DEF 14A of Cousins Properties Inc, Mar 18, 2026

DEF 14A of Cousins Properties Inc

Filed Mar 18, 2026 · FY20250000025232-26-000031

Open on EDGAR

  1. ELECTION OF DIRECTORS

    ELECTION OF DIRECTORS The Board of Directors (the “Board”) of Cousins Properties Incorporated (“we,” “our,” “us,” the “Company,” or “Cousins”) is asking you to elect nine directors (the “Directors”). The table below provides summary information about the nine Director nominees. All of the nominees currently serve on the Board. Our Bylaws provide for majority voting in uncontested Director elections. Therefore, a nominee will only be elected if the number of votes cast for the nominee’s election is greater than the number of votes cast against that nominee. For more information about the nominees, including information about the qualifications, attributes, and skills of the nominees, see page 20.

  2. ELECTION OF DIRECTORS

    | | | | | | Board Committees | | | | | | | Name | Age | Director Since | Primary Occupation | Audit | Compensation & Human Capital | Nominating/ Governance | Sustainability | Executive | | | | | | | | | | | | | | Charles T. Cannada | 67 | 2016 | Private Investor | | | | | | | | | | | | | | | | | | | Robert M. Chapman | 72 | 2015 | Chair of the Board of Cousins; Former Chief Executive Officer of CenterPoint Properties Trust | | | | | | | | M. Colin Connolly | 49 | 2019 | President and Chief Executive Officer of Cousins | | | | | | | | | | | | | | | | | | | Scott W. Fordham | 58 | 2019 | Former Chief Executive Officer of TIER REIT, Inc. | | | | | | | | | | | | | | | | | | | Susan L. Givens | 49 | 2025 | Former executive with Blackstone | | | | | | | | | | | | | | | | | | | R. Kent Griffin Jr. | 56 | 2019 | Managing Director of PHICAS Investors | | | | | | | | | | | | | | | | | | | Donna W. Hyland | 65 | 2014 | President and Chief Executive Officer of Children’s Healthcare of Atlanta | | | | | | | | | | | | | | | | | | | Dionne Nelson | 54 | 2021 | Chief Executive Officer of Laurel Street | | | | | | | | | | | | | | | | | | | R. Dary Stone | 72 | 2018 | President and Chief Executive Officer of R.D. Stone Interests | | | | | |

  3. ELECTION OF DIRECTORS

    = Committee member = Committee Chair

  4. ELECTION OF DIRECTORS

    | 13 | COUSINS 2026 PROXY STATEMENT |

  5. GENERAL INFORMATION

    GENERAL INFORMATION WHY IS THIS PROXY STATEMENT BEING MADE AVAILABLE? Our Board of Directors has made this proxy statement available to you because you owned shares of our common stock at the close of business on March 2, 2026, and our Board of Directors is soliciting your proxy to vote your shares at the Annual Meeting. This proxy statement describes issues on which we would like you to vote at our Annual Meeting. It also gives you information on these issues so that you can make an informed decision, in accordance with the rules of the Securities and Exchange Commission (“SEC”), and is designed to assist you in voting. WHAT IS A PROXY? A proxy enables a stockholder to vote without physically attending the meeting. Technically, it is your legal designation of another person to vote the stock you own. That other person is called a proxy. The document in which you designate that person is called a proxy or a proxy card. Two of our Directors have been designated as proxies for the 2026 Annual Meeting of Stockholders. These Directors are M. Colin Connolly and Robert M. Chapman. WHY DID I RECEIVE A NOTICE OF INTERNET AVAILABILITY OF PROXY MATERIALS IN THE MAIL INSTEAD OF A PRINTED SET OF PROXY MATERIALS? Pursuant to rules adopted by the SEC, we are permitted to furnish our proxy materials over the internet to our stockholders by delivering a Notice of Internet Availability of Proxy Materials in the mail. The Notice of Internet Availability of Proxy Materials instructs you on how to access and review the proxy statement and 2025 Annual Report to Stockholders over the internet. The Notice of Internet Availability of Proxy Materials also instructs you on how you may submit your proxy over the internet at www.proxyvote.com. We believe that this e-proxy process expedites stockholders’ receipt of proxy materials, while also lowering our costs and reducing the environmental impact of our annual meeting. We have used this e-proxy process to furnish proxy materials to certain of our stockholders over the internet. If you received a Notice of Internet Availability of Proxy Materials in the mail and would like to receive a printed copy of our proxy materials, you should follow the instructions for requesting these materials provided in the Notice of Internet Availability of Proxy Materials. If you received a paper copy of this proxy statement by mail and you wish to receive a Notice of Internet Availability of Proxy Materials of next year’s proxy statement, you can elect to receive an e-mail message that will provide a link to these documents. By opting to receive the notice of availability and accessing your proxy materials online, you will save the Company the cost of producing and mailing documents to you, reduce the amount of mail you receive, and help preserve environmental resources. To sign up for electronic delivery, please follow the instructions on the Notice of Internet Availability of Proxy Materials, and, when prompted, indicate that you agree to receive or access materials electronically in future years. WHO IS ENTITLED TO VOTE? Holders of our common stock at the close of business on March 2, 2026, are entitled to receive notice of the meeting and to vote at the meeting and any postponements or adjournments of the meeting. March 2, 2026, is referred to as the “record date.” Promenade Campus l | Atlanta

  6. GENERAL INFORMATION

    | 15 | COUSINS 2026 PROXY STATEMENT |

  7. GENERAL INFORMATION

    TO HOW MANY VOTES IS EACH SHARE OF COMMON STOCK ENTITLED? Holders of our common stock are entitled to one vote per share. HOW DO I VOTE? Common stockholders of record may vote: •via the Proxy Vote Mobile App, which is available for download through the Apple App Store or Google Play Store; •over the internet at www.proxyvote.com, as noted in the Notice of Internet Availability of Proxy Materials or your proxy card (if you received a proxy card); •by telephone at 1-800-690-6903, as shown on your proxy card (if you received a proxy card); •by signing and dating your proxy card (if you received a proxy card) and mailing it in the postage-paid and addressed envelope enclosed therewith to Vote Processing, c/o Broadridge, 51 Mercedes Way, Edgewood, New York 11717; or •by attending the Annual Meeting and voting in person. If you have internet access, we encourage you to vote via the internet. It is convenient, more environmentally friendly, and saves us significant postage and processing costs. In addition, when you vote by proxy via the internet or by phone prior to the meeting date, your proxy vote is recorded immediately, and there is no risk that postal delays will cause your proxy vote to arrive late and, therefore, not be counted. If voting by mobile app, internet, telephone, or mail, your vote must be received not later than April 27, 2026. WHAT IS THE DIFFERENCE BETWEEN A STOCKHOLDER OF RECORD AND A STOCKHOLDER WHO HOLDS COMMON STOCK IN “STREET NAME?” If your shares of common stock are registered in your name, you are a stockholder of record. If your shares are in the name of your broker or bank, your shares are held in “street name.” If you hold your shares of common stock are held in a street name, please refer to the instructions provided by your broker or bank regarding how to vote your shares or to revoke your voting instructions. The availability of telephone and internet voting depends on the process of the broker, bank, or other nominee. Street name holders may vote in person only if they have a legal proxy to vote their shares as described above (see "What is a Proxy"). WHAT IF I CHANGE MY MIND AFTER I RETURN MY PROXY? You may revoke your proxy and change your vote at any time before the polls close at the Annual Meeting. You may do this by: •sending written notice of revocation to our Corporate Secretary at 3344 Peachtree Road NE, Suite 1800, Atlanta, Georgia 30326-4802; •submitting a subsequent proxy via mobile app, internet, or telephone or executing a new proxy card with a later date; or •voting in person at the Annual Meeting. Written notice of revocation or submission of a subsequent proxy must be received not later than April 27, 2026 to be valid. Attendance at the meeting will not by itself revoke a proxy; revocation of a proxy during attendance at the Annual Meeting must occur prior to the close of balloting.

  8. GENERAL INFORMATION

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  9. GENERAL INFORMATION

    ON WHAT ITEMS AM I VOTING? You are being asked to vote on four items: •to elect nine Directors nominated by the Board of Directors; •to approve, on an advisory basis, the compensation of the Named Executive Officers as disclosed in this proxy statement; •to approve an amendment and restatement of the 2019 Omnibus Incentive Stock Plan; and •to ratify the appointment of Deloitte as our independent registered public accounting firm for the year ending December 31, 2026. No cumulative voting rights are authorized, and dissenters’ rights are not applicable to these matters. HOW MAY I VOTE FOR THE NOMINEES FOR ELECTION OF DIRECTORS, AND HOW MANY VOTES MUST THE NOMINEES RECEIVE TO BE ELECTED? With respect to the election of Directors, you may: •vote FOR the nine nominees for Director; •vote AGAINST the nine nominees for Director; •vote FOR certain of the nominees for Director and vote AGAINST the remaining nominees; or •ABSTAIN from voting on one or more of the nominees for Director. Our Bylaws provide for majority voting in uncontested Director elections. Under the majority voting standard, Directors are elected by a majority of the votes cast, which means that the number of shares voted for a Director must exceed the number of shares voted against that Director. Abstentions are not considered votes cast for or against the nominee under a majority voting standard, and abstentions and broker non-votes will have no effect on the outcome of the vote. WHAT HAPPENS IF A NOMINEE IS UNABLE TO STAND FOR ELECTION? If a nominee is unable to stand for election, the Board may, by resolution, provide for a lesser number of Directors or designate a substitute nominee. If the Board designates a substitute nominee, shares represented by proxies voted for the nominee unable to stand for election will be voted for the substitute nominee. In no event may proxies be voted for more than nine Directors at the Annual Meeting. HOW MAY I VOTE ON THE PROPOSAL TO APPROVE, ON AN ADVISORY BASIS, THE COMPENSATION OF THE NAMED EXECUTIVE OFFICERS FOR 2025 AS DISCLOSED IN THIS PROXY STATEMENT, AND HOW MANY VOTES MUST THE PROPOSAL RECEIVE TO PASS? With respect to this proposal, you may: •vote FOR the proposal; •vote AGAINST the proposal; or •ABSTAIN from voting on the proposal. The proposal is approved if the votes cast favoring the proposal exceed the votes cast opposing the proposal. Abstentions and broker non-votes will have no effect on the outcome of the vote.

  10. GENERAL INFORMATION

    | 17 | COUSINS 2026 PROXY STATEMENT |

  11. GENERAL INFORMATION

    HOW MAY I VOTE ON THE PROPOSAL TO APPROVE THE AMENDED PLAN AS DISCLOSED IN THIS PROXY STATEMENT, AND HOW MANY VOTES MUST THE PROPOSAL RECEIVE TO PASS? With respect to this proposal, you may: •vote FOR the proposal; •vote AGAINST the proposal; or •ABSTAIN from voting on the proposal. The proposal is approved if the votes cast favoring the proposal exceed the votes cast opposing the proposal. Abstentions and broker non-votes will have no effect on the outcome of the vote. HOW MAY I VOTE FOR THE RATIFICATION OF THE APPOINTMENT OF THE INDEPENDENT REGISTERED PUBLIC ACCOUNTING FIRM FOR 2026, AND HOW MANY VOTES MUST THE PROPOSAL RECEIVE TO PASS? With respect to the proposal to ratify the independent registered public accounting firm, you may: •vote FOR the proposal; •vote AGAINST the proposal; or •ABSTAIN from voting on the proposal. The proposal is approved if the votes cast favoring the proposal exceed the votes cast opposing the proposal. Abstentions and broker non-votes will have no effect on the outcome of the vote. HOW DOES THE BOARD OF DIRECTORS RECOMMEND THAT I VOTE? The Board recommends a vote: •FOR the nine Director nominees; •FOR the approval, on an advisory basis, of executive compensation; •FOR the approval of the Amended Plan; and •FOR the ratification of the appointment of the independent registered public accounting firm for 2026. WHAT HAPPENS IF I SIGN AND RETURN MY PROXY CARD BUT DO NOT PROVIDE VOTING INSTRUCTIONS? If you return a signed proxy card but do not provide voting instructions, your shares of common stock will be voted: •FOR the nine Director nominees; •FOR the approval, on an advisory basis, of executive compensation; •FOR the approval of the Amended Plan; and •FOR the ratification of the appointment of the independent registered public accounting firm for 2026. I HAVE RECEIVED MY PROXY CARD, BUT I HAVE NOT YET VOTED. WILL I BE ALLOWED TO ATTEND THE ANNUAL MEETING? Yes. All stockholders as of the Record Date may attend the Annual Meeting. Please bring two (2) valid forms of identification and your proxy card when attending. In addition to registering for the meeting, stockholders who hold their shares in a street name that wish to vote at the meeting must obtain a legal proxy from their bank, broker, or other

  12. GENERAL INFORMATION

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  13. GENERAL INFORMATION

    nominee prior to the meeting. You will need to have an electronic image (such as a PDF file or scan) of the legal proxy with you if you are voting at the meeting. WILL MY SHARES BE VOTED IF I DO NOT SIGN AND RETURN MY PROXY CARD, VOTE BY PHONE OR VOTE OVER THE INTERNET? If you are a common stockholder and you do not sign and return your proxy card, vote by phone, vote over the internet, or vote in person at the Annual Meeting, your shares will not be voted and will not count in deciding the matters presented for stockholder consideration in this proxy statement. If your shares of common stock are held in “street name” through a broker or bank and you do not provide voting instructions before the Annual Meeting, your broker or bank may vote your shares on your behalf under certain limited circumstances, in accordance with NYSE rules that govern the banks and brokers. These circumstances include voting your shares on “routine matters,” including the ratification of the appointment of our independent registered public accounting firm described in this proxy statement. Therefore, with respect to this proposal, if you do not vote your shares, your bank or broker may vote your shares on your behalf or leave your shares unvoted. The remaining proposals — the election of Directors, the advisory vote on executive compensation, and the approval of the Amended Plan — are not considered routine matters under NYSE rules relating to voting by banks and brokers. When a proposal is not a routine matter and the brokerage firm has not received voting instructions from the beneficial owner of the shares with respect to that proposal, the brokerage firm cannot vote the shares on that proposal. This is called a “broker non-vote.” Broker non-votes that are represented at the Annual Meeting will be counted for purposes of establishing a quorum, but not for determining the number of shares voted for or against the non-routine matter. We encourage you to provide instructions to your bank or brokerage firm by voting your proxy. This action ensures your shares will be voted at the meeting in accordance with your wishes. HOW MANY VOTES DO YOU NEED TO HOLD THE ANNUAL MEETING? Shares of our common stock are counted as present at the Annual Meeting if the stockholder either attends in person at the Annual Meeting or properly submitted a proxy. As of the record date, 166,149,848 shares of our common stock were outstanding and are entitled to vote at the Annual Meeting. Holders of a majority of the outstanding shares entitled to vote as of the record date, as to each proposal, must be represented at the Annual Meeting either by attending in person or by proxy in order to hold the Annual Meeting and conduct business. This is called a quorum. Abstentions and broker non-votes will be counted for purposes of establishing a quorum at the meeting. IF I SHARE MY RESIDENCE WITH ANOTHER STOCKHOLDER, HOW MANY COPIES OF THE NOTICE OF INTERNET AVAILABILITY OF PROXY MATERIALS OR OF THE PRINTED PROXY MATERIALS WILL I RECEIVE? In accordance with SEC rules, we are sending only a single Notice of Internet Availability of Proxy Materials or set of the printed proxy materials to any household at which two or more stockholders reside if they share the same last name or we reasonably believe they are members of the same family, unless we have received instructions to the contrary from any stockholder at that address. This practice, known as “householding,” reduces the volume of duplicate information received at your household and helps us reduce costs. Each stockholder subject to householding that requests printed proxy materials will receive a separate proxy card or voting instruction card. We will deliver promptly, upon written request, a separate copy of the annual report or proxy statement, as applicable, to a stockholder at a shared address to which a single copy of the document was previously delivered. If you received a single set of these documents for this year, but you would prefer to receive your own copy, you may direct requests for separate copies to our Transfer Agent through their Shareholder Central portal at

  14. GENERAL INFORMATION

    | 19 | COUSINS 2026 PROXY STATEMENT |

  15. GENERAL INFORMATION

    www.equiniti.com or at the following address: EQ, Attn: EQ - Automated Scanning Team, 1110 Centre Pointe Curve, Suite 101, Mendota Heights, MN 55120-4100, or you may call (800) 937-5449 (within the U.S.) or (718) 921-8124 (outside of the U.S.) or email HelpAST@equiniti.com. If you are a stockholder who receives multiple copies of our proxy materials, you may request householding by contacting us in the same manner and requesting a householding consent form. WHAT IF I CONSENT TO HAVE ONE SET OF MATERIALS MAILED NOW BUT CHANGE MY MIND LATER? You may withdraw your householding consent at any time by contacting our Transfer Agent at the address, telephone number, and/or email address provided above. We will begin sending separate copies of stockholder communications to you within 30 days of receipt of your written or oral instruction. THE REASON I RECEIVE MULTIPLE SETS OF MATERIALS IS BECAUSE SOME OF THE SHARES BELONG TO MY CHILDREN. WHAT HAPPENS IF THEY MOVE OUT AND NO LONGER LIVE IN MY HOUSEHOLD? When we receive notice of an address change for one of the members of the household, we will begin sending separate copies of stockholder communications directly to the stockholder at his or her new address. You may notify us of a change of address by contacting our Transfer Agent at the address, telephone number, and/or email address provided above. IMPORTANT NOTICE REGARDING THE AVAILABILITY OF PROXY MATERIALS FOR THE 2026 ANNUAL MEETING OF STOCKHOLDERS TO BE HELD ON APRIL 28, 2026: The proxy statement and annual report on Form 10-K for the year ended December 31, 2025, are available at www.proxyvote.com. As permitted by SEC rules, to save money and help conserve natural resources, we are making this proxy statement and our 2025 Annual Report, including a copy of our annual report on Form 10-K and financial statements for the year ended December 31, 2025, available to our stockholders electronically via the Internet instead of mailing them. On or about March 18, 2026, we began mailing to many of our stockholders a Notice of Internet Availability of Proxy Materials (“Notice”) containing instructions on how to access this proxy statement and our annual report online, as well as instructions on how to vote. Also on or about March 18, 2026, we began mailing printed copies of these proxy materials to stockholders that have requested printed copies. If you received a Notice by mail, you will not receive a printed copy of the proxy materials in the mail unless you request a copy. If you would like to receive a printed copy of our proxy materials, you may (1) visit www.proxyvote.com (2) call 1-800-579-1639, or (3) send an email to sendmaterial@proxyvote.com. If requesting by email, please note that you will need to enter the 16 digit control number (included in the Notice referenced above) in the subject line. Unless requested by one of the foregoing methods, you will not otherwise receive a paper copy of our proxy materials.

