Company: TEAM
Filing Date: 2025-10-15
Form Type: DEF 14A
Source: 0001650372-25-000058
Chunk: 32

Company: Atlassian Corp
Filing Date: 2025-10-15
Form: DEF 14A
Chunk 32
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 | •No one-time awards outside of new hire awards were provided to executives in fiscal year 2025                                                                                                                                                                                                                                                                                                                                                                                                                                                                |
| •Lack of performance-based criteria on the vesting of equity awards                                         |     | •Continuously evaluating peer practices and designs to inform potential evolutions to our structure that are (a) consistent with our compensation philosophy and principles and (b) complementary to our existing ownership guidelines and holding requirements                                                                                                                                                                                                                                                                                               |
| •Lack of risk mitigators (e.g., clawback policies, stock ownership guidelines, holding period requirements) |     | •Maintained our peer group-leading executive stock ownership requirements and holding requirements which require executives to hold 20% of post-tax shares from all equity awards, except for new-hire awards. Assuming neutral share price performance, non-CEO NEOs would be required to hold shares valued at over seven times their annualized base salary on average over ten years to build a meaningful ownership stake. The next highest requirement for a non-CEO NEO within our peer group is five times their base salary over a five-year period. |

| 2025 Proxy Statement |

#### Executive Compensation37

#### Compensation Philosophy and Governance Practices
Executive Compensation Philosophy & Principles

Our executive compensation philosophy is based on the understanding that for us to be successful, we must attract, motivate, reward, and retain high-caliber talent. We also recognize the need to create a strong pay-for-performance connection through our compensation programs and establish a long-term ownership mentality. As such, our programs are focused on providing our executives the opportunity to earn competitive pay levels, with the ability to exceed these levels with strong company and individual performance. Further, we deliver the vast majority of each non-CEO executive’s compensation in the form of equity, which features a multi-year vesting period, and we prioritize ensuring our executives have a meaningful equity stake in Atlassian to further align their long-term wealth creation with that of our stockholders. Our philosophy adheres to the following guiding principles:

1. We aim to foster long-term thinking and an ownership culture. We have instilled a focus beyond annual results in favor of sustained, long-term performance, with an emphasis on equity ownership. For our NEOs, excluding our CEO, 90% of pay is tied to long-term incentive awards which creates immediate alignment with our stockholders. We adopted a rigorous stock ownership policy to foster an ownership mentality, go-forward business strategy accountability, and long-term thinking.

2. We strive for simplicity. Our compensation programs are deliberately simple to avoid