Company: ACEL
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001628280-25-018604
Chunk: 40

Company: Accel Entertainment, Inc.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 40
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 relevant. We believe the review of both peer group and survey data will provide an appropriate comprehensive market overview for determining compensation adjustments.

The Compensation Committee uses competitive compensation data from the annual total compensation study of peer companies and surveys to inform decisions about overall compensation opportunities and specific compensation elements. Additionally, the Compensation Committee uses multiple reference points when establishing targeted compensation levels. The Compensation Committee does not benchmark specific compensation elements or total compensation to any specific percentile relative to the peer companies or the broader United States market. Instead, the Compensation Committee applies judgment and discretion in establishing targeted pay levels, taking into account not only competitive market data, but also factors such as Company, business and individual performance, scope of responsibility, critical needs and skill sets, leadership potential and succession planning.

#### Key Elements of Executive Compensation Program
Base Salary

Base salaries are designed to recognize the competency, experience and performance an executive brings to the position. For fiscal year 2024, compensation decisions were based on a combination of competition peer company and broader U.S. market data provided by our independent consultant, internal equity and alignment, and individual performance. The Compensation Committee reviews base salaries for our executive officers annually.

| Name                 |     | 2023 Base Salary |         |     | 2024 Base Salary |         |     | % Change |      |   |
|:---------------------|:----|:-----------------|--------:|:----|:-----------------|--------:|:----|:---------|-----:|:--|
| Andrew Rubenstein(1) |     | $                | 925,000 |     | $                | 948,125 |     |          | 2.50 | % |
| Mathew Ellis(1)      |     |                  | 385,000 |     |                  | 394,625 |     |          | 2.50 | % |
| Derek Harmer(1)      |     |                  | 450,000 |     |                  | 461,250 |     |          | 2.50 | % |
| Mark Phelan(1)       |     |                  | 475,000 |     |                  | 482,125 |     |          | 1.50 | % |

(1) Increases represent market adjustments following the Compensation Committee’s review of competitive market data from Aon’s 2023 pay study.

During 2024, base salary adjustments and determinations were recommended by the Compensation Committee based on the assessment of each executive officer as described above under “