  16. GENERAL INFORMATION

    | PROPOSAL 1 – ELECTION OF DIRECTORS | 20 |

  17. GENERAL INFORMATION

    PROPOSAL 1 - ELECTION OF DIRECTORS The Board has nominated the nine individuals named below for election at the Annual Meeting. Our Directors are elected annually by the stockholders to serve until the next Annual Meeting of Stockholders and until their respective successors are elected. Our longstanding practice has been to conduct annual elections of directors, with each director being elected for only one-year terms. Each of the Director nominees are currently members of the Board and were elected by the stockholders at the Annual Meeting in 2025. Each Director nominee has consented to serve as a Director if so elected at the Annual Meeting. Biographical information about our nominees for Director, including business experience for at least the past five years, age, year he or she began serving as our Director, and other public companies for which he or she has served on the board of directors for at least the past five years is provided below. In addition, the experience, qualifications, attributes, and skills considered by our Nominating & Governance Committee (“Nominating Committee”) and the Board in determining to nominate the Director are provided below.

  18. GENERAL INFORMATION

    | ☑ | OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR” EACH OF THE NOMINEES FOR DIRECTOR | | Nominee | Information About Nominee | | | Charles T. Cannada | | | Private investor and advisor with extensive background in the telecommunications industry. From 1989 to 2000, held various executive management positions at MCI (previously WorldCom and earlier LDDS Communications), including chief financial officer from 1989 to 1994 and senior vice president in charge of corporate development and international ventures and alliances from 1995 to 2000. Director for First Commercial Bank Inc. (chairman of its audit committee and a member of its executive committee, compensation committee, and investment/asset liability management committee). Trustee (and member of the executive committee) of Belhaven University. Member of the audit and investment committees of the University of Mississippi’s Foundation Board. From 2010 until the merger of the Company with Parkway Properties, Inc. (“Parkway”) (formerly traded on the NYSE as “PKY”), Mr. Cannada served as director of Parkway, and chairman of its board from December 2011 to December 2013. In deciding to nominate Mr. Cannada, the Nominating Committee and the Board considered his extensive experience in the areas of accounting, finance, mergers and acquisitions, capital markets, and governance of public companies has equipped him with distinct skills that are beneficial to the Company. As a successful entrepreneur and a board member in several non-public entities, he also brings a non-real estate perspective to the management and strategic planning areas of the Company. | | •Director Since 2016 •Independent Director •Compensation Committee •Audit Committee ◦Financial Expert •Age 67 | | | | There are no family relationships among our Directors or executive officers. |

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    | 21 | COUSINS 2026 PROXY STATEMENT |

  20. PROPOSAL 1 – ELECTION OF DIRECTORS

    PROPOSAL 1 – ELECTION OF DIRECTORS

  21. PROPOSAL 1 – ELECTION OF DIRECTORS

    | Nominee | Information About Nominee | | | Robert M. Chapman | | | Private investor with extensive background in the real estate industry. From 2013 through July 2025, chief executive officer of CenterPoint Properties Trust, a company focused on the development, acquisition, and management of industrial property and transportation infrastructure. From August 1997 to November 2009, served in various positions with Duke Realty Corporation, including chief operating officer from August 2007 to November 2009. From 1992 to 1997, served as senior vice president of RREEF Management Company. From 2012 to 2022, advisor to First Century Energy Holdings, Inc., and director of Rock-Tenn Company from 2007 to 2015. In deciding to nominate Mr. Chapman, the Nominating Committee and the Board considered his broad managerial experience in real estate acquisitions and development, along with his track record of sound judgment and achievement, as demonstrated by his leadership positions as chief executive officer of a real estate company. In addition, his prior service as a director of another public company provides him perspective and broad experience on governance issues facing public companies. | | •Director Since 2015 •Independent Director •Chair of the Board •Chair of Executive Committee •Age 72 | | | | M. Colin Connolly | | | Since January 2019, President and Chief Executive Officer of Cousins. From July 2017 to December 2018, President and Chief Operating Officer of Cousins. From July 2016 to July 2017, Executive Vice President and Chief Operating Officer of Cousins. From December 2015 to July 2016, Executive Vice President and Chief Investment Officer of Cousins. From May 2013 to December 2015, Senior Vice President and Chief Investment Officer of Cousins. In deciding to nominate Mr. Connolly, the Nominating Committee and the Board considered his position as our President and Chief Executive Officer, his experience in real estate investment and capital markets, and his track record of achievement and leadership as demonstrated during a more than 20-year career in the real estate industry. | | •Director Since 2019 •President and CEO of Cousins •Sustainability Committee •Executive Committee •Age 49 | | | | Scott W. Fordham | | | Private investor with extensive background in the real estate industry. From 2014 until its merger with the Company, chief executive officer and director for TIER. From 2013 to 2018, president of TIER Reit, Inc. (“TIER”). From 2008 to 2013, various roles within TIER’s predecessor company. Prior to joining TIER, various executive positions with real estate companies, including Prentiss Properties Trust and its successor, Brandywine Realty Trust, along with Apartment Investment and Management Company. In deciding to nominate Mr. Fordham, the Nominating Committee and the Board considered his significant years of experience in real estate investment and capital markets, including his demonstrated track record of sound judgment and achievement through his service as a chief executive officer of a publicly-traded REIT, along with his broad experience in the areas of accounting, finance, capital markets, and real estate operations. In addition, his prior service as director of publicly-traded real estate companies provides him perspective and broad experience on issues facing public companies. | | •Director Since 2019 •Independent Director •Chair of Sustainability Committee •Audit Committee ◦Financial Expert •Age 58 | | | | There are no family relationships among our Directors or executive officers. |

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  23. PROPOSAL 1 – ELECTION OF DIRECTORS

    PROPOSAL 1 – ELECTION OF DIRECTORS

  24. PROPOSAL 1 – ELECTION OF DIRECTORS

    | Nominee | Information About Nominee | | | Susan L. Givens | | | Private investor with extensive background in the real estate industry. From 2022 through 2024, senior managing director, real estate, at Blackstone, with a most recent focus on Blackstone Real Estate Income Trust (“BREIT”), and prior service leading asset management for Blackstone’s US student housing investments, single-family rental investments, and other residential investments in Blackstone’s portfolio. From 2014 until its sale to Ventas, Inc. (NYSE: VTR) in 2021, chief executive officer and a member of the board of directors of New Senior Investment Group (NYSE: SNR), a healthcare REIT. Previously, Ms. Givens was a managing director in the private equity group at Fortress Investment Group, where she spent more than 13 years, and (in addition to her service for SNR while it was externally managed by Fortress) where she also served as the chief financial officer and treasurer of New Residential Investment Corp (NYSE: NRZ), a mortgage REIT, and she was responsible for various real estate, healthcare, financial services, infrastructure and leisure investments during her tenure. Prior to joining Fortress, she held various private equity and investment banking roles at Seaport Capital and Deutsche Bank. Ms. Givens previously served as a member of the board of trustees of Urban Edge Properties (NYSE: UE). In deciding to nominate Ms. Givens, the Nominating Committee and the Board considered her substantial experience in real estate investment and capital markets, including her demonstrated track record of sound judgment and achievement through her service as chief executive officer and chief financial officer of externally-managed REITs and chief executive officer of a publicly-traded REIT, along with her broad experience in capital markets, investments, asset management, and real estate operations. In addition, her prior service as a director of publicly-traded real estate companies provides her perspective and broad experience on issues facing public companies. | | •Director Since 2025 •Independent Director •Compensation Committee •Sustainability Committee •Age 49 | | | | R. Kent Griffin, Jr. | | | Since 2016, Managing Director of PHICAS Investors, providing investment and capital strategy advisory services to public and private companies. From 2008 to 2015, president and chief operating officer of BioMed Realty. From 2006 to 2010, chief financial officer of BioMed Realty. Previously, investment banker for J.P. Morgan and Raymond James and auditor and advisor for Arthur Andersen as part of their real estate services group. Director of Healthpeak Properties, a member of its investment and finance committee and chair of its audit committee. Director of Charleston Waterkeeper and board chair of the South Carolina Coastal Conservation League. Member of the board of advisors for the Leonard W. Wood Center for Real Estate Studies, and chair of the board of visitors for the Wake Forest University School of Business. In deciding to nominate Mr. Griffin, the Nominating Committee and the Board considered his significant years of experience in real estate investment, mergers and acquisitions, and capital markets, including his demonstrated track record of sound judgment and achievement through his service as a president and chief operating officer of a publicly-traded REIT, along with his broad experience in the areas of accounting, finance, and real estate operations. In addition, his current and prior service as director of publicly-traded real estate companies provides him perspective and broad experience on issues facing public companies. | | •Director Since 2019 •Independent Director •Chair of Compensation Committee •Nom / Gov Committee •Executive Committee •Age 56 | | | | There are no family relationships among our Directors or executive officers. |

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    | 23 | COUSINS 2026 PROXY STATEMENT |

  26. PROPOSAL 1 – ELECTION OF DIRECTORS

    PROPOSAL 1 – ELECTION OF DIRECTORS

  27. PROPOSAL 1 – ELECTION OF DIRECTORS

    | Nominee | Information About Nominee | | | Donna W. Hyland | | | President and chief executive officer of Children’s Healthcare of Atlanta, a private, not-for-profit healthcare system, since June 2008; chief operating officer of Children’s Healthcare of Atlanta from January 2003 to May 2008; chief financial officer of Children’s Healthcare of Atlanta from February 1998 to December 2002. Director of Genuine Parts Company and chair of its compensation & human capital committee. Director of the advisory boards of Truist Bank and Stone Mountain Industrial Park, Inc., a privately-held real estate company. In deciding to nominate Ms. Hyland, the Nominating Committee and Board considered her track record of sound judgment and achievement, as demonstrated by her leadership positions as chief executive officer, chief operating officer, and chief financial officer of a large, integrated health services organization and her leadership positions in a number of significant charitable organizations, as well as the skills and experience that qualify her as an audit committee financial expert. In addition, her service as a director of another public company provides her perspective and broad experience on issues facing public companies. | | •Director Since 2014 •Independent Director •Chair of Audit Committee ◦Financial Expert •Nom/Gov Committee •Executive Committee •Age 65 | | | | Dionne Nelson | | | President and chief executive officer of Laurel Street Residential, a private mixed-income development company since 2011. From 2007 to 2011, senior vice president of Crosland. Previously, an investment manager at NewSchools Venture Fund and EARNEST Partners, and a consultant with McKinsey & Company. Director for the Federal Reserve Bank of Richmond — Charlotte Branch. Trustee of the Urban Land Institute (ULI). Member of the Low Income Investment Fund Board of Directors. Member of the Charlotte Executive Leadership Council, Real Estate Executive Council (REEC), Commercial Real Estate Women (CREW), and the advisory board of the University of North Carolina at Charlotte’s Childress Klein Center for Real Estate and Renaissance West Community Initiative. In deciding to nominate Ms. Nelson, the Nominating Committee and the Board considered her significant knowledge of the real estate industry, especially in North Carolina, and her track record of sound judgment and achievement, as demonstrated through her service as a president and chief executive officer of a private real estate company and by her other leadership positions in real estate, investment and banking institutions. | | •Director Since 2021 •Independent Director •Audit Committee ◦Financial Expert •Sustainability Committee •Age 54 | | | | R. Dary Stone | | | President and chief executive officer of R.D. Stone Interests. Director of Cousins from 2011 to 2016 and from 2001 to 2003. From February 2003 to March 2011, Vice Chairman of Cousins; from January 2002 to February 2003, President of Cousins’ Texas operations; from February 2001 to January 2002, President and Chief Operating Officer of Cousins. Chairman of the board of AIMCO (NYSE:AIV). Former director of Tolleson Wealth Management, Inc., a privately-held wealth management firm, and Tolleson Private Bank (former chair of its audit committee). Former regent of Baylor University (Chairman from June 2009 to June 2011). Former director of Hunt Companies, Inc., Parkway, Inc. (NYSE:PKY), and Lone Star Bank. Former chairman of the Banking Commission of Texas. In deciding to nominate Mr. Stone, the Nominating Committee and the Board considered his significant knowledge of the real estate industry, especially in Texas and the southeastern U.S., and his track record of sound judgment and achievement, as demonstrated by his leadership positions in investment and banking institutions and as demonstrated during his career with Cousins, including as Vice Chairman and Director. | | •Director Since 2018 •Independent Director •Compensation Committee •Chair of Nom / Gov Committee •Age 72 | | | | There are no family relationships among our Directors or executive officers. |

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    | PROPOSAL 1 – ELECTION OF DIRECTORS | 24 |

  29. SELECTION OF NOMINEES FOR DIRECTOR

    SELECTION OF NOMINEES FOR DIRECTOR Our Directors take a critical role in guiding our strategic direction and overseeing our management. Our Board has delegated to the Nominating Committee the responsibility for reviewing and recommending nominees for membership on the Board. Candidates are considered based upon various criteria and must have integrity, accountability, sound judgment, and perspective. In addition, candidates are chosen based on their leadership and business experience, as well as their ability to contribute toward governance, oversight, and strategic decision-making. In identifying nominees for Director, the Nominating Committee considers individuals it believes to be qualified to become Board members, with the goal of ensuring that the Board consists of a diversified group of individuals with strong business experience, good judgment, and high integrity who adhere to a high standard in performing the duties of the Board and who possess the willingness and ability to devote adequate time and resources to diligently perform Board duties. In considering nominees for Director, the Nominating Committee considers the entirety of each candidate’s credentials in the context of these standards and, from time to time, will review the experience and characteristics appropriate for Board members and director candidates in light of the Board’s composition at the time. The Board is committed to a diverse membership, in terms of both the individuals involved and their various experiences, skills, backgrounds, and areas of expertise. While we do not have a formal policy with respect to diversity, when searching for potential new candidates for Board membership, the Governance Committee endeavors to include candidates who reflect diverse backgrounds. The Nominating Committee considers the demands of the candidate’s primary occupation and any concurrent service on other public company boards or other commitments. Our Board encourages Directors to limit the number of other boards on which they serve, given their time commitment to the Company’s Board and its committees, to avoid any impact of “over-boarding.” Under our Corporate Governance Guidelines, non-executive Directors may not serve on more than three other boards of publicly traded companies in addition to the Company’s Board (for a total of four public company boards), and the CEO of the Company may not serve on the board of more than one other public company (for a total of two public company boards). Members of the Audit Committee may not serve on more than two other public company audit committees (for a total of three public company audit committees). The foregoing considerations apply to existing Directors as the Nominating Committee considers whether to recommend to the Board that it nominate each for re-election at the next Annual Meeting. The Nominating Committee is responsible for recommending nominees for election to the Board at each Annual Meeting and for identifying one or more candidates to fill any vacancies that may occur on the Board. The Nominating Committee uses a variety of sources to identify new candidates. New candidates may be identified through recommendations from independent Directors or members of management, search firms, discussions with other persons who may know of suitable candidates to serve on the Board, and stockholder recommendations. Evaluations of

  30. SELECTION OF NOMINEES FOR DIRECTOR

    | 35 | COUSINS 2026 PROXY STATEMENT |

  31. SELECTION OF NOMINEES FOR DIRECTOR

    prospective candidates typically include a review of the candidate’s background, experience, credentials, and other qualifications by the Nominating Committee (in light of the standards set forth above), interviews with the Nominating Committee as a whole, one or more members of the Nominating Committee, or one or more other Board members, and discussions of the Nominating Committee and the full Board. The Nominating Committee then recommends candidates to the full Board, with the full Board selecting the candidates to be nominated for election by the stockholders or to be elected by the Board between annual meetings. As part of the Board’s ongoing review of Board composition and succession planning, in 2025 the Nominating Committee retained a professional search firm to significantly increase the pool of potential candidates, reflecting the standards outlined above. With the assistance of the search firm, the Nominating Committee conducted a thorough process, which culminated in its recommendation to the Board that it elect Susan L. Givens to the Board. After reviewing Ms. Givens’ background and qualifications, and the alignment of the same with our director standards, the Board elected Ms. Givens as a Director, effective April 1, 2025. The stockholders re-elected Ms. Givens at the 2025 Annual Meeting. The Nominating Committee will consider Director nominees proposed by stockholders on the same basis as recommendations from other sources. Any stockholder who wishes to recommend a prospective nominee for consideration by the Nominating Committee may do so by submitting the candidate’s name and qualifications in writing to Cousins Properties Incorporated Nominating & Governance Committee, c/o Corporate Secretary, 3344 Peachtree Road NE, Suite 1800, Atlanta, Georgia 30326-4802, or via email addressed to CorporateSecretary@cousins.com.

