HOME DEPOT, INC.

We do not target any specific peer group percentile ranking for total compensation or for any particular component of compensation for our NEOs. The LDC Committee considers each executive’s compensation history and peer group market position as reference points in setting compensation on an annual basis. For Fiscal 2025 for our CEO, the LDC Committee considered data provided by Pay Governance from two peer groups. The first group consisted of Fortune 50 companies excluding certain financial servicesand other companies due to their unique executive compensation structure, as noted below. This group reflects companies of similar size and complexity to us. The second group, listed below, consisted of the top ten retail

companies by market capitalization with which we compete for executive talent. The retail peer group was unchanged from Fiscal 2024.

In reviewing the benchmarking data from 2024 in connection with setting Mr. Decker’s target Fiscal 2025 compensation in early 2025, the LDC Committee and the independent directors also reviewed the percentile ranking of our revenues and Mr. Decker’s target total compensation compared to each of these peer groups, as reflected below:

(1) Based on one-month average in December 2024.

(2) Based on revenue for the most recently completed fiscal year as reported in SEC filings.

(3) Excludes Bank of America Corporation, Berkshire Hathaway Inc., Citigroup Inc., Fannie Mae, Freddie Mac, Goldman Sachs, JPMorgan Chase & Co., Morgan Stanley, and Wells Fargo & Company. Dell Technologies, Inc., Meta Platforms, Inc., and Tesla, Inc. were also excluded due to the atypical compensation structures of their founder/CEOs. State Farm Mutual Automobile Insurance was excluded because it is a private company and did not disclose executive compensation data.

For our other NEOs, the LDC Committee considered data from the Aon Radford McLagan Compensation Database (the “Aon Radford Database”), which provides information and comparisons on compensation for executive and industry-specific positions. For Ms. Campbell, Mr. McPhail, and Mr. Bastek, the LDC Committee also considered the compensation paid to NEOs in the retail peer group with the same pay rank within their respective companies. Mr. McPhail’s compensation was also reviewed in comparison to data from the Aon Radford Database for Fortune 50 companies. For Mr. Padilla, a broader retail survey data was used, while general industry survey data was used for Mr. Broggi, due to the nature of their roles. This data helps the LDC Committee understand compensation for the market in which the Company principally competes for retail-specific talent and for customers.