DEF 14A of Equifax Inc, Mar 28, 2025

DEF 14A of Equifax Inc

Filed Mar 28, 2025 · FY20240001104659-25-029348

Open on EDGAR

  1. Agenda

    | 2024 Grants of Plan-Based Awards | 82 | | Outstanding Equity Awards at 2024 Fiscal Year-End | 85 | | Option Exercises and Stock Vested in Fiscal Year 2024 | 88 | | Retirement Plans | 88 | | Pension Benefits at 2024 Fiscal Year-End | 89 | | Non-Qualified Deferred Compensation | 90 | | Potential Payments Upon Termination or Change In Control | 93 | | CEO Pay Ratio | 101 | | Pay Versus Performance | 102 | | Equity Compensation Plan Information | 106 | | Compensation Committee Report | 106 | | Director Compensation | 107 | | Director Fees | 107 | | Equity Awards | 108 | | Stock Ownership Requirement | 108 | | Equifax 2005 Director Deferred Compensation Plan | 108 | | Director and Executive Stock Deferral Plan | 108 | | Equifax Inc. Board of Directors Deferred Compensation Plan (2022) | 109 | | Security Ownership of Management and Certain Beneficial Owners | 110 | | Securities Owned by Certain Beneficial Owners | 110 | | Securities Owned by Directors and Management | 111 | | Delinquent Section 16(a) Reports | 112 | | Audit Committee Report | 113 | | Proposal 3 Ratification of Appointment of Ernst & Young LLP as Independent Registered Public Accounting Firm for 2025 | 114 | | Policy on Audit Committee Pre-Approval of Audit and Non-Audit Services Performed by the Independent Registered Public Accounting Firm | 115 | | Board Recommendation | 115 | | Proposal 4 Approval of Amendments to our Articles of Incorporation to Eliminate the Supermajority Voting Requirements | 116 | | Board Recommendation | 118 | | Questions and Answers about the Annual Meeting | 119 | | Annex A Reconciliation of Non-GAAP Financial Measures | 126 | | Annex B Forward-Looking Statements | 132 |

  2. Our Director Nominees

    Our Director Nominees Our Board recommends that you vote FOR each of the director nominees named below for terms that expire at the 2026 Annual Meeting. The following table provides summary information about each nominee, and you can find additional information under “Proposal 1, Election of Director Nominees” on pages 22–34.

  3. Our Director Nominees

    | | 19 |

  4. Election of Director Nominees

    Election of Director Nominees All members of our Board are elected to serve until the next annual meeting of shareholders and until their successors have been elected and qualified. The ten nominees for election listed in Proposal 1 have consented to being named in this Proxy Statement and to serve if elected. All director nominees attended 75% or more of the aggregate of the meetings of the Board and of the committees of the Board on which such directors served during 2024. The Company does not have a policy about directors’ attendance at the annual meeting of shareholders, but directors are encouraged to attend. All of the directors then serving attended the 2024 Annual Meeting. Our director nominees have a variety of backgrounds, which reflects the Board’s continuing objective to achieve a diversity of perspective and experience. As more fully discussed in “Process for Identifying Director Nominees” on page 34, director nominees are considered on the basis of a range of criteria, including their business knowledge and background, reputation and global business perspective. They must also have demonstrated experience and ability that is relevant to the Board’s oversight role with respect to Company business and affairs. Biographical information for each of the nominees is set forth on pages 23−32 and a Board matrix is set forth on page 33.

  5. Election of Director Nominees

    | Board Recommendation | | The Board recommends a vote “FOR” the election of each of our director nominees. |

  6. Election of Director Nominees

    | 22 | 2025 Proxy Statement |

  7. Our Director Nominees

    Our Director Nominees

  8. Our Director Nominees

    | Mark W. Begor Chief Executive Officer Age 66 Director since 2018 Other Public Directorships NCR Atleos Corporation | Mr. Begor has served as our Chief Executive Officer and as a director since April 2018. Prior to joining Equifax, Mr. Begor was a Managing Director in the Industrial and Business Services group at Warburg Pincus, a global private equity investment firm, since June 2016. Prior to Warburg Pincus, Mr. Begor spent 35 years at General Electric Company (“GE”), a global industrial and financial services company, in a variety of operating and financial roles. During his career at GE, Mr. Begor served in a variety of roles leading multibillion dollar business units of the company, including President and CEO of GE Energy Management from 2014 to 2016, President and CEO of GE Capital Real Estate from 2011 to 2014, and President and CEO of GE Capital Retail Finance (Synchrony Financial) from 2002 to 2011. Mr. Begor served on the Fair Isaac Corporation (FICO) board of directors from 2016 to 2018. Key Skills and Experience Executive Leadership & Business Operations. When he joined Equifax as CEO in 2018, Mr. Begor brought over 35 years of operating and leadership experience as an executive in senior roles at GE. During his tenure, Equifax has grown from $3.4 billion of annual revenue in 2018 to record annual revenue of $5.7 billion in 2024, a compound growth rate of approximately 9%. This strong financial performance has enabled us to complete 14 strategic acquisitions totaling nearly $4 billion since the beginning of 2021 to broaden our capabilities well beyond a traditional credit bureau, while making investments to expand data, analytics, product and technology capabilities. Strategy Development. During over three decades at GE, Mr. Begor gained immense experience setting strategy for multibillion dollar business units of the company. As our CEO and a member of our Board, Mr. Begor plays a crucial role in setting the strategic direction of our company. Since 2018, we have developed and executed on our strategic priorities – investing more than $1.5 billion in our Equifax Cloud data and technology transformation, becoming an industry leader in security and accelerating innovation, new products, EFX.AI capabilities and growth. Equifax Industry Knowledge. During his tenure at GE, Mr. Begor served as chief executive of GE Capital Retail Finance (Synchrony Financial), a consumer finance lender. This experience provided him the perspective of being a credit bureau customer, which helps us execute on our strategic priority to put customers and consumers first. In addition, prior to joining Equifax, Mr. Begor served for two years as a director at FICO, a public data and analytics company focused on credit scoring services and an Equifax industry peer. Mr. Begor’s unparalleled knowledge of our industry and our business make him uniquely qualified to lead the Company and serve as a director as we pivot from building, investing and transforming to fully leveraging our Equifax Cloud and EFX.AI capabilities to drive new product innovation and growth. |

  9. Our Director Nominees

    | | 23 |

  10. Our Director Nominees

    | Mark L. Feidler Independent Chairman of the Board Age 68 Director since 2007 INDEPENDENT Committees Compensation Governance (Chair) Other Public Directorships New York Life Insurance Company | Founding Partner of MSouth Equity Partners, a private equity firm based in Atlanta, since February 2007. Mr. Feidler was President and Chief Operating Officer and a director of BellSouth Corporation (“BellSouth”), a major regional telecommunications company, from 2005 until January 2007. Mr. Feidler served as its Chief Staff Officer during 2004. From 2001 through 2003, Mr. Feidler was Chief Operating Officer of Cingular Wireless and served on the Board of Directors of Cingular from 2005 until January 2007. From 1991 to 2000, he served as the head of corporate development for BellSouth and as president of various operating subsidiaries. From 1986 to 1990, he worked in the investment banking department of The Robinson-Humphrey Company (predecessor to SunTrust Robinson Humphrey). From 1981 to 1986, Mr. Feidler was an attorney in the corporate law section of King & Spalding LLP. Key Skills and Experience Executive Leadership & Business Operations. Mr. Feidler has extensive operating, financial, legal and regulatory experience through his prior position with a major regional telecommunications company, as well as expertise in private equity investing and acquisitions. He also has broad based leadership experience through his nearly 20 years of service on the board of directors of New York Life Insurance Company. His many years of experience in business operations and executive leadership is especially relevant to us given his role as independent Chair of the Equifax Board. Strategy Development. Mr. Feidler co-founded MSouth, an Atlanta-based private equity firm, in 2007. Prior to MSouth, Mr. Feidler amassed over 25 years of M&A and transactional experience through his roles at BellSouth, Cingular Wireless, The Robinson-Humphrey Company and King & Spalding. Mr. Feidler’s extensive experience in acquiring and successfully growing businesses helps our Board oversee the core elements of our business strategy, including new product development, strategic partnerships and acquisition strategies. Equifax Industry Knowledge. Equifax has exclusive rights to operate and manage the NCTUE database of more than 430 million telecommunications, pay TV, internet, home security and utility account records. Mr. Feidler’s deep understanding of the value of this data, gained through his years of experience with BellSouth and Cingular Wireless, is valuable as we seek to layer insights from these records on top of traditional credit data to help maximize consumer approval rates, help customers identify potential risks, reduce manual intervention costs and improve customer experience. |

  11. Our Director Nominees

    | 24 | 2025 Proxy Statement |

  12. Our Director Nominees

    | Karen L. Fichuk Age 59 Director since 2023 INDEPENDENT Committee Audit | Former Chief Executive Officer of Randstad North America, a unit of Randstad N.V., the world’s largest human resources services provider, from 2019 until 2023. Prior to joining Randstad North America, Ms. Fichuk spent more than 25 years with Nielsen Holdings PLC (“Nielsen”), a global information services leader, where she held various positions, including President, Developed Markets, President North America and Global Managing Director for Kraft and Mondelez, among other positions. Ms. Fichuk is an advisor and investor in startup technology and AI companies and recently completed Northwestern University’s AI Applications for Growth certification. Ms. Fichuk also has significant nonprofit experience, including serving as a trustee for the United States Council for International Business and as a member of the CEO Council for the Global Business Alliance and sitting on the Global Leadership Council of the Colorado State University College of Business. Key Skills and Experience Data & Analytics. Ms. Fichuk gained extensive global data and analytics expertise during her 25 years at Nielsen, where she most recently served as President, Developed Markets. In this role, she led 4,000 employees across North America and Western Europe transforming the business model from client service to a product sales organization while providing global consumer intelligence to the world’s largest retailer and manufacturing companies. During her time as CEO of Randstad North America, she drew upon her experience at Nielsen to help the company make more sophisticated use of data. As a global data, analytics and technology company, Ms. Fichuk’s experience will help us execute on our strategic priority to expand our portfolio of differentiated data assets and leverage data-driven insights to help our customers. International Business. Ms. Fichuk has decades of experience working for businesses with large global operations. Most recently, she ran the North American business of Randstad, which is headquartered in the Netherlands, where she led Randstad’s core business brands in the U.S. and Canada. She also served as a member of the company’s Executive Board, overseeing global strategy, operations and compliance. During her career at Nielsen, her roles included President of Developed Markets and Strategic Initiatives, with responsibility for North America, Western Europe and Australia/New Zealand. This experience benefits our Board’s oversight of our global operations, including continued growth within our International business unit. Equifax Industry Knowledge. Ms. Fichuk served most recently as CEO of the North American business unit of Randstad, a global human resources services company. Ms. Fichuk’s experience in human resources services and the labor market is important to the Board as we seek to continue growing our portfolio of human resources business process automation and outsourcing services for employers. |

  13. Our Director Nominees

    | | 25 |

  14. Our Director Nominees

    | G. Thomas Hough Age 70 Director since 2016 INDEPENDENT Committees Audit (Chair) Compensation Other Public Directorships Federated Hermes Fund Family Haverty Furniture Companies, Inc. | Retired Americas Vice Chair of Ernst & Young LLP (“EY”), an international public accounting firm. He was Vice Chair of Assurance Services of EY Americas from 2009 to July 2014, and Americas Vice Chair until his retirement in September 2014. Mr. Hough joined EY in 1978 and became a partner in 1987. During his career, he led various teams across the firm, including serving as Vice Chair and Southeast Area Managing Partner from 2000 to 2009 and Vice Chair of Human Resources from 1996 to 2000. Key Skills and Experience Accounting & Finance. Mr. Hough was trained as an accountant, with over 36 years of experience as a certified public accountant with EY. As a senior leader for more than two decades engaging with many of EY’s most significant clients across diverse industries, he regularly engaged with members of issuer company management, boards and audit committees on audit, financial accounting, financial reporting, risk management and governance matters. Mr. Hough’s deep expertise in these areas makes him exceptionally qualified to serve as chair of our Audit Committee. Risk Management. Mr. Hough currently serves as chairman of the Federated Hermes Fund Family (“Federated Hermes”) and as lead director and audit committee member of Haverty Furniture Companies, Inc. (“Havertys”). He previously served as audit committee chair at both Federated Hermes and Publix Super Markets, Inc. (“Publix”). Through these board positions and his 27 years as a partner at EY, Mr. Hough has acquired in-depth knowledge related to risk policies and processes and overall enterprise risk management. Mr. Hough is able to apply this experience in his role as our chair of our Audit Committee and co-chair of our joint Audit and Technology Committees. Executive Leadership & Business Operations. Mr. Hough is a seasoned public company director with broad experience in executive leadership roles at a major international accounting firm. In his roles as Vice Chair of EY Americas Assurance Services and EY Americas Vice Chair, he oversaw services provided by 1,550 partners and 17,150 professionals throughout the Americas. Through his membership on the EY Executive Board and EY Global Assurance Executive Committee, he helped provide strategic and operational direction for the global firm. He has extensive experience as a board member, including current service with Federated Hermes and Havertys and prior experience with Publix. Mr. Hough’s broad and varied leadership experience benefits Equifax as our Board oversees management’s execution against our business strategy. |

  15. Our Director Nominees

    | 26 | 2025 Proxy Statement |

  16. Our Director Nominees

    | Barbara A. Larson Age 54 Director since 2024 INDEPENDENT Committee Audit | Chief Financial Officer of SentinelOne, Inc. (“SentinelOne”), a global leader in AI-powered cybersecurity, since September 2024. Prior to that, from 2022 to 2024, she served as Executive Vice President and Chief Financial Officer at Workday, Inc. (“Workday”), a leading AI enterprise platform that helps organizations manage their people and money. From 2014 to 2022, she held positions of increasing significance at Workday. Prior to joining Workday, she held various leadership roles in corporate finance spanning more than 20 years at VMWare, TIBCO and Symantec. Key Skills and Experience Accounting & Finance. Ms. Larson is a seasoned finance professional who currently serves as chief financial officer of SentinelOne. During her nearly decade-long tenure with Workday, Ms. Larson held several leadership positions across the company’s finance and product organizations, including serving as chief financial officer, where she was responsible for the company’s overall finance and accounting functions, internal audit and investor relations. Ms. Larson has a background as a certified public accountant with an undergraduate degree in finance and accounting. Her deep public company finance and accounting leadership experience benefits our Audit Committee in its oversight of our financial performance and financial reporting. Equifax Industry Knowledge. Ms. Larson served in several leadership roles across the finance and product organizations during her ten years at Workday, a company that offers a suite of AI-powered, cloud-based enterprise software solutions primarily focused on human capital management (HCM), financial management, enterprise resource planning (ERP) and analytics. Her experience in both human capital management and enterprise technology is a tremendous asset to our Board as we continue to expand the portfolio of employer services offered under our Workforce Solutions business unit. Cybersecurity; Technology. Ms. Larson has acquired experience with cybersecurity, cloud technology and AI through her roles at SentinelOne and Workday. This experience enhances her skill sets in relation to the Equifax Board, as we maintain our leadership in cybersecurity and seek to fully leverage our Equifax Cloud technology and EFX.AI capabilities to drive new product innovation and growth. |

  17. Our Director Nominees

    | | 27 |

  18. Our Director Nominees

    | Robert D. Marcus Age 59 Director since 2013 INDEPENDENT Committees Compensation (Chair) Governance | Former Chairman and Chief Executive Officer of Time Warner Cable Inc. (“Time Warner Cable”), a provider of video, high-speed data and voice services, from January 2014 until the company was acquired by Charter Communications in May 2016. He was named a director of Time Warner Cable in July 2013 and served as President and Chief Operating Officer from 2010 to 2013. Prior thereto, he was Senior Executive Vice President and Chief Financial Officer from January 2008 and Senior Executive Vice President from August 2005. Mr. Marcus joined Time Warner Cable from Time Warner Inc. where he held various senior positions from 1998. From 1990 to 1997, he practiced law at Paul, Weiss, Rifkind, Wharton & Garrison LLP (“Paul Weiss”), a premier law firm based in New York. Mr. Marcus is an Executive Partner at XN LP, a New York-based investment firm. He serves on the Board of Directors of Newhouse Broadcasting Co. as well as the boards of several non-profit organizations, including New Alternatives for Children, Uncommon Schools, Newark Academy, Cooperman Barnabas Medical Center and OpenDor Media. Key Skills and Experience Executive Leadership & Business Operations. Mr. Marcus served as chairman and chief executive officer of Time Warner Cable from 2014 until the completion of the company’s merger with Charter Communications in 2016. During the course of a decade, he served in other senior roles of increasing responsibility at Time Warner Cable, including president and chief operating officer and chief financial officer. His public company operating and finance experience, which includes a background in executive compensation, is invaluable to the Board as we execute on our long-term strategic priorities and to the Compensation Committee as we design compensation programs that attract, retain and motivate executive talent. Mergers & Acquisitions. Mr. Marcus has deep mergers and acquisitions experience. He served as chairman and chief executive officer of Time Warner Cable during the company’s merger with Charter Communications. Prior to that, he served over nearly a decade in roles at Time Warner Cable that involved significant mergers and acquisitions activity, including president and chief operating officer, chief financial officer and the senior executive vice president overseeing corporate groups including mergers and acquisitions. Before joining Time Warner Cable, he held roles at Time Warner Inc. that included senior vice president of mergers and acquisitions. Mr. Marcus’s experience is relevant to Equifax, as the execution of bolt-on M&A is a core pillar of our growth strategy. Legal & Regulatory. Mr. Marcus has significant legal and regulatory experience, gained through his years of practice at Paul Weiss and his experience as chief executive officer of Time Warner Cable, where the legal and regulatory functions reported into him. This experience navigating public company legal and regulatory issues facilitates Mr. Marcus’s significant insights and contributions as a member of the Board and the Governance Committee, in particular. |