  32. EXECUTIVE SUMMARY

    •Loaned our Neuhoff joint venture partner $19.6 million at an interest rate of SOFR plus 625 basis points. FINANCING AND EQUITY MARKETS ACTIVITY •Issued $500.0 million of 5.250% public unsecured senior notes due 2030, generating net proceeds of $496.9 million. •Repaid in full $250.0 million aggregate principal amount of our 3.91% privately placed senior notes at maturity in July 2025. •Sold 2.9 million shares pursuant to our at-the-market stock offering program, on a forward basis, at an average price of $30.44 per share. •Our 50%-owned Neuhoff joint venture amended its existing construction loan, with the joint venture repaying $39.2 million of the outstanding principal, extending the maturity date to September 2026, and lowering the spread over SOFR to 300 basis points from 345 basis points. DEVELOPMENT ACTIVITY •Continued development and growth of operations at Neuhoff, a mixed-use property in Nashville, that consists of 450,000 square feet of office and retail space and 542 apartments. The project is owned and being developed by a 50%-owned joint venture, and our share of the total expected project costs is $294.6 million. •Stabilized the operations of our recently developed Domain 9 office building in Austin. PORTFOLIO ACTIVITY •Executed 2.1 million square feet of office leases, including 1.2 million square feet of new and expansion leasing, representing 55% of total leasing activity. •Ended 2025 with our office portfolio of 90.7% leased. •Increased second generation net rent per square foot by 3.5% on a cash-basis. •Increased same property net operating income by 0.9% on a cash-basis. 2025 COMPENSATION HIGHLIGHTS Our Compensation Committee noted the following compensation highlights for the year ended December 31, 2025: Performance-based Compensation: The majority of our executive compensation program is performance-based, which includes our annual cash incentive award opportunities and the components of our long-term incentive awards that are earned only upon meeting performance goals over a three-year period. •Annual cash incentive awards were approved at 143.6% of target, based on achievement of Company performance goals relating to FFO, gross office leasing volume, net effective rent performance on office leasing activity, and other strategic initiatives. •Long-term equity award performance was granted to our NEOs in the form of restricted stock units (“RSUs”) and restricted stock using a mix of 42% Market RSUs, 18% Performance RSUs, and 40% time-vested restricted stock. The market-conditioned RSUs are earned only upon meeting performance goals relating to TSR, calculated relative to the FTSE Nareit Equity Office Index, and the Performance RSUs are earned only upon meeting Company performance goals relating to aggregate FFO, each over a three-year period from 2025 through 2027. The time-vested restricted stock vests ratably on the grant date anniversary over a three-year service requirement. The Market RSUs and Performance RSUs cliff vest only if the performance conditions and service requirement are satisfied.

  33. EXECUTIVE SUMMARY

    EXECUTIVE SEVERANCE PLAN During 2025, based on recommendation from our outside Compensation Consultant, the Compensation Committee adopted an Executive Severance Plan as further discussed herein. All of our executive officers elected to participate in the Executive Severance Plan, and such participation resulted in the deemed termination of the legacy change in control agreements which previously covered those executive officers. The Link | Dallas

  34. COMPENSATION PRACTICES

    | What We Do | | | Mitigate Undue Risk | We provide a balanced mix of cash and equity-based compensation, including annual and long-term incentives which have market or Company performance metrics that we believe mitigate against excessive risk-taking by our management. | | Significant Portion of Equity Awards are Market or Company Performance-Based | In 2025, 60% of the regular equity awards granted to our executive officers are market or Company performance-based and require that we achieve market goals relating to TSR or Company performance goals relating to FFO, in each case over a three-year period for the awards to be earned. | | Incentive Cash Awards are Based on Achievement of Performance Goals, but Provide for Compensation Committee Discretion | Since 2020, payouts under our cash incentive plan have ranged from 85% to 143.6%, with an average payout of 120.3%. The Compensation Committee sets performance goals under our annual incentive cash award plan that it believes are reasonable in light of past performance and market conditions. Our plan permits the Compensation Committee to exercise discretion in making final cash incentive award determinations so as to take into account changing market conditions and broad corporate strategic initiatives, along with overall responsibilities of the executives, in making formal award determinations. This approach allows our executive officers to focus on the long-term health of our Company rather than an “all or nothing” approach to achieving short-term goals. | | Cap on Incentive Awards | Our Compensation Committee has established 200% as the maximum percentage for performance calculation of any individual component of the incentive cash award, with 150% of the target cash award as the overall maximum payout that can be earned by each of the executive officers under the annual incentive cash award plan for any year. | | Clawback Policy | We have adopted, in accordance with applicable laws and NYSE listing standards, a robust recoupment or “clawback” policy pursuant to which we will seek to recover incentive-based compensation from any current or former executive officer to the extent of receipt of incentive-based compensation based on financial reporting measures, if we are required to restate those financial reporting measures within any previously issued financial statements. This policy applies to incentive-based compensation that was received during the three years prior to the requirement for preparation of the accounting restatement in excess of the amount that otherwise would have been received if it had been determined on the restated amounts. | | Executive Severance Plan | Each of our executive officers has agreed to participate in our Executive Severance Plan, which provides certain levels of severance in the event of a termination by us without cause, or by the executive officer for good reason, or by death or disability. In return, each executive officer agrees to certain restrictive covenants, including non-solicitation and non- recruitment covenants during their employment with us and for a limited period after termination of employment. We believe that the Executive Severance Plan provides appropriate incentives and protections to these executive officers and, because the severance benefits are agreed to in advance, avoid the need for protracted negotiations in the event of termination of employment. |

  35. COMPENSATION PRACTICES

    | What We Do | | | Independent Compensation Consultant | The Compensation Committee determined that its compensation consultant is independent pursuant to applicable NYSE listing standards. | | Share Ownership Guidelines | We have stock ownership guidelines for our executive officers and Directors, including a target ownership of four times annual base salary for our Chief Executive Officer, two times annual base salary for our Executive Vice Presidents, and five times the annual cash retainer for our Directors. | | Holding Period on Stock Awards | We have adopted a policy requiring our executive officers to hold 50% of the after-tax number of shares of stock awarded as compensation for a period of 24 months following vesting. | | Prohibition of Hedging and Pledging of Company Stock | Our insider trading policy prohibits our Directors and executive officers from engaging in any short sales with respect to our stock or buying or selling puts or calls with respect to our stock. We also prohibit our Directors and executive officers from purchasing our stock on margin. None of our Directors or executive officers holds any of our stock subject to pledge. | | Long Term Incentive Awards Settled in Stock | Our Market RSUs and Performance RSUs settle in stock, rather than cash, increasing the alignment with stockholders. | | What We Don’t Do | | | No Employment Agreements | We do not have employment agreements with any of our executive officers. All of our executive officers are employed “at-will,” and with the benefit of the Executive Severance Plan. | | No Perquisites | We generally do not provide perquisites above the reporting threshold to our executive officers. In 2025, we did not provide any perquisites to our executive officers above the reporting threshold. | | No Pension Plans, Deferred Compensation Plans, or Supplemental Executive Retirement Plans | We do not provide any defined benefit pension plans, deferred compensation plans, or supplemental executive retirement plans to our executive officers. Our executive officers are eligible to participate in our 401(k) plan and our Employee Stock Purchase Plan on the same basis as all of our employees. | | No Single-Trigger Severance or Acceleration Upon a Change in Control | The Executive Severance Plan does not provide any payments in connection with a change in control without a termination of employment. | | No Dividend Equivalent Units on Unearned Performance Awards | No dividend equivalent units (“DEUs”) are paid on Market RSUs or Performance RSUs during the performance period. DEUs are paid only if and to the extent the shares underlying Market RSUs or Performance RSUs are earned. | | No Tax Gross-Up Provisions in Executive Severance Plan | Our Executive Severance Plan does not include Section 280G tax gross-up provisions. We have committed that we will not enter into a new agreement to include a tax gross-up provision. | | No Option Repricing | Although the 2019 Omnibus Incentive Stock Plan (including as amended by the Amended and Restated 2019 Omnibus Incentive Stock Plan, if approved by the stockholders) permits granting of stock options as part of a compensation program, we do not intend to grant any stock options as part of our executive or director compensation programs. If we were to grant stock options, we would prohibit repricing of any granted stock options. |

  36. COMPENSATION PHILOSOPHY AND COMPETITIVE POSITIONING

    COMPENSATION PHILOSOPHY AND COMPETITIVE POSITIONING The success of our business strategy depends significantly on the performance of our executives, requiring a more diverse skill set than if we were a passive real estate investor and allowing us to underwrite and execute on acquisition, development, re-development, and other investment opportunities, in addition to ongoing portfolio operations, disposition, joint venture, and financing activities. In assessing the compensation of our executives, including our NEOs, we consider strategies designed to attract and retain talented executives in a competitive and dynamic real estate marketplace. In making compensation decisions for the executive officers, the Compensation Committee typically examines a range of data, with the median data point typically used as an initial reference point, and thereafter, the Compensation Committee applies its judgment to adjust individuals based on their performance, tenure or experience in the role, value contributed to the Company, retention concerns, market data for competitive positions, and other relevant considerations, including the assessment of achievement of the Company’s strategic and tactical plans. Additionally, we seek to align the compensation of our executive officers with the Company’s strategy and business objectives for creating long-term value for our stockholders without encouraging unnecessary or excessive risk-taking. Our overall structure, design, and components of the executive compensation program have been consistent over the last several years, as we seek to provide incentives to achieve key corporate goals by formulaically linking annual cash incentive awards to the achievement of these goals, while factoring in individual performance. We seek to provide longer-term performance incentives by providing a majority of the target total direct compensation opportunity in the form of LTI equity awards (a majority of which are performance-based or market).

  37. COMPENSATION REVIEW PROCESS

    COMPENSATION REVIEW PROCESS MARKET DATA AND PEER GROUP The Compensation Committee evaluates NEO compensation by reviewing available competitive data, representing organizations of varying sizes (measured by market capitalization) and varying operating strategies. For purposes of making decisions regarding 2025 compensation, the Compensation Committee engaged FPC to, among other things: (1) review the methodology of peer group creation and propose a peer group of public REITs to be used for the 2025 compensation targets; (2) benchmark our executive compensation against our peers and assist in developing compensation objectives; (3) analyze trends in compensation in the marketplace generally and among our peers specifically; and (4) recommend the components and amounts of compensation for our NEOs. As discussed in Director Compensation on page 86, FPC also provided consulting services with respect to compensation for our Directors. With assistance from FPC, the Compensation Committee undertook a comprehensive review to develop an appropriate peer group of companies to review with the goal of evaluating the competitiveness of the Company’s executive compensation program. Although the Compensation Committee endeavors to maintain consistency in the selected peer group from year to year, changes in company size, classification, industry consolidation, and other factors may impact the appropriateness of the peer group utilized for the prior year’s compensation program evaluation. The peer group for

  38. COMPENSATION REVIEW PROCESS

    2025 was selected based on various criteria considered by the Compensation Committee, including industry (office- focused publicly-traded REITs), size (defined by equity market capitalization), and portfolio scale (defined by number of properties and/or total square footage). As a result of this peer group review and evaluation, while being mindful of best practices for selecting a peer set, the Compensation Committee selected the peer group shown below. The peer group recommended by the compensation consultant and approved by the Compensation Committee consists of 13 public real estate companies that focus on office properties. This peer group was used because public real estate companies focusing on office properties have similar characteristics to our Company with respect to the demands and complexity of managing a similar portfolio, a significant development and acquisition pipeline, and extensive capital market activities. The Compensation Committee prefers to select companies so that our equity market capitalization approximates the median, without requiring that this characteristic outweigh the other important peer group considerations.The study was conducted by FPC in 2024, relying on publicly-available data, which indicated that our equity market capitalization was at the 74th percentile for this peer group, and our total market capitalization was at the 59th percentile. This peer group was comprised of the following companies:

  39. ROLE OF MANAGEMENT AND COMPENSATION CONSULTANTS

    ROLE OF MANAGEMENT AND COMPENSATION CONSULTANTS The Compensation Committee evaluates Company and individual performance when making compensation decisions with respect to our NEOs. In making decisions regarding NEO compensation, the Compensation Committee considers recommendations from our CEO with respect to the performance and contributions of each of the other NEOs but retains the right to act in its sole and absolute discretion. Representatives of the Compensation Committee’s

  40. ROLE OF MANAGEMENT AND COMPENSATION CONSULTANTS

    | 49 | COUSINS 2026 PROXY STATEMENT |

  41. ROLE OF MANAGEMENT AND COMPENSATION CONSULTANTS

    independent compensation consultant, FPC, will from time to time attend Compensation Committee meetings and provide guidance regarding interpreting the competitive compensation data and trends in the marketplace. In 2025, the Compensation Committee considered the independence of FPC in accordance with NYSE listing standards. The Committee requested and received a letter from FPC addressing the consulting firm’s independence, including the following factors: (1) other services provided to us by the consultant; (2) fees paid by us as a percentage of the consulting firm’s total revenue; (3) policies or procedures maintained by the consulting firm that are designed to prevent a conflict of interest; (4) any business or personal relationships between the individual consultants involved in the engagement and a member of the Compensation Committee; (5) any Company stock owned by the individual consultants involved in the engagement; and (6) any business or personal relationships between our executive officers and the consulting firm or the individual consultants involved in the engagement. The Committee discussed these considerations and concluded that FPC is independent and that the work of the consultant did not raise any conflict of interest. As part of the benchmarking analysis performed each year by FPC described above, FPC analyzes and reviews the overall target total remuneration (along with the individual components, and the relative weighting of each) against that of the peer group for the executive team as a whole and on a weighted average basis for the NEOs, along with providing comparable analysis and review for each individual executive (including our NEOs). FPC’s analysis in 2024 indicated that the target total remuneration of our NEOs, as a percentage of both our total market capitalization and our equity market capitalization, was in the bottom quartile when compared to the same ratio for each of the peer group constituents. When examining the relationship between the prior three-year average actual compensation for the Company’s NEOs (in aggregate) and that of the other constituents of the peer group, FPC concluded that the Company’s performance outweighed its pay. Sail Tower | Austin

  42. ROLE OF MANAGEMENT AND COMPENSATION CONSULTANTS

    | Executive Compensation | 50 |

  43. COMPONENTS OF COMPENSATION

    | Component | Why We Pay It | | Base Salary | Provides a fixed, competitive level of cash compensation that reflects the NEO’s leadership role and the relative market rate for the executive’s experience and responsibilities. | | Annual Cash Incentive | Rewards NEOs for achievement of annual financial and strategic goals that drive stockholder value, thereby aligning our NEOs’ interests with those of our stockholders. | | Long Term Incentive: | Aligns the interests of our NEOs with those of our stockholders. | | • Market RSUs | Motivates, retains, and rewards NEOs to achieve multi-year strategic business objectives that drive relative TSR out-performance because the ultimate value of the award is directly tied to the market value of our stock upon vesting, while conditioned upon achievement of at least a threshold relative performance, with no guaranteed minimum vesting or payout. | | • Performance RSUs | Motivates, retains, and rewards NEOs to achieve multi-year strategic business objectives that drive FFO out-performance because the ultimate value of the award is directly tied to the market value of our stock upon vesting, while conditioned upon the achievement of FFO goals, with no guaranteed minimum vesting or payout. | | • Restricted Stock | Motivates, retains, and rewards NEOs to achieve multi-year strategic business objectives because the ultimate value of the award is directly tied to the market value of our stock over the vesting period. |

  44. COMPONENTS OF COMPENSATION

    ANNUAL INCENTIVE CASH AWARD Our NEOs have an opportunity to earn an annual incentive cash award designed to reward annual corporate performance. Each year the Compensation Committee establishes a target annual incentive cash award opportunity for each of our NEOs following a review of their individual scope of responsibilities, experience, qualifications, individual performance, and contributions to the Company, as well as an analysis of the market data discussed previously. The targeted annual incentive cash award opportunity and the performance goals set by the Compensation Committee (discussed below) are communicated to the NEOs at the beginning of each year. In determining the actual annual incentive cash award paid to an executive officer, the Compensation Committee initially considers performance against the pre-established performance goals. The Compensation Committee, in exercising its judgment and discretion to adjust an award up or down, then considers all facts and circumstances when evaluating performance, including changing market conditions (which may include the impact of factors such as interest rates, general capital market availability, and market demand for office space) and broad corporate strategic initiatives, along with overall responsibilities and contributions of the executives, in making final award determinations. Our Compensation Committee has established 200% as the maximum percentage for performance calculation of any individual component of the incentive cash award, with 150% of the target cash award as the overall maximum payout that can be earned by each of the executive officers under the annual incentive cash award plan for any year.

