Company: LW
Filing Date: 2025-08-07
Form Type: DEF 14A
Source: 0001679273-25-000060
Chunk: 51

Company: Lamb Weston Holdings, Inc.
Filing Date: 2025-08-07
Form: DEF 14A
Chunk 51
---
employee directors.                                                                                                     |
| ✓          |     | Require both a change of control and termination of employment for accelerated equity vesting to occur in connection with a change of control (i.e., double-trigger).                                                          |
| ✓          |     | Maintain clawback policies that require the forfeiture or recoupment of awards for our executive officers under our incentive plans upon certain restatements or in the event of detrimental conduct by the executive officer. |
| ✓          |     | Use a range of strong processes and controls, including Compensation Committee and Board oversight, in our compensation practices.                                                                                             |
| ✓          |     | Use an independent compensation consultant who performs no other work for the Company.                                                                                                                                         |
| ✓          |     | Pay incentive compensation to our NEOs only after our financial results are complete and the Compensation Committee has certified our performance results.                                                                     |

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| What We Don’t Do |     |                                                                                       |
| ×                |     | No director or executive officer may pledge or hedge ownership of our stock.          |
| ×                |     | No re-pricing of options without stockholder approval and no backdating of options.   |
| ×                |     | No change of control agreements have excise tax “gross-up” protection.                |
| ×                |     | No compensation programs that encourage unreasonable risk taking will be implemented. |
| ×                |     | No member of management is involved in decisions regarding their own compensation.    |

#### 2024 Say-on-Pay Vote and Stockholder Engagement
We engage with our stockholders throughout the year, seeking their input and views on various matters, including executive appointments and management succession planning, executive compensation and human capital matters. See “Corporate Governance—Stakeholder Engagement and Communications with the Board” for a discussion of our engagement with stockholders.

Our executive compensation programs have been aligned with best practice and historically we have received strong support from our stockholders as part of the annual non-binding say-on-pay vote. The Compensation Committee upholds the integrity of our pay-for-performance philosophy by establishing challenging and rigorous performance targets, completing qualitative reviews at the end of each fiscal year and exercising its authorized discretion to lower or raise incentive plan award achievement levels to accurately reflect circumstances that were within management’s ability to control and influence. At our 2024 annual meeting of stockholders, approximately 94% of the votes cast on our 2024 advisory “say-on-pay” proposal were cast FOR