  19. Our Director Nominees

    | 28 | 2025 Proxy Statement |

  20. Our Director Nominees

    | Scott A. McGregor Age 68 Director since 2017 INDEPENDENT Committees Audit Technology Other Public Directorships Applied Materials, Inc. | Former President, Chief Executive Officer and Director of Broadcom Corporation (“Broadcom”), a world leader in wireless connectivity, broadband, automotive and networking infrastructure. Mr. McGregor served in those positions from 2005 until the company was acquired by Avago in 2016. From 2016 to 2017, Mr. McGregor served on the board of directors of Xactly Corporation (“Xactly”), an AI-powered provider of intelligent revenue solutions. From 2010 to 2016, he served on the board of directors of Ingram Micro, Inc. (“Ingram Micro”), a U.S. distributor of information technology products and services. From 2001 to 2005, Mr. McGregor served as President and Chief Executive Officer of the Philips Semiconductors division of Royal Philips Electronics. Prior thereto, Mr. McGregor was head of Philips Semiconductors’ Emerging Business unit from 1998. He previously served in a range of senior management positions at Santa Cruz Operation Inc., Digital Equipment Corporation (now part of HP), Xerox PARC and Microsoft, where he was the architect and development team leader for Windows 1.0. Mr. McGregor received a B.A. in Psychology and an M.S. in Computer Science and Computer Engineering from Stanford University. Mr. McGregor currently serves on the board of directors of Applied Materials, Inc. (“Applied Materials”), a U.S. company that provides materials engineering solutions used to produce new chip and advanced displays. Prior to that, he served on the board of directors of Alorica Inc. (“Alorica”), an industry leader at leveraging data-driven insights to design and deploy digitally engineered, tech-enabled customer experiences at scale, and at Luminar Technologies (“Luminar”), a U.S. technology company that develops vision-based lidar and machine perception technologies, primarily for self-driving cars. Key Skills and Experience Cybersecurity. Mr. McGregor has decades of experience running and overseeing technology companies with sophisticated cybersecurity programs. In particular, he served as chief executive officer of Broadcom for over ten years, during which time he oversaw the development of networking semiconductors that are the foundation for a large part of the world’s cybersecurity hardware and acquired extensive cybersecurity expertise. Mr. McGregor’s cybersecurity experience is particularly important to us as we seek to maintain our intense focus on data security as we innovate for future growth. Technology. Mr. McGregor has spent his career at the forefront of technology and innovation. An industry leader in information technology, he began his career as a computer engineer, helping to design the first personal computers and the first version of Microsoft Windows. He later served in executive roles within the Philips Semiconductors division of Royal Philips Electronics and as the chief executive officer of Broadcom. His executive management experience is supplemented by his current and prior experience as a member of the board of directors of several cutting-edge technology companies, including Applied Materials, Xactly, Ingram Micro, Alorica and Luminar. He also has decades of experience focusing on AI issues, including experience gained through service as an executive and/or board member at technology companies and his position as an investor in an AI company. Mr. McGregor’s expertise in innovation and technology is invaluable to our Board as we leverage our Equifax Cloud data and technology transformation to accelerate innovation and new product development. Data & Analytics. Mr. McGregor currently chairs the technology committee of the board at Applied Materials, a company for which AI and data analytics is fundamental to the business. In addition, he previously served on the board of directors of Alorica, a business driven by data-driven insights. Our Board believes this experience benefits Equifax as we execute on our strategic priorities of accelerating innovation and new products and expanding differentiated data assets. |

  21. Our Director Nominees

    | | 29 |

  22. Our Director Nominees

    | John A. McKinley Age 67 Director since 2008 INDEPENDENT Committees Audit Technology (Chair) | Founder of Great Falls Ventures, a venture capital firm based in Washington, D.C., since April 2007. He was Chief Technology Officer of News Corporation from July 2010 to September 2012. He was President, AOL Technologies and Chief Technology Officer from 2003 to 2005 and President, AOL Digital Services from 2004 to 2006. Prior thereto, he served as Executive President, Head of Global Technology and Services and Chief Technology Officer for Merrill Lynch & Co., Inc., from 1998 to 2003; Chief Information and Technology Officer for GE Capital Corporation from 1995 to 1998; and Partner, Financial Services Technology Practice, for Ernst & Young International from 1982 to 1995. Key Skills and Experience Technology. Mr. McKinley has a background in managing complex global technology operations as chief technology officer at a number of leading global companies, which is important for Equifax as we leverage our Equifax Cloud data and technology transformation to accelerate innovation and new product development. Mr. McKinley also has extensive experience in the areas of artificial intelligence (AI) and natural language processing. He and his team delivered the first robo-advisor solution for Merrill Lynch in 2002. He is also currently an advisor to AI-centric firms in the investment and security sectors. This experience with AI enhances our Board’s effective oversight of our responsible AI innovation. Cybersecurity. Mr. McKinley has cybersecurity experience that has facilitated the enhancement of our security program maturity to a level that has outperformed all major industry benchmarks for the last five years. He gained this experience through, among other things, serving on the board of cloud-based security company MessageLabs, which was acquired by Symantec. He started his career at EY, where he helped establish the computer security practice in the United States. Finance & Accounting. Mr. McKinley began his career with EY, eventually becoming a partner in the Financial Services Technology Practice. In this role, he assisted in multiple IT control reviews. Later, during his tenure as President of Digital Services at AOL, he had full P&L responsibilities for the division. Prior to joining the Equifax Board, he served on the audit committee of Proxicom. Mr. McKinley received an undergraduate degree in economics from the Wharton School at the University of Pennsylvania. Mr. McKinley’s varied finance and accounting expertise, combined with his background in technology, is highly relevant to his role as a member of our Audit Committee and co-chair of our joint Audit and Technology Committees. |

  23. Our Director Nominees

    | 30 | 2025 Proxy Statement |

  24. Our Director Nominees

    | Melissa D. Smith Age 56 Director since 2020 INDEPENDENT Committees Compensation Governance Other Public Directorships WEX Inc. | Chair and Chief Executive Officer of WEX Inc. (“WEX”), a global leader in financial technology solutions. Ms. Smith has served as Chief Executive Officer since 2014 and Board Chair since 2019. She joined WEX in 1997 and held several senior leadership positions across different aspects of the business prior to her appointment as Chief Executive Officer, including serving as Chief Financial Officer for ten years. Before joining WEX, Ms. Smith started her career at Ernst & Young LLP. Ms. Smith also has a history of extensive nonprofit work and currently serves on the MaineHealth board of trustees. Key Skills and Experience Executive Leadership & Business Operations. Ms. Smith has served as CEO and board chair of WEX for eleven years and six years, respectively. In these broad-based leadership roles, she has gained significant experience in overseeing business operations and driving business growth, as evidenced by the fact that WEX’s annual revenue has increased from $800 million to $2.63 billion during her tenure as CEO. The Board views this experience as particularly valuable as we fully leverage our Equifax Cloud and EFX.AI capabilities to drive new product innovation and growth. Strategy Development; Data & Analytics. During over two decades at WEX, Ms. Smith has been instrumental in the company’s strategic growth, overseeing major acquisitions, technology investments and international expansion. The Board believes Ms. Smith’s strategic vision and leadership experience in a business driven by data and analytics benefit Equifax as we develop and execute on our corporate strategy. Accounting & Finance. Among other roles at WEX, Ms. Smith served as chief financial officer for ten years, during which time she spearheaded the company’s initial public offering. She began her career as an auditor at Ernst & Young LLP. This deep financial expertise facilitates the Board’s oversight of our annual operating budget and financial performance and our Compensation Committee’s design of incentive programs that align with our financial performance. |

  25. Our Director Nominees

    | | 31 |

  26. Our Director Nominees

    | Audrey Boone Tillman Age 60 Director since 2021 INDEPENDENT Committees Governance Technology | Senior Executive Vice President and General Counsel of Aflac Incorporated (“Aflac”), the largest U.S. provider of supplemental insurance, since 2014. Ms. Tillman joined Aflac in 1996 and has held positions of increasing significance, including serving as Senior Vice President of Human Resources. Prior to joining Aflac, she was an associate with Smith, Helms, Mulliss and Moore and an associate professor at the North Carolina Central University School of Law. Ms. Tillman has received numerous awards and accolades during her career. Most recently, she was named to Black Enterprise magazine’s Most Powerful Women in Business list for the third consecutive year and Women’s Inc.’s Top Corporate Counsel list in 2019. In 2020, she was awarded the Meritorious Public Service Medal by the Department of the United States Army. Key Skills and Experience Legal & Regulatory. Ms. Tillman has extensive legal and regulatory experience, having served as the general counsel of Aflac for more than a decade. She directs Aflac’s legal division and functions related to compliance, as well as the office of the corporate secretary, including oversight functions of the legal and compliance offices at Aflac Japan, where the company earns more than 75% of its revenue. Prior to Aflac, she acquired additional legal expertise as an attorney at Smith, Helms, Mulliss and Moore and an associate professor at the North Carolina Central University School of Law. The Board values Ms. Tillman’s experience in these areas, given that Equifax is subject to a number of U.S. federal, state, local and foreign laws and regulations that involve matters central to our business. Risk Management. As general counsel of Aflac, Ms. Tillman has legal and compliance oversight responsibilities that give her significant experience with enterprise risk management and governance frameworks. This experience benefits our Board’s ability to oversee Equifax’s various risk management and governance frameworks, including our enterprise risk management program. Corporate Governance. Ms. Tillman brings deep knowledge in corporate governance, gained over decades of experience in the insurance industry and legal and human resources fields. In her position as general counsel of Aflac, a U.S. public company, she is exposed to many of the same corporate governance issues we encounter at Equifax. In particular, she is able to leverage these insights as a member of our Board’s Governance Committee. |

  27. Our Director Nominees

    | 32 | 2025 Proxy Statement |

  28. Board Matrix

    Board Matrix The Board matrix below summarizes certain of the key skills, experience, qualifications and attributes that our director nominees bring to the Board to enable the effective oversight of our Company and execution of our business strategy. This matrix highlights the depth and breadth of the skills and experience of our director nominees. Additional details regarding each director nominee’s skills, experience and background are set forth in the individual biographies on pages 23−32.

  29. Board Matrix

    | | | | | | | | | | | | | Skills and Experience | Begor | Feidler | Fichuk | Hough | Larson | Marcus | McGregor | McKinley | Smith | Tillman | | Accounting & Finance | | | | | | | | | | | | Corporate Governance | | | | | | | | | | | | Cybersecurity | | | | | | | | | | | | Data & Analytics | | | | | | | | | | | | Equifax Industry Knowledge | | | | | | | | | | | | Executive Leadership & Business Operations | | | | | | | | | | | | CEO Experience | | | | | | | | | | | | CFO Experience | | | | | | | | | | | | International Business | | | | | | | | | | | | Legal/Regulatory | | | | | | | | | | | | Mergers & Acquisitions | | | | | | | | | | | | Risk Management | | | | | | | | | | | | Strategy Development | | | | | | | | | | | | Technology | | | | | | | | | | | | Background | | | | | | | | | | | | Tenure/Age/Gender | | | | | | | | | | | | Tenure (years) | 7 | 18 | 2 | 8 | 1 | 11 | 7 | 16 | 4 | 4 | | Age | 66 | 68 | 59 | 70 | 54 | 59 | 68 | 67 | 56 | 60 | | Gender (Male or Female) | M | M | F | M | F | M | M | M | F | F | | Race and Ethnicity | | | | | | | | | | | | Hispanic or Latino | | | | | | | | | | | | Black or African American | | | | | | | | | | | | White | | | | | | | | | | | | Asian | | | | | | | | | | | | American Indian or Alaska Native | | | | | | | | | | | | Native Hawaiian or Pacific Islander | | | | | | | | | | |

  30. Board Matrix

    | | 33 |

  31. Process for Identifying Director Nominees

    Process for Identifying Director Nominees When the need to fill a new Board seat or vacancy arises, the Governance Committee proceeds in the manner it deems appropriate to identify a qualified candidate or candidates. Candidates may be identified through the engagement of an outside search firm, recommendations from independent directors, the Chairman of the Board, management or other advisors to the Company, and recommendations by shareholders. The Governance Committee Chair and Chairman of the Board are provided with copies of the resumes for any potential candidates so identified and review them as appropriate with the Governance Committee, our CEO and the full Board. Our Governance Committee determines the selection criteria and qualifications for director nominees. As set forth in our Governance Guidelines, these criteria include, among other things, a director candidate’s integrity and ethical standards, independence from management, an ability to provide sound and informed judgment, a history of achievement that reflects superior standards and willingness to commit sufficient time. Cybersecurity is one of the skills that the Governance Committee specifically considers in its assessment of Board membership criteria. With respect to the most recent additions to the Board, the Governance Committee was also focused on expertise in accounting and finance, corporate governance, data and analytics, Equifax industry knowledge, international business, legal and regulatory, risk management, technology and strategy development. Although the Committee does not have a formal diversity policy for Board membership, it considers whether a director nominee contributes or will contribute to the Board in a way that can enhance the perspective and experience of the Board as a whole through, among other things, diversity in professional background, education, gender, age, race and ethnicity. When current Board members are considered for nomination for re-election, the Committee also takes into consideration their prior Board contributions, performance and meeting attendance records. The effectiveness of the Board’s skills and expertise is also considered as part of the Board’s annual self-assessment. Directors are limited to service on three other public company boards, not including our Board. Audit Committee members may not serve on the audit committee of more than three public companies absent a Board determination that such service will not impair the ability of such member to serve effectively on our Audit Committee. In addition, when our CEO is a member of our Board, he or she may not serve on more than two other public company boards. These policies – and our directors’ compliance with these policies – are reviewed at least annually and all directors currently comply with these limitations. See “Questions and Answers about the Annual Meeting” beginning on page 119 for information on the procedures for shareholders to recommend director nominees for consideration by the Governance Committee.

  32. Process for Identifying Director Nominees

    | 34 | 2025 Proxy Statement |

  33. 2024 Progress Against Our Strategic Priorities

    | | Accelerate Innovation and New Products • Launched 120 new products; 5th consecutive year above 100 • Vitality Index of 12%, above our Long-Term Financial Framework goal of 10% |

  34. 2024 Progress Against Our Strategic Priorities

    | | Continue Leadership in Security • Security maturity rating outperformed all major industry benchmarks; 5th consecutive year • Enhanced network security by moving to a passwordless login requirement for all employees and contractors |

  35. Our Incentive Programs Align Payouts with Financial Performance and Non-Financial Goals

    Our Incentive Programs Align Payouts with Financial Performance and Non-Financial Goals Our 2024 compensation program metrics, established in the first quarter of 2024, were:

  36. Our Incentive Programs Align Payouts with Financial Performance and Non-Financial Goals

    | Annual Incentive Plan (AIP) Opportunity | | | Payouts are based on the attainment of financial goals and individual non-financial strategic goals | Financial Goals • Corporate Operating Revenue measures our top line business growth1,2 • Corporate Adjusted EPS measures our profitability1,2 Individual Non-Financial Strategic Goals Individual goals aligned with our strategic priorities (see pages 62–63): • Accelerate Innovation and New Products • Leverage Equifax Cloud Capabilities • Expand Differentiated Data Assets • Drive AI Innovation • Put Customers and Consumers First • Execute Bolt-on M&A • Continue Leadership in Security • Act as One Team, One Equifax Payouts Align With Performance Our NEOs’ 2024 AIP awards paid out between 95%-118% of target in alignment with our performance against financial goals (see page 63) |

  37. Our Incentive Programs Align Payouts with Financial Performance and Non-Financial Goals

    | Long Term Incentive (LTI) Plan Opportunity | | | Designed to strike a balance between stock market-based and operational performance | Financial Performance Metrics • Performance shares tied to three-year cumulative TSR measuring our stock performance relative to companies in the S&P 500, providing a broad index for comparison and alignment with shareholder investment choices – If our cumulative three-year TSR is negative, the payout is capped at target (100%), regardless of our relative TSR percentile ranking • Performance shares tied to Adjusted EBITDA are earned based on our Adjusted EBITDA performance over a three-year period3 – If we fail to meet our threshold Adjusted EBITDA goals for any year during the three-year performance period, the payout for that year will be $0 Payouts Align With Performance TSR and Adjusted EBITDA performance shares granted in 2022 vested in 2025 at 68.6% and 61.7% of target, respectively (see page 72) |

  38. Our Incentive Programs Align Payouts with Financial Performance and Non-Financial Goals

    1 Corporate Operating Revenue and Corporate Adjusted EPS, as used for corporate-level financial goals under the AIP, are non-GAAP measures. Corporate Operating Revenue is Operating Revenue adjusted to be stated in constant dollars at our budgeted 2024 foreign exchange rates. Corporate Adjusted EPS is Adjusted EPS as shown in Annex A to this Proxy Statement, and then further adjusted to be stated in constant dollars at our budgeted 2024 foreign exchange rates. Because of these adjustments to Operating Revenue and Adjusted EPS, the actual Corporate Operating Revenue and Corporate Adjusted EPS used for incentive management purposes are not the same as Operating Revenue and Adjusted EPS reported under our “2024 Financial Highlights” on page 53. 2 Certain of our NEOs had roles for 2024 for which their AIP outcome was tied to specific business unit-level financial goals, as described in further detail under “Analysis of 2024 Compensation Decisions” beginning on page 60. Adjusted EBITDA is a non-GAAP measure, as shown in Annex A to this Proxy Statement.

  39. Our Incentive Programs Align Payouts with Financial Performance and Non-Financial Goals

    | 54 | 2025 Proxy Statement |

  40. Shareholder Engagement on Executive Compensation

    Shareholder Engagement on Executive Compensation As part of our Board-directed shareholder engagement program, feedback received from shareholders on our executive compensation program is shared with the Compensation Committee and the full Board. The Compensation Committee considers this feedback, as well as the compensation plan and benchmarking advice from its independent compensation consultant, in its review of our compensation program. Following the 2024 Annual Meeting, members of our management team, together with our Compensation Committee Chair or our Independent Board Chair for certain conversations, conducted investor outreach meetings with investors representing approximately 65% of our shares. During these meetings, our shareholders: • expressed support for our core compensation program, including our use of performance-based equity award structures to drive alignment of the interests of our NEOs and shareholders; and • described their priorities and provided constructive feedback regarding various topics. This feedback informed the Committee’s decisions with respect to the design of our 2025 compensation program, which remains consistent with our 2024 program, as more fully described under “Actions Taken with Respect to 2025 Compensation” on page 72. Taking account of shareholder feedback, we continue to improve our proxy disclosures regarding the structure of our executive compensation program. We will continue to evaluate and integrate this feedback into the Committee’s discussions, including topics such as metrics that are used to determine the NEOs’ short- and long-term incentive compensation.

