Trane Technologies plc

This summary highlights information contained elsewhere in this Proxy Statement. For more complete information about these topics, please review Trane Technologies plc’s Annual Report on Form 10-K and the entire Proxy Statement.

Director Nominees

1 On April 3, 2026, Intel announced that Ms. Miller Boise will leave Intel effective June 1, 2026.

Board Composition

The Company’s Board of Directors serves an important role for our Company as it provides oversight and guidance to management. The Board is responsible for governance of Company activities and evaluation of management’s performance, as further described below. Each member of our Board brings valuable and varied expertise and insight that enhances the Board’s ability to fulfil its responsibilities. In selecting our director nominees, the Sustainability, Corporate Governance and Nominating Committee has considered the skills, expertise and background that each brings with an aim to promoting effective Board activity that aligns with our Company’s profile.

Board Skills and Experience

The following table shows our directors’ core skills and experience that the Sustainability, Corporate Governance and Nominating Committee and the Board evaluate when determining whether to nominate the individual for election. However, a particular nominee may possess other valuable skills, knowledge or experience even though they are not indicated below:

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Board Refreshment

Our Board composition reflects a diversity of experience and tenure. Our Corporate Governance Guidelines require each non-employee director to retire at the annual general meeting immediately following his or her 75th birthday, unless the policy is waived by the Board. No such waivers have been granted to any of our directors.

Our company does not have term limits for directors, which enables the Board to retain key experience and experience while also including fresh points of view in the governance of the Company. The following chart summarizes the Board tenure of our director nominees:

1 As of the Record Date April 9, 2026

Board Demographics

One of the three pillars of our 2030 Sustainability Commitments is Opportunity for All. Creating opportunity for all helps us drive innovation, attract and retain talent to our growing company and industry, and meet the needs of our global customer base. To that end, the Board of Directors is nominating five women directors (Ms. Arnold, Ms. Assis, Ms. Berzin, Ms. Miller Boise, and Ms. Schaeffer), one Black director (Ms. Miller Boise) and two international directors (Ms. Assis and Mr. Lee) out of a total of 11 director nominees. The tenure and experience of our directors is varied, which brings different perspectives to our Board. The profile of the director nominees as a group is illustrated below:

Director Nomination Process

The Sustainability, Corporate Governance and Nominating Committee identifies individuals qualified to become directors and recommends the candidates for all directorships.

Corporate Governance Highlights

The Company upholds the highest standards of corporate governance including:

•Substantial majority of independent director nominees (10 of 11)

•Annual election of directors

•Majority vote for directors

•Lead Independent Director

•Board oversight of risk management

•Succession planning at all management levels, including for Board Members and Chair and Chief Executive Officer

•Annual Board and committee self-assessments

•Executive sessions of non-management directors

•Continuing director education

•Meaningful executive and director stock ownership guidelines

•Board oversight of enterprise-wide sustainability program and strategy

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Executive Compensation Highlights

The Human Resources and Compensation Committee (the “HRCC”) is guided by executive compensation principles that shape the executive compensation programs that the HRCC adopts to execute on the Company’s strategies and goals.

Executive Compensation Principles

Our executive compensation programs are based on the following principles:

Executive Compensation Program Overview

The HRCC has adopted executive compensation programs with a strong link between pay and performance and the achievement of

short-term and long-term Company goals. The primary components of the executive compensation programs are base salary, Annual Incentive Matrix (“AIM”) and long-term incentives (“LTI”). The HRCC places significant emphasis on variable compensation (AIM and LTI) so that a substantial percentage of the five Named Executive Officers’ (“NEOs”) target total direct compensation (“TDC”) is contingent on the successful achievement of the Company’s short-term and long-term performance goals.

Pay for Performance

A strong pay for performance culture is paramount to our success and encourages behavior that promotes long-term value creation for our shareholders. Accordingly, each executive’s TDC is strongly tied to Company, business and individual performance against set goals. Within our AIM Program, Company and business performance are measured against pre-established financial, operational and strategic objectives, and modified by achievement toward the Company’s sustainability goals, which are all approved by the HRCC. Individual performance is measured against pre-established individual goals, inclusive of a personal sustainability commitment, as well as demonstrated leadership competencies and behaviors consistent with our leadership principles. Additionally, a portion of the executive’s LTI award is earned based on Company cash flow return on invested capital (“CROIC”) and total shareholder return (“TSR”) relative to companies in the Standard & Poor’s (“S&P”) 500 Industrials Index. In 2025, greater than 91% of our Chair and Chief Executive Officer’s TDC was performance-based and 81% of our other NEOs’ average TDC was performance-based compensation.

2025 Executive Compensation

The table below shows the 2025 compensation for our Chief Executive Officer (“CEO”) and other NEOs. Please see the notes accompanying the Summary Compensation Table on page 56 for further information.

Compensation Summary - 2025

See the “Compensation Discussion and Analysis” section for more information about our HRCC’s executive compensation principles, the programs the HRCC has adopted and the decisions the HRCC made regarding 2025 compensation.

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