BIOMARIN PHARMACEUTICAL INC
For the period ended Jun 2, 2026. Filed Apr 21, 2026.
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Jun 2, 2026 · Filed Apr 21, 2026
Contents
Peer Group Process
The Compensation Committee, with the support of the Compensation Consultant and management, reviews trends in biotechnology company compensation practices and reviews and approves the list of peer companies used in the later stages of the process. The Compensation Committee evaluates the criteria used in establishing the peer group to ensure that it appropriately represents the companies competing with us to attract and retain the best employees, who are necessary to drive long-term stockholder value.
The selection of peer group companies is based on various factors including size, development stage and product focus. The Compensation Committee sets the ranges for the criteria to ensure that it will capture a broad set of companies. The Compensation Committee believes that this provides the best long- term trend data and minimizes year-to-year changes caused by excessive numbers of companies being added or removed due to acquisitions or product successes or failures or other major corporate events.
| Criteria for Peer Group Inclusion | Considerations for Exclusion from Peer Group |
|---|---|
| The peer group companies used to set executive compensation for 2025 (the 2025 Peer Group) included commercial biotechnology and specialty pharmaceutical companies with the following features a the time when the Compensation Committee made the decision to include them: •business models with a therapeutic focus and development stage product candidates•revenue generally between $1 billion and $5 billion •market cap generally between $5 billion and $45 billion •located predominantly in major biotechnology centers | The Compensation Committee deliberately did not include in the 2025 Peer Group any companies outside the biotechnology and specialty pharmaceutical industries, such as contract research organizations and scientific instrument and materials manufacturing and testing companies. Those companies were excluded for the following reasons: •their business models are very different from biotechnology companies like BioMarin •they lack the growth and risk profiles of companies in the biotechnology and specialty pharmaceutical industries •they do not share common financial and operational characteristics of biopharmaceutical companies |
| 2025 Peer Group | |
| Alnylam Pharmaceuticals, Inc. BeOne Medicines Ltd. (f/k/a BeiGene, Ltd.)Biogen Inc.Exelixis, Inc.Gilead Sciences, Inc.Incyte CorporationIonis Pharmaceuticals Inc. | Jazz Pharmaceuticals plcNeurocrine Biosciences, Inc.Regeneron Pharmaceuticals, Inc.Sarepta Therapeutics, Inc.Ultragenyx Pharmaceuticals Inc.United Therapeutics CorporationVertex Pharmaceuticals Incorporated |
The 2025 Peer Group reflects a slight change from the 2024 peer group by (i) removing Horizon Therapeutics plc and Seagen Inc., both of which were acquired and no longer public, and (ii) adding Gilead Sciences, Inc., Sarepta Therapeutics, Inc. and Ultragenyx Pharmaceuticals, Inc. based on the review process and criteria discussed above.
After the list of peer companies is approved, management presents recommendations to the Compensation Committee regarding proposed adjustments to compensation elements and a variety of supporting data, including compensation information from the peer group and the Radford Global Life Sciences Compensation survey and additional survey sources from the Compensation Consultant. This is presented individually for each executive officer, including the NEOs. Management and the Compensation Consultant each include significant supporting data with the presentation. These recommendations are discussed with and without management present and are discussed with the Compensation Consultant. The Compensation Committee then determines what, if any, adjustments to the compensation elements are appropriate for employees other than the CEO.
The Compensation Committee also reviews market information provided by the Compensation Consultant, considers the CEO’s performance and experience and makes recommendations for adjustments to the CEO’s compensation. These discussions are conducted in executive sessions without involvement by management. The Compensation Committee then presents the recommendations for the CEO to the Board for consideration and approval. The Board must approve each of the CEO’s individual compensation elements.
| 2026 Proxy Statement | 85 |
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