval |
| Conduct an annual say-on-pay vote                                                                                                                                                  |     |                                                                 |
| Maintain a Clawback Policy for certain situations                                                                                                                                  |     | No excessive perquisites for our executives                     |
| Conduct an Annual Compensation Risk Assessment                                                                                                                                     |     | No guaranteed bonuses, pay increases, or equity awards          |

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| Benchmark our compensation practices to ensure executive compensation is competitive with practices of our peer group |     | No single trigger change in control payments, other than our Chief Executive Officer’s equity awards |
|                                                                                                                       |     | No tax gross-ups on change in control payments                                                       |

#### Pay Setting Process

#### Role of the Compensation Committee
The Compensation Committee, or Committee, is responsible for evaluating and determining the compensation paid to the NEOs and all other direct reports to the CEO. All components of compensation for these executives are then recommended by the Committee to the Board for approval. The Committee takes inputs from business performance needs, market and industry data, and advice from qualified independent compensation consultants to help structure our various elements of executive compensation for effectiveness.

#### Role of the Independent Compensation Consultants
In making compensation decisions for 2024, the Committee engaged the independent compensation consultant, Willis Towers Watson. The independent compensation consultant is solely hired by, and reports directly to, the Committee. The Committee also has the sole authority to retain and terminate the independent consultant. At the Committee’s discretion, the role of the independent compensation consultant is to:

• Provide independent advice to the Committee on current compensation trends and best practices;

• Advise on plans or practices that may improve our compensation program’s effectiveness;

• Attend Committee meetings; and

• Conducts compensation-related research.

Willis Towers Watson has confirmed to the Committee that it is free of any conflicts of interest and is independent under applicable rules.

#### Role of Management
Our CEO and our other executive officers do not set their own compensation, nor are they present when the Committee sets their specific individual compensation. Our CEO provides an evaluation of each executive officer’s performance to the Committee, and makes recommendations with respect to base salary, target incentives (cash and stock) and award amounts for each executive. This feedback is considered by the Committee, which makes its own determination and recommendation to the Board.

Our Chief Human Resources Officer provides the CEO and the Committee with additional analysis and guidance as may be required to enable the CEO to make informed recommendations and enable the Committee to evaluate these recommendations and execute its responsibilities.

#### Use of a Peer Group
The peer group used by