  45. 2025 Target Opportunity

    | | 2024 Bonus Target % | 2025 Bonus Target % | | M. Colin Connolly | 130% | 150% | | Gregg D. Adzema | 100% | 100% | | Kennedy Hicks | 95% | 100% | | Richard G. Hickson IV | 90% | 95% | | John S. McColl | 95% | 95% |

  46. 2025 Performance Goals

    2025 Performance Goals The Compensation Committee, at its February 2025 meeting, reviewed and discussed potential performance goals for the 2025 annual incentive cash award, in connection with a review of our annual business plan and budget for the year, along with other strategic initiatives. The components of the 2025 annual incentive cash award performance goals were unchanged from those of 2023 and 2024, while the details for each component were adjusted appropriately (based on the Compensation Committee’s judgment) regarding goals that were considered to be achievable, but rigorous. The annual incentive cash award performance goals for 2025, and their relative weighting, were as follows: 1. Funds From Operations Per Share Performance. FFO is a non-GAAP financial measure that, when combined with the presentation of required GAAP measures, has improved the understanding of operating results of REITs among the investing public and has helped make comparisons of REIT operating results more meaningful. Management and the Board generally consider FFO per share to be a useful measure for understanding and comparing our operating results because, by excluding real estate-related depreciation and amortization (which can differ across owners of similar assets in similar condition based on historical cost accounting and useful life estimates), impairment losses on depreciable real estate, and gains or losses associated with disposition activities, FFO and FFO per share can help investors compare the operating performance of a company’s real estate across reporting periods and to the operating performance of

  47. 2025 Performance Goals

    | 53 | COUSINS 2026 PROXY STATEMENT |

  48. 2025 Performance Goals

    other companies. Our computation of FFO may not be comparable to FFO reported by other REITs or real estate companies. For purposes of measuring performance against this goal, the Compensation Committee exercises discretion to exclude the impact of unusual items, and the calculated FFO for purposes of goal performance may differ from the FFO reported in our annual report. The FFO goal for 2025 included a target FFO per share (which would result in a 100% payout), a threshold FFO per share (at which there would be a 50% payout and below which there would be no payout), and a maximum FFO per share (which would result in a 200% payout). Payouts were to be mathematically linearly interpolated between the identified levels. The FFO Goal for 2025 was determined using the midpoint of Cousins’ 2025 FFO per share

  49. 2025 Performance Against Goals

    Our actual performance against the 2025 goals are also reflected in the chart below. The Compensation Committee reserves the discretion to adjust annual incentive cash awards up or down depending on individual and the Company’s performance. The Compensation Committee determined that a modest adjustment was appropriate to the FFO component of the 2025 annual incentive cash awards, to remove the impact on FFO of the impairment of an undeveloped land site, which the Company had determined was no longer core to the Company’s land strategy. Had such adjustment not been made, the actual payout would have been less than three percentage points lower. No other adjustments were made to the 2025 annual incentive cash awards. The actual annual incentive cash award for the 2025 performance period for each NEO is set forth in the table below and is reflected in the “Non-Equity Incentive Plan Compensation” column of the Summary Compensation Table on page 71:

  50. 2025 Performance Against Goals

    (1) Prior to 2023, the FFO component of our annual incentive cash award was based on our percentage achievement of an identified target amount of FFO per share. Beginning in 2023, the FFO per share payouts were mathematically linearly interpolated between identified threshold and maximum levels as described on page 52 in “Funds from Operations Per Share Performance.” Corporate Center II and III | Tampa

  51. 2025 Performance Against Goals

    2026 PERFORMANCE GOALS The Compensation Committee, at its February 2026 meeting, discussed potential performance goals for the 2026 annual incentive cash award, including the components and relative weighting. The Compensation Committee reaffirmed the three financial and operational components and the four goals related to other strategic initiatives that were included in the 2025 annual performance goals, including the relative weighting. The annual performance financial and operational metrics of FFO per share performance, leasing activity volume, and NER performance, along with the goals related to other strategic initiatives are discussed above in connection with the evaluation of the 2025 annual performance metrics, including the various clarifications discussed on pages 52-56, regarding calculations of the individual goal components. For 2026, the Fitwel sub-component relates to total portfolio coverage. Actual goals for each component may vary from those of prior years, as the Compensation Committee considers changes in market conditions and broad corporate strategic initiatives, and their anticipated impact upon each of the individual goal components. Although individual components may be achieved at up to 200% of target, the overall payout of the 2026 annual incentive performance awards is capped at 150%. At the time of the approval of the 2026 annual incentive award goals, the Compensation Committee considered the various targets included within the goals to be aggressive, rigorous, and appropriate, including the relative weighting of each performance goal, given our business strategy, historic performance, and the current real estate market. The Compensation Committee retained the discretion to make adjustments in determining our performance against the goals to the extent it believes the adjustment is appropriate and in the best interests of the Company.

  52. 2025 Performance Against Goals

    LONG-TERM INCENTIVE EQUITY AWARDS Our Long-Term Incentive (“LTI”) program is intended to provide incentives to our executives for the creation of value and the corresponding growth of our stock price over time. The ultimate goal of equity-based compensation is to encourage our executive officers to act as equity owners. We believe equity-based compensation plays an essential role in retaining and motivating our NEOs by providing incentives that are linked to our long-term success and increasing stockholder value. The Compensation Committee believes that our equity-based long-term compensation program should provide an appropriate balance between retention and market and Company performance incentive awards.

  53. 2025 LTI Awards

    2025 LTI Awards In 2025, the Compensation Committee granted time-vested restricted stock (40% of the overall award), Market RSUs (42% of the overall awards), and Performance RSUs (18% of the overall award) to the NEOs under our LTI program, following a structure conforming to that of prior years. The Compensation Committee, at its February 2025 meeting, granted LTI awards (the “2025 LTI Awards”) to each of our NEOs with a target grant date dollar value determined at its December 2024 meeting, following a review of the individual’s scope of responsibilities, experience, qualifications, individual performance, and contributions to the Company, as well as an analysis of the market data through the benchmarking exercise discussed previously. The Compensation Committee utilizes a dollar amount as the target value of each NEO’s LTI award, rather than an identified number of shares or RSUs, so as to minimize the impact of stock price volatility between the date of the Compensation Committee’s annual review and the grant date of the LTI award. The target grant date dollar value of the 2025 LTI Awards, as compared with those of the prior year, were increased for each of the NEOs, to be competitive with the market data and to reflect their respective contributions to the Company. The 2025 LTI Targets are as set forth below:

  54. 2025 LTI Awards

    | | 2024 LTI Target | 2025 LTI Target | | M. Colin Connolly | $4,700,000 | $5,000,000 | | Gregg D. Adzema | $1,450,000 | $1,625,000 | | Kennedy Hicks | $925,000 | $1,055,000 | | Richard G. Hickson IV | $700,000 | $765,000 | | John S. McColl | $720,000 | $800,000 |

  55. 2025 LTI Awards

    The 2025 LTI Awards were comprised of a mix of 40% time-vested restricted stock, 42% Market RSUs subject to a TSR condition, and 18% Performance RSUs subject to Company achievement of an FFO condition. The time-vested restricted stock vests ratably over three years, provided that the holder is continuously employed with us through each anniversary date. For the Market RSUs and Performance RSUs, the measurement period is three years, and the RSUs vest in full only upon satisfaction of the market conditions or performance conditions, as applicable, and (except in certain circumstances discussed below) if the holder is continuously employed with us through the full performance period.

  56. 2025 LTI Awards

    | Executive Compensation | 60 |

  57. 2025 LTI Awards

    The 2025 LTI Awards granted in February 2025 by the Compensation Committee to our NEOs are set forth in the table below:

  58. 2025 LTI Awards

    | | Target LTI Award Value | Number of Restricted Shares Granted | Number of Market (TSR) RSUs Granted | Number of Performance (FFO) RSUs Granted | | M. Colin Connolly | $5,000,000 | 66,778 | 70,117 | 30,050 | | Gregg D. Adzema | $1,625,000 | 21,703 | 22,788 | 9,766 | | Kennedy Hicks | $1,055,000 | 14,090 | 14,795 | 6,341 | | Richard G. Hickson IV | $765,000 | 10,217 | 10,728 | 4,598 | | John S. McColl | $800,000 | 10,684 | 11,219 | 4,808 |

  59. 2025 LTI Awards

    For purposes of determining the applicable number of shares of Restricted Stock to be granted and the number of Market RSUs and Performance RSUs to be granted to each NEO, we divided the target grant date dollar value for each NEO (as determined by the Compensation Committee in December 2024) by our closing stock price on the date of the grant (February 14, 2025), which was $29.95 per share. The actual grant to an NEO for each component of the 2025 LTI Award was rounded to the nearest whole unit. The grant date fair value for financial reporting purposes for the 2025 LTI Awards is set forth in the “Stock Awards” column of the Summary Compensation Table and was determined in accordance with applicable accounting rules and differs from the target value shown above.

  60. 2025 Market RSUs and Performance RSUs

    2025 Market RSUs and Performance RSUs The Market RSUs granted in 2025 require achievement of a TSR goal to vest, and the Performance RSUs granted in 2025 require achievement of an FFO goal to vest. Each of these awards cliff vest at the end of the three-year performance period but are payable only if the performance conditions are met and if the holder has been continuously employed through such date (except in certain circumstances discussed below). The terms of the 2025 Market RSUs and Performance RSUs are summarized as follows: •Market RSUs: 42% of the target value of the 2025 LTI Awards are comprised of Market RSUs that are subject to a performance condition based upon the TSR of our common stock over the three-year period beginning January 1, 2025, through December 31, 2027, relative to the TSR of the companies in the FTSE Nareit Equity Office Index during that performance period (the “2025 LTI Peer Group”). This goal is evaluated on a sliding scale. TSR below the 30th percentile of the 2025 LTI Peer Group would result in no payout; TSR at the 30th percentile would result in 35% payout; TSR at the 50th percentile would result in 100% payout; and TSR at or above the 75th percentile would result in 200% payout. Payouts are mathematically linearly interpolated between these stated levels, subject to the 200% maximum. •Performance RSUs: 18% of the target value of the 2025 LTI Awards are comprised of Performance RSUs that are subject to a performance condition that our Company FFO per share during the period beginning January 1, 2025, through December 31, 2027, is at least equal to a defined dollar amount per common share (the “FFO Target”). This goal is evaluated on a sliding scale. If FFO per share is 60% or less of the FFO Target, then there would be no payout. If FFO per share is equal to 100% of the FFO Target, then the payout would be 100%. If FFO per share is 140% or greater of the FFO Target, the payout would be 200%. Payouts are mathematically linearly interpolated between these stated levels, subject to the 200% maximum. The Compensation Committee considers the FFO Target to be aggressive, rigorous, and appropriate, given our business strategy, historic performance, and the current real estate market. The Compensation Committee retains the discretion to make adjustments to our performance in determining whether the vesting conditions are achieved under the 2025 Performance RSU awards. At its meeting in February 2025, the

  61. 2025 Market RSUs and Performance RSUs

    | 61 | COUSINS 2026 PROXY STATEMENT |

  62. 2025 Market RSUs and Performance RSUs

    Compensation Committee determined that for purposes of evaluating performance against the fixed FFO Target, and consistent with practice in prior years, it would adjust reported FFO to reflect any adjustments made to the FFO component of the annual incentive award goals for the corresponding years included in the 2025-2027 performance period. DEUs are not paid on Market RSUs or Performance RSUs prior to full vesting. Upon satisfaction of the vesting conditions, DEUs in an amount equal to all regular and special dividends declared with respect to our common stock during the performance period are determined and paid on a cumulative, reinvested basis over the term of the award, at the time the award vests and based on the number of shares that are earned. For example, if the payout of a Market RSU at vesting equaled 100% of target, the payout would include DEUs on shares at 100% of target on a reinvested basis over the three-year performance period. DEUs, to the extent earned, will be paid in cash. LTI GRANT PRACTICES Although we have typically granted LTI awards to our NEOs and other key employees at a regularly scheduled meeting of the Compensation Committee, which has been held in January or February in each of the last five years, beginning in 2023 we granted LTI awards to key employees on or about February 16 of each year. We do not have any program, plan, or practice that coordinates the grant of equity awards with the release of material information, but the adjusted grant date is anticipated to occur after the release of fourth quarter earnings each year. The actual grant date will be after at least two trading days have elapsed since the release of the fourth quarter earnings. The Compensation Committee views LTI awards as an essential component of annual compensation of our NEOs and, as a result, the Committee approves the target grant date value of these awards in connection with the benchmarking exercise that results in the approval of annual base salaries, target annual cash incentive (bonus) awards, and target LTI awards, with a review and approval of the structure and performance conditions occurring at a regularly scheduled meeting of the Compensation Committee in January or February. The number of shares awarded is calculated by dividing the target LTI award value by the closing price of our common stock on the grant date of an LTI award. The chart below reflects the composition of the long-term incentive equity awards granted to NEOs.

  63. 2025 Market RSUs and Performance RSUs

    | 60% | 42% Market RSUs | | | | | | Relative TSR vs. TSR of the companies in the FTSE Nareit Equity Office Index | | | | | Hurdles | Payout Levels | | | | 30th percentile | Threshold (35%) | | | | 50th percentile | Target (100%) | | | | 75th percentile | Maximum (200%) | | | 18% Performance RSUs | FFO per Share | | | | | Hurdles | Payout Levels | | | | 60% of FFO Target | Threshold (2.5%) | | | | 100% of FFO Target | Target (100%) | | | | 140% of FFO Target | Maximum (200%) | | | | VEST AT THE END OF THE THREE-YEAR PERFORMANCE PERIOD | | | 40% | | | | | | Restricted Stock | VEST RATABLY OVER THREE YEARS | |

  64. 2025 Market RSUs and Performance RSUs

    | Executive Compensation | 62 |

  65. Restricted Stock Units

    Restricted Stock Units Each awarded RSU is a bookkeeping unit that is essentially the economic equivalent of one share of restricted stock. The Market RSUs and Performance RSUs are settled in stock upon vesting, with the number of shares vested being determined by the respective market and performance conditions. These RSUs are granted under our 2019 Omnibus Incentive Stock Plan. Upon retirement of a participant, including an NEO, RSUs are potentially subject to accelerated vesting if the participant satisfies the “Rule of 65” (as described under “Compensation Discussion and Analysis—Severance and Retirement Policies” on page 67). In the case of Market RSUs and Performance RSUs, upon the retirement of a participant who satisfies the Rule of 65, the requirement of continued employment is waived but not the market or performance condition. In the case of service-conditioned RSUs, if any, upon the retirement of a participant who satisfies the Rule of 65, the requirement of continued employment is waived and the service-conditioned RSUs would be payable as of the date of retirement. The Compensation Committee has not adopted the Rule of 65 for restricted stock awards.