  41. 2024 Target Pay Mix

    2024 Target Pay Mix As illustrated in the charts below, the Company emphasizes long-term equity awards and annual performance-based cash incentives so that a majority of each executive’s total compensation opportunity is linked directly to the Company’s stock price or otherwise tied to performance. For 2024, 89% of target total direct compensation for our CEO and an average of 85% for the other NEOs was in the form of variable, at-risk pay. Moreover, 80% of long-term incentive awards for our CEO and 75% of long-term incentive awards for our other NEOs was in the form of performance-based compensation (performance shares and stock options). * Percentages calculated based upon actual base salary, target annual incentive and the target grant date value of annual long-term incentive awards, excluding special awards. Percentages may not total 100% due to rounding.

  42. 2024 Target Pay Mix

    | Compensation Best Practices | | | Independent Compensation Committee advised by independent compensation consultant Performance-oriented pay philosophy, as evidenced by a target pay mix for our CEO and other NEOs that is predominantly performance-based (see above) Capped annual and long-term performance-based awards Double-trigger change in control cash severance benefits and vesting of equity awards No income tax gross-ups other than for certain relocation or foreign tax expenses Performance shares are subject to a post-vesting holding period of 12 months | Compensation clawback policy contains financial and reputational harm standard, including in supervisory capacity Meaningful share ownership requirements for senior executives Anti-hedging and -pledging policy for directors, officers and other employees Senior executives cannot purchase or sell Equifax securities except pursuant to a Rule 10b5-1 trading plan with robust requirements No re-pricing of underwater stock options RSUs granted under our annual LTI program cliff vest at the end of three years |

  43. Compensation Elements and Objectives

    | Element | Objectives | | Base Salary | • Provides competitive pay to attract and retain experienced and successful executives | | Annual Incentive Plan (AIP) | • Encourages and rewards valuable contributions to our annual financial and operational performance objectives, which align with our strategic priorities • Designed to reward high performance and achievement of financial goals and individual non-financial strategic goals by key employees, including our NEOs | | Long-Term Incentive (LTI) Program | • Designed to align the interests of key employees with those of shareholders, while striking a balance between stock market-based and operational performance – TSR performance shares align the interests of key employees with those of shareholders by linking pay to our share price performance relative to other companies in which shareholders could invest – Adjusted EBITDA performance shares tie our executive compensation payouts to a key internal operational performance metric that measures management’s ability to drive profitable growth over time – Market-priced stock options (granted to our NEOs other than the CEO) provide a strong incentive for the creation of long-term shareholder value because the options may be exercised for a profit only to the extent our stock price appreciates following the grant date – Premium-priced stock options (granted to our CEO) provide an even stronger link between our LTI compensation and creation of shareholder value by ensuring that our CEO receives gains only after a premium return is delivered to investors – RSUs cliff vest at the end of three years and primarily encourage retention and alignment with long-term shareholder interests |

  44. Compensation Consultant Services and Independence

    Compensation Consultant Services and Independence The Compensation Committee has the authority to engage advisors to assist it in fulfilling its responsibilities. The Committee retained Frederic W. Cook & Co., Inc. (“FW Cook”), a nationally-recognized executive compensation consulting firm, to provide advice with respect to 2024 compensation for our CEO and other executive officers. FW Cook performs services solely on behalf of the Committee and does not provide any other services to the Company. Management had no role in selecting the Committee’s compensation consultant and has no separate relationship with FW Cook. The Committee has assessed the independence of FW Cook pursuant to SEC and NYSE rules and concluded that no conflict of interest exists that would prevent FW Cook from independently representing the Committee. In 2024, FW Cook assisted the Committee in determining appropriate levels of compensation for the CEO and other executive officers for 2024, advising on the structure of variable incentives and assisting the Committee in evaluating performance goals.

  45. Benchmarking Use of a Peer Group

    Benchmarking Use of a Peer Group

  46. Compensation Peer Group

    Compensation Peer Group

  47. Robust Annual Review Process

    Robust Annual Review Process We are a global data, analytics and technology company. We provide information solutions for businesses, governments and consumers, and we provide human resources business process automation and outsourcing services for employers. The market for our products and services is highly competitive and is subject to change. Our direct competitors vary widely in size and in the nature of the products and services they offer. The Committee regularly evaluates whether the compensation opportunities for our executives are appropriate and competitive by comparing each NEO’s target compensation opportunity to the compensation opportunities for executives in comparable positions at peer companies. The Committee considers the pay practices of our peer companies as a primary factor when setting target pay opportunities for our executives. However, the Committee also believes that compensation decisions are multi-dimensional and require consideration of other factors, including relevant industry data, market competition, internal pay equity and each individual executive’s performance, experience, long-term potential and leadership contributions.

  48. Robust Annual Review Process

    The Committee conducts an annual review of our peer group, with the assistance of FW Cook, to ensure the selected companies continue to reflect our business strategy and the evolving market in which we compete for business. Most importantly, the Committee seeks to ensure that the peer group also includes competitors for talent, as our labor market for executive leadership extends across the highly competitive technology and technology-enabled industries. The peer group selection process further refines these business and labor market competitors to only include companies that are similar to us in scale and business complexity.

  49. Business Evolution and Impact on Peer Group

    Business Evolution and Impact on Peer Group Since 2018, our market capitalization has increased by 2.7x and we have transformed into a faster growing, diversified data, analytics and technology company that has expanded well beyond a traditional consumer credit bureau. Our peer group has evolved along with our business. During the past several years, the Committee has made changes to our peer group to align with our size, growth orientation and business strategy and to more closely reflect companies we consider competitors for executive talent. In particular, the Committee has sought to ensure that our peer group continues to reflect the significance of Workforce Solutions, our largest and fastest-growing business segment. We have added peers over time to reflect our Workforce Solutions services offerings (including peers that provide global cloud based financial and human capital management software and application services and related outsourcing solutions). We have also added peers we consider competitors for executive talent (including peers that provide credit ratings, data analytics and workflow solutions, and mortgage technology data and analytics). Although the Committee reviews the compensation peer group annually, the Committee does not change the peer group annually. We last made changes to our peer group in May 2022.

  50. 2024 Peer Group

    2024 Peer Group In May 2023, following annual review and based on the recommendations of FW Cook, the Committee determined it would be appropriate to retain the same 15-company peer group for 2024 that was utilized in 2023. The Committee utilized this peer group in February 2024 when setting NEO pay levels under the 2024 compensation program. The companies comprising our 2024 compensation peer group were as follows:

  51. 2024 Peer Group

    | Automatic Data Processing, Inc. | Gartner, Inc. | Paychex, Inc. | | Broadridge Financial Solutions, Inc. | Global Payments, Inc. | S&P Global Inc. | | Fidelity National Information Services | Intercontinental Exchange, Inc. | TransUnion | | Fair Isaac Corporation (FICO) | Intuit Inc. | Verisk Analytics, Inc. | | Fiserv, Inc. | Moody’s Corporation | Workday, Inc. |

  52. 2025 Peer Group

    2025 Peer Group Following annual review in May 2024, the Committee determined to retain the same 15-company peer group described above for purposes of setting 2025 compensation levels.

  53. Peer Group for Performance Shares

    Peer Group for Performance Shares The peer group described above was deemed appropriate for compensation purposes, although the stock performance of those companies is not necessarily impacted by the same economic factors as ours. Moreover, investors are likely to compare Equifax to other companies in the S&P 500 Index (of which we are a member). For that reason, the Compensation Committee believes that a broader peer group is more appropriate for evaluating TSR performance for performance shares issued under our LTI program. Therefore, the Committee uses the companies in the S&P 500 Index as the comparative group for that purpose.

  54. Peer Group for Performance Shares

    | | 59 |

  55. 2024 Annual Cash Incentive Structures and Outcomes

    2024 Annual Cash Incentive Structures and Outcomes

  56. Summary

    Summary Annual cash incentive awards are designed to reward the achievement of near-term business goals in alignment with our strategic business priorities. Moreover, these awards are structured to ensure that payouts are aligned to performance and shareholder experience. In addition to financial metrics, annual incentive awards are based on an assessment of individual contributions toward the achievement of business and strategic goals. The 2024 corporate financial performance goals for the NEOs with Company-wide responsibilities were based on Corporate Operating Revenue (used to measure top line business growth) and Corporate Adjusted EPS (used to measure profitability). We refer to this as the Corporate Plan. The financial goals for business unit leaders were focused primarily

  57. Establishment of Corporate-Level Financial Goals

    Establishment of Corporate-Level Financial Goals The Compensation Committee established corporate-level financial goals required to earn a cash incentive award for 2024 in a manner that was designed, within reasonable limits, to encourage achievement that exceeds target goals and penalizes underachievement. The financial goals under our compensation program are established with reference to our annual operating budget, which is approved by the Board. We set challenging but achievable goals, including maximum payout opportunities requiring exceptional performance for the Company and our executives in order to drive the achievement of our short-and long-term objectives. The 2024 threshold, target and maximum goals for Corporate Operating Revenue were set above 2023 goal levels and above 2023 actual results. The 2024 target and maximum goals for Corporate Adjusted EPS were set above 2023 goal levels and above 2023 actual results. The 2024 threshold goal for Corporate Adjusted EPS was set above the 2023 threshold level, but slightly below 2023 actual results, due to the unprecedented declines in the U.S. mortgage market that began in 2022 and continued throughout 2023 and 2024. In setting the corporate-level financial goals under the 2024 AIP, the Compensation Committee considered (i) our 2024 operating budget, (ii) our 2024 financial outlook as of February 2024 (including assumptions related to global macroeconomic factors, U.S. mortgage market conditions and business unit growth trends for 2024) and (iii) our strategic priorities, taking into account the initiatives to be implemented during 2024. Although we achieved record revenue in 2023, our financial performance fell short of our targets due to the unprecedented declines in the U.S. mortgage market and a softening of the global macroeconomic environment. The Compensation Committee was mindful of these external, macroeconomic factors when setting the 2024 AIP goals. In designing the 2024 compensation structures and target pay levels, the Committee sought to ensure that the compensation program reflected our financial and strategic business priorities, while also ensuring that the Company could attract and retain talented employees in order to create value for shareholders and provide appropriate incentives for executives managing those efforts. The 2024 corporate-level financial goals under the AIP were as follows:

  58. Establishment of Corporate-Level Financial Goals

    | Performance Measure1 | Weight (%)2 | Threshold (25% payout) | Target (100% payout) | Maximum (200% payout) | | Corporate Adjusted EPS | 65 | $6.62 | $7.35 | $7.62 | | | | | (11.0% above Threshold) | (15.1% above Threshold) | | Corporate Operating Revenue | 15 | $5.318 billion | $5.728 billion | $5.929 billion | | | | | (7.7% above Threshold) | (11.5% above Threshold) |

  59. Workforce Solutions Plan

    Workforce Solutions Plan The 2024 threshold, target and maximum goals for Workforce Solutions operating revenue were set above 2023 goal levels, with threshold equal to 2023 actual results. The 2024 threshold, target and maximum goals for Workforce Solutions operating income were set above 2023 goal levels and above 2023 actual results.

  60. Workforce Solutions Plan

    | Workforce Solutions Plan – Performance Measures | Weight (%) | Threshold (25% payout) | Target (100% payout) | Maximum (200% payout) | | Corporate Adjusted EPS | 30 | $6.62 | $7.35 | $7.62 | | | | | (11.0% above Threshold) | (15.1% above Threshold) | | Workforce Solutions Operating Revenue | 30 | $2.316 billion | $2.503 billion | $2.590 billion | | | | | (8.1% above Threshold) | (11.8% above Threshold) | | Workforce Solutions Operating Income | 20 | $1.041 billion | $1.129 billion | $1.192 billion | | | | | (8.5% above Threshold) | (14.5% above Threshold) |

  61. USIS Plan

    USIS Plan The 2024 threshold, target and maximum goals for USIS operating revenue were set above 2023 goal levels, with threshold equal to 2023 actual results. The 2024 target and maximum goals for USIS operating income were set above 2023 goal levels and above 2023 actual results. The 2024 threshold goal for USIS operating income was set below 2023 actual results due to the unprecedented declines in the U.S. mortgage market that began in 2022 and continued throughout 2023 and 2024.

  62. USIS Plan

    | USIS Plan – Performance Measures | Weight (%) | Threshold (25% payout) | Target (100% payout) | Maximum (200% payout) | | Corporate Adjusted EPS | 30 | $6.62 | $7.35 | $7.62 | | | | | (11.0% above Threshold) | (11.8% above Threshold) | | USIS Operating Revenue | 30 | $1.720 billion | $1.855 billion | $1.919 billion | | | | | (7.9% above Threshold) | (11.6% above Threshold) | | USIS Operating Income | 20 | $355.5 million | $410.1 million | $452.8 million | | | | | (15.4% above Threshold) | (27.4% above Threshold) |

  63. Evolution of AIP Goals Related to Responsible Business Priorities

    Evolution of AIP Goals Related to Responsible Business Priorities As described above, we have identified a set of responsible business priorities that are aligned with our corporate strategy. By aligning our responsible business practices with our corporate strategy, we remain focused on the areas that are most relevant to our business, which drives the creation of shareholder value while at the same time positioning the Company for long-term sustainability. Since 2018, our AIP has incorporated non-financial goals that relate to our Equifax responsible business practices. We began by adding a cybersecurity performance measure as an AIP metric in 2018, in order to promote a Company-wide focus on data security and reinforce our overall security program goals. Today, Equifax employees who participate in the AIP have a mandatory security-focused performance goal as part of their individual objectives, which is designed to support the highest level of performance under our global cybersecurity awareness program. Employees are required to identify one or more predetermined security goals, established by the Security Department, that are most appropriate to their role and scope of responsibility. Over the past several years, we have continued to monitor the evolution of non-financial strategic goals in compensation programs. In recent years, we have expanded our use of non-financial goals in the AIP to include other responsible business practices tied to pre-determined individual performance objectives that align with our strategic priorities.

  64. Summary of 2024 Annual Cash Incentive Awards

    Summary of 2024 Annual Cash Incentive Awards In February 2025, the Compensation Committee reviewed each NEO’s performance against the pre-established 2024 performance goals as approved by the Committee. Awards could range from 0% of the executive’s award goal (for performance below the threshold level) to 200% of the individual’s award target (for performance at or above the maximum level). The award paid to our CEO under the 2024 AIP was based exclusively on achievement measured against specified financial goals. Awards paid to our other NEOs under the 2024 AIP were determined based on achievement measured against specified financial goals (80% weighting) and non-financial MBOs (20% weighting). The target and maximum incentives, along with a summary of the actual 2024 awards earned by the NEOs, are set forth in the table that follows. A detailed description of how each NEO’s 2024 incentive award was achieved follows the table. Although we achieved record revenue in 2024, our financial performance fell short of our enterprise targets due to the continued challenging U.S. macroeconomic environment, including the mortgage market, with U.S. mortgage inquiries

  65. Summary of 2024 Annual Cash Incentive Awards

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  66. Summary of 2024 Annual Cash Incentive Awards

    down 10% compared to 2023. As a result, the payout to our CEO, whose AIP award is tied 100% to enterprise financial results, was below target. Payouts to our other NEOs under the 2024 AIP were 107.2% of target, on average.

  67. Summary of 2024 Annual Cash Incentive Awards

    | Named Executive Officer | Base Salary ($)1 | Target Incentive (as Percentage of Salary) (%) | Target Incentive ($) | Maximum Incentive ($)2 | Earned 2024 Incentive as Percentage of Target (%) | 2024 Incentive Payout ($) | | M. Begor | 1,500,000 | 120 | 1,800,000 | 3,600,000 | 95.1 | 1,712,415 | | J. Gamble | 800,000 | 120 | 960,000 | 1,920,000 | 116.1 | 1,114,630 | | C. Borton | 460,096 | 110 | 797,500 | 1,595,000 | 102.6 | 818,367 | | T. Horvath | 697,115 | 110 | 766,827 | 1,533,653 | 118.4 | 907,716 | | J. Farshchi | 687,692 | 100 | 687,692 | 1,375,384 | 116.1 | 798,461 | | R. Ploder | 579,808 | 100 | 579,808 | 1,159,616 | 82.6 | 479,0183 |

  68. Summary of 2024 Annual Cash Incentive Awards

    1 The maximum incentive for each is 200% of Target. 2 Mr. Borton’s $725,000 base salary was prorated for 2024, reflecting his appointment as Executive Vice President, President, Workforce Solutions on May 6, 2024; however, his annual incentive opportunity was calculated based upon his full year base salary. 3 Mr. Ploder’s $750,000 base salary was prorated for 2024, reflecting his retirement on September 30, 2024; his annual incentive opportunity was calculated based his prorated base salary.

  69. Determination of each NEO’s Performance and Annual Cash Incentive

    Determination of each NEO’s Performance and Annual Cash Incentive

  70. Determination of each NEO’s Performance and Annual Cash Incentive

    | Mark Begor | Chief Executive Officer | | | | | | | | Objectives | Target Level | Actual Results | Actual Payout as a % of Target | 2024 Incentive Payout | | | Corporate Adjusted EPS | $7.350 | $7.309 | 96 | $1,400,895 | | | Corporate Operating Revenue | $5.728 billion | $5.686 billion | 92 | $311,520 | | | Individual Objectives1 | n/a | | n/a | n/a |

  71. Determination of each NEO’s Performance and Annual Cash Incentive

    1 Mr. Begor’s AIP award payouts are determined based exclusively on achievement measured against Company financial goals (rather than 80% financial goals and 20% individual objectives). As a result, his 2024 AIP payout was based upon our Corporate Adjusted EPS (81.25% weighting) and Corporate Operating Revenue (18.75% weighting). The Committee also set non-financial performance objectives for Mr. Begor for 2024; however, his performance against those objectives did not impact his 2024 incentive payout. Mr. Begor’s achievements for 2024 included: • Executed against our strategic priorities and led the Company to achieve record revenue of $5.7 billion, up 8% over 2023, despite an estimated 10% decline in U.S. mortgage originations. • Delivered $813 million of free cash flow, up 58% versus 2023, and strengthened our balance sheet. • Delivered more than 100 new product innovations for the fifth consecutive year, resulting in a Vitality Index of 12%, which is well above our 10% long-term vitality index target for new products. • Reached a milestone of 85% of revenue derived from products delivered from an application running in the new Equifax Cloud, up from 70% in 2023. • Established a NIST-aligned AI governance program and invested in responsible AI innovation, with 95% of our new models and scores built using EFX.AI during 2024, ahead of our 80% goal and up from 75% in 2023. Developed our Only Equifax strategic initiative.

