Company: LGN
Filing Date: 2025-11-03
Form Type: DRS
Source: 0001193125-25-262782
Chunk: 167

Company: Legence Corp.
Filing Date: 2025-11-03
Form: DRS
Chunk 167
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holder value and rewarding executive officers when stockholder value increases;                        |

| • |     | ensure fairness among the executive management team by recognizing the contributions each executive makes to our 
 success;                                                                                                         |

| • |     | foster a shared commitment among executives by aligning their individual goals with the goals of the executive 
 management team and our company; and                                                                           |

| • |     | compensate our executives in a manner that incentivizes them to manage our business to meet our long-range 
 objectives.                                                                                                |

113

Confidential Treatment Requested by Legence Corp. Pursuant to 17 C.F.R. Section 200.83 To achieve these objectives, our compensation committee expects to implement new compensation plans and maintain certain of our current compensation plans in order to (i) tie a substantial portion of the executives’ overall compensation to the achievement of key strategic financial and operational goals, (ii) reward team accomplishments while promoting individual accountability that depend on Company results and individual accomplishments, and (iii) promote a long-term commitment to the Company by our executives, as we believe that there is great value to the Company in having a team of long-tenured, seasoned managers. A portion of total compensation will be placed at risk through annual performance bonuses and long-term incentives. The combination of incentives was designed to balance annual operating objectives and Company earnings performance with longer-term stockholder value creation. Our executive compensation program seeks to promote a long-term commitment to the Company by our executives. Risk Assessment The Company’s compensation programs and policies mitigate risk by combining performance-based, long-term compensation elements with payouts that are highly correlated to the value delivered to stockholders. The combination of performance measures for annual bonuses and the equity compensation programs, as well as the multiyear vesting schedules for equity awards, encourages employees to maintain both a short and a long-term view with respect to Company performance. Elements of Compensation Our executive compensation program for fiscal year 2024, which was set by the Board of Managers of Legence Parent in collaboration with the Chief Executive Officer, consists of the following components:

| • |     | base salary; |

| • |     | annual cash incentive awards linked to our overall performance; |

| • |     | long-term equity-based compensation; |

| • |     | broad-based employee benefits and perquisites; and |

| • |     | employment agreements, which contain termination benefits. |

We combine these elements in order to formulate compensation packages that (i) provide competitive pay, reward the achievement of financial, operational and strategic objectives and align