  66. Restricted Stock

    Restricted Stock Time-vested full value awards, such as restricted stock, are used primarily as a retention tool. While time-vested full value equity awards do not reward stock price growth to the same potential as market or performance-conditioned awards or stock options, the Compensation Committee believes that full value awards are an effective compensation tool because the current value of the award is more visible to the executive. Additionally, full value awards create an interest that encourages executives to think and act like stockholders and serve as a competitive retention vehicle. The restricted stock granted in 2025 vests ratably over three years, provided that the holder is continuously employed with us through each anniversary date. The restricted stock awards are granted under our 2019 Omnibus Incentive Stock Plan. Holders of restricted stock receive all regular and special dividends declared with respect to our common stock, and the same are paid concurrently with payment of dividends to common stockholders. Holders of restricted stock also retain the right to vote with respect to the shares held, in connection with any matters presented for a vote in an annual or special meeting of stockholders. Vantage South End | Charlotte

  67. Restricted Stock

    | 63 | COUSINS 2026 PROXY STATEMENT |

  68. LTI Awards Granted in 2023

    LTI Awards Granted in 2023 At its meeting in February 2026, the Compensation Committee evaluated the potential payout under the LTI Awards granted in February 2023. The Market RSUs were subject to market performance goals relating to relative TSR, and the Performance RSUs were subject to Company performance goals relating to FFO. For purposes of approval of a suitable group of peers for the Market RSUs, the Compensation Committee, in consultation with FPC, determined to use the Nareit Office Index, including only those companies which were in the Nareit Office Index on January 1, 2023, and remained in the Nareit Office Index as of December 31, 2025, subject to certain modifications for any company which filed for bankruptcy during the period and other modifications as determined by the Compensation Committee to be reasonable and appropriate under the circumstances. Although Office Properties Income Trust filed for bankruptcy in October 2025, in accordance with the terms of the LTI Award agreements, it was to remain in the peer group (with placement at the bottom) for purposes of calculating the relative TSR performance. In addition, Paramount Group, Inc. (“PGRE”), was excluded from the Nareit Office Index upon its delisting on December 19, 2025, in connection with its acquisition. During the February 2026 meeting, the Compensation Committee considered the circumstances surrounding the potential exclusion of PGRE from the Nareit Office Index after 99% of the performance period had elapsed, and they determined that it was fair and equitable to include PGRE (using its last trading price) for purposes of calculating the Company’s relative TSR performance. The Nareit Office Index was comprised of 23 companies on January 1, 2023, and the final peer group resulting from the foregoing changes was comprised of the following 19 companies (collectively, the “2023 LTI Peer Group”).

  69. LTI Awards Granted in 2023

    | Brandywine Realty Trust | (NYSE: BDN) | Highwoods Properties, Inc. | (NYSE: HIW) | | BXP, Inc. | (NYSE: BXP) | Hudson Pacific Properties, Inc. | (NYSE: HPP) | | City Office REIT, Inc. | (NYSE: CIO) | Kilroy Realty Corp. | (NYSE: KRC) | | COPT Defense Properties | (NYSE: CDP) | Office Properties Income Trust | (NYSE: OPI) | | Cousins Properties Incorporated | (NYSE: CUZ) | Orion Office Reit, Inc. | (NYSE: ONL) | | Creative Media & Community Trust Corp. | (NASD: CMCT) | Paramount Group, Inc. | (NYSE: PGRE) | | Douglas Emmett, Inc. | (NYSE: DEI) | Piedmont Office Realty Trust | (NYSE: PDM) | | Easterly Government Properties, Inc. | (NYSE: DEA) | SL Green Realty Corp | (NYSE: SLG) | | Empire State Realty Trust, Inc. | (NYSE: ESRT) | Vornado Realty Trust | (NYSE: VNO) | | Franklin Street Properties Corp. | (NYSE: FSP) | Creative Media & Community Trust Corp. | (NASD: CMCT) |

  70. LTI Awards Granted in 2023

    The Market RSUs performance was evaluated on a sliding scale based on the Company’s TSR performance during the 2023 LTI Performance Period, relative to the TSR performance for that period by the 2023 LTI Peer Group. TSR below the 30th percentile of the 2023 LTI Peer Group would result in no payout, TSR at the 30th percentile would result in 35% payout, TSR at the 50th percentile would result in 100% payout, and TSR at or above the 75th percentile would result in 200% payout. Payouts are mathematically interpolated between these stated levels, subject to a 200% maximum. At its meeting in February 2026, the Compensation Committee determined that our TSR for the 2023 LTI Performance Period was at the 72.2nd percentile relative to the companies in the 2023 LTI Peer Group and that the mathematical interpolation resulted in 188.8% of these Market RSUs being payable. With respect to the Performance RSUs, the target performance required that we achieve a specified aggregate FFO Target. This performance of the 2022 Performance RSUs was also evaluated on a sliding scale. If FFO per share were less

  71. LTI Awards Granted in 2023

    | Executive Compensation | 64 |

  72. LTI Awards Granted in 2023

    than 60% of the FFO Target, then there would be no payout. If FFO per share were equal to 100% of the FFO Target, then the payout would be 100%. If FFO per share were 140% or greater of the FFO Target, then the payout would be 200%. Payouts would be interpolated between these stated levels, subject to the 200% maximum. At its meeting in February 2026, the Compensation Committee determined that the aggregate FFO per share achieved for the 2023 LTI Performance Period was 100% of the target, which resulted in a payout at 100% of target for this component. The weighted average payout for the Market RSUs and Performance RSUs was 162.2% of target for the 2023 LTI awards (188.8% for Market RSUs and 100.0% for Performance RSUs), which total is identical with the five-year weighted average achievement of 162.2%, as reflected in the following chart: These Market RSUs and Performance RSUs were settled in stock, based on the respective performance for each type of RSU. DEUs were paid as described on page 61 (under 2025 Market RSUs and Performance RSUs). Because the settlement for the 2023 Market RSUs and Performance RSUs occurred in 2026, these awards will be reflected in the Stock Vested table in the 2026 proxy statement. Consistent with the description of our practices set forth in “LTI Grant Practices,” above, during 2025, the Company did not grant LTI awards to any executive officer during any period beginning four business days before and ending one business day after the filing of any periodic report on Form 10-Q or Form 10-K, or the filing or furnishing of any current report on Form 8-K that disclosed material non-public information. BENEFITS AND PERQUISITES We provide health, dental, life, vision, and disability insurance benefits to all of our employees. Our NEOs are eligible to participate on the same basis as all other employees. We contribute to individual health savings accounts for all employees who successfully complete wellness initiatives, with the amount of the Company contribution tied to the level of initiatives completed by the employee in a given year. We maintain a 401(k) retirement savings plan (“Retirement Savings Plan”) for all eligible employees, including our NEOs. In 2025, for each employee, including our NEOs, we provided an automatic contribution to the Retirement Savings Plan equal to 3% of eligible compensation, subject to statutory limits. We expect this program to continue in the future. We also maintain an Employee Stock Purchase Plan, under which all eligible employees (including our NEOs) may contribute a portion of their eligible compensation to acquire shares of our common stock at a 15% discount.

  73. LTI Awards Granted in 2023

    | 65 | COUSINS 2026 PROXY STATEMENT |

  74. LTI Awards Granted in 2023

    We do not have a pension plan or deferred compensation program for any of our employees, including our NEOs. Rather, we focus on providing short and long-term cash compensation and long-term equity-based awards in amounts necessary to retain our NEOs and to allow them to provide for their own retirement. In 2025, we did not provide any perquisites to our NEOs above the reporting threshold. Our NEOs are eligible for benefits under the Executive Severance Plan only in certain circumstances. The Executive Severance Plan is discussed below under “Severance and Retirement Policies.” INCENTIVE-BASED COMPENSATION RECOUPMENT OR “CLAWBACK” POLICY The Company maintains the Cousins Properties Incorporated Clawback Policy, which complies with the SEC’s and NYSE’s rules requiring adoption of a clawback policy applicable to incentive-based compensation for Section 16 officers of listed companies. The current executive officers of the Company have agreed in writing that their incentive compensation is subject to this policy. Under such policy, if the Company is required to restate its financial results (i) due to the Company’s material noncompliance (as determined by the Company) with any financial reporting requirement under the federal securities laws, including any required accounting restatement to correct an error in previously issued financial restatements that is material to the previously issued financial statements, or (ii) to correct an error that is not material to previously issued financial statements, but would result in a material misstatement if the error were not corrected during the current period or left uncorrected in the current period, then the Company will recoup any erroneously awarded incentive-based compensation from the Company’s current and former executive officers. The amount to be recovered from the executive officer will be based on the excess, if any, of the incentive-based compensation (whether cash or equity-based) paid to the executive officer (during the three-year period preceding the date on which the Company is required to prepare an accounting restatement), to the extent the same is based on the erroneous data over the incentive-based compensation that would have been paid to the executive officer if the financial accounting statements had been as presented in the restatement. STOCK OWNERSHIP GUIDELINES AND STOCK HOLDING PERIOD Our Corporate Governance Guidelines include stock ownership guidelines for our executive officers and Directors. With respect to our executive officers, the guidelines require ownership of our stock within five years of becoming an executive officer or from promotion to a new executive office, with a value equal to the multiple of his or her base salary corresponding to his or her officer title, as depicted below. In addition, each of our Directors is required to own stock with a value equal to five times the annual cash retainer for Directors. Directors generally must accumulate the required ownership within five years of joining the Board. Compliance with the ownership guidelines are measured as of March 1 of each year (for executive officers) and July 1 (for Directors). For purposes of these ownership guidelines, the market price of the common stock of the Company used to value such equity shall be the greater of (1) the market price on the date of purchase or grant of such equity; or (2) the market price as of the date of compliance, which shall be calculated as the average closing price of our common stock for the twenty business days prior to the measurement date.

  75. LTI Awards Granted in 2023

    | Executive Compensation | 66 |

  76. LTI Awards Granted in 2023

    As of July 1, 2025 and March 1, 2026, each of our Directors and executive officers, respectively, satisfied the stock ownership guidelines (calculated for this purpose based on the market price as of the date of compliance, as set forth above, and taking into account any period permitted to satisfy the guidelines, where applicable), as shown below:

  77. LTI Awards Granted in 2023

    | Executive Officers and Non- Employee Directors | Multiple of Base Salary or Annual Director’s Cash Retainer | In Compliance? | | Non-Employee Directors | 5X | Yes | | CEO | 4X | Yes | | President (if not also CEO) | 3X | Yes | | Executive Vice Presidents | 2X | Yes | | Senior Vice Presidents | 1X | Yes |

  78. LTI Awards Granted in 2023

    | | Average Actual Multiple of Base Salary or Director’s Cash Retainer Actually Owned (including RSUs) | Average Actual Multiple of Base Salary or Director’s Cash Retainer (excluding RSUs) | | Non-Employee Directors | 26X | 26X | | CEO | 27X | 16X | | Executive Vice Presidents | 9X | 6X |

  79. LTI Awards Granted in 2023

    The guidelines are consistent with our belief that our executive officers’ and Directors’ interests should be aligned with those of our stockholders and our expectation that executive officers and Directors maintain a significant level of investment in our Company. The Chair of the Compensation Committee may approve exceptions to the guidelines from time to time as he or she deems appropriate. With respect to both executive officers and Directors, the following count toward the stock ownership requirements: •shares purchased on the open market, or through our 2021 Employee Stock Purchase Plan (“ESPP”); •shares owned outright by the officer, or by members of his or her immediate family residing in the same household, whether held individually or jointly, unless beneficial ownership is disclaimed by the executive officer or Director; •restricted stock and RSUs received at target pursuant to our LTI plans, whether performance-, market-, or service- based and whether or not vested; and •shares held in trust for the benefit of the officer or his or her immediate family, or by a family limited partnership or other similar arrangement, unless beneficial ownership is disclaimed by the executive officer or Director. Although our guidelines include unvested performance- and market-based RSUs (which are awarded to executive officers, but not Directors, as part of our compensation plan, as discussed above), if these were excluded from the calculation, as of March 1, 2026, each of our executive officers would continue to satisfy the stock ownership guidelines (taking into account any period permitted to satisfy the guidelines and the applicable valuation methodology, as discussed above).

  80. LTI Awards Granted in 2023

    | 67 | COUSINS 2026 PROXY STATEMENT |

  81. LTI Awards Granted in 2023

    Under our Corporate Governance Guidelines, our executive officers are required to hold 50% of the after-tax number of shares of shares of common stock that vest and are delivered under our compensation plans for a period of 24 months following vesting. Stock acquired under our ESPP or in the open market is not subject to any holding requirement. Although stock options are not currently utilized in our compensation program, our executive officers would be required to hold 50% of the after-tax number of shares received as a result of exercise of any stock options which might be granted by us, for a period of 24 months following such stock option exercise. SEVERANCE AND RETIREMENT POLICIES We have several arrangements that would provide for the payment of benefits in the event of a termination of one of our executive officers or a change in control of our Company. Our executive officers are all “at will” employees, without the benefit of any employment agreements, other than the Executive Severance Plan Participation Agreements and other benefits described below.

  82. Executive Severance Plan

    Executive Severance Plan During 2025, based on recommendation from FPC, the Compensation Committee adopted a market-based Executive Severance Plan. The Executive Severance Plan covers our executive officers (as designated by the Company consistent with 17 CFR 240.3b-7) who receive and execute a participation agreement under the Executive Severance Plan. All of our NEOs elected to participate in the Executive Severance Plan, and such participation resulted in the deemed termination of the legacy change in control agreements which previously covered such NEOs. Payments in Connection With a Termination The below charts reflect the various results of payment of benefits and treatment of outstanding equity compensation in the event of a termination of one of our executive officers: who has elected to participate in the Executive Severance Plan. The Executive Severance Plan defines Cause, Good Reason, Change in Control, Disability, and Average Bonus, each as described in “Potential Payments Upon Termination, Retirement, or Change in Control.”

  83. Executive Severance Plan

    | Termination Following a Change in Control Applies to termination of an executive (other than for Cause, Disability or death), or any resignation for Good Reason, in either case within the 2-year period following a Change in Control | | | Cash Severance | •Cash amount equal to the Severance Multiplier (3x for CEO; 2x for other executives), multiplied by the sum of (i) annual base salary, plus (ii) Average Bonus; and •Prorated Target Annual Bonus. | | Acceleration of Restricted Stock and RSUs | •Restricted Stock accelerates to vest at termination; •RSUs granted before a Change in Control accelerate to vest at termination, with the number of shares vesting being the greater of target or actual achievement of the performance goals (through Change in Control); and •RSUs granted after a Change in Control do not accelerate but instead remain outstanding, with any service conditions waived at termination and performance conditions remaining. | | Health and Welfare Benefits | •Cash amount equal to 12 months of full monthly premium for medical insurance coverage, multiplied by the Severance Multiplier, multiplied by 170% | | Tax Gross-Up | •None |

  84. Executive Severance Plan

    | Executive Compensation | 68 |

  85. Executive Severance Plan

    | Termination Not in Connection With a Change in Control Applies to termination of an executive (other than for Cause, Disability or death), or any resignation for Good Reason, in either case not in connection with a Change in Control | | | Cash Severance | •Cash amount equal to the Severance Multiplier (2x for CEO; 1x for other executives), multiplied by the sum of (i) annual base salary, plus (ii) Average Bonus; and •Prorated Target Annual Bonus. | | Acceleration of Restricted Stock and RSUs | •Restricted Stock accelerates to vest at termination; •RSUs do not accelerate but instead remain outstanding, with any service conditions waived at termination and performance conditions remaining. | | Health and Welfare Benefits | •Cash amount equal to 12 months of full monthly premium for medical insurance coverage, multiplied by the Severance Multiplier, multiplied by 170% | | Tax Gross-Up | •None | | Termination Due to Retirement | | | Cash Severance | •None | | Acceleration of Restricted Stock and RSUs | •If executive qualifies for Rule of 65 (see Page 69): ◦Restricted Stock is forfeited; and ◦RSUs do not accelerate but instead remain outstanding, with any service conditions waived at termination and performance conditions remaining. •If executive does not qualify for Rule of 65: ◦Restricted Stock is forfeited; and ◦RSUs are forfeited. | | Health and Welfare Benefits | •None | | Termination for Cause or Voluntary Resignation (other than for Good Reason) | | | Cash Severance | •None | | Acceleration of Restricted Stock and RSUs | •None | | Health and Welfare Benefits | •None | | Death and Disability | | | Cash Severance | •Prorated Target Annual Bonus. | | Acceleration of Restricted Stock and RSUs | •Restricted Stock accelerates to vest at termination; and •RSUs accelerate to vest at termination, vesting at target achievement. |

  86. Executive Severance Plan

    Under the Executive Severance Plan, in the event of a Change in Control that does not result in a termination (other than for Cause, Disability or death) or a resignation (for Good Reason), any RSUs or other performance-based equity awards outstanding at the time of a Change in Control shall automatically convert to a time-based vesting equity award equal to the target number of shares underlying the award multiplied by the greater of (i) the actual level of achievement of the

  87. Executive Severance Plan

    | 69 | COUSINS 2026 PROXY STATEMENT |

  88. Executive Severance Plan

    performance goals as of the most recent practical date prior to the Change in Control; and (ii) the target level of achievement. The converted awards will remain subject to the original time-based vesting conditions applicable to the award. Restrictive Covenants Under the terms of the participation agreements signed by each of the executive officers subject to the Executive Severance Plan, the executive officers have agreed to customary restrictive covenants, including non-solicitation and non-recruitment provisions that apply from the period of execution of the participation agreement until one year after the termination of the participant’s employment. In addition, the foregoing severance benefits are subject to the affected participant timely executing an agreement and release, which releases all claims against the Company and other parties, subject to customary exceptions. The Company has reserved the right to amend, modify, terminate or discontinue the Executive Severance Plan subject to certain limitations. See “Potential Payments Upon Termination or Change of Control” below. Our Compensation committee believes that the Executive Severance Plan is an important factor in attracting individuals to join our Company and an important factor in the retention of our management team.