  72. Determination of each NEO’s Performance and Annual Cash Incentive

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  73. Determination of each NEO’s Performance and Annual Cash Incentive

    | John Gamble | Executive Vice President, Chief Financial Officer and Chief Operations Officer | | | | | | | | Objectives | Target Level | Actual Results | Actual Payout as a % of Target | 2024 Incentive Payout | | | Corporate Adjusted EPS | $7.350 | $7.309 | 96 | $597,715 | | | Corporate Operating Revenue | $5.728 billion | $5.686 billion | 92 | $132,915 | | | Individual Objectives | $192,000 | | 200 | $384,000 |

  74. Determination of each NEO’s Performance and Annual Cash Incentive

    Mr. Gamble’s achievements for 2024 included: • Supported achievement of the Company’s budget goals, despite the challenging U.S. macroeconomic environment, by proactively managing costs and capital spending across the enterprise. • Executed on cost reduction actions of nearly $130 million, successfully balancing market realities, our Cloud transformation and growth. • Led efforts within the finance organization to support the integration of recent acquisitions, including successful navigation of complex tax, finance and accounting matters. • Effectively managed our cash flows and financing activity, including a successful $650 million public debt offering to refinance our then-outstanding term loan. • Developed and retained talent within a high-performing leadership team and across the broader finance organization, including through meaningful employee engagement initiatives, internal promotion opportunities and a rotational development program.

  75. Determination of each NEO’s Performance and Annual Cash Incentive

    | Chad Borton | Executive Vice President, President, Workforce Solutions | | | | | | | | Objectives | Target Level | Actual Results | Actual Payout as a % of Target | 2024 Incentive Payout | | | Corporate Adjusted EPS | $7.350 | $7.309 | 96 | $229,172 | | | WS Operating Revenue | $2.503 billion | $2.434 billion | 72 | $173,149 | | | WS Operating Income | $1.129 billion | $1.083 billion | 61 | $97,047 | | | Individual Objectives | $159,500 | | 200 | $319,000 |

  76. Determination of each NEO’s Performance and Annual Cash Incentive

    Mr. Borton’s achievements for 2024 included: • Led the Workforce Solutions business unit to deliver revenue of $2.4 billion, an increase of 5% compared to 2023, despite challenging U.S. mortgage and hiring markets, with Adjusted EBITDA margins of 52%. • Continued to drive growth in The Work Number database, increasing active records by 12% over 2023 and signing 15 new strategic partnerships. • Led Workforce Solutions to deliver the highest level of new product innovations at the Company, attaining a Vitality Index of nearly 15%, well above our long-term goal. • Oversaw continued growth in the government vertical, including obtaining an extension to our contract with the U.S. Social Security Administration to provide income and employment verifications, with a potential contract value of approximately $500 million over the next five years. Advanced several strategic initiatives, including the implementation of a customer-centric engagement model and our Only Equifax initiative.

  77. Determination of each NEO’s Performance and Annual Cash Incentive

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  78. Determination of each NEO’s Performance and Annual Cash Incentive

    | Todd Horvath | Executive Vice President, President, U.S. Information Solutions | | | | | | | | Objectives | Target Level | Actual Results | Actual Payout as a % of Target | 2024 Incentive Payout | | | Corporate Adjusted EPS | $7.350 | $7.309 | 96 | $220,358 | | | USIS Operating Revenue | $1.855 billion | $1.893 billion | 159 | $366,344 | | | USIS Operating Income | $410.1 million | $414.1 million | 109 | $167,649 | | | Individual Objectives | $153,365 | | 100 | $153,365 |

  79. Determination of each NEO’s Performance and Annual Cash Incentive

    Mr. Horvath’s achievements for 2024 included: • Led the USIS business unit to deliver revenue of $1.89 billion, an increase of 10% compared to 2023. • Contributed significantly to our Equifax Cloud transformation progress by leading efforts within USIS to complete the migration of our U.S. consumer and telecommunications and utilities exchanges. • Leveraged our Equifax Cloud capabilities to accelerate new product innovation, with a 200% year-over-year increase in new products and a 90% year-over-year increase in new product revenue. • Extended our nearly 30-year relationship with the National Consumer Telecom and Utilities Exchange, Inc.® (NCTUE®), continuing our exclusive operation and management of the unique NCTUE database that includes 190 million payment records.

  80. Determination of each NEO’s Performance and Annual Cash Incentive

    | Jamil Farshchi | Executive Vice President, Chief Technology Officer and Chief Information Security Officer | | | | | | | | Objectives | Target Level | Actual Results | Actual Payout as a % of Target | 2024 Incentive Payout | | | Corporate Adjusted EPS | $7.350 | $7.309 | 96 | $428,171 | | | Corporate Operating Revenue | $5.728 billion | $5.686 billion | 92 | $95,213 | | | Individual Objectives | $137,538 | | 200 | $275,077 |

  81. Determination of each NEO’s Performance and Annual Cash Incentive

    Mr. Farshchi’s achievements for 2024 included: • Continued our leadership in security, attaining a cybersecurity program maturity level that exceeded all major industry benchmarks for the fifth consecutive year, with a posture that ranks in the top 1% of technology companies and top 3% of financial services companies. • Oversaw an enterprise-wide initiative to further enhance our network security by moving to a passwordless login requirement for all employees and contractors. • Led the technology organization to move our Cloud technology transformation toward substantial completion, ending the year with approximately 85% of revenue generated from products delivered from an application running in the Equifax Cloud, up from 70% in 2023. • Drove efforts to decommission 10 additional data centers as part of our Cloud transformation, delivering $300 million in spending reductions. • Led significant improvements in our technology operations, including year-over-year improvements in network stability and cybersecurity incident response times. Led efforts to operationalize our new product and engineering centers based in India.

  82. Determination of each NEO’s Performance and Annual Cash Incentive

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  83. Determination of each NEO’s Performance and Annual Cash Incentive

    | Rudy Ploder | Former Executive Vice President, President, Workforce Solutions | | | | | | | | Objectives | Target Level | Actual Results | Actual Payout as a % of Target | 2024 Incentive Payout | | | Corporate Adjusted EPS | $7.350 | $7.309 | 96 | $166,615 | | | WS Operating Revenue | $2.503 billion | $2.434 billion | 72 | $125,885 | | | WS Operating Income | $1.129 billion | $1.083 billion | 61 | $70,556 | | | Individual Objectives | $115,962 | | 100 | $115,962 |

  84. Determination of each NEO’s Performance and Annual Cash Incentive

    Mr. Ploder stepped down from his role as a member of the senior leadership team on May 6, 2024 and retired from Equifax on September 30, 2024. His achievements for the portion of 2024 he served as President, Workforce Solutions included: • Led the Workforce Solutions business unit to deliver revenue of $603 million in the first quarter of 2024, with 7% non-mortgage revenue growth. • Continued to drive growth in the Government vertical, which had 35% revenue growth in the first quarter of 2024. Oversaw continued expansion of The Work Number database, signing agreements with multiple payroll processors and growing the pipeline for future records growth.

  85. Determination of each NEO’s Performance and Annual Cash Incentive

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  86. 2024 Long-Term Equity Incentive Compensation

    2024 Long-Term Equity Incentive Compensation

  87. Overview

    Overview For our CEO and other NEOs, LTI is the largest element of their total compensation package. In determining the value of long-term incentive awards to executive officers other than the CEO, the Committee considers numerous factors including the benchmarking data described on page 58, individual performance, internal equity, importance of role and share run rate (a measure of actual equity-grant activity in relation to the total number of shares outstanding at the Company). In February 2024, the Committee approved a 2024 Annual LTI structure for our NEOs other than the CEO consisting of TSR performance shares (weighted 25%), Adjusted EBITDA performance shares (weighted 25%), market-priced stock options with a ten-year term (weighted 25%) and time-based RSUs (weighted 25%). The 2024 Annual LTI award mix for our CEO is set forth in his employment agreement and consists of TSR performance shares (weighted 30%), Adjusted EBITDA performance shares (weighted 30%), premium-priced stock options (weighted 20%) and time-based RSUs (weighted 20%). The 2024 Annual LTI framework for our NEOs (including our CEO) remained consistent with the 2023 LTI award mix.

  88. Overview

    | 2024 Annual LTI Structure | | | | | ■ TSR performance shares: value based on the performance of our stock relative to companies in the S&P 500 Index over a three-year period; subject to post-vesting holding period of 12 months ■ Adjusted EBITDA performance shares: value based on our Adjusted EBITDA performance during a three-year period; subject to post-vesting holding period of 12 months ■ Premium-priced stock options: granted to our CEO, cliff vest on the third anniversary of the grant date and have exercise prices set at a premium to the market value of our stock on the grant date ■ Market-priced stock options: granted to our other NEOs, vest ratably over three years and have an exercise price set at the market value of our stock on the grant date ■ Time-based RSUs: accomplish retention objectives through a three-year cliff vesting schedule while also augmenting the alignment of management and shareholder interests | |

  89. 2024 LTIP Elements

    2024 LTIP Elements Performance shares are granted based on two different metrics: TSR and Adjusted EBITDA.

  90. TSR Performance Shares

    TSR Performance Shares TSR performance shares align with shareholder interests, as higher relative TSR results in higher returns for shareholders compared to other investment options. TSR performance shares are earned, if at all, based on the percentile ranking of the Company’s cumulative TSR compared to the TSR of the companies in the S&P 500 Index (as constituted on the initial grant date, subject to certain adjustments) after a three-year performance period.

  91. TSR Performance Shares

    | 68 | 2025 Proxy Statement |

  92. TSR Performance Shares

    As described on pages 58–59, our compensation peer group is composed of companies with which we compete for business and talent. While the Committee recognizes this as a valuable peer group for evaluating compensation, the stock performance of the companies in our compensation peer group is not necessarily impacted by the same economic factors as ours. Moreover, investors are likely to compare Equifax to other companies in the S&P 500 Index (of which we are a member). For this reason, the Committee believes that the broader peer group of the S&P 500 Index is more appropriate for evaluating our relative TSR performance for purposes of performance shares issued under our LTI plan. Payouts in February 2027 (if any) for the TSR performance shares awarded on February 9, 2024 will be based on the following scale, with straight-line interpolation between the threshold and maximum levels:

  93. TSR Performance Shares: Performance/Payout Scale

    TSR Performance Shares: Performance/Payout Scale

  94. TSR Performance Shares: Performance/Payout Scale

    | Company TSR Percentile | Performance Share Payout as a % of Target | | 75th | 200% | | 50th | 100% | | 25th | 50% | | Below 25th | 0% |

  95. TSR Performance Shares: Performance/Payout Scale

    The number of TSR performance shares payable is the target award multiplied by a percentage (from 0% to 200%), calculated by taking an average of the payout percentages achieved for each of the last four quarters of the performance period based on the Company’s cumulative TSR percentile ranking through the end of each such quarter. Basing the award payout on the average of the payout percentages for each of the last four quarters of the three-year performance period counterbalances potential late performance period volatility. If our team does not deliver cumulative TSR that ranks at or above the 25th percentile, the value of the TSR performance shares will be $0. In addition, in the event our cumulative TSR is negative over the three-year performance period, the payout is capped at 100% of the target shares, irrespective of our TSR percentile rank versus the S&P 500. TSR performance share awards accrue dividend equivalents on earned shares and require the recipient to hold the shares for a period of 12 months following vesting.

  96. Adjusted EBITDA Performance Shares

    Adjusted EBITDA Performance Shares Adjusted EBITDA performance shares tie our executive compensation payouts to a key internal operational performance metric that measures management’s ability to drive profitable growth. Adjusted EBITDA performance shares granted in 2024 are earned, if at all, based on our Adjusted EBITDA for each of the three years of the performance period. In February 2024, the Committee set the threshold, target and maximum Adjusted EBITDA levels for 2024, and threshold, target and maximum Adjusted EBITDA growth rate goals for each of 2025 and 2026. The number of Adjusted EBITDA performance shares payable is the target award multiplied by a percentage (from 0% to 200%), calculated by taking an average of the payout percentages achieved for each of the three years of the performance period. Adjusted EBITDA performance share awards accrue dividend equivalents on earned shares and require the recipient to hold the shares for a period of 12 months following vesting.

  97. Market-Priced Stock Options

    Market-Priced Stock Options The Compensation Committee believes that market-priced stock options provide a strong incentive for the creation of long-term shareholder value, because stock options may be exercised for a profit only to the extent our stock price appreciates after the grant date. If our NEOs are not able to drive share price returns in excess of the exercise price before the expiration date, the realized value of their 2024 stock options will be $0.

  98. Market-Priced Stock Options

    | | 69 |

  99. Market-Priced Stock Options

    The exercise price of stock options granted in 2024 for our NEOs other than the CEO were set at the market value of our stock on the grant date. The market-priced stock options granted on February 9, 2024 vest in equal installments on the first, second and third anniversaries of the grant date, assuming continued employment with the Company, and have a ten-year term.

  100. Premium-Priced Stock Options

    Premium-Priced Stock Options Premium-priced stock options granted to our CEO tighten the link between our long-term incentive compensation and the creation of shareholder value by ensuring that our CEO receives gains only after a premium return is delivered to investors. The exercise prices of stock options granted in 2024 for our CEO were set above the market value of our stock in two equally weighted tranches, with exercise prices of 110% and 120% of the market value of our stock on the grant date. The premium-priced stock options granted on February 9, 2024 cliff-vest on the third anniversary of the grant date, assuming continued employment with the Company, and have a seven-year term.

  101. RSUs

    RSUs We use RSUs to encourage retention of our employees over the long-term and simultaneously inspire our team to focus on corporate performance. The RSUs issued to our NEOs on February 9, 2024 cliff vest on the third anniversary of the grant date, thereby maximizing the award’s long-term retention value. The value of RSUs varies directly with the market price of our common stock, which creates an added incentive to make decisions that will build shareholder value over the long term. RSUs accrue dividend equivalent units on earned shares.

  102. Target Grant Value for 2024 Annual LTI Awards

    Target Grant Value for 2024 Annual LTI Awards The following table details the target grant value used by the Compensation Committee to determine the number of performance shares, stock options and RSUs granted to each NEO in 2024. Actual grant date values, computed in accordance with applicable accounting standards, are disclosed in the “2024 Grants of Plan-Based Awards” table on page 82. The actual value of equity awards that may be realized by the NEOs will depend on their continued service, our Adjusted EBITDA growth and our future stock price performance. The Committee approved a 2024 Annual LTI award mix for our CEO that included TSR performance shares (weighted 30%), Adjusted EBITDA performance shares (weighted 30%), premium-priced stock options with a seven-year term (weighted 20%) and time-based RSUs (weighted 20%). The Committee approved a 2024 Annual LTI award mix for our NEOs other than the CEO that included TSR performance shares (weighted 25%), Adjusted EBITDA performance shares (weighted 25%), market-priced stock options with a ten-year term (weighted 25%) and time-based RSUs (weighted 25%).

  103. Target Grant Value for 2024 Annual LTI Awards

    | Name | Target Grant Value ($)1,2 | Target Number of Performance Shares (TSR) Granted3 | Target Number of Performance Shares (Adj. EBITDA) Granted4 | Number of Stock Options Granted5 | Number of RSUs Granted6 | | M. Begor | 10,100,000 | 13,305 | 13,305 | 29,759 | 8,107 | | J. Gamble | 4,000,000 | 4,391 | 4,391 | 12,904 | 4,014 | | C. Borton | 3,750,0007 | 4,434 | 4,434 | 12,097 | 4,053 | | T. Horvath | 3,500,000 | 3,842 | 3,842 | 11,291 | 3,512 | | J. Farshchi | 2,500,0008 | 2,716 | 2,716 | 7,978 | 2,482 | | R. Ploder | 3,500,000 | 3,842 | 3,842 | 11,291 | 3,512 |

  104. Target Grant Value for 2024 Annual LTI Awards

    1 Except as otherwise noted, the grant date for annual equity awards to each of the NEOs was February 9, 2024; the closing stock price on such date was $249.18. The Compensation Committee determined the 2024 long-term incentive awards by establishing a dollar value for each NEO and then converting this dollar value to a number of performance shares, stock options (either market- or premium-priced) and RSUs.

  105. Target Grant Value for 2024 Annual LTI Awards

    | 70 | 2025 Proxy Statement |

  106. Target Grant Value for 2024 Annual LTI Awards

    The number of TSR performance shares granted is calculated by taking the target grant value divided by the closing price of our common stock on the grant date, then applying an illiquidity discount to reflect the 12-month post-vesting holding period. 4 The number of Adjusted EBITDA performance shares granted is calculated by taking the target grant value divided by the closing price of our common stock on the grant date, then applying an illiquidity discount to reflect the 12-month post-vesting holding period. 5 Premium-priced stock options were granted to our CEO in 2024 and market-priced stock options were granted to our other NEOs. The premium-priced stock options were granted in two equally-weighted tranches, with exercise prices of 110% and 120% of the grant date closing stock price. The number of premium-priced stock options granted is calculated using a Monte Carlo model, which is built on a lattice model framework. The number of market-priced stock options granted is calculated based on a binomial valuation model. 6 The number of RSUs granted is calculated by taking the target grant value divided by the closing price of our common stock on the grant date. 7 The grant date for the annual equity award to Mr. Borton, who joined the Company on May 6, 2024, was May 6, 2024; the closing stock price on such date was $231.34. 8 Mr. Farshchi received an annual equity award of $1,700,000 on February 9, 2024 in his capacity as Chief Information Security Officer. He received an additional annual equity grant of $800,000 on February 20, 2024 upon his appointment as Chief Technology Officer in recognition of his increased responsibilities and a review of competitive market rates for his new position; the closing stock price on such date was $257.85.

  107. 2024 Borton New Hire Award

    2024 Borton New Hire Award In connection with his hiring as Executive Vice President, President, Workforce Solutions, and to compensate him for foregoing unvested equity previously granted at his prior employer, in addition to the 2024 annual LTI award, on May 6, 2024, Mr. Borton received a new hire “make whole” grant of RSUs, TSR performance shares and Adjusted EBITDA performance shares with an aggregate grant date fair value of $6.2 million. His new hire RSU award (comprising $3 million in value) vests in three equal increments beginning on the first anniversary of the grant date. His new hire TSR and Adjusted EBITDA performance share awards (comprising $3.2 million in aggregate value) vest at the end of a three-year performance period. As described above under “2024 LTIP Elements,” RSU and TSR performance share awards accrue dividend equivalents on earned shares; TSR and Adjusted EBITDA performance shares require the recipient to hold the shares for a period of 12 months following vesting.

