Company: PHR
Filing Date: 2025-05-14
Form Type: DEF 14A
Source: 0001412408-25-000027
Chunk: 75

Company: Phreesia, Inc.
Filing Date: 2025-05-14
Form: DEF 14A
Chunk 75
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 110,544 |     |                                    |           |
| 2H/FY Bonus (2) |     | 01/31/25      |     |            |       — |     |                                                                 |       — |     |             |   |     | — |     |                                                             |  7,199 |     |            |  10,798 |     |             |         |     |      — |     |                                                   |   260,628 |     |                                    |           |

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(1) On January 2, 2025 the Company granted PSUs to all NEOs. Each award is eligible to vest up to 220% of target based on the Company’s TSR, relative to a peer group of companies on the Russell 3000 stock index. The Company estimates the fair value of the PSUs using a Monte Carlo Simulation model which projected TSR for Phreesia and each member of the peer group (i) over the three-year performance period for the 2023 and 2024 PSUs and (ii) 50% over each of the 2.5-year and three-year performance periods for the 2025 PSUs for the purposes of this table and the Summary Compensation Table. The lowest payout point represented within the threshold column is 35%, with the maximum being 220%. We recognize the grant date fair value of stock-based awards issued as compensation expense on a straight-line basis over the requisite service period, which is generally the vesting period of the award.

(2) Per the Senior Executive Cash Incentive Bonus Plan, non-equity incentive plan awards are paid out in cash based on the performance during fiscal 2025. The payouts of these cash bonuses range from 0%-150% of the target bonus amount, with no minimum amount once exceeding the 0% threshold. For the first half and full fiscal 2025 bonus that were paid out in the second half of fiscal 2025 and first half of fiscal 2026, respectively, each of our NEOs elected at the beginning of fiscal 2025 to receive 100% of their cash bonuses in fully-vested RSUs at a 15% premium to the earned cash amount (subject to a one-year holding period for our Chief Executive Officer and our Chief Operating Officer), except Mr. Linetsky, who elected to receive 50% of his cash bonus in fully-vested RSUs and 50% in cash.

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