Company: DHR
Filing Date: 2025-03-26
Form Type: DEF 14A
Source: 0000313616-25-000081
Chunk: 5

Company: DANAHER CORP /DE/
Filing Date: 2025-03-26
Form: DEF 14A
Chunk 5
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 program based on elements of the Task Force on Climate-Related Financial Disclosures (TCFD) recommendations                                                                                                                                                                                                      |

Executive Compensation Highlights

### Overview of Executive Compensation Program
As discussed in detail under “Compensation Discussion and Analysis,” with the goal of building long-term value for our shareholders, we have developed an executive compensation program designed to:

• attract and retain executives with the leadership skills, attributes and experience necessary to succeed in an enterprise with Danaher’s size, diversity and global footprint;

• motivate executives to demonstrate exceptional personal performance and perform consistently at or above the levels that we expect, over the long-term and through a range of economic cycles; and

• link compensation to the achievement of corporate goals that we believe best correlate with the creation of long-term shareholder value.

To achieve these objectives our compensation program combines annual and long-term components, cash and equity, and fixed and variable elements, with a bias toward long-term, performance-based equity awards tied closely to shareholder returns and subject to significant vesting and/or holding periods. Our executive compensation program rewards our executive officers when they help increase long-term shareholder value, achieve annual business goals and build long-term careers with Danaher.

| 2025 Notice of Annual Meeting and Proxy Statement |     | 9 |

Compensation Governance

Our Compensation Committee also recognizes that the success of our executive compensation program over the long-term requires a robust framework of compensation governance. As a result, the Committee regularly reviews external executive compensation practices and trends and incorporated best practices into our 2024 executive compensation program:

|                                                                                                                                                        |     | What We Do |     |                                                                                                                  |     | What We Don't Do |
| Four-year vesting requirement for stock options; three-yearperformance period plus further two-year holding periodfor Performance Stock Units ("PSUs") |     |            |     | No tax gross-up provisions(except as applicable to management employees generally such as our relocation policy) |     |                  |
| Incentive compensation programs featuremultiple, differentperformance measures aligned with the Company’sstrategic performance metrics                 |     |            |     | No dividends/dividend equivalents paid on unvestedequity awards                                                  |     |                  |
| Short-term and long-term performance metrics thatbalance ourabsolute performance and our relative performance versuspeer companies                     |     |            |     | No “single trigger” change of control benefits                                                                   |     |                  |
| Rigorous, no-fault clawback policiesthat are triggered even in the absence of wrongdoing                                                               |     |            |