  89. Equity Plans and the Rule of 65

    Equity Plans and the Rule of 65 In general, an employee will forfeit any unvested LTI grants upon termination of employment for any reason other than following a change in control. However, the Compensation Committee adopted the Rule of 65 (which applies upon the retirement of an employee if the employee is at least 60 years of age and the sum of the employee’s whole years of age plus whole years of service equals at least 65) to provide a further incentive for long-term employment, as well as to recognize that RSUs are part of annual compensation. If an employee retires after satisfying the Rule of 65, then he or she will receive the benefit of outstanding RSUs. Under the Rule of 65, any service-conditioned RSUs, but not Market RSUs or Performance RSUs, will vest upon retirement of the employee. None of our NEOs currently has the benefit of any service-conditioned RSUs. With respect to Market RSUs and Performance RSUs, the Rule of 65 applies to waive any continuing service requirement but does not waive any performance or market condition. Also, the Compensation Committee did not adopt the Rule of 65 for restricted stock awards. The Compensation Committee believes that the benefits available under the Rule of 65 are customary and reasonable components of our compensation program, and it retains discretion to modify the terms and conditions applicable to the Rule of 65, including by applying it to restricted stock awards. As of December 31, 2025, the NEOs that have satisfied the Rule of 65 are Mr. McColl and Mr. Adzema. ASSESSMENT OF COMPENSATION-RELATED RISKS The Compensation Committee is responsible for overseeing the risks relating to the compensation policies and practices affecting our executive officers on an ongoing basis. The Committee believes that, because of the following factors, there is a low likelihood that our compensation policies and practices would encourage excessive risk-taking: •our policies and programs are generally intended to encourage executives to focus on long-term objectives; •overall compensation is maintained at levels that are competitive with the market; •the mix of compensation rewards long-term performance with a significant at-risk component; •annual cash bonuses for executives are linked to performance against goals in multiple categories, with specific weightings, and each executive has target and maximum bonus opportunities; •all equity awards are subject to multi-year vesting;

  90. SUMMARY COMPENSATION TABLE FOR 2025

    SUMMARY COMPENSATION TABLE FOR 2025 The following table sets forth information concerning total compensation for our NEOs for 2025, 2024, and 2023.

  91. SUMMARY COMPENSATION TABLE FOR 2025

    | | Year | Salary | Stock Awards (1) | Non-Equity Incentive Plan Compensation (2) | All Other Compensation (3) | Total | | M. Colin Connolly | 2025 | $791,813 | $6,154,830 | $1,705,564 | $36,718 | $8,688,925 | | President and | 2024 | $768,750 | $5,736,747 | $1,422,111 | $61,979 | $7,989,587 | | Chief Executive Officer | 2023 | $750,000 | $4,602,915 | $1,265,550 | $37,956 | $6,656,421 | | Gregg D. Adzema | 2025 | $538,433 | $2,000,316 | $773,189 | $37,918 | $3,349,856 | | Executive Vice President and | 2024 | $522,750 | $1,769,854 | $743,873 | $37,379 | $3,073,856 | | Chief Financial Officer | 2023 | $510,000 | $1,459,483 | $661,980 | $37,723 | $2,669,186 | | Kennedy Hicks | 2025 | $450,805 | $1,298,692 | $647,356 | $20,421 | $2,417,274 | | Executive Vice President and | 2024 | $437,675 | $1,129,035 | $591,671 | $20,155 | $2,178,536 | | Chief Investment Officer | 2023 | $427,000 | $898,127 | $526,534 | $20,296 | $1,871,957 | | Richard G. Hickson IV | 2025 | $466,642 | $941,703 | $636,592 | $37,935 | $2,082,872 | | Executive Vice President - | 2024 | $453,050 | $854,394 | $580,221 | $37,391 | $1,925,056 | | Operations | 2023 | $442,000 | $673,576 | $516,344 | $37,806 | $1,669,726 | | John S. McColl | 2025 | $445,526 | $984,771 | $607,787 | $30,162 | $2,068,246 | | Executive Vice President - | 2024 | $432,550 | $878,806 | $584,743 | $29,187 | $1,925,286 | | Development | 2023 | $422,000 | $729,729 | $520,638 | $29,183 | $1,701,550 |

  92. SUMMARY COMPENSATION TABLE FOR 2025

    (1)This column reflects the aggregate grant date fair value of restricted stock awards, Market RSUs, and Performance RSUs and service-conditioned RSUs granted during the applicable year, computed in accordance with Financial Accounting Standards Board’s Accounting Standards Codification Topic 718 (“ASC 718”). For 2023, 2024, and 2025, the grant date fair value of the restricted stock awards and the Performance RSUs reflects the closing stock price on the grant dates of February 16, 2023 ($26.16), February 16, 2024 ($23.61), and February 14, 2025 ($29.95), respectively. The grant date fair value of the Market RSUs granted, February 16, 2023 ($33.80), February 16, 2024 ($36.01), and February 14, 2025 ($46.42), reflect the fair market value per RSU determined using a Monte Carlo valuation. Assuming the highest level of performance conditions are achieved for the Market RSUs and Performance RSUs, resulting in 200% of those target RSUs being issued, the grant date values of all stock awards for 2025 would be as follows: Mr. Connolly — $10,309,658; Mr. Adzema — $3,350,626; Ms. Hicks — $2,175,390; Mr. Hickson — $1,577,407; and Mr. McColl — $1,649,557. The actual amount ultimately realized by the NEO, if any, from a grant of restricted stock will depend upon the value of our common stock on the vesting date. The amount ultimately realized by the NEO, if any, from a grant of Market RSUs or Performance RSUs will depend on the satisfaction of the market or performance conditions on the vesting date and the value of our stock on the settlement date. (2)These amounts reflect the actual annual incentive cash award earned by the NEOs for the applicable year, as determined by the Compensation Committee. For a description of the 2025 annual cash incentive award performance goals, see “Compensation Discussion and Analysis” above. (3)The components of All Other Compensation for 2025 are as set forth in the following table.

  93. SUMMARY COMPENSATION TABLE FOR 2025

    | SUMMARY COMPENSATION TABLE FOR 2025 | 72 |

  94. SUMMARY COMPENSATION TABLE FOR 2025

    | | Retirement Savings Plan(A) | Insurance Premiums(B) | Total All Other Compensation | | M. Colin Connolly | $10,500 | $26,218 | $36,718 | | Gregg D. Adzema | $10,500 | $27,418 | $37,918 | | Kennedy Hicks | $10,500 | $9,921 | $20,421 | | Richard G. Hickson IV | $10,500 | $27,435 | $37,935 | | John S. McColl | $10,500 | $19,662 | $30,162 |

  95. SUMMARY COMPENSATION TABLE FOR 2025

    (A) We maintain a Retirement Savings Plan for the benefit of all eligible employees. The Company makes automatic contributions to the plan equal to 3% of eligible compensation, subject to a maximum contribution of $10,500 in 2025. The automatic contributions were made for all eligible employees, including our NEOs. Company automatic contributions vest in full after an employee has completed two years of service; thereafter all Company contributions are fully vested. These benefits are in a qualified 401(k) plan and generally provided to participants upon retirement but may be paid earlier in certain circumstances, such as death, disability, or termination of employment. (B) This column reflects the portion of health, dental, life, disability, and accidental death insurance premiums paid by the Company on behalf of the NEOs, together with the health savings account contributions made by the Company. All active employees (excluding temporary or seasonal employees) regularly scheduled to work 24 hours or more per week are eligible to participate in the Company benefit plans. We contribute to health savings accounts for the benefit of all eligible employees, which are personal savings accounts funded with pre-tax dollars and used to pay for eligible health care expenses not covered by insurance. The Company contributes annually into an employee’s health savings account based upon the successful completion of wellness initiatives by the employee, subject to a maximum contribution of $1,000 in 2025. The contributions are available for all benefit-eligible employees, including our NEOs. Colorado Tower | Austin

  96. SUMMARY COMPENSATION TABLE FOR 2025

    | 73 | COUSINS 2026 PROXY STATEMENT |

  97. GRANTS OF PLAN-BASED AWARDS IN 2025

    GRANTS OF PLAN-BASED AWARDS IN 2025 The following table sets forth information with respect to grants of plan-based awards to each of our NEOs during 2025.

  98. GRANTS OF PLAN-BASED AWARDS IN 2025

    | | | Estimated Future Payouts Under Non-Equity Incentive Plan Awards(1) | | Estimated Future Payouts Under Equity Incentive Plan Awards (in units)(2) | | | All Other Stock Awards: Number of Shares of Stock or Units(3) | Grant Date Fair Value of Stock Awards(4) | | | Grant Date | Target ($) | Maximum ($) | Threshold | Target | Maximum | | | | M. Colin Connolly | | | | | | | | | | Annual Incentive Award(1) | | $1,187,720 | $1,781,579 | | | | | | | Market RSUs (TSR)(2) | 02/14/2025 | | | 24,541 | 70,117 | 140,234 | | $3,254,831 | | Performance RSUs (FFO)2 | 02/14/2025 | | | 751 | 30,050 | 60,100 | | $899,998 | | Restricted Stock(3) | 02/14/2025 | | | | | | 66,778 | $2,000,001 | | Gregg D. Adzema | | | | | | | | | | Annual Incentive Award(1) | | $538,433 | $807,650 | | | | | | | Market RSUs (TSR)(2) | 02/14/2025 | | | 7,976 | 22,788 | 45,576 | | $1,057,819 | | Performance RSUs (FFO)2 | 02/14/2025 | | | 244 | 9,766 | 19,532 | | $292,492 | | Restricted Stock(3) | 02/14/2025 | | | | | | 21,703 | $650,005 | | Kennedy Hicks | | | | | | | | | | Annual Incentive Award(1) | | $450,805 | $676,208 | | | | | | | Market RSUs (TSR)(2) | 02/14/2025 | | | 5,178 | 14,795 | 29,590 | | $686,784 | | Performance RSUs (FFO)(2) | 02/14/2025 | | | 159 | 6,341 | 12,682 | | $189,913 | | Restricted Stock(3) | 02/14/2025 | | | | | | 14,090 | $421,995 | | Richard G. Hickson IV | | | | | | | | | | Annual Incentive Award(1) | | $443,310 | $664,965 | | | | | | | Market RSUs (TSR)(2) | 02/14/2025 | | | 3,755 | 10,728 | 21,456 | | $497,994 | | Performance RSUs (FFO)(2) | 02/14/2025 | | | 115 | 4,598 | 9,196 | | $137,710 | | Restricted Stock(3) | 02/14/2025 | | | | | | 10,217 | $305,999 | | John S. McColl | | | | | | | | | | Annual Incentive Award(1) | | $423,250 | $634,875 | | | | | | | Market RSUs (TSR)(2) | 02/14/2025 | | | 3,927 | 11,219 | 22,438 | | $520,786 | | Performance RSUs (FFO)(2) | 02/14/2025 | | | 120 | 4,808 | 9,616 | | $143,999 | | Restricted Stock(3) | 02/14/2025 | | | | | | 10,684 | $319,986 |

  99. GRANTS OF PLAN-BASED AWARDS IN 2025

    (1)These amounts reflect target annual incentive cash amounts for 2025 as set by the Compensation Committee. In accordance with the Compensation Committee’s policies, there is no threshold amount set for this award. The maximum payout cannot exceed 150% of target. (2)These amounts show the potential number of RSUs that would vest pursuant to the Market RSUs and Performance RSUs at the end of the applicable three-year performance period if the threshold, target, or maximum market or performance goals are satisfied, provided the NEO remains continuously employed by us, or upon retirement if the NEO meets the Rule of 65. In addition, DEUs will be paid upon satisfaction of the vesting conditions, if at all, on a cumulative, reinvested basis over the term of the award based on the number of RSUs which actually vest. See “Compensation Discussion and Analysis – 2025 LTI Awards” for a description of the performance parameters for these Market RSUs and Performance RSUs, and see “Compensation Discussion and Analysis – Severance and Retirement Policies” for a description of the effect of the Rule of 65 on these awards. Note that the threshold listed for Market RSUs reflects the resulting payout if the minimum performance threshold of 30th percentile is satisfied (35% payout), and the threshold listed for Performance RSUs reflects the resulting payout if the minimum performance threshold of greater than 60% of FFO per share target is satisfied (2.5% payout).

  100. GRANTS OF PLAN-BASED AWARDS IN 2025

    | OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR END | 74 |

  101. GRANTS OF PLAN-BASED AWARDS IN 2025

    (3)This row and column represents shares of restricted stock granted in 2025 under the 2019 Omnibus Incentive Stock Plan. The restricted stock granted February 14, 2025, as part of the 2025 LTI Awards vests ratably over three years on each anniversary of the grant date, provided the NEO has been continuously employed by us through the applicable anniversary date. The restricted stock awards also receive dividends in an amount equal to all regular and special dividends declared with respect to our common stock, payable concurrently with payment of such dividends to common stockholders. (4)This column reflects the aggregate grant date fair value of restricted stock awards, Market RSUs, and Performance RSUs granted during 2025, computed in accordance with ASC 718. The grant date fair value of the restricted stock awards and the Performance RSUs reflects the closing stock price on the date of grant of February 14, 2025 ($29.95),. The grant date fair value of the Market RSUs reflects the fair market value per RSU determined using a Monte Carlo valuation ($46.42). Information about the assumptions used to value these awards can be found in Note 15 of Notes to Consolidated Financial Statements included in our Annual Report on Form 10-K for the year ended December 31, 2025. The actual amount ultimately realized by the NEO, if any, from a grant of restricted stock will depend upon the value of our common stock on the vesting date. The amount ultimately realized by the NEO, if any, from a grant of Market RSUs or Performance RSUs will depend on the satisfaction of the market or performance conditions and the value of stock on the settlement date. Legacy Union | Dallas

  102. GRANTS OF PLAN-BASED AWARDS IN 2025

    | 75 | COUSINS 2026 PROXY STATEMENT |

  103. OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR-END

    OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR-END The following table sets forth information with respect to all outstanding option and stock awards for each of our NEOs on December 31, 2025.

