Company: PATH
Filing Date: 2025-05-13
Form Type: DEF 14A
Source: 0001734722-25-000021
Chunk: 28

Company: UiPath, Inc.
Filing Date: 2025-05-13
Form: DEF 14A
Chunk 28
---
 a primary at-risk portion of our NEO compensation package.                                                                          |     |                                                                                                                                      |

#### Consideration of 2024 Advisory "Say-On-Pay" Vote
At our Annual Meeting in 2024, we held an advisory vote regarding our executive compensation program, commonly called a “say-on-pay” vote. Of the votes cast, over 95% vo ted in favor of the “say-on-pay” resolution. We took this to represent strong support for our program. In addition, our stockholders expressed an overwhelming preference at our Annual Meeting in 2023 that we conduct a “say-on-pay” vote on an annual basis, and as such we intend to continue soliciting a vote on an annual basis.

We welcome and value the views and insights of our stockholders and conduct regular outreach to connect with our stockholders to ensure open lines of communication. Our investor relations team, with members of leadership, aims to regularly meet with our stockholders to better understand their perspective on a wide range of topics, including company strategy and performance, corporate governance practices, board structure and composition, executive compensation policies and practices, and practices relating to sustainability matters.

The feedback we receive from our stockholders through these activities is regularly communicated to the nominating and corporate governance committee and compensation committee. After careful review, our nominating and corporate governance committee and compensation committee recommend to the board whether enhancements to the Company’s policies and practices are required or recommended to respond to stockholder concerns or expectations relating to new issues or emerging trends.

As noted below under " Fiscal Year 2025 Executive Compensation Program — PSUs in Fiscal Year 2026 ," in fiscal year 2026, in part in response to stockholder feedback, we introduced performance stock units ("PSUs") as a portion of long-term equity incentive compensation for our NEOs.

Objectives, Philosophy, and Elements of Executive Compensation

Our compensation program aims to achieve the following main objectives:

• attract, retain, and reward highly-qualified executives who have the skills and leadership necessary to grow our business;

• provide incentives that motivate and reward for achievement of our key performance goals; and

• align our executives’ interests with those of our stockholders by linking their long-term incentive compensation opportunities to stockholder value creation and their cash incentives to our annual performance.

Our executive compensation program generally consists of the following three principal components: base salary, performance-based cash bonus; and long-term equity incentive compensation. We also provide our executive officers with benefits available to all our employees, including retirement benefits under UiPath