Company: JLL
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001037976-25-000014
Chunk: 72

Company: JONES LANG LASALLE INC
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 72
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 consultant for a minimum of 10 hours per month and agrees to continue to provide support for an hourly fee. In connection with Mr. Lerner’s termination, incentive compensation previously awarded was forfeited on the Termination Date, with the exception of 18,264 unvested RSUs which remained outstanding and will continue to vest during Mr. Lerner’s post-termination consultancy period, which will end on April 30, 2027. Mr. Lerner also received a lump cash severance payment of approximately $3,983,077 (equal to fifty-four (54) weeks of base salary at an annual rate of $623,076.92 plus one (1) times his target annual AIP of $1,920,000 plus a 2024 annual bonus of $1,440,000 (representing target bonus pro-rated based on months of service)).In addition, Mr. Lerner’s separation agreement provides that the Company will pay for six (6) months of actual cost to provide the benefits of an executive-level outplacement counseling service selected by the Company, provided that Mr. Lerner must commence such outplacement services within six (6) months of his termination date. The separation letter agreement includes a release of claims.

| 68 |     | 2025 Proxy Statement |

Executive Compensation

Executive compensation tables

Chief Executive Officer pay ratio disclosure

#### Methodology for identifying the median employee
The Compensation Committee reviewed a comparison of our CEO’s annual total compensation in 2024 to that of the median employee’s annual total compensation for the same period. As permitted under Item 402(u), the Company determined that during 2024, there was not a significant change in our employee population, compensation arrangements, or in our median employee’s circumstances that we reasonably believe would significantly affect our pay ratio disclosure. As a result , we are using the same median for 2024 as used for 2023.

Further, as part of our methodology under the “de minimis” exemption, we excluded a total of 5,021 non-U.S. employees (approximately 4.7% of our total workforce) in 51 countries, as set forth in further detail on Annex B .

As a global organization, we had approximately 106,000 employees operating in over 80 countries at the end of 2023 (with approximately 69,000 employees outside the U.S.). Our objective is to provide competitive compensation commensurate with each employee’s position and geographic location. The following ratio of our CEO