CME GROUP INC.

The compensation committee designs our compensation program to motivate our senior management group to lead our entire company toward achieving short- and long-term financial and strategic goals, in addition to increasing shareholder value, all without encouraging excessive risk taking. The committee continually evaluates what it considers to be best practices in executive compensation, and modifies our program to support our strategies and provide an appropriate balance of risk and reward. The following highlights our current compensation practices that we believe drive performance and focus our senior management group on the creation of long-term value:

•We tie pay to performance. In 2024, at least 50% of the target total compensation opportunity for our named executive officers was tied to specific cash earnings, net income margin or relative TSR performance goals.

•We set objective targets tied to company performance for our annual cash bonus that must be met at the threshold level in order to fund the annual bonus pool.

•We mitigate undue risk, including utilizing caps on potential payouts and clawback provisions.

•We have reasonable post-employment and change of control provisions.

•We use employment contracts on a limited basis. Contracts do not include excessive severance payments or "golden parachute" tax gross ups.

•We have adopted stock ownership guidelines and restrictions on hedging and pledging transactions to ensure our executives' interests are linked to those of our shareholders.

•We provide only modest perquisites.

•Our compensation committee reviews the reasonableness of our compensation by reviewing "tally" sheets and wealth accumulation reports.

•Our compensation committee consults with its independent compensation consultant when considering significant changes to our program.