  104. OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR-END

    | | Stock Awards (1) | | | | | | Number of Shares or Units of Stock that Have Not Vested(2) | Market Value of Shares or Units of Stock that Have Not Vested(3) | Equity Incentive Plan Awards: Number of Unearned Units that Have Not Vested(4) | Equity Incentive Plan Awards: Market Value of Unearned Units that Have Not Vested(5) | | M. Colin Connolly | 283,250 | $7,559,985 | 219,608 | $5,661,494 | | Gregg D. Adzema | 93,058 | $2,399,035 | 69,403 | $1,789,209 | | Kennedy Hicks | 58,370 | $1,504,779 | 44,643 | $1,150,897 | | Richard G. Hickson IV | 43,496 | $1,121,327 | 33,115 | $853,705 | | John S. McColl | 46,304 | $1,193,717 | 34,324 | $884,873 |

  105. OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR-END

    (1) See “Compensation Discussion and Analysis – Severance and Retirement Policies for a description of the effect of the Rule of 65 on these awards. (2) Includes shares earned from Market and Performance RSUs granted on February 16, 2023. These awards had a measurement period of three years which ended December 31, 2025 with a settlement date of February 2, 2026. The Market and Performance RSUs each surpassed the threshold. Therefore, as of December 31, 2025, the Market and Performance RSUs had been earned but not yet settled. These awards met the criteria for an average weighted payout of 162.2%, which is reflected in the number of shares above, which settled in shares on February 2, 2026, at closing stock price value of $24.84 per share. The number of shares and the amount earned by each NEO upon settlement, as well as the cash settled DEUs related to these shares, is as follows:

  106. OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR-END

    | | Number of TSR- based RSUs | Number of FFO based RSUs | Cash Settled Dividend Equivalent Units | Total Amount Earned Upon Settlement | | M. Colin Connolly | 124,279 | 28,211 | $632,221 | $4,420,073 | | Gregg D. Adzema | 39,406 | 8,945 | $200,463 | $1,401,502 | | Kennedy Hicks | 24,249 | 5,505 | $123,361 | $862,450 | | Richard G. Hickson IV | 18,187 | 4,128 | $92,518 | $646,823 | | John S. McColl | 19,703 | 4,472 | $100,229 | $700,736 |

  107. OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR-END

    (3) Market value was calculated by multiplying the number of unearned unvested RSUs at year-end by our closing stock price on December 31, 2025 ($25.78). (4) Represents Market RSUs and Performance RSUs granted in 2024 and 2025, assuming that the target performance goals will be achieved for the awards granted in 2024 and 2025. The performance period for these awards is incomplete and actual performance may vary. See Note 15 of Notes to Consolidated Financial Statements included in our Annual Report on Form 10-K for the year ended December 31, 2025, for an overview of the features of these awards. See “Compensation Discussion and Analysis – Severance and Retirement Policies” for a description of the effect of the Rule of 65 on these awards. (5) Market value was calculated by multiplying the number of unearned unvested RSUs at year-end by our closing stock price on December 31, 2025 ($25.78). DEUs that apply to these Market RSUs and Performance RSUs are not included.

  108. OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR-END

    | OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR END | 76 |

  109. STOCK VESTED IN 2025

    STOCK VESTED IN 2025 The following tables set forth information concerning the amounts realized in 2025 upon the vesting of restricted stock and RSUs. No options were held or exercised by any of our NEOs in 2025.

  110. STOCK VESTED IN 2025

    | | Stock Awards | | | | Number of Shares Acquired on Vesting(1) | Value Realized on Vesting(2) | | M. Colin Connolly | 147,149 | $4,827,372 | | Gregg D. Adzema | 49,272 | $1,620,932 | | Kennedy Hicks | 26,895 | $879,667 | | Richard G. Hickson IV | 23,141 | $761,058 | | John S. McColl | 23,509 | $772,080 |

  111. STOCK VESTED IN 2025

    (1) The number of shares acquired upon vesting includes the following:

  112. STOCK VESTED IN 2025

    | | Shares of Restricted Stock | Market and Performance RSUs(A) | Cash Settled Dividend Equivalent Units(A) | | M. Colin Connolly | 59,196 | 87,953 | $362,427 | | Gregg D. Adzema | 18,877 | 30,395 | $125,250 | | Kennedy Hicks | 11,375 | 15,520 | $63,957 | | Richard G. Hickson IV | 8,913 | 14,228 | $58,630 | | John S. McColl | 9,281 | 14,228 | $58,630 |

  113. STOCK VESTED IN 2025

    (A)This represents the Market and Performance RSUs granted in 2022 and settled in 2025. The Market and Performance RSUs met the criteria for an average weighted payout of 166.3%, which is reflected in the number of shares above. The above also includes the DEUs earned by each NEO upon vesting which were settled in cash. (2)The value shown includes amounts based on the following: (i) for Market and Performance RSUs granted in 2022, the shares delivered upon settlement on January 31, 2025, at $30.53 per share; (ii) the cash value of the DEUs delivered upon the settlement of the Market and Performance RSUs granted in 2022; and (iii) for restricted shares, the closing market price of our common stock of $30.53 and $29.95 that vested on January 31, 2025, and February 16, 2025, respectively. If the vesting date is not an NYSE trading day, the prior trading day’s closing price is used.

  114. STOCK VESTED IN 2025

    | 77 | COUSINS 2026 PROXY STATEMENT |

  115. POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL

    POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL Each of our executive officers is a party to an Executive Severance Plan Participation Agreement, as described in “Compensation Discussion and Analysis — Severance and Retirement Policies” Under the Participation Agreements, in accordance with the Executive Severance Plan, each NEO will be provided severance benefits, in the event of: (i) their termination without Cause; (ii) their resignation for Good Reason; or (iii) in the case of their death or disability. The terms of the Executive Severance Plan are summarized in “Compensation Discussion and Analysis - Severance and Retirement Policies,” and key definitions contained therein are as follows: Cause – The Executive Severance Plan defines “cause” generally as •a material act or omission by a participant that constitutes intentional misconduct in connection with the Company’s business or the participant’s duties; •a participant’s willful violation of law in connection with the Company’s business or the participant’s duties; •an act of fraud or embezzlement by a participant with respect to the Company’s business or the participant’s duties; a participant’s conviction of or indictment for a felony; •a participant’s willful and material failure to perform its material duties; •a participant’s material violation of any of the Company’s material, written policies, relating to sexual harassment, insider trading, confidentiality, non-disclosure, no-competition, non-disparagement or conflicts of interest; or •any material breach by a participant of a material agreement with the Company. Good Reason – The Executive Severance Plan defines “good reason” generally to mean: •the failure of the Company to pay scheduled installments of an NEO’s annual base salary or other compensation when due; •a material diminution in an NEO’s status, including title, position, duties, authority, or responsibility; •outside of a change in control period, a material reduction in the NEO’s annual base salary or target annual bonus, except with respect to any reduction applicable to similarly situated executive officers; •during a change in control period, any reduction in the NEO’s base salary or target annual bonus; •a relocation of the NEO’s primary work site more than 35 miles from the then current site; or •during a change in control period, a reduction in an NEO’s annual equity incentive opportunity as in effect immediately prior to the change in control period. Change in Control – Under the Executive Severance Plan, a “change in control” has the meaning set forth in our 2019 Omnibus Incentive Stock Plan (as amended), and a “change in control period” is the period beginning sixty days prior and ending two years following the change in control. Under the 2019 Omnibus Incentive Stock Plan (including under the proposed Amended Plan), a “change in control” generally means that any one of the following events occurs: •A person (or group) acquires, directly or indirectly, the beneficial ownership representing 30% or more of the combined voting power for the election of Directors of the outstanding securities of the Company, subject to certain exceptions; •A majority of the Board changes during a two-year period (unless the new Directors were elected by two-thirds of the Board members that were members on the first day of the two-year period);

  116. POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL

    | POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL | 78 |

  117. POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL

    •Stockholders approve our dissolution or liquidation; •The sale or other disposition of all or substantially all of our assets, subject to certain exceptions; or •In certain situations, a consolidation, merger, reorganization, or business combination involving us or our acquisition of the assets or stock in another entity. Disability – Under the Executive Severance Plan, a “Disability” means that a participant, as a result of a mental or physical condition or illness, is unable to perform the essential functions of the Participant’s position at the Company for any consecutive 180-day period, even with reasonable accommodation, all as reasonably determined by the Compensation Committee, in accordance with Section 409A of the Code. Annual Base Salary – Under the Executive Severance Plan, for purposes of determining the severance benefit thereunder, the Executive Severance Plan, “annual base salary” is the NEO’s annual base salary in effect on the day before the NEO’s employment terminates. Average Cash Bonus – Under the Executive Severance Plan, the “average cash bonus” is the sum of the annual cash bonuses that were paid to the NEO during the three years immediately prior to the date the NEO’s employment terminates, divided by the number of annual cash bonuses the NEO was eligible to receive during such period, however, if a participant has not completed three annual bonus periods in the participant's current position, the "average bonus" is the participant's target bonus. Participation Agreement and Waiver and General Release – In order to receive the benefits of the Executive Severance Plan, an NEO must enter into a “Participation Agreement” and a “Waiver and General Release.” If the NEO declines to enter into either the Participation Agreement or the Waiver and General Release, then the NEO would not become a participant and would forfeit his or her severance benefit (as applicable). •The Participation Agreement generally provides that the NEO will protect certain of our interests in exchange for the the benefits identified in the Executive Severance Agreement. In particular, the Participation Agreement provides that the NEO will not, from the time of execution through the date that is one year from the NEOs employment termination (1) solicit any business from any of our customers that he or she had contact with during the preceding two years, for the purposes of providing development, acquisition, financing, management, leasing and sale of commercial office properties, or (2) solicit any of our employees that he or she had direct personal contact with during his or her employment with us. •The Waiver and General Release is a standard release that is comparable to that required for all employees to receive any severance benefits from us and provides, in particular, that the NEO waives any and all claims against us and also covenants not to sue or to disparage us. Tax Protection – None of our NEOs are entitled to a gross-up payment pursuant to the Participation Agreements that they have entered into with us. The following table shows the potential payments to the NEOs upon a termination of employment under various scenarios, assuming that the triggering event occurred on December 31, 2025 (after the vesting of the 2023 Market RSUs or the 2023 Performance RSUs). The annual base salary is the salary in effect for 2025, and the average bonus is based on the annual cash incentive awards actually paid in 2023, 2024, and 2025 (such annual cash incentive awards relate to the performance during the prior calendar year). The table does not include the benefits under the “Rule of 65,” which addresses the impact upon unvested LTI when a key employee (including any NEO) retires, because the Rule of 65 does not result in acceleration of any LTI; it merely waives the service requirement that would otherwise be applicable to vesting of the Market RSUs and Performance RSUs.

  118. POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL

    | 79 | COUSINS 2026 PROXY STATEMENT |

  119. POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL

    | | Cash(1) | Accelerated Vesting of Restricted Stock(2) | Accelerated Vesting of Market RSUs and Performance RSUs(3) | Health and Welfare Benefits | Total | | M. Colin Connolly | | | | | | | •Voluntary resignation or termination for cause (4) | — | — | — | — | — | | •Termination without cause or resignation for good reason following a change in control | $7,256,647 | $3,628,793 | $9,592,686 | $124,464 | $20,602,590 | | •Termination without cause or resignation for good reason not in connection with a change in control | $5,242,807 | $3,628,793 | $3,931,192 | $82,976 | $12,885,768 | | •Death or disability | $1,215,128 | $3,628,793 | $9,592,686 | $41,488 | $14,478,095 | | Gregg D. Adzema | | | | | | | •Voluntary resignation or termination for cause (4) | — | — | — | — | — | | •Termination without cause or resignation for good reason following a change in control | $2,910,715 | $1,152,546 | $3,035,698 | $82,976 | $7,181,935 | | •Termination without cause or resignation for good reason not in connection with a change in control | $1,733,893 | $1,152,546 | $1,246,489 | $41,488 | $4,174,416 | | •Death or disability | $557,071 | $1,152,546 | $3,035,698 | $41,488 | $4,786,803 | | Kennedy Hicks | | | | | | | •Voluntary resignation or termination for cause (4) | — | — | — | — | — | | •Termination without cause or resignation for good reason following a change in control | $2,214,928 | $737,720 | $1,917,955 | $27,659 | $4,898,262 | | •Termination without cause or resignation for good reason not in connection with a change in control | $1,340,669 | $737,720 | $767,058 | $13,830 | $2,859,277 | | •Death or disability | $466,410 | $737,720 | $1,917,955 | $13,830 | $3,135,915 | | Richard G. Hickson IV | | | | | | | •Voluntary resignation or termination for cause (4) | — | — | — | — | — | | •Termination without cause or resignation for good reason following a change in control | $2,254,505 | $546,046 | $1,428,985 | $83,033 | $4,312,569 | | •Termination without cause or resignation for good reason not in connection with a change in control | $1,356,984 | $546,046 | $575,281 | $41,516 | $2,519,827 | | •Death or disability | $459,463 | $546,046 | $1,428,985 | $41,516 | $2,476,010 | | Continued on next page | | | | | |

  120. POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL

    | POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL | 80 |

  121. POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL

    | John S. McColl | | | | | | | •Voluntary resignation or termination for cause (4) | — | — | — | — | — | | •Termination without cause or resignation for good reason following change in control | $2,166,983 | $570,486 | 1,508,104 | $58,058 | $4,303,631 | | •Termination without cause or resignation for good reason not in connection with a change in control | $1,302,827 | $570,486 | $623,232 | $29,029 | $2,525,574 | | •Death or disability | $438,672 | $570,486 | $1,508,104 | $29,029 | $2,546,291 |

  122. POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL

    (1)Represents cash payments pursuant to Executive Severance Plan. (2) These amounts represent the value of unvested restricted stock as of December 31, 2025. The amounts were calculated by multiplying the number of unvested restricted shares at year-end by the closing stock price on December 31, 2025 ($25.78). (3) These amounts represent the value of unsettled and unvested Market and Performance RSUs as of December 31, 2025. For Market and Performance RSUs granted in 2023, the measurement and performance periods were complete. As such, these awards granted in 2023 were vested as of December 31, 2025, pending settlement and reflected at actual achievement. For Market and Performance RSUs granted in 2024 and 2025, target achievement was assumed for termination following a change in control as the measurement and performance periods were not yet complete. In the event of death or disability, all Market and Performance RSUs accelerate to vest at termination at target achievement. See discussion in the “Executive Severance Plan” in this proxy statement for the treatment of unvested RSUs in the case of each event described in the above table. The amounts were calculated by multiplying the number of unsettled and unvested RSUs at year-end by the closing stock price on December 31, 2025 ($25.78). DEUs that may apply to these Market Performance RSUs are not included. (4)Although the RSUs granted in 2023 were vested (but not yet settled) on December 31, 2025, because there is no acceleration of any Restricted Stock or RSUs in connection with a voluntary resignation, we have not reflected those values in this row. Additionally, the retirement of any NEO who qualifies for Rule of 65 also does not result in an acceleration of any LTI, but it will result in a waiver of the service requirement that would otherwise be applicable to vesting of Market RSUs and Performance RSUs. The benefits of Rule of 65 are also not reflected in this row. 3350 Peachtree | Atlanta

  123. POTENTIAL PAYMENTS UPON TERMINATION, RETIREMENT, OR CHANGE IN CONTROL

    | 81 | COUSINS 2026 PROXY STATEMENT |

  124. PAY VS PERFORMANCE

    PAY VS PERFORMANCE As required by Item 402(v) of Regulation S-K, we are providing the following information regarding the relationship between executive compensation and our financial performance for each of the last five completed calendar years. In determining the “compensation actually paid” (“CAP”) to our NEOs, we are required to make various adjustments, as summarized below, to amounts that have been previously reported in the Summary Compensation Table (“SCT”), as the SEC’s valuation methods for stock compensation in this section differ from those required in the SCT. The table below summarizes compensation values both previously reported in our Summary Compensation Table, as well as the adjusted values required in this section for the 2025, 2024, 2023, 2022, and 2021 calendar years.

  125. PAY VS PERFORMANCE

    | Year | SCT Total for PEO (1) | CAP to PEO (2) | Average SCT Total for Non-PEO NEOs (1) | Average CAP to Non-PEO NEOs (2) | Value of Initial Fixed $100 Investment Based On (3): | | Net Income (in thousands) (4) (5) | FFO Per Share (5) (6) | | | | | | | Cousins TSR | Peer Group TSR | | | | 2025 | $8,688,925 | $7,291,479 | $2,479,562 | $2,192,333 | $95.72 | $81.12 | $41,252 | $2.84 | | 2024 | $7,989,586 | $13,830,749 | $2,275,683 | $3,466,594 | $108.94 | $94.32 | $46,851 | $2.69 | | 2023 | $6,656,421 | $7,106,946 | $1,978,105 | $2,123,193 | $82.18 | $77.63 | $83,816 | $2.62 | | 2022 | $5,572,678 | $2,819,861 | $1,703,776 | $983,204 | $80.55 | $76.10 | $167,445 | $2.72 | | 2021 | $4,804,609 | $6,911,912 | $1,604,836 | $2,155,707 | $123.30 | $122.00 | $278,996 | $2.75 |

  126. PAY VS PERFORMANCE

    (1) Amounts reflect total compensation reported in the SCT for our principal executive officer (the “PEO”), M. Colin Connolly, and an average of total compensation reported in the SCT for our four other non-PEO NEOs for each applicable year. The non-PEO NEOs in each of the 2025, 2024, 2023, 2022, and 2021 periods were Gregg D. Adzema, Kennedy Hicks, Richard G. Hickson IV, and John S. McColl. (2) Amounts reflect CAP as computed in accordance with SEC rules. Stock compensation in the SCT is reflective of the grant date fair value of awards granted in the respective years. See tables below for the detail of the adjustments made to SCT in calculation of CAP. The Company does not maintain a defined benefit pension plan, so no pension adjustments were made. The CAP reflected below does not reflect the actual amount of compensation delivered to our NEOs during the applicable year as it includes changes in the value of stock compensation for awards which remained unvested at the end of the applicable year.

