EVEREST GROUP, LTD.

Compensation Practices and 2025 Say On Pay Vote

Say on Pay

Everest received a high level of voting approval, 94%, for the Say on Pay advisory vote at its 2025 Annual General Meeting. The Compensation Committee did not make any material changes to the structure of the Company’s compensation program.

A primary focus of our Compensation Committee is ensuring that the Company’s executive compensation program

serves the best interests of our shareholders while appropriately rewarding our executive leadership for their

performance and seeks to incentivize executives to achieve long-term profitable financial results.

Our compensation program incorporates numerous best practices that address common shareholder priorities and

advance the Company’s philosophy of long-term shareholder growth.

Highlights include:

•No separate change-in-control agreement for the CEO

•CEO and all participants in the CIC Plan are subject to double-trigger provisions

•No “gross-up” payments by the Company of any “golden parachute” excise taxes upon a change in control

•Incentive cash bonuses for all Named Executive Officers tied to specific Company financial performance metrics

•The Named Executive Officers’ annual long-term incentive compensation awards are 50% in the form of

Performance Share Units (“PSUs”) that may only be earned upon satisfaction of specific Company financial

performance metrics over a 3-year period and 50% restricted stock.

•Say on Pay Advisory Vote considered by shareholders annually

•Stock ownership and retention guidelines for executive vice presidents and above

•Clawback Policy (“Clawback Policy”) that covers current and former employees, including Named Executive

Officers, providing for forfeiture and repayment of any incentive-based compensation granted or paid to an

individual during the period in which he or she engaged in material willful misconduct, including but not limited

to fraudulent misconduct and, with respect to current and former executive officers, incentive-based

compensation paid as a result of financial information that is subject to an accounting restatement, without

regard to any misconduct.

50 2026 Proxy Statement

Alignment of CEO Compensation to Shareholder Return

*CEO Compensation is the total CEO compensation from the Summary Compensation Table for each of the years listed.

**Total Stock Return Index is a measure of performance and is calculated as the change in share price plus reinvestment of dividends, assuming an initial

investment of $100.

Source: Nasdaq/Thomson

2026 Proxy Statement 51