Company: TEAM
Filing Date: 2025-10-15
Form Type: DEF 14A
Source: 0001650372-25-000058
Chunk: 40

Company: Atlassian Corp
Filing Date: 2025-10-15
Form: DEF 14A
Chunk 40
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% and 105% Cloud and Marketplace Cloud revenue attainment (i.e., 2% change in payout for each 1% change in attainment), as shown below.

| Executive Officer |     | Fiscal Year 2025 Target(1)(2) |          |     | Fiscal Year 2025 Cash Incentive Payment |          |
| Anu Bharadwaj     |     |                               | $287,301 |     |                                         | $277,540 |
| Joseph Binz       |     |                               | $341,250 |     |                                         | $329,650 |
| Rajeev Rajan      |     |                               | $341,250 |     |                                         | $329,650 |
| Brian Duffy       |     |                               | $172,500 |     |                                         | $166,640 |

(1) These amounts reflect the target dollar amount for fiscal year 2025 based on each NEO’s eligible earnings.

(2) Messrs. Cannon-Brookes and Farquhar do not participate in the annual cash incentive program due to their sizable equity stakes in Atlassian.

Long-Term Equity Incentive Compensation

Approach to Long-Term Equity Incentive Compensation

We view long-term equity incentive compensation as a critical component of our balanced total compensation programs. Our equity compensation program design is competitive, simple, and fosters an ownership mentality and a pay-for-performance orientation.

Our CEO and former Co-CEO did not participate in our long-term equity incentive compensation program in fiscal year 2025 due to their sizable equity stakes in Atlassian, which we and they feel appropriately align their personal financial interests with our performance.

| 2025 Proxy Statement |

#### 42Executive Compensation
The CLDC believes that RSUs serve as an effective retention tool for our high-performing executive officers and focus executive officers on completing long-term objectives, which will result in increased stockholder value creation over time. Our RSUs vest quarterly over a four-year vesting period, subject to continued service. In addition, annual equity awards are subject to holding requirements intended to align long-term NEO and shareholder interests.

To determine the size of the annual equity awards for our NEOs, the CLDC reviewed data provided by Semler Brossy, which estimated the range of competitive grant values among our peer companies. From that data set, individual equity award targets were established that would position our executives competitively against their market reference. Awarded equity values also took into consideration each executive’s performance, impact, the scope of