  108. CEO Equity Deferrals

    CEO Equity Deferrals As a result of his voluntary, irrevocable deferral elections, our CEO will continue to be invested in Equifax for more than ten years following his tenure at the Company. • During the past four years, our CEO has made proactive irrevocable elections under our deferred compensation program to defer 100% of his long-term incentives granted in the form of RSUs and performance shares. • These deferred equity awards had an aggregate value of more than $61 million as of March 7, 2025 (assuming payout at 100% of target for his outstanding awards), are payable only in Equifax common stock if earned and are not payable until after Mr. Begor leaves the Company. • Deferred awards granted in 2021 begin paying out in equal annual installments over a 10-year period, beginning five years following Mr. Begor’s departure from Equifax. • Deferred awards granted in 2022 through 2024 begin paying out in equal annual installments over a 10-year period, beginning seven months following Mr. Begor’s departure from Equifax. These deferral decisions reflect our CEO’s belief in the shareholder value to be delivered by executing on our strategic priorities and building on the strong foundation of the Equifax Cloud to accelerate innovation, new products, EFX.AI capabilities and growth.

  109. Vesting Results of Previously-Granted Performance Shares

    Vesting Results of Previously-Granted Performance Shares

  110. 2022 TSR Performance Share Awards

    2022 TSR Performance Share Awards In February 2025, the Compensation Committee approved the vesting and payment of the TSR performance shares granted in February 2022 at 68.61% of the target award level. The Committee’s determination was based on the Company’s achievement of total shareholder return relative to companies in the S&P 500 Index (as constituted on the initial grant date, subject to certain adjustments) over the three-year performance period ended December 31, 2024. The number of TSR performance shares payable was the target award multiplied by a percentage (from 0% to 200%) that was calculated by taking the average of the payout percentages achieved through each of the last four quarters of the performance period, based upon the Company’s cumulative TSR percentile ranking through the end of each such quarter, as shown in the table below:

  111. 2022 TSR Performance Share Awards

    | | Period from January 1, 2022 through the end of: | | | | | | | Q1 2024 | Q2 2024 | Q3 2024 | Q4 2024 | Average | | Equifax TSR | -7.1% | -15.7% | 2.4% | -11.1% | | | Equifax Percentile vs. S&P 500 | 37th | 31st | 39th | 31st | | | Payout | 73.51% | 62.55% | 77.11% | 61.28% | 68.61% |

  112. 2022 Adjusted EBITDA Performance Share Awards

    2022 Adjusted EBITDA Performance Share Awards In February 2025, the Compensation Committee approved the vesting and payment of the Adjusted EBITDA performance shares granted in February 2022 at 61.7% of the target award level. The Committee’s determination was based on our Adjusted EBITDA for each of the three years of the performance period ended December 31, 2024. The number of Adjusted EBITDA performance shares payable was the target award multiplied by a percentage (from 0% to 200%) that was calculated by taking the average of the payout percentages achieved for each of the three years of the performance period, as shown in the table below:

  113. 2022 Adjusted EBITDA Performance Share Awards

    | Performance Period | | Threshold (50%) | Target (100%) | Maximum (200%) | Actual Performance | Actual Payout as a % of Target | | Year 1 | 2022 | $1.671 billion | $1.893 billion | $1.963 billion | $1,721,798 | 61.5% | | Year 2 | 2023 | $1.722 billion (prior year actual) | $1.851 billion (+7.5% from prior year actual) | $1.911 billion (+11% from prior year actual) | $1,694,748 | 0% | | Year 3 | 2024 | $1.695 billion (prior year actual) | $1.822 billion (+7.5% from prior year actual) | $1.881 billion (+11% from prior year actual) | $1,836,067 | 123.7% | | Final 3-Year Average Payout Percentage | | | | | | 61.7% |

  114. Equity Award Grant Practices

    Equity Award Grant Practices We have a written policy on equity grants, including stock options, designed to formalize our equity grant practices and ensure that equity awards will be made on specified dates. The Compensation Committee reviews and approves annual equity-based awards to senior executives who are direct reports to the CEO or reporting officers under Section 16 of the Exchange Act in the first calendar quarter of each year (around the time of their annual performance reviews). In accordance with our policy and shareholder-approved 2023 Omnibus Incentive Plan (which replaced our 2008 Omnibus Incentive Plan effective May 4, 2023), the Committee has delegated specific authority to the CEO to approve grants (within specified limits) to non-executive officers and other eligible employees. We may make equity awards at other times during the year for new hires or for other reasons, such as a job promotion or as a result of an acquisition. The Compensation Committee reviews equity grants made pursuant to the CEO’s delegated authority, if any, on a quarterly basis. The Compensation Committee does not take material nonpublic information into account when determining the timing and terms of equity awards and the Company does not time the disclosure of material nonpublic information for the purpose of affecting the value of executive compensation. We generally schedule Board and Committee meetings at least a year in advance and, as noted above, make annual equity awards to our NEOs at around the same time every year. As required by Item 402(x) of the Securities Exchange Act of 1934, the following table presents information regarding stock options issued to our NEOs in 2024 during any period beginning four business days before the filing of Form 10-K or Form 10-Q, or the filing or furnishing of a Form 8-K that discloses material nonpublic information (other than a Form 8-K disclosing a material new option grant under Item 5.02(e)), and ending one business day after the filing or furnishing of such report with the SEC.

  115. Equity Award Grant Practices

    | Name | Grant Date | Number of Securities Underlying the Awards | Exercise Price of the Award ($/Sh) | Grant Date Fair Value of the Award | Percentage Change in the Closing Market Price of the Securities Underlying the Award Between the Trading Day Ending Immediately Prior to the Disclosure of Material Nonpublic Information and the Trading Day Beginning Immediately Following the Disclosure of Material Nonpublic Information | | | J. Farshchi | 2/20/2024 | 2,494 | $257.85 | $199,997 | (0.41)%1 | 3.48%1 | | C. Borton | 5/6/2024 | 12,097 | $231.34 | $870,340 | 4.27%2 | 1.28%2 |

  116. Equity Award Grant Practices

    1 On February 20, 2024, Jamil Farshchi received an equity award, including a grant of stock options, in connection with his promotion to Chief Technology Officer. The Company filed a Current Report on Form 8-K on February 20, 2024 to disclose the resignation of the Company’s Executive Vice President, Chief Technology, Product and Data & Analytics Officer and the promotion of Mr. Farshchi to Chief Technology Officer (the “2/20/24 Form 8-K”). The Company also filed its Annual Report on Form 10-K on February 22, 2024 (the “Form 10-K”). The percentage change in the closing market price of the Company’s common stock between the trading day ending immediately prior to the furnishing of the 2/20/24 Form 8-K and the trading day beginning immediately following the furnishing of the 2/20/24 Form 8-K is (0.41)%. The percentage change in the closing market price of the Company’s common stock between the trading day ending immediately prior to the furnishing of the Form 10-K and the trading day beginning immediately following the filing of the Form 10-K is 3.48%. On May 6, 2024, Chad Borton received his 2024 annual LTI award, including a grant of stock options, following his hiring as Executive Vice President, President, Workforce Solutions. The Company filed a Current Report on Form 8-K on May 6, 2024 to disclose Mr. Borton’s hiring (the “5/6/24 Form 8-K”). The Company also filed a Current Report on Form 8-K on May 7, 2024 to disclose the voting results of its 2024 Annual Meeting of Shareholders and the appointment of Barbara Larson to the Board (the “5/7/24 Form 8-K”). The percentage change in the closing market price of the Company’s common stock between the trading day ending immediately prior to the furnishing of the 5/6/24 Form 8-K and the trading day beginning immediately following the furnishing of the 5/6/24 Form 8-K is 4.27%. The percentage change in the closing market price of the Company’s common stock between the trading day ending immediately prior to the furnishing of the 5/7/24 Form 8-K and the trading day beginning immediately following the filing of the 5/7/24 Form 8-K is 1.28%.

  117. Equity Award Grant Practices

    | | 73 |

  118. Deferred Compensation Plans

    Deferred Compensation Plans The NEOs and other executives are eligible to participate in the Company’s non-qualified deferred compensation plans. These plans allow participants to elect to defer cash compensation and receipt of shares of Company stock on vesting of RSU and performance share awards. Deferred amounts are payable upon the executive’s retirement or other termination of employment. See pages 91–92 for more information on our deferred compensation plans. During the past four years, our CEO has made proactive, irrevocable elections under our deferred compensation program to defer 100% of his long-term incentives granted in the form of RSUs and performance shares. These deferred equity awards had an aggregate value of more than $61 million as of March 7, 2025 (assuming payout at 100% of target for his outstanding awards), are payable only in Equifax common stock if earned and are not payable until after Mr. Begor leaves the Company. As a result of his deferral elections, our CEO will continue to be invested in Equifax for more than ten years following his tenure at the Company. See page 71 for more information.

  119. CEO Employment Agreement

    CEO Employment Agreement On November 7, 2024, the Company entered into a letter agreement (the “2024 Letter Agreement”) with our CEO which amends certain terms of the employment agreement between the Company and Mr. Begor dated March 27, 2018 (as amended by the letter agreement between the Company and Mr. Begor dated February 4, 2021 and the 2024 Letter Agreement, the “Employment Agreement”). Under the Employment Agreement, Mr. Begor’s annual base salary is $1.5 million, subject to increase but not decrease, by the Board or the Compensation Committee. Mr. Begor’s target annual cash incentive award opportunity is 120%, subject to increase but not decrease, of his annual base salary and is determined exclusively based upon achievement measured against specified Company financial goals. Under the Employment Agreement, Mr. Begor’s long-term incentive award target grant date value is $10.1 million, subject to increase but not decrease. The components of Mr. Begor’s annual long-term incentive award consist of (i) 60% performance shares, (ii) 20% premium-priced stock options and (iii) 20% time-based RSUs. Each award of premium-priced options will be split evenly into two equally-weighted tranches, based on fair value on the grant date, with exercise prices set at premiums of 110% and 120% to the fair market value of a share of our common stock on the applicable grant date. As a result of the above, 80% of Mr. Begor’s annual long-term incentive award is subject to substantive performance requirements and only 20% being subject to time-based vesting. Mr. Begor’s annual long-term incentive awards are subject to the Company’s enhanced clawback policy whereby the Board may recover incentive compensation awarded to employees in the event of misconduct or failure of oversight that results in significant financial or reputational harm, irrespective of whether there has been a financial restatement. Mr. Begor participates in the Company’s incentive, savings, retirement and welfare benefit plans and programs made available to senior executives. The Employment Agreement provides for perquisites that include an annual physical and a financial planning allowance. These perquisites serve the important business purposes of ensuring that our CEO is aware of his personal health and receives adequate assistance in managing his personal finances, each of which enables him to focus his time on managing our business. If Mr. Begor is (i) terminated by the Company without “cause,” (ii) resigns for “good reason” or (iii) on or after December 31, 2027, voluntarily terminates his employment (each as defined in the Employment Agreement), provided he signs a release of claims against the Company and complies with applicable restrictive covenants, any then outstanding equity awards will vest in accordance with the applicable award agreement. If Mr. Begor is terminated by the Company without cause (other than due to disability or death) or resigns for good reason within the period six months prior to and two years after a “change in control” (as defined in the Employment Agreement), he will be entitled to receive, provided he signs a release of claims against the Company and complies with applicable restrictive covenants, (i) a lump sum payment equal to three times the sum of (x) his annual base salary and (y) his target annual incentive opportunity for the year of termination, (ii) any accrued but unpaid annual incentive plus a pro rata annual incentive for the year of termination, (iii) full vesting of any outstanding equity awards (subject, in the case of performance-based awards, to the determination of achievement of the performance measures in accordance with the applicable award agreement and incentive plan) and (iv) access to the Company’s health plan for

  120. CEO Employment Agreement

    | | 75 |

  121. CEO Employment Agreement

    two years or the lesser period permitted by the Company’s general benefits plans and applicable law and monthly payments of or an amount equal to premiums for continuation of healthcare coverage under Section 4980B of the Internal Revenue Code (“Code”) or comparable law (“COBRA”) for 24 months. Mr. Begor is required to own and hold Company stock having a value equal to six times his annual base salary. The Employment Agreement contains confidentiality, non-competition and non-solicitation restrictions during the term of the Employment Agreement and for certain specified periods thereafter, that are comparable to the restrictions applicable to other senior executives. Except for Mr. Begor’s Employment Agreement, employment agreements are not used with respect to any other executive officer, each of whom is employed on an “at will” basis.

  122. Change in Control Arrangements

    Change in Control Arrangements The Equifax Inc. 2019 Change in Control Severance Plan (the “CIC Plan”) applies to each of our NEOs and senior executives, except our CEO. The severance benefits applicable to Mr. Begor in the event of a change of control are contained in his employment agreement with the Company, as described above. See “Change in Control Severance Plan” on pages 99–100 for more information on the CIC Plan. Subject to the discretion of the Compensation Committee, under our 2008 Omnibus Incentive Plan and 2023 Omnibus Incentive Plan (which replaced the 2008 Omnibus Incentive Plan effective May 4, 2023) and applicable award agreements, equity awards granted to our NEOs include a “double-trigger” change in control provision to limit accelerated vesting in the event of a change in control of Equifax to those situations where an executive is terminated without cause, the executive terminates for good reason or the acquirer fails to assume the awards.

  123. Policies on Clawback of Incentive Compensation

    | Events that Trigger Action | Covered Persons | Covered Awards | | Material restatement with misconduct | Current and former employees | Annual and long-term incentives awarded within three-year period preceding the date the misconduct is discovered | | Material restatement without misconduct | Current and former executives | Excess amount of annual and long-term incentives awarded within three-year period preceding the restatement date | | Materially inaccurate financial statements or performance metrics with misconduct | Current and former employees | Annual and long-term incentives awarded within three-year period preceding the date the misconduct is discovered | | Materially inaccurate financial statements or performance metrics without misconduct | Current and former employees | Excess amount of annual and long-term incentives awarded within three-year period preceding the date the inaccuracy is discovered | | Misconduct resulting in significant financial and/or reputational harm and the employee either engaged in the misconduct or failed to fulfill his or her supervisory responsibility to prevent another employee from engaging in such misconduct | Current and former employees | Annual and long-term incentives awarded within three-year period preceding the date the misconduct is discovered |

  124. Policies on Clawback of Incentive Compensation

    The policy also provides that the Company will disclose its decision to take action, the number of employees impacted and their seniority, and the aggregate amount of the clawback/forfeiture if the underlying circumstances of the misconduct are publicly disclosed. The policy provides that the Committee may limit or eliminate disclosure if the events are not publicly disclosed or if disclosure would be likely to result in or exacerbate any litigation or other proceeding against the Company or its officers or directors, violate applicable law with respect to privacy, violate legal privilege or breach a contractual obligation. Under the terms of award agreements issued under our 2008 Omnibus Incentive Plan and our 2023 Omnibus Incentive Plan (which replaced the 2008 Omnibus Incentive Plan effective May 4, 2023), employees, including our NEOs, who violate the agreement’s non-compete, non-solicitation and non-disclosure restrictions or who engage in certain other activities detrimental to the Company may be subject to financial consequences, including cancellation of their outstanding equity awards or recovery by the Company of all gains from exercised stock options and vested shares received during the period beginning six months prior to the date of the violation. In addition, these recovery means are also applicable to the incentive equity awards of any employee who is terminated for cause, as determined in the sole discretion of the Committee. We also have a clawback policy that complies with SEC rules and NYSE listing standards related to clawbacks.

  125. Summary Compensation Table

    Summary Compensation Table The following table presents information regarding compensation of the NEOs for services rendered during 2024, 2023 and 2022. The table includes values for contingent compensation such as unvested or unpaid stock awards and unexercised stock options. The executives may never realize the value of certain items included in the column headed “Total,” or the amounts realized may differ materially from those listed in the table.