  127. PAY VS PERFORMANCE

    | PEO Reconciliation of SCT to CAP: | 2025 | 2024 | 2023 | 2022 | 2021 | | SCT Total for PEO | $8,688,925 | $7,989,586 | $6,656,421 | $5,572,678 | $4,804,609 | | PEO Adjustments: (A) | | | | | | | Remove stock compensation included in SCT | (6,154,830) | (5,736,747) | (4,602,915) | (3,828,832) | (2,999,439) | | Add fair value of awards granted in year and unvested as of year-end | 5,672,254 | 8,210,623 | 4,478,060 | 2,713,764 | 4,002,325 | | Add (subtract) changes in fair value from prior year-end to current year-end of awards granted prior to year that were unvested as of year-end | (1,114,105) | 3,412,574 | 131,326 | (1,860,649) | 904,595 | | Add (subtract) changes in fair value from prior year-end to current vesting date for awards that vested during the year (B) | 21,487 | (204,329) | 329,666 | (45,565) | (12,480) | | Add dividends paid on unvested awards (C) | 177,748 | 159,042 | 114,388 | 268,465 | 212,302 | | Total Adjustments | (1,397,446) | 5,841,163 | 450,525 | (2,752,817) | 2,107,303 | | CAP to PEO | $7,291,479 | $13,830,749 | $7,106,946 | $2,819,861 | $6,911,912 |

  128. PAY VS PERFORMANCE

    | PAY VS PERFORMANCE | 82 |

  129. PAY VS PERFORMANCE

    | Non-PEO Reconciliation of SCT to CAP: | 2025 | 2024 | 2023 | 2022 | 2021 | | Average SCT Total for Non-PEO NEOs | $2,479,562 | $2,275,683 | $1,978,105 | $1,703,776 | $1,604,836 | | Non-PEO NEO Adjustments: (A) | | | | | | | Remove stock compensation included in SCT | (1,306,371) | (1,158,022) | (940,229) | (809,396) | (695,328) | | Add fair value of awards granted in year and unvested as of year-end | 1,203,944 | 1,657,399 | 912,631 | 573,678 | 917,167 | | Add (subtract) changes in fair value from prior year-end to current year-end of awards granted prior to year that were unvested as of year-end | (226,000) | 725,807 | 32,869 | (533,304) | 266,850 | | Add (subtract) changes in fair value from prior year-end to current vesting date for awards that vested during the year (B) | 4,542 | (66,810) | 115,671 | (11,274) | 3,186 | | Add Dividends Paid on Unvested Awards (C) | 36,656 | 32,537 | 24,146 | 59,724 | 58,996 | | Total Adjustments | (287,229) | 1,190,911 | 145,088 | (720,572) | 550,871 | | Average CAP to Non-PEO NEOs | $2,192,333 | $3,466,594 | $2,123,193 | $983,204 | $2,155,707 |

  130. PAY VS PERFORMANCE

    (A) In calculating the necessary adjustments to the SCT, fair values of equity awards were determined as follows: •The fair value of the Market RSUs settled in company shares reflects the fair market value per RSU determined using a Monte Carlo valuation as of December 31 for each respective year, with the exception of the value of RSUs vesting on December 31 of each year, which is based on the closing share price of Cousins Common Stock times the completed achievement of this award. The December 31, 2021 and December 31, 2024 vestings of the 2019 RSU award and 2022 RSU award, respectively, each reflected performance of 200%. The December 31, 2022 vesting of the 2020 RSU award reflected performance of 194%, the December 31, 2023 vesting of the 2021 RSU award reflected performance of 167%, and the December 31, 2025 vesting of the 2023 RSU award reflected performance of 189%. •The fair value of the Performance RSUs settled in company shares reflects the closing price of Cousins Common Stock as of December 31, for each respective year multiplied by the shares to be awarded upon vesting (using the most probable outcome of the performance condition for performance based awards). •The fair value of the Service, Performance, and Market Based RSUs settled in cash, reflects the average of the closing price of Cousins Common Stock of each trading day in the 30 day period ending on December 31 for each respective year or the vesting date (for awards that vested during the year at a date other than year end) times the shares awarded or to be awarded upon vesting (using the most probable outcome of the performance or market condition for performance and market based awards). •The fair value of restricted stock reflects the closing price of Cousins Common Stock as of December 31, for each respective year multiplied by the number of shares outstanding or, for awards that vested during the year, the closing price of Cousins Stock as of the vesting date multiplied by the number of shares that vested. (B) This is inclusive of RSUs with a three-year performance measurement period that ended on December 31 of the prior year, but were not settled until the subsequent January or February. (C) Our restricted stock award recipients, including our NEOs, receive dividend payments on restricted stock prior to vesting. These amounts reflect the dividends actually paid with respect to unvested restricted stock in the applicable year. (3) For each of the years in question, the TSR Peer Group was comprised of the companies included in the FTSE Nareit Equity Office Index for the full performance period (with exceptions discussed in detail in the Compensation Discussion and Analysis beginning on page 41. As shown in the chart below, the calculated CAP for both the PEO and the Non-PEO NEOs is correlated with the Company’s TSR for each of the years set forth in the table above, which begins with an initial fixed $100 investment on December 31, 2020. This is due primarily to the Company’s use of equity awards in the long-term incentive compensation plan, which results in the alignment of the value of our executives’ outstanding and unvested awards with stockholders’ interests. As described in detail in the Compensation Discussion and Analysis beginning on page 41, the value of the awards issued under our long-term incentive compensation program are directly linked to stock price and represent a substantial portion of our NEOs’ compensation which serves to align our executives’ interests with our stockholders’ interests. The impact of equity incentive compensation is greater for the PEO’s CAP calculation because the portion of his compensation that is delivered in the form of equity incentives is greater than that portion for the Non-PEO NEOs. During the covered years, the CAP to the PEO and the Non-PEO NEOs moved in the same direction as the Company’s TSR.

  131. PAY VS PERFORMANCE

    | 83 | COUSINS 2026 PROXY STATEMENT |

  132. PAY VS PERFORMANCE

    (4) See the Company’s Consolidated Statements of Operations as presented in its Annual Report on Form 10-K Filed on February 5, 2026. (5)The chart below shows the relationship between CAP (for both our PEO and Non-PEO NEOs) and two financial performance measures, Net Income and FFO per share. (6) The Company believes FFO per share represents its most important financial performance measure in setting pay-for-performance, other than TSR and Net Income, for the most recently completed fiscal year. FFO per share represents 40% of our 2025 cash bonus program goals. In addition, the cumulative three-year FFO per share is used to determine the shares to be awarded at the end of the three-year vesting period of our Performance- based RSUs. See Appendix A for reconciliation from Net Income Available to Common Stockholders per share to FFO per share and further discussion of these and other performance measures on page 109.

  133. Tabular List of Performance Measures

    | CEO PAY RATIO | 84 |

  134. CEO PAY RATIO

    CEO PAY RATIO As required by Section 953(b) of the Dodd-Frank Wall Street Reform and Consumer Protection Act, and Item 401(u) of Regulation S-K, we are providing the following information about the relationship of the annual total compensation of our employees and the annual total compensation of our CEO. The pay ratio included in this information is a reasonable estimate calculated in a manner consistent with Item 402(u) of Regulation S-K. To identify the median of the annual total compensation of all our employees, as well as to determine the total annual compensation of our median employee and our CEO, we took the following steps: 1.We determined that, as of December 31, 2025, our employee population consisted of 350 individuals with all of these individuals located in the United States. This population consisted of our full-time employees; we had no part- time or temporary employees nor any independent contractors on December 31, 2025. 2.To identify the “median employee” from our employee population, we compared the amount of base salary and wages of our employees as reflected in our payroll records as reported to the Internal Revenue Service on Form W-2 for 2025. In making this determination, we annualized the compensation of 69 full-time employees who were hired in 2025 but did not work for us for the entire fiscal year. 3.We identified our median employee using this compensation measure, which was consistently applied to all our employees included in the calculation. Since all our employees are located in the United States, as is our CEO, we did not make any cost-of-living adjustments in identifying the “median employee.” 4.Once we identified our median employee, we combined all of the elements of our median employee’s compensation for 2025 in accordance with the requirements of Item 402(c)(2)(x) of Regulation S-K, resulting in an annual total compensation of $108,989. The difference between such employee’s base salary and wages and the employee’s annual total compensation represents the value of such employee’s health care and welfare benefits, the Company’s automatic contribution to the employee’s 401(k), and the value of annual incentive cash award (bonus) to such employee for the 2025 performance period. 5.With respect to the annual total compensation of our CEO, we used the amount reported in the “Total” column of the 2025 Summary Compensation Table included on page 71 of this proxy statement. 5950 Sherry Lane | Dallas

  135. CEO PAY RATIO

    | 85 | COUSINS 2026 PROXY STATEMENT |

  136. CEO PAY RATIO

    For 2025, our last completed fiscal year, the annual total compensation of the median employee of our company (taking into account all employees other than our CEO, pursuant to the methodology described above), the annual total compensation of our CEO (as reported in the Summary Compensation Table), and the resulting ratio is as set forth below.

  137. CEO PAY RATIO

    | | CEO: Median Employee Pay Ratio | | CEO Annual Total Compensation | $8,688,925 | | Median Employee Annual Total Compensation | $108,989 | | Pay Ratio | 80:1 |

  138. CEO PAY RATIO

    Given the different methodologies that various public companies will use to determine an estimate of their pay ratio, the estimated ratio reported above should not be used as a meaningful basis for comparison between companies. Hayden Ferry | Phoenix

  139. CEO PAY RATIO

    | DIRECTOR COMPENSATION | 86 |

  140. DIRECTOR COMPENSATION

    DIRECTOR COMPENSATION Our non-employee Director compensation is intended to attract, retain, and appropriately compensate highly qualified individuals to serve on our Board of Directors. The compensation for our non-employee Directors is determined by our Board, after recommendation by the Compensation Committee, and it is reviewed periodically as appropriate. These reviews include the engagement of the Compensation Committee’s compensation consultant, FPC, to evaluate and provide counsel regarding the following: (1) review of compensation objectives; (2) analysis of trends in compensation in the marketplace generally and among our peers specifically, utilizing the same peer group used for executive compensation decisions, as discussed beginning on page 47; (3) comparison of our Director pay practices to those of peers; and (4) recommendation of the components and amounts of compensation for our Directors. For their service on the Board, our non-employee Directors receive cash compensation and an annual equity award. Our CEO, who is also a Director, receives no additional compensation for his service on the Board. We typically do not adjust our Director compensation program more frequently than every other year, and during the eleven year period from 2014-2024, the compensation targets were only adjusted five times. In April 2024, the Compensation Committee engaged FPC to benchmark and review our compensation program and provide counsel as outlined above, based on then-current information and practices. This analysis also reviewed the composition of the Director retainer program and the stock ownership requirements. The Director compensation program has not changed subsequent to the updates made in 2024. The following table shows the amounts paid to our non-employee Directors in 2025:

  141. DIRECTOR COMPENSATION

    | | 2024 Director Retainer | 2025 Director Retainer | | Cash Retainer - Each Non-Employee Director | $80,000 | $80,000 | | Equity Retainer - Each Non-Employee Director | $135,000 | $135,000 | | Chair of Board Retainer | $70,000 | $70,000 | | Chair of Audit Committee Retainer | $30,000 | $30,000 | | Chair of Compensation & Human Capital Committee Retainer | $15,000 | $15,000 | | Chair of Nominating & Governance Committee Retainer | $15,000 | $15,000 | | Chair of Sustainability Committee Retainer | $15,000 | $15,000 |

  142. DIRECTOR COMPENSATION

    Consistent with our prior practice, the cash component of our Director retainers are paid on or about May 31st of each year, but following at least two trading days after release of any material non-public information. With respect to the equity component, each Director is granted a number of shares of common stock under the 2019 Omnibus Incentive Stock Plan, based on the average closing price of our common stock on May 31 or the next business day occurring thereafter. In addition, the approved program continues to provide the option to our Directors to elect to receive all or a portion of the cash retainers in stock, at a value equal to 95% of the market price on the issuance date. For any Director joining the Board or assuming a chair role between annual meetings, the foregoing compensation is generally prorated. Susan L. Givens joined our Board in April 2025 and participated in all Board actions occurring up to the 2025 Annual Meeting. Accordingly, she was granted a prorated retainer, reflecting her service for approximately twenty-five percent of the regularly scheduled Board meetings for the 2024-2025 term of service. The retainers for all other Directors serving during the 2024-2025 term is reflected in the 2025 Proxy Statement. We pay or reimburse Directors for reasonable expenses incurred in attending Board and committee meetings. We do not pay Directors any meeting fees.

  143. DIRECTOR COMPENSATION

    | 87 | COUSINS 2026 PROXY STATEMENT |

  144. DIRECTOR COMPENSATION

    2025 COMPENSATION OF DIRECTORS The following table shows the amounts paid to our non-employee Directors in 2025.

  145. DIRECTOR COMPENSATION

    | | Cash Retainer | Chair Retainer | Total Fees Earned Paid in Cash or Stock(1) | Equity Retainer (2) | Incremental Value of Cash Retainer paid in Stock (3) | Total | | Charles T. Cannada | $80,000 | — | $80,000 | $134,984 | — | $214,984 | | Robert M. Chapman | $80,000 | $70,000 | $150,000 | $134,984 | $7,899 | $292,883 | | Scott W. Fordham | $80,000 | $15,000 | $95,000 | $134,984 | — | $229,984 | | Susan L. Givens (4) | $100,000 | — | $100,000 | $168,732 | $5,307 | $274,039 | | R. Kent Griffin, Jr. | $80,000 | $15,000 | $95,000 | $134,984 | $5,032 | $235,016 | | Donna W. Hyland | $80,000 | $30,000 | $110,000 | $134,984 | $5,741 | $250,725 | | Dionne Nelson | $80,000 | — | $80,000 | $134,984 | — | $214,984 | | R. Dary Stone | $80,000 | $15,000 | $95,000 | $134,984 | $5,032 | $235,016 |

  146. DIRECTOR COMPENSATION

    (1)The 2019 Omnibus Incentive Stock Plan provides that an outside Director may elect to receive our common stock in lieu of cash fees otherwise payable for services as a Director. Under the the 2019 Omnibus Incentive Stock Plan, the price at which these shares are issued is equal to 95% of the market price on the issuance date. In 2025, Mmes. Givens and Hyland and Messrs. Chapman, Griffin, and Stone elected to participate in this program. In lieu of some or all of the cash fees shown in the table, the named Directors received shares of common stock as follows: Ms. Givens – 3,709; Mr. Chapman – 5,617; Mr. Griffin – 3,558; Ms. Hyland – 4,119; and Mr. Stone – 3,558. The value of the 5% discount is reflected in the stock awards column. (2) On June 2, 2025, each of Mmes. Givens, Hyland, and Nelson and Messrs. Cannada, Chapman, Fordham, Griffin, and Stone was granted 4,802 shares of common stock which vested immediately on the grant date. The grant date fair value reflected above is based on the closing stock price on the grant date ($28.11). (3) These amounts represent the incremental value of the 5% discount on stock received in lieu of cash fees. (4) As noted above, Ms. Givens was elected to our Board on April 2, 2025, and consistent with our policy regarding election between annual meetings, Ms. Givens received a prorated retainer for the 2024-2025 term, comprised of $20,000 in cash, which Ms. Givens elected to receive in common stock (at the 5% discount noted above), in the amount of 713 shares, and 1,144 shares of common stock which vested immediately on the grant date of April 2, 2025. The grant date fair value is based on the closing stock price on the grant date ($29.50).

  147. DIRECTOR COMPENSATION

    | DIRECTOR COMPENSATION | 88 |