CME GROUP INC.
For the period ended Dec 31, 2025. Filed Mar 23, 2026.
View on SEC.govAbout this filing
What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
Dec 31, 2025 · Filed Mar 23, 2026
Contents
2026 PROXY STATEMENTCME GROUP73
| 2026 PROXY STATEMENT | CME GROUP | 73 |
|---|
| COMPENSATION DISCUSSION & ANALYSIS | TABLE OF CONTENTS |
|---|
| Compensation Component | Key Characteristics | Purpose | Where Reported in More Detail | |||
|---|---|---|---|---|---|---|
| Health and Welfare Plans and Retirement Plans | Fixed component of pay. | Intended to provide benefits that promote employee health and support employees in attaining financial security. | Summary Compensation Table under "Change in Pension Value and Non-Qualified Deferred Compensation Earnings" and "All Other Compensation," Pension Benefits on page 90 and Non-Qualified Deferred Compensation on page 91. | |||
| Post-Employment Compensation | Contingent compensation component. | Intended to provide a temporary income source following termination (other than for cause) including in the case of a change-in-control to ensure continuity of management during that event. | Potential Payments to Named Executive Officers on page 95 and described on page 92. |
We do not maintain formal targets for the allocation of total compensation through each of the foregoing elements. We believe that members of our senior management who have more direct responsibility for the performance of CME Group should have a greater percentage of their compensation tied to the performance of CME Group. In accordance with this philosophy:
Base salary should represent a lower percentage of overall compensation as employees gain more responsibility with more direct influence over our performance.
Employees in positions that most directly influence performance should have a larger percentage of their compensation tied to CME Group’s performance through equity awards with a portion of the equity awards tied to corporate performance goals.
Actual awards of incentive compensation should be closely aligned with the performance of CME Group.
The following are the approximate average percentages the elements represent out of the total compensation for our named executive officers as a group for 2025 as set forth in the Summary Compensation Table:
| Base Salary | AnnualCash Bonus 1 | Annual Equity 2 | OtherCompensation 3 |
|---|---|---|---|
| 11% | 30% | 55% | 4% |
1 Annual cash bonus is composed of the amounts listed in the Summary Compensation Table for 2025 under "Non-Equity Incentive Plan Compensation."
2 Annual equity value shown is composed of the amounts listed in the Summary Compensation Table for 2025 under "Stock Awards."
3 Other compensation is composed of amounts listed in the Summary Compensation Table for 2025 under "Change in Pension Value and Non-Qualified Deferred Compensation Earnings" and "All Other Compensation" columns.
| 74 | CME GROUP | 2026 PROXY STATEMENT |
| TABLE OF CONTENTS | COMPENSATION DISCUSSION & ANALYSIS |
|---|
The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.