  126. Summary Compensation Table

    | Name and Principal Position | Year | Salary ($)1 | Bonus ($) | Stock Awards ($)2,3 | Option Awards ($)4 | Non-Equity Incentive Plan Compensation ($)5 | Change in Pension Value and Nonqualified Deferred Compensation Earnings ($)6 | All Other Compensation ($)7 | Total ($)8 | | Mark W. Begor Chief Executive Officer | 2024 | 1,500,000 | 0 | 8,986,294 | 2,019,906 | 1,712,415 | 0 | 579,284 | 14,797,899 | | | 2023 | 1,500,000 | 0 | 8,080,418 | 2,019,634 | 944,110 | 0 | 505,646 | 13,049,808 | | | 2022 | 1,500,000 | 0 | 28,080,015 | 7,019,934 | 223,078 | 0 | 422,826 | 37,245,853 | | John W. Gamble, Jr. EVP, Chief Financial Officer and Chief Operations Officer | 2024 | 800,000 | 0 | 3,299,235 | 999,995 | 1,114,630 | 47,300 | 23,006 | 6,284,167 | | | 2023 | 794,231 | 0 | 3,000,373 | 999,658 | 650,955 | 650,500 | 18,888 | 6,114,604 | | | 2022 | 750,000 | 0 | 2,437,902 | 812,138 | 318,206 | 134,600 | 17,150 | 4,469,995 | | Chad M. Borton EVP, President, Workforce Solutions | 2024 | 460,096 | 0 | 9,070,775 | 870,340 | 818,367 | 0 | 409,430 | 11,629,008 | | Todd Horvath EVP, President, U.S. Information Solutions | 2024 | 697,115 | 0 | 2,886,703 | 874,996 | 907,716 | 0 | 203,483 | 5,570,013 | | | 2023 | 495,865 | 0 | 6,550,408 | 849,687 | 758,721 | 0 | 241,787 | 8,896,469 | | | 2022 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | | Jamil Farshchi EVP, Chief Technology Officer and Chief Information Security Officer | 2024 | 687,692 | 0 | 2,062.694 | 624,980 | 798,461 | 0 | 166,625 | 4,340,453 | | Rodolfo O. Ploder Former EVP, President, Workforce Solutions | 2024 | 651,924 | 0 | 2,886,703 | 874,996 | 479,018 | 0 | 63,565 | 4,956,206 | | | 2023 | 744,231 | 0 | 2,625,456 | 874,579 | 386,217 | 411,800 | 48,465 | 5,090,748 | | | 2022 | 700,000 | 0 | 2,250,367 | 749,644 | 399,748 | 0 | 43,030 | 4,142,789 |

  127. Summary Compensation Table

    1 Salary represents base salary paid to each of the NEOs for each year shown. Amounts shown are not reduced to reflect the individuals’ election, if any, to defer receipt of salary under the Equifax 2005 Executive Deferred Compensation Plan or the Equifax Inc. Employee Deferred Compensation Plan (2022). For Mr. Ploder, this amount also includes a payment of $72,116 for unused vacation paid upon retirement. 2 The grant date for annual equity awards to each of the NEOs except Chad Borton was February 9, 2024; the closing stock price on such date was $249.18. The grant date for the annual equity award to Mr. Borton was his new hire date of May 6, 2024; the closing stock price on such date was $231.34. Mr. Farshchi received an annual equity award on February 9, 2024 in his capacity as Chief Information Security Officer and an additional grant on February 20, 2024 to recognize his promotion to Chief Technology Officer; the closing stock price on such date was $257.85. 3 For each NEO, the amounts in this column represent the aggregate grant date fair value computed in accordance with FASB ASC Topic 718 without regard to estimated forfeitures related to service-based vesting conditions. Amounts shown are not reduced to reflect the individuals’ election, if any, to defer receipt of stock awards under the Equifax Director and Executive Stock Deferral Plan or the Equifax Inc. Employee Deferred Compensation Plan (2022). Stock awards in 2024 included time-vested RSUs, TSR performance shares and Adjusted EBITDA performance shares. For the 2024 TSR performance share awards, the grant date fair value was determined using a Monte Carlo valuation model consistent with the estimated full cost to be recognized over the three-year performance period based on the probable outcome of the performance conditions, then applying an illiquidity discount to reflect the 12-month post-vesting holding period. The calculations reflect an accounting value for the 2024 TSR performance share grants to our NEOs other than Mr. Borton of $295.83 per share, which was 118.72% of our closing stock price on the February 9, 2024 grant date. Mr. Farshchi received an additional grant on February 20, 2024 in connection with his promotion to Chief Technology Officer; the calculations for his promotion grant reflect an accounting value for the 2024 TSR performance share grants of $306.12 per share, which was 118.72% of our closing stock price on the grant date. For Mr. Borton, who joined the Company on May 6, 2024, the calculations reflect an accounting value for the 2024 TSR performance share grants of $235.16 per share, which was 101.65% of our closing stock price on the May 6, 2024 grant date. Assumptions used in the calculation of the amounts in this column are described in Note 8 to our audited consolidated financial statements for the fiscal year ended December 31, 2024, in our 2024 Form 10-K.

  128. Summary Compensation Table

    | | 79 |

  129. Summary Compensation Table

    For the 2024 Adjusted EBITDA performance share awards, the grant date fair value was determined based on our closing stock price on the grant date, then applying an illiquidity discount to reflect the 12-month post-vesting holding period. The calculations reflect an accounting value for the 2024 Adjusted EBITDA performance share grants to our NEOs other than Mr. Borton of $227.75 per share for the awards, which was 91.4% of our closing stock price of $249.18 on the February 9, 2024 grant date. Mr. Farshchi received an additional grant on February 20, 2024 in connection with his promotion to Chief Technology Officer; the calculations for his promotion grant reflect an accounting value for the 2024 Adjusted EBITDA performance share grants of $235.67 per share, which was 91.4% of our closing stock price on the grant date. For Mr. Borton, the calculations reflect an accounting value for the 2024 Adjusted EBITDA performance share grant of $210.08, which was 90.8% of closing price on the May 6, 2024 grant date. The value of the 2024 time-vested RSU awards, TSR performance share awards and Adjusted EBITDA performance share awards, based on the closing price of our common stock on the grant date and assuming the highest level of performance under the performance share awards would be achieved (200% of the target), are as follows: Mr. Begor, $15,281,462; Mr. Gamble, $5,376,806; Mr. Borton, $14,606,114; Mr. Horvath, $4,704,518; Mr. Farshchi, $3,361,728; and Mr. Ploder, $4,704,518. The NEOs may never realize any value from the performance shares, and to the extent they do, the amounts realized may have no correlation to the amounts reported above. 4 The amount in this column shows the aggregate grant date fair value of stock options computed in accordance with FASB ASC Topic 718. For NEOs (excluding Mr. Begor), the amount is based on the fair value of the stock option award as estimated using the binomial model multiplied by the number of shares subject to the option award. For Mr. Begor, who received premium priced stock option awards, the amount is based on the fair value of the stock option award as estimated using the Monte Carlo model multiplied by the number of shares subject to the option award. Assumptions used in the binomial and Monte Carlo models for calculation of the amounts in this column are described in Note 8 to our audited consolidated financial statements for the fiscal year ended December 31, 2024, in our 2024 Form 10-K. 5 Represents annual incentive awards paid under the Annual Incentive Plan for services performed in 2024, 2023 and 2022, respectively. Amounts shown are not reduced to reflect the NEO’s election, if any, to defer receipt of awards under the Equifax 2005 Executive Deferred Compensation Plan or the Equifax Inc. Employee Deferred Compensation Plan (2022). 6 For Messrs. Gamble and Ploder, the amounts in this column reflect the aggregate increase (or decrease), if any, of accumulated pension benefit accruals at the earliest unreduced retirement age for such NEOs under the SERP in the applicable fiscal year. For Mr. Ploder, amounts also reflect accruals under the Equifax Inc. U.S. Retirement Income Plan (“USRIP”). There are no above-market or preferential earnings on compensation deferred on a basis that is not tax-qualified, including such earnings on non-qualified contribution plans. The pension accrual amounts represent the difference in present value liability (measured at the respective fiscal year-end dates shown in the table) based on the assumptions shown in the text following the “Pension Benefits at 2024 Fiscal Year-End” table on page 89. Year-over-year changes in pension value generally are driven in large part by changes in actuarial pension assumptions as well as increases in service, age and compensation. The increase in pension values for Mr. Gamble is due to one additional year of service under the SERP offset partially by an increase in the discount rate. The decrease in pension values for Mr. Ploder is due to an increase in the discount rate as well as Mr. Ploder’s post-retirement benefit selection, which has a lesser value than our pre-retirement benefit assumptions. The decrease in value more than offsets the value of an additional year of service. See “Pension Benefits at 2024 Fiscal Year-End” on page 89 for more information on pension benefits. 7 The “All Other Compensation” column for 2024 includes the following:

  130. Summary Compensation Table

    | Name | Perquisites and Personal Benefitsa ($) | Relocation and Living Expensesb ($) | Tax Reimbursementsc ($) | Company Contributions to Defined Contribution Plansd ($) | Insurance Premiumse ($) | Total ($) | | M. Begor | 240,792 | 0 | 0 | 338,491 | 0 | 579,284 | | J. Gamble | 12,656 | 0 | 0 | 10,350 | 0 | 23,006 | | C. Borton | 760 | 197,177 | 83,646 | 127,846 | 0 | 409,430 | | T. Horvath | 5,096 | 14,491 | 6,163 | 177,733 | 0 | 203,483 | | J. Farshchi | 760 | 0 | 0 | 165,865 | 0 | 166,625 | | R. Ploder | 21,985 | 0 | 0 | 10,350 | 31,230 | 63,565 |

  131. Summary Compensation Table

    a The amounts in this column are based on the aggregate incremental cost to the Company, if any, with respect to tax and financial planning services, annual medical examinations, event tickets and private aircraft usage, none of which exceeded $25,000 as a category for any NEO except for Mr. Begor, whose total includes $50,000 for tax and financial planning services and $183,342 for private aircraft usage. b The amounts for Messrs. Borton and Horvath reflect reimbursement for relocation and/or temporary living expenses associated with their Company-required moves.

  132. Summary Compensation Table

    | 80 | 2025 Proxy Statement |

  133. Summary Compensation Table

    c The Company does not provide any additional tax reimbursements on the value of perquisites and personal benefits received by the NEOs other than those provided to other employees. The Company’s standard policy for employees is to provide a tax gross-up for certain relocation assistance. d For Messrs. Begor, Borton, Horvath and Farshchi, the amounts in this column reflect a Company contribution to the Supplemental Contribution Program (part of the non-qualified deferred compensation plan) for the applicable fiscal year as well as a Company match of 100% of the first 5% of compensation (subject to the government limit on compensation of $345,000 in 2024) contributed on a pre-tax and/or after-tax basis to the tax-qualified 401(k) Plan. For Messrs. Gamble and Ploder, the amounts reflect a Company match of 50% of the first 6% of compensation (subject to the government limit on compensation of $345,000 in 2024) contributed on a pre-tax and/or Roth after-tax basis to the tax-qualified 401(k) Plan. See “401(k) Plan” on page 83 and “Supplemental Contribution Program” on page 90. e Represents imputed income for the cost of $3,000,000 in life insurance coverage. Mr. Ploder has this coverage as a participant in the Equifax Inc. Executive Life and Supplemental Retirement Benefit Plan, which was closed to new participants in 2005. Existing participants at time of closure were grandfathered under the plan. Post-retirement, Mr. Ploder asked the Company to cancel his life insurance policy; the policy was cancelled in January 2025. The 2022 amounts for Mr. Begor include the July 2022 performance-oriented equity award of TSR performance shares, Adjusted EBITDA performance shares, premium-priced stock options and RSUs, with an aggregated grant date fair value of $25 million. The 2023 amounts for Mr. Horvath include a new hire “make whole” grant of RSUs and TSR performance shares with an aggregated grant date fair value of $4 million. The 2024 amounts for Mr. Borton include a new hire “make whole” grant of RSUs, TSR performance shares and Adjusted EBITDA performance shares with an aggregated grant date fair value of $6.2 million.

  134. Summary Compensation Table

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  135. 2024 Grants of Plan-Based Awards

    2024 Grants of Plan-Based Awards Set forth below is information regarding awards provided to the NEOs in 2024. The non-equity incentive awards were made under the AIP which is part of our shareholder-approved amended and restated 2023 Omnibus Incentive Plan (the “2023 Omnibus Incentive Plan”). The equity awards were also made under the 2023 Omnibus Incentive Plan.

  136. 2024 Grants of Plan-Based Awards

    | Name1 | Grant Date | Estimated Possible Payouts Under Non-Equity Incentive Plan Awards2 | | | Estimated Future Payouts Under Equity Incentive Plan Awards3 | | | All Other Stock Awards: Number of Shares of Stock or Units4 (#) | All Other Option Awards: Number of Securities Underlying Options (#) | Exercise or Base Price of Option Awards5 ($/Sh) | Grant Date Fair Value of Stock and Option Awards6 ($) | | | | Threshold ($) | Target ($) | Maximum ($) | Threshold (#) | Target (#) | Maximum (#) | | | | | | M. Begor | | | | | | | | | | | | | AIP | | 450,000 | 1,800,000 | 3,600,000 | | | | | | | | | PS-TSR | 2/9/2024 | | | | 6,653 | 13,305 | 26,610 | | | | 3,935,972 | | PS-EBITDA | 2/9/2024 | | | | 6,653 | 13,305 | 26,610 | | | | 3,030,221 | | RSU | 2/9/2024 | | | | | | | 8,107 | | | 2,020,102 | | PPSO | 2/9/2024 | | | | | | | | 14,097 | 274 | 1,009,899 | | PPSO | 2/9/2024 | | | | | | | | 15,662 | 299 | 1,010,008 | | J. Gamble | | | | | | | | | | | | | AIP | | 384,000 | 960,000 | 1,920,000 | | | | | | | | | PS-TSR | 2/9/2024 | | | | 2,196 | 4,391 | 8,782 | | | | 1,298,974 | | PS-EBITDA | 2/9/2024 | | | | 2,196 | 4,391 | 8,782 | | | | 1,000,053 | | RSU | 2/9/2024 | | | | | | | 4,014 | | | 1,000,209 | | MPSO | 2/9/2024 | | | | | | | | 12,904 | 249 | 999,995 | | C. Borton | | | | | | | | | | | | | AIP | | 319,000 | 797,500 | 1,595,000 | | | | | | | | | PS-TSR | 5/6/2024 | | | | 2,217 | 4,434 | 8,868 | | | | 1,042,687 | | PS-EBITDA | 5/6/2024 | | | | 2,217 | 4,434 | 8,868 | | | | 931,494 | | RSU | 5/6/2024 | | | | | | | 4,053 | | | 937,621 | | MPSO | 5/6/2024 | | | | | | | | 12,097 | 231 | 870,340 | | PS-TSR (N) | 5/6/2024 | | | | 3,548 | 7,095 | 14,190 | | | | 1,668,440 | | PS-EBITDA (N) | 5/6/2024 | | | | 3,548 | 7,095 | 14,190 | | | | 1,490,517 | | RSU (N) | 5/6/2024 | | | | | | | 12,968 | | | 3,000,017 | | T. Horvath | | | | | | | | | | | | | AIP | | 306,731 | 766,827 | 1,533,653 | | | | | | | | | PS-TSR | 2/9/2024 | | | | 1,921 | 3,842 | 7,684 | | | | 1,136,565 | | PS-EBITDA | 2/9/2024 | | | | 1,921 | 3,842 | 7,684 | | | | 875,017 | | RSU | 2/9/2024 | | | | | | | 3,512 | | | 875,120 | | MPSO | 2/9/2024 | | | | | | | | 11,291 | 249 | 874,996 | | J. Farshchi | | | | | | | | | | | | | AIP | | 275,077 | 687,692 | 1,375,384 | | | | | | | | | PS-TSR | 2/9/2024 | | | | 934 | 1,867 | 3,734 | | | | 552,308 | | PS-EBITDA | 2/9/2024 | | | | 934 | 1,867 | 3,734 | | | | 425,210 | | RSU | 2/9/2024 | | | | | | | 1,706 | | | 425,101 | | MPSO | 2/9/2024 | | | | | | | | 5,484 | 249 | 424,982 | | PS-TSR (P) | 2/20/2024 | | | | 425 | 849 | 1,698 | | | | 259,895 | | PS-EBITDA (P) | 2/20/2024 | | | | 425 | 849 | 1,698 | | | | 200,088 | | RSU (P) | 2/20/2024 | | | | | | | 776 | | | 200,092 | | MPSO (P) | 2/20/2024 | | | | | | | | 2,494 | 258 | 199,997 | | R. Ploder | | | | | | | | | | | | | AIP | | 231,923 | 579,808 | 1,159,616 | | | | | | | | | PS-TSR | 2/9/2024 | | | | 1,921 | 3,842 | 7,684 | | | | 1,136,565 | | PS-EBITDA | 2/9/2024 | | | | 1,921 | 3,842 | 7,684 | | | | 875,017 | | RSU | 2/9/2024 | | | | | | | 3,512 | | | 875,120 | | MPSO | 2/9/2024 | | | | | | | | 11,291 | 249 | 874,996 |

  137. 2024 Grants of Plan-Based Awards

    AIP = cash incentive award under 2024 Annual Incentive Plan (AIP); PS-TSR = TSR performance shares granted under 2024 Annual LTI program; PS-EBITDA = Adjusted EBITDA performance shares granted under 2024 Annual LTI program; RSU = time-vested RSUs granted under 2024 Annual LTI program; PPSO = premium-priced stock options granted under 2024 Annual LTI program; MPSOs =

  138. 2024 Grants of Plan-Based Awards

    | 82 | 2025 Proxy Statement |

  139. 2024 Grants of Plan-Based Awards

    market-priced stock options granted under 2024 Annual LTI program; PS-TSR (N) = new hire grant of TSR performance shares; PS-EBITDA (N) = new hire grant of Adjusted EBITDA performance shares; RSUs (N) = new hire grant of time-vested RSUs; PS-TSR (P) = promotion grant of TSR performance shares; PS-EBITDA (P) = promotion grant of Adjusted EBITDA performance shares; RSUs (P) = promotion grant of time-vested RSUs; and MPSOs (P) = promotion grant of market-priced stock options. The amounts shown represent the range of possible dollar payouts that could have been earned under the 2024 AIP. With respect to Mr. Begor, the amount in the “Threshold” column assumes the Company achieved the minimum performance level required for the granting of AIP awards for each component of the AIP award, resulting in an award equal to 25% of Mr. Begor’s award target. With respect to our other NEOs, the amount in the “Threshold” column assumes the Company achieved the minimum performance level required for the granting of AIP awards for each component of the AIP award, and that the NEO was rated “achieves expectations” for the individual performance portion of the award (100% of target), resulting in an award equal to 40% of each such NEO’s award target. 3 Represents grants to each NEO during 2024 of performance shares under our 2023 Omnibus Incentive Plan. TSR performance shares granted are earned, if at all, based on our TSR performance after a three-year period relative to the TSR after the same period for the companies in the S&P 500 Index as of the grant date. Adjusted EBITDA performance shares granted are earned, if at all, based on Adjusted EBITDA for each of the three years of the performance period. Performance shares accrue dividend equivalent units which vest at the same time and at the same level of award attainment as the underlying shares. Performance share awards require the recipient to hold the shares for a period of 12 months following vesting. Information regarding performance targets, vesting and additional performance share award details is set forth under “2024 Long-Term Equity Incentive Compensation” beginning on page 68. 4 Represents the number of RSUs granted to each NEO during 2024. The RSUs will vest, subject to continued employment, on the third anniversary of the grant date, except Mr. Borton’s new hire RSU award, which vests in three equal increments beginning on the first anniversary of the grant date. Dividend equivalents accrue on unvested shares. Additional information regarding RSUs is set forth under the heading “2024 Long-Term Equity Incentive Compensation” beginning on page 68. 5 For Mr. Begor, represents premium-priced stock options issued with an exercise price equal to 110% or 120% of the closing price of Equifax stock ($249.18) on the February 9, 2024 grant date. For Messrs. Gamble, Horvath, Farshchi and Ploder, represents market-priced stock options issued with an exercise price equal to the closing price of Equifax stock ($249.18) on the February 9, 2024 grant date. For Mr. Borton, represents market-priced stock options issued with an exercise price equal to the closing price of Equifax stock ($231.34) on the May 6, 2024 grant date. For Mr. Farshchi, represents market-priced stock options issued in connection with his promotion to Chief Technology Officer with an exercise price equal to the closing price of Equifax stock ($257.85) on the February 20, 2024 grant date. 6 Represents full grant date fair value of stock and option awards granted to each NEO in 2024 computed in accordance with FASB ASC Topic 718, excluding the estimated effect of forfeitures. The premium-priced stock options granted in 2024 to our CEO cliff vest on February 9, 2027, subject to continued employment, and have a seven-year term. The market-priced stock options granted in 2024 to NEOs other than the CEO vest, subject to continued employment, one-third annually for three years following the grant date and have a ten-year term.

