LAUREATE EDUCATION, INC.

In consultation with its independent compensation consultant and management, the Compensation Committee conducts an annual assessment of potential risks arising from its compensation programs and policies applicable to all employees, including the NEOs. Based on its assessment in 2025, the Compensation Committee reviewed and considered our compensation plans and practices for all of our employees and does not believe that our compensation policies and practices create risks that are reasonably likely to have a material adverse effect on the Company. We utilize many design features that mitigate the possibility of encouraging excessive risk-taking behavior. Among these design features are the following:

•reasonable goals and objectives that are well-defined and communicated;

•balance of short- and long-term variable compensation tied to a mix of financial and operational objectives;

24 Laureate Education, Inc.

•capping annual incentive plan payouts;

•the Compensation Committee’s ability to exercise downward discretion in determining payouts;

•market-aligned severance policy for executives that does not have automatic single-trigger equity vesting;

•a strong recoupment (“clawback”) policy;

•retaining an independent compensation consultant for the Compensation Committee;

•stock ownership guidelines; and

•prohibition on executive officers and directors engaging in any form of hedging transaction or holding Laureate securities in margin accounts, or pledging Laureate securities as collateral for loans.