  140. Additional Discussion of Material Items in Summary Compensation and Grants of Plan-Based Awards Tables

    Additional Discussion of Material Items in Summary Compensation and Grants of Plan-Based Awards Tables Our executive compensation policies and practices, pursuant to which the compensation set forth in the Summary Compensation Table and the Grants of Plan-Based Awards Table was paid or awarded, are described under “Compensation Discussion and Analysis” beginning on page 52. A summary of certain material terms of our compensation plans and arrangements is set forth below.

  141. Outstanding Equity Awards at 2024 Fiscal Year-End

    Outstanding Equity Awards at 2024 Fiscal Year-End

  142. Outstanding Equity Awards at 2024 Fiscal Year-End

    | | Option Awards | | | | | Stock Awards | | | | | Name | Number of Securities Underlying Unexercised Options Exercisable (#) | Number of Securities Underlying Unexercised Options Unexercisable1 (#) | Equity Incentive Plan Awards: Number of Securities Underlying Unexercised Unearned Options (#) | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested (#) | Market Value of Shares or Units of Stock That Have Not Vested ($)2 | Equity Incentive Plan Awards: Number of Unearned Shares, Units, or Other Rights That Have Not Vested (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units, or Other Rights That Have Not Vested ($)2 | | M. Begor | 62,246 | 0 | 0 | 112.46 | 5/4/2028 | | | | | | | 88,919 | 0 | 0 | 112.46 | 5/4/2028 | | | | | | | 44,321 | 0 | 0 | 175.48 | 2/21/2026 | | | | | | | 55,919 | 0 | 0 | 191.44 | 2/21/2026 | | | | | | | 0 | 26,751 | 0 | 194.91 | 2/12/2028 | | | | | | | 0 | 30,596 | 0 | 212.63 | 2/12/2028 | | | | | | | 0 | 17,522 | 0 | 247.50 | 2/11/2029 | | | | | | | 0 | 19,652 | 0 | 270.00 | 2/11/2029 | | | | | | | 0 | 43,440 | 0 | 229.80 | 7/29/2030 | | | | | | | 0 | 48,281 | 0 | 250.69 | 7/29/2030 | | | | | | | 0 | 16,580 | 0 | 226.78 | 2/10/2031 | | | | | | | 0 | 18,346 | 0 | 247.39 | 2/10/2031 | | | | | | | 0 | 14,097 | 0 | 274.10 | 2/9/2031 | | | | | | | 0 | 15,662 | 0 | 299.02 | 2/9/2031 | | | | | | | | | | | | 9,1683 | 2,336,465 | | | | | | | | | | 24,3483 | 6,205,088 | | | | | | | | | | 9,9283 | 2,530,151 | | | | | | | | | | 8,1543 | 2,078,047 | | | | | | | | | | | | 10,8749 | 2,771,277 | | | | | | | | | | 9,65110 | 2,459,573 | | | | | | | | | | 25,37811 | 6,467,583 | | | | | | | | | | 33,92012 | 8,644,512 | | | | | | | | | | 13,38313 | 3,410,658 | | | | | | | | | | 13,38314 | 3,410,658 | | | | | | | | | | 123,58015 | 31,494,363 | | J. Gamble | 10,385 | 0 | 0 | 129.93 | 2/16/2027 | | | | | | | 11,128 | 0 | 0 | 121.35 | 3/5/2028 | | | | | | | 16,196 | 0 | 0 | 123.49 | 7/27/2028 | | | | | | | 9,877 | 0 | 0 | 177.19 | 2/12/2031 | | | | | | | 9,624 | 4,814 | 0 | 225.00 | 2/11/2032 | | | | | | | 5,154 | 10,311 | 0 | 206.16 | 2/10/2033 | | | | | | | 0 | 12,904 | 0 | 249.18 | 2/9/2034 | | | | | | | | | | | | 3,6884 | 939,887 | | | | | | | | | | 4,9144 | 1,252,333 | | | | | | | | | | 4,0374 | 1,028,829 | | | | | | | | | | | | 2,9159 | 742,988 | | | | | | | | | | 2,58810 | 659,498 | | | | | | | | | | 8,37611 | 2,134,624 | | | | | | | | | | 11,19412 | 2,852,791 | | | | | | | | | | 4,41613 | 1,125,418 | | | | | | | | | | 4,41614 | 1,125,418 |

  143. Outstanding Equity Awards at 2024 Fiscal Year-End

    | | 85 |

  144. Outstanding Equity Awards at 2024 Fiscal Year-End

    | | Option Awards | | | | | Stock Awards | | | | | Name | Number of Securities Underlying Unexercised Options Exercisable (#) | Number of Securities Underlying Unexercised Options Unexercisable1 (#) | Equity Incentive Plan Awards: Number of Securities Underlying Unexercised Unearned Options (#) | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested (#) | Market Value of Shares or Units of Stock That Have Not Vested ($)2 | Equity Incentive Plan Awards: Number of Unearned Shares, Units, or Other Rights That Have Not Vested (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units, or Other Rights That Have Not Vested ($)2 | | C. Borton | 0 | 12,097 | 0 | 231.34 | 5/7/2034 | | | | | | | | | | | | 13,0245 | 3,319,166 | | | | | | | | | | 4,0705 | 1,037,240 | | | | | | | | | | | | 11,57813 | 2,950,653 | | | | | | | | | | 11,57814 | 2,950,653 | | T. Horvath | 4,398 | 8,798 | 0 | 205.39 | 5/1/2033 | | | | | | | 0 | 11,291 | 0 | 249.18 | 2/9/2034 | | | | | | | | | | | | 6,5676 | 1,673,600 | | | | | | | | | | 4,1856 | 1,066,547 | | | | | | | | | | 3,5326 | 900,130 | | | | | | | | | | | | 12,16411 | 3,100,008 | | | | | | | | | | 7,13211 | 1,817,590 | | | | | | | | | | 9,53212 | 2,429,230 | | | | | | | | | | 3,86413 | 984,740 | | | | | | | | | | 3,86414 | 984,740 | | J. Farshchi | 6,182 | 0 | 0 | 121.35 | 3/5/2028 | | | | | | | 5,544 | 0 | 0 | 138.45 | 2/22/2025 | | | | | | | 13,367 | 0 | 0 | 149.53 | 2/22/2025 | | | | | | | 4,925 | 0 | 0 | 175.48 | 2/21/2026 | | | | | | | 6,213 | 0 | 0 | 191.44 | 2/21/2026 | | | | | | | 5,643 | 0 | 0 | 177.19 | 2/12/2031 | | | | | | | 4,144 | 2,074 | 0 | 225.00 | 2/11/2032 | | | | | | | 2,190 | 4,382 | 0 | 206.16 | 2/10/2033 | | | | | | | 0 | 5,484 | 0 | 249.18 | 2/9/2034 | | | | | | | 0 | 2,494 | 0 | 257.85 | 2/9/2034 | | | | | | | | | | | | 1,5887 | 404,702 | | | | | | | | | | 2,0897 | 532,382 | | | | | | | | | | 2,4967 | 636,106 | | | | | | | | | | | | 1,2559 | 319,925 | | | | | | | | | | 1,11510 | 284,082 | | | | | | | | | | 3,56011 | 907,266 | | | | | | | | | | 4,75612 | 1,212,067 | | | | | | | | | | 2,73213 | 696,250 | | | | | | | | | | 2,73214 | 696,250 |

  145. Outstanding Equity Awards at 2024 Fiscal Year-End

    | 86 | 2025 Proxy Statement |

  146. Outstanding Equity Awards at 2024 Fiscal Year-End

    | | Option Awards | | | | | Stock Awards | | | | | Name | Number of Securities Underlying Unexercised Options Exercisable (#) | Number of Securities Underlying Unexercised Options Unexercisable1 (#) | Equity Incentive Plan Awards: Number of Securities Underlying Unexercised Unearned Options (#) | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested (#) | Market Value of Shares or Units of Stock That Have Not Vested ($)2 | Equity Incentive Plan Awards: Number of Unearned Shares, Units, or Other Rights That Have Not Vested (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units, or Other Rights That Have Not Vested ($)2 | | R. Ploder | 6,019 | 0 | 0 | 175.48 | 2/21/2026 | | | | | | | 7,594 | 0 | 0 | 191.44 | 2/21/2026 | | | | | | | 8,468 | 0 | 0 | 177.19 | 9/30/2029 | | | | | | | 8,883 | 4,444 | 0 | 225.00 | 9/30/2029 | | | | | | | 4,509 | 9,021 | 0 | 206.16 | 9/30/2029 | | | | | | | 0 | 11,291 | 0 | 249.18 | 9/30/2029 | | | | | | | | | | | | 3,4048 | 867,509 | | | | | | | | | | 4,3008 | 1,095,855 | | | | | | | | | | 3,5328 | 900,130 | | | | | | | | | | | | 2,6919 | 685,727 | | | | | | | | | | 2,38910 | 608,792 | | | | | | | | | | 7,32811 | 1,867,541 | | | | | | | | | | 9,79612 | 2,496,511 | | | | | | | | | | 3,86413 | 984,740 | | | | | | | | | | 3,86414 | 984,740 |

  147. Outstanding Equity Awards at 2024 Fiscal Year-End

    Options granted in 2022 to Mr. Begor vest on December 31, 2025. Options granted in 2022 to Messrs. Gamble, Farshchi and Ploder vest one-third annually over three years following the grant date. Options granted in 2023 to Mr. Begor vest on February 10, 2026. Options granted in 2023 to Messrs. Gamble, Horvath, Farshchi and Ploder vest one-third annually over three years following the grant date. Options granted in 2024 to Mr. Begor vest on February 9, 2027. Options granted in 2024 to Messrs. Gamble, Borton, Horvath, Farshchi and Ploder vest one-third annually over three years following the grant date. 2 Based on the closing price of Equifax common stock ($254.85) on December 31, 2024. 3 RSUs vest on February 11, 2025 (9,168), December 31, 2025 (24,348), February 10, 2026 (9,928), and February 9, 2027 (8,154). 4 RSUs vest on February 11, 2025 (3,688), February 10, 2026 (4,914), and February 9, 2027 (4,037). 5 New hire LTI award of 13,024 RSUs vests one-third annually over three years: May 6, 2025 (4,339), May 6, 2026 (4,342) and May 6, 2027 (4,343). Annual LTI award granted to Mr. Borton of 4,070 RSUs cliff vests on May 6, 2027. 6 New hire LTI award of 9,832 RSUs vests one-third annually over three years: May 1, 2024 (3,265 vested), May 1, 2025 (3,279) and May 1, 2026 (3,288). Annual LTI award of 4,185 RSUs cliff vests on May 1, 2026 and 3,532 RSUs vest on February 9, 2027. 7 RSUs vest on February 11, 2025 (1,588), February 10, 2026 (2,089) and February 9, 2027 (2,496). The RSUs that vest on February 9, 2027 include an annual grant (1,716) and a promotion grant (780). 8 RSUs vest on February 11, 2025 (3,404), February 10, 2026 (4,300), and February 9, 2027 (3,532). 9 TSR performance shares granted during 2022 that were earned based on Equifax’s performance for the three-year performance period ended December 31, 2024; the TSR performance shares did not vest until performance was approved by the Compensation Committee in February 2025 and therefore were unvested as of December 31, 2024. 10 Adjusted EBITDA performance shares granted during 2022 that were earned based on Equifax’s performance for the three-year performance period ended December 31, 2024; the EBITDA performance shares did not vest until performance was approved by the Compensation Committee in February 2025 and therefore were unvested as of December 31, 2024. 11 Maximum (200%) of TSR performance shares granted in February 2023 that may be earned based on Equifax’s performance, as determined by the Compensation Committee, following the completion of the three-year performance period ending December 31, 2025. Maximum (200%) of Adjusted EBITDA performance shares granted in February 2023 that may be earned based on Equifax’s performance, as determined by the Compensation Committee, following the completion of the three-year performance period ending December 31, 2025.

  148. Outstanding Equity Awards at 2024 Fiscal Year-End

    | | 87 |

  149. Outstanding Equity Awards at 2024 Fiscal Year-End

    Target (100%) of TSR performance shares granted in February 2024 that may be earned based on Equifax’s performance, as determined by the Compensation Committee, following the completion of the three-year performance period ending December 31, 2026. Amount for Mr. Farshchi includes 1,878 TSR performance shares granted on February 9, 2024 (annual grant) and 854 TSR performance shares granted on February 20, 2024 (promotion grant). 14 Target (100%) of Adjusted EBITDA performance shares granted in February 2024 that may be earned based on Equifax’s performance, as determined by the Compensation Committee, following the completion of the three-year performance period ending December 31, 2026. Amount for Mr. Farshchi includes 1,878 Adjusted EBITDA performance shares granted on February 9, 2024 (annual grant) and 854 Adjusted EBITDA performance shares granted on February 20, 2024 (promotion grant). 15 Maximum (200%) of TSR performance shares granted in July 2022 that may be earned based on Equifax’s performance, as determined by the Compensation Committee, following the completion of the 3.4-year performance period ending December 31, 2025.

  150. Option Exercises and Stock Vested in Fiscal Year 2024

    Option Exercises and Stock Vested in Fiscal Year 2024

  151. Option Exercises and Stock Vested in Fiscal Year 2024

    | Name | Option Awards | | Stock Awards | | | | | | Number of Shares Acquired on Exercise (#) | Value Realized On Exercise ($)1 | Number of RSU Shares Acquired on Vesting (#) | Value of RSUs Realized on Vesting ($)2 | Number of Performance Shares Acquired on Vesting (#) | Value of Performance Shares Realized on Vesting ($)3 | | M. Begor | 233,204 | 27,576,044 | 11,651 | 2,980,093 | 39,822 | 10,185,671 | | J. Gamble | 79,109 | 9,332,088 | 2,523 | 645,333 | 5,750 | 1,470,735 | | C. Borton | 0 | 0 | 0 | 0 | 0 | 0 | | T. Horvath | 0 | 0 | 3,265 | 720,488 | 0 | 0 | | J. Farshchi | 14,716 | 1,874,746 | 1,442 | 368,835 | 3,286 | 840,493 | | R. Ploder | 32,619 | 3,281,792 | 2,162 | 552,996 | 4,928 | 1,260,484 |

  152. Option Exercises and Stock Vested in Fiscal Year 2024

    1 The value realized upon stock option exercises is calculated based on the difference between the market price of Equifax common stock at the time of exercise and the exercise price of the option. 2 The value realized for RSUs for Messrs. Begor, Gamble, Farshchi and Ploder was determined by multiplying the number of units that vested during 2024 by the market price of Equifax common stock on February 12, 2024 ($255.78). The value realized for RSUs for Mr. Horvath was determined by multiplying the number of units that vested during 2024 by the market price of Equifax common stock on May 1, 2024 ($220.67). 3 The value realized for performance shares was determined by multiplying the number of units that vested (target award times the payout percentage earned of 103.3%) by the market price of Equifax common stock on February 12, 2024 ($255.78).

  153. Retirement Plans

    Retirement Plans The following table shows the present value at December 31, 2024 of accumulated benefits payable to each of our NEOs at the earliest unreduced retirement age (age 60 or current age for executives over the age of 60), including the number of years of service credited to each NEO, under the USRIP and the SERP. Age 60 is the earliest age at which a participant can begin receiving an unreduced early retirement benefit under the SERP. No pre-retirement mortality was assumed. Mr. Gamble is currently eligible for retirement under the SERP. Mr. Ploder retired on September 30, 2024 and is currently eligible to start payments under the USRIP and SERP.

  154. Retirement Plans

    | 88 | 2025 Proxy Statement |

  155. Pension Benefits at 2024 Fiscal Year-End

    Pension Benefits at 2024 Fiscal Year-End

  156. Pension Benefits at 2024 Fiscal Year-End

    | Name | Plan Name | Number of Years Credited Service (#) | Present Value of Accumulated Benefit1 ($) | Payments During Last Fiscal Year(s) ($) | | M. Begor2 | USRIP | N/A | 0 | 0 | | | SERP | N/A | 0 | 0 | | J. Gamble2 | USRIP | N/A | 0 | 0 | | | SERP | 11 | 5,906,200 | 0 | | C. Borton2 | USRIP | N/A | 0 | 0 | | | SERP | N/A | 0 | 0 | | T. Horvath2 | USRIP | N/A | 0 | 0 | | | SERP | N/A | 0 | 0 | | J. Farshchi2 | USRIP | N/A | 0 | 0 | | | SERP | N/A | 0 | 0 | | R. Ploder | USRIP | 5 | 189,600 | 3,800 | | | SERP | 21 | 7,806,100 | 0 |

  157. Pension Benefits at 2024 Fiscal Year-End

    1 These values were determined using interest rate and mortality rate assumptions consistent with those used in the Company’s consolidated financial statements. 2 Messrs. Begor, Borton, Horvath and Farshchi do not participate in the USRIP or the SERP. Mr. Gamble does not participate in the USRIP.

  158. Supplemental Retirement Plan

    Supplemental Retirement Plan The SERP covers certain NEOs (Messrs. Gamble and Ploder) as designated by the Compensation Committee. Messrs. Begor, Borton, Horvath and Farshchi do not participate in the SERP. The plan provides benefits that supplement the USRIP benefits. The SERP provides an annual benefit equal to 2.5% of “average annual compensation” times years of service as a senior executive officer (up to 10 years), plus 1.67% of average annual earnings multiplied by years of service as a senior executive officer in excess of 10 years (up to 20 years). “Average annual compensation” for this purpose is generally determined by taking the monthly average of the participant’s compensation (including base salary and annual incentives) over the 36 consecutive month period during the participant’s employment with the Company in which he or she was paid the greatest amount of compensation, and multiplying such monthly average by 12. For service as a senior executive officer in excess of 20 years or in a position other than as a senior executive officer, a participant receives a “restoration benefit” using a formula similar to that of the USRIP, without the IRS limits on compensation. In general, only actual years of service with the Company are credited for purposes of determining the SERP benefit. The SERP was closed to new participants after January 1, 2016. The benefit under the SERP is reduced by the benefit payable under the USRIP and is paid without regard to the limitations under Code Sections 401(a) and 415. However, the maximum aggregate benefit from both the SERP and the USRIP cannot exceed 50% of the executive’s average total earnings. The normal retirement age under the SERP is age 65. However, participants can retire early once they reach age 55 if they have five years of service under the plan. The benefit would be reduced to reflect the early commencement of the benefit.

  159. Supplemental Retirement Plan

    | | 89 |

  160. Supplemental Retirement Plan

    The benefit for senior executive officer service is unreduced at age 60, with reductions from age 60 for those who retire prior to age 60. The “restoration benefit” is reduced from normal retirement age to the participant’s early retirement age in the same manner as the USRIP. The normal form of benefit and optional forms of benefit are the same as those in the USRIP.

  161. Non-Qualified Deferred Compensation

    Non-Qualified Deferred Compensation The following table sets forth information regarding the NEOs’ participation in our non-qualified deferred compensation plans in 2024. All of the balances relate to executives’ own deferred amounts. Cash deferrals are invested in investment funds available to the general public. Stock deferrals are deferred as stock equivalent units with earnings and losses solely attributable to changes in our stock price. We do not make any additional contributions to such plans, except as explained below with respect to the Supplemental Contribution Program. During the past four years (2021-2024), our CEO made proactive, irrevocable elections under our deferred compensation program to defer 100% of his long-term incentives granted in the form of RSUs and performance shares. As a result of his voluntary, irrevocable deferral elections, our CEO will continue to be invested in Equifax for more than ten years following his tenure at the company. See “CEO Equity Deferrals” on page 71 for more information.

  162. Non-Qualified Deferred Compensation

    | | Non-Qualified Deferred Compensation for 2024 Fiscal Year | | | | | | Name | Executive Contributions in Last FY1 ($) | Registrant Contributions in Last FY2 ($) | Aggregate Earnings in Last FY3 ($) | Aggregate Withdrawals/ Distributions ($) | Aggregate Balance at Last FYE4 ($) | | M. Begor | 15,396,914 | 313,692 | 1,292,924 | 0 | 22,876,564 | | J. Gamble | 0 | 0 | 17,562 | 0 | 250,320 | | C. Borton | 0 | 127,846 | 0 | 0 | 127,846 | | T. Horvath | 0 | 160,483 | 12,508 | 0 | 298,449 | | J. Farshchi | 0 | 145,123 | 123,889 | 0 | 910,196 | | R. Ploder | 0 | 0 | 0 | 0 | 0 |

  163. Non-Qualified Deferred Compensation

    1 These amounts include salary, annual incentive plan and stock contributions made by NEOs and deferred into the Equifax Inc. Employee Deferred Compensation Plan (2022) and the Director and Executive Stock Deferral Plan. Accordingly, cash deferral amounts are included in the amounts reported in the “Salary” and the “Non-Equity Incentive Plan Compensation” columns in the Summary Compensation Table on page 79. Amounts in this table do not include equity subject to a deferral election but not yet vested. See page 71 for more information regarding our CEO’s irrevocable elections to defer $61 million of equity over a 10-year period following his retirement from Equifax. 2 These amounts represent the Company’s contribution on behalf of the NEO under the Supplemental Contribution Program funded in February 2025 based on base salary and incentives earned in 2024. Participants in the SERP are not eligible to participate in the Supplemental Contribution Program. 3 Aggregate earnings in the last fiscal year are not reported in the Summary Compensation Table because earnings were neither preferential nor above-market. These amounts include earnings (losses), dividends and interest provided on current contributions and existing balances, including the change in value of the underlying investment options in which the NEO is deemed to be invested. 4 These amounts represent each NEO’s aggregate balance in the Equifax Inc. Employee Deferred Compensation Plan (2022) (including amounts earned under the 2024 AIP that were deferred in February 2025) and the Director and Executive Stock Deferral Plan and/or the Supplemental Contribution Program (including the Supplemental Contribution Program contributions made in February 2025 relating to 2024 eligible compensation) as of December 31, 2024. Amounts in this table do not include equity subject to a deferral election but not yet vested.

  164. Potential Payments Upon Termination or Change In Control

    Potential Payments Upon Termination or Change In Control The following tables summarize the value of potential payments and benefits that our NEOs would receive if they had terminated employment on December 31, 2024 under the circumstances shown. The tables exclude amounts that would be paid in the normal course of continued employment, such as accrued but unpaid salary and earned annual cash incentive for 2024, and vested account balances in our 401(k) Plan that are generally available to all of our active U.S. salaried employees. Actual amounts to be paid can only be determined at the time of such executive’s termination of service.

  165. J. Farshchi

    J. Farshchi

  166. J. Farshchi

    | Payment or benefit | Voluntary termination by the NEO ($) | Termination by us for cause ($) | Termination by us without cause or by the NEO with good reason ($) | Termination by us without cause or by the NEO with good reason following a change in control ($) | Retirement ($) | Disability ($) | Death ($) | | Severance payments | 0 | 01 | 215,3852 | 2,775,3843 | 0 | 0 | 0 | | Pension/supplemental retirement plan4 | 681,102 | 681,102 | 681,102 | 681,102 | 681,102 | 826,225 | 826,225 | | Executive compensation deferral program6 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | | Life insurance benefits | 0 | 0 | 0 | 0 | 0 | 0 | 750,0007 | | Disability benefits | 0 | 0 | 0 | 0 | 0 | 1,180,9008 | 0 | | Healthcare benefits | 0 | 0 | 0 | 51,7949 | 0 | 30,00010 | 4,50011 | | Perquisites and other personal benefits12 | 0 | 0 | 10,000 | 10,000 | 0 | 10,000 | 10,000 | | Tax gross-up | 0 | 0 | 0 | 0 | 0 | 0 | 0 | | Market value of stock options vesting on termination | 0 | 0 | 0 | 306,36313 | 0 | 306,36313 | 306,36313 | | Market value of restricted stock units and performance shares vesting on termination | 0 | 0 | 0 | 4,690,68714 | 0 | 4,951,60114 | 4,951,60114 | | TOTAL | 681,102 | 681,102 | 906,486 | 8,515,330 | 681,102 | 7,305,089 | 6,848,689 |

  167. J. Farshchi

    The broad-based Equifax Inc. Severance Plan as described on page 97 does not pay a benefit for termination for cause by the Company.

  168. J. Farshchi

    | | 95 |

  169. J. Farshchi

    For Mr. Begor, severance benefits for a termination without cause or for good reason were eliminated under the November 2024 Letter Agreement to Mr. Begor’s employment agreement. For NEOs other than Mr. Begor, reflects the amount payable to such executives under the broad-based Equifax Inc. Severance Plan. 3 For Mr. Begor, reflects the amount payable under the terms of his employment agreement. For NEOs other than Mr. Begor, reflects the value of lump-sum severance payment to a Tier I participant in the CIC Plan. 4 For Messrs. Begor, Borton, Horvath and Farshchi, reflects the account balance as of December 31, 2024 under the Supplemental Contribution Program as described under “Non-Qualified Deferred Compensation” on page 90, including a company contribution for 2024 made in February 2025 in the event of disability or death. For Mr. Gamble, reflects pension benefits as described under the “Pension Benefits at 2024 Fiscal Year-End” table on page 89, including commencement at the earliest age for unreduced retirement (age 60 or current age of executives over 60), and determined using interest and mortality rate assumptions consistent with those used in the Company’s financial statements under FASB ASC Topic 715. 5 Reflects the present value of the death benefit payable under the SERP to Mr. Gamble’s surviving spouse at the executive’s earliest retirement age (age 55 or current age, if older). 6 Reflects amounts previously earned but deferred by the NEO, as described in the “Non-Qualified Deferred Compensation” table on page 90. 7 Reflects one-times annual base salary (limited to $250,000) of basic life insurance coverage. In addition, Mr. Gamble elected two-times base annual salary supplemental life coverage limited to $1 million and Mr. Farshchi elected $500,000 of supplemental coverage. The Company also maintains a travel and accidental death insurance policy for most employees, including executive officers that would provide an additional $1 million benefit payable to the executive’s estate if the executive’s death occurred during Company-related travel. 8 Reflects the present value of the executive’s disability income benefits of $120,000 per annum as of December 31, 2024 determined by (a) assuming full disability at December 31, 2024 and continuing until age 65 for those under age 60, for 60 months for those between ages 60 and 65, and to age 70 for those over age 65, (b) assuming mortality according to the Pri-2012 disabled retiree mortality table with fully generational projections using scale MP-2021 published by the Society of Actuaries, and (c) applying a discount rate of 5.72% per annum. 9 Reflects 24 months of health, dental and vision coverage using our COBRA premium rate. 10 Reflects the actuarial present value of the employer cost of providing continuing medical coverage assuming disablement at December 31, 2024, with coverage until the earlier of 36 months and age 65, determined using interest and mortality rate assumptions consistent with those used in the Company’s financial statements under FASB ASC Topic 715. 11 Reflects the actuarial present value of the employer cost of providing surviving spouse or domestic partner continuing medical coverage for a period of 12 months from the employee’s date of death, or, if earlier, employee’s age 65, determined using interest rate and mortality rate assumptions consistent with those used in the Company’s consolidated financial statements under FASB ASC Topic 715. 12 Reflects the estimated cost to us of continuing financial planning and tax services for one year. 13 Pursuant to the applicable award agreement, executive would become immediately vested in all outstanding stock options. This value reflects the difference between the closing market price of the Company’s common stock ($254.85) on December 31, 2024, the last trading date of the year, as reported on the NYSE and the exercise price of all outstanding unvested options. 14 Pursuant to our 2008 Omnibus Incentive Plan, 2023 Omnibus Incentive Plan, the applicable grant agreements and Mr. Begor’s employment agreement, executives would generally become immediately vested in all outstanding RSUs and performance shares upon death, disability or termination following a change in control. This excludes Mr. Begor’s July 2022 TSR performance shares, which continue to vest in the event of disability or death. The amount reported represents, based on the closing market price of the Company’s common stock reported on the NYSE on December 31, 2024 ($254.85): (a) the value of unvested RSUs; (b) (i) for a termination by us without cause or by the NEO with good reason, the value of the unvested performance shares for Mr. Begor’s July 2022 TSR performance shares and Mr. Borton and Mr. Horvath’s new hire performance share grants, which would be paid at the target award level (100%); (ii) for a termination following a change in control, the value of the unvested performance shares, determined for each outstanding award as follows: (A) the value of TSR performance shares based on the Company’s cumulative TSR percentile rank at December 31, 2024 (except for Mr. Begor’s July 2022 TSR performance shares, which would be paid at the target award level (100%)), and (B) the value of Adjusted EBITDA performance shares based upon the Adjusted EBITDA performance multiplier calculated at December 31, 2024; and (iii) for a termination as a result of death or disability, the value of the unvested performance shares at December 31, 2024, based on the target award payout level (100%). This excludes Mr. Begor’s July 2022 TSR performance shares, which would continue to vest at the original vesting date.

  170. J. Farshchi

    | 96 | 2025 Proxy Statement |

  171. CEO Pay Ratio

    CEO Pay Ratio As required by Item 402(u) of Regulation S-K, we are providing the following information concerning the ratio of the pay of our CEO to the median pay of all other employees. • For fiscal 2024: (i) the annual total compensation of our median employee (excluding our CEO) was $73,777 (comprised of base salary, paid time off, an award from a points-based employee recognition program and a company match to the 401(k) Plan); and (ii) the annual total compensation of our CEO was $14,797,899 as reported on the Summary Compensation Table on page 79. Based on this information, the ratio of the annual total compensation of our CEO to the median employee is 201 to 1. • The pay ratio reported above is a reasonable estimate calculated in a manner consistent with SEC rules based on our internal records and the methodology described below. – We chose November 30th as the determination date to identify our median employee. – Our employee population on November 30, 2024 consisted of 14,640 individuals. Our median employee is a full time employee located in the United States. No employee groups were excluded from the employee population. To identify our median employee, we used annual base salary as of November 30, 2024, which was annualized for all permanent employees who did not work the entire fiscal year, plus short-term incentives at target in the 12-month period ended November 30, 2024.

  172. CEO Pay Ratio

    | | 101 |

  173. Pay Versus Performance

    Pay Versus Performance In accordance with rules adopted by the Securities and Exchange Commission pursuant to the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010, we provide the following disclosure regarding executive compensation for our principal executive officer (“PEO”) and Non-PEO NEOs and Company performance for the fiscal years listed below. The Compensation Committee did not consider the pay versus performance disclosure below in making its pay decisions for any of the years shown.

  174. Pay Versus Performance

    | Year | Summary Compensation Table Total for PEO1 ($) | Compensation Actually Paid to PEO1,2,3 ($) | Average Summary Compensation Table Total for Non-PEO NEOs1 ($) | Average Compensation Actually Paid to Non-PEO NEOs1,2,3 ($) | Value of Initial Fixed $100 Investment based on:4 | | Net Income5 ($ Millions) | Adjusted EBITDA6 ($ Millions) | | | | | | | TSR ($) | Peer Group TSR ($) | | | | 2024 | 14,797,899 | 13,122,570 | 6,559,117 | 6,944,842 | 181.88 | 117.82 | 607 | 1,836 | | 2023 | 13,049,808 | 32,135,116 | 6,197,654 | 8,375,169 | 176.48 | 97.78 | 552 | 1,694 | | 2022 | 37,245,853 | (19,023,223) | 3,705,930 | (4,976,312) | 138.71 | 96.11 | 700 | 1,722 | | 2021 | 16,065,575 | 84,901,421 | 3,997,020 | 13,836,953 | 208.96 | 115.44 | 749 | 1,670 | | 2020 | 13,701,224 | 50,134,364 | 3,470,581 | 8,371,189 | 137.62 | 88.19 | 526 | 1,495 |

  175. Pay Versus Performance

    1 Mark W. Begor was our PEO for each year presented. The individuals comprising the Non-PEO NEOs for each year are listed below.

  176. Pay Versus Performance

    | 2020-2021 | 2022 | 2023 | 2024 | | John W. Gamble, Jr. | John W. Gamble, Jr. | John W. Gamble, Jr. | John W. Gamble, Jr. | | Rodolfo O. Ploder | Rodolfo O. Ploder | Rodolfo O. Ploder | Chad M. Borton | | Sid Singh | Sid Singh | Bryson R. Koehler | Todd Horvath | | Bryson R. Koehler | Bryson R. Koehler | Todd Horvath | Jamil Farshchi | | | John J. Kelley III | | Rodolfo O. Ploder |

  177. Pay Versus Performance

    2 The amounts shown for Compensation Actually Paid have been calculated in accordance with Item 402(v) of Regulation S-K and do not reflect compensation actually earned, realized, or received by the Company’s NEOs. These amounts reflect the Summary Compensation Table total with certain adjustments as described in footnote 3 below. 3 Compensation Actually Paid reflects the exclusions and inclusions of certain amounts for the PEO and the Non-PEO NEOs as set forth below. Equity values are calculated in accordance with FASB ASC Topic 718. Amounts in the Exclusion of Stock Awards and Option Awards column are the totals from the Stock Awards and Option Awards columns set forth in the Summary Compensation Table. Amounts in the Exclusion of Change in Pension Value column reflect the amounts attributable to the Change in Pension Value reported in the Summary Compensation Table. Amounts in the Inclusion of Pension Service Cost are based on the service cost for services rendered during the listed year.

  178. Pay Versus Performance

    | Year | Summary Compensation Table Total for PEO ($) | Exclusion of Change in Pension Value for PEO ($) | Exclusion of Stock Awards and Option Awards for PEO ($) | Inclusion of Pension Service Cost for PEO ($) | Inclusion of Equity Values for PEO ($) | Compensation Actually Paid to PEO ($) | | 2024 | 14,797,899 | — | (11,006,200) | — | 9,330,871 | 13,122,570 |

  179. Pay Versus Performance

    | Year | Average Summary Compensation Table Total for Non- PEO NEOs ($) | Average Exclusion of Change in Pension Value for Non-PEO NEOs ($) | Average Exclusion of Stock Awards and Option Awards for Non- PEO NEOs ($) | Average Inclusion of Pension Service Cost for Non-PEO NEOs ($) | Average Inclusion of Equity Values for Non-PEO NEOs ($) | Average Compensation Actually Paid to Non-PEO NEOs ($) | | 2024 | 6,559,117 | (9,460) | (4,890,283) | 117,960 | 5,170,656 | 6,944,842 |

  180. Pay Versus Performance

    | 102 | 2025 Proxy Statement |

  181. Pay Versus Performance

    The amounts in the Inclusion of Equity Values in the tables above are derived from the amounts set forth in the following tables:

  182. Pay Versus Performance

    | Year | Year-End Fair Value of Equity Awards Granted During Year That Remained Unvested as of Last Day of Year for PEO ($) | Change in Fair Value from Last Day of Prior Year to Last Day of Year of Unvested Equity Awards for PEO ($) | Vesting-Date Fair Value of Equity Awards Granted During Year that Vested During Year for PEO ($) | Change in Fair Value from Last Day of Prior Year to Vesting Date of Unvested Equity Awards that Vested During Year for PEO ($) | Fair Value at Last Day of Prior Year of Equity Awards Forfeited During Year for PEO ($) | Value of Dividends or Other Earnings Paid on Equity Awards Not Otherwise Included for PEO ($) | Total - Inclusion of Equity Values for PEO ($) | | 2024 | 10,356,930 | (1,470,945) | 0 | 444,886 | 0 | 0 | 9,330,871 |

  183. Pay Versus Performance

    | Year | Average Year-End Fair Value of Equity Awards Granted During Year That Remained Unvested as of Last Day of Year for Non-PEO NEOs ($) | Average Change in Fair Value from Last Day of Prior Year to Last Day of Year of Unvested Equity Awards for Non-PEO NEOs ($) | Average Vesting-Date Fair Value of Equity Awards Granted During Year that Vested During Year for Non- PEO NEOs ($) | Average Change in Fair Value from Last Day of Prior Year to Vesting Date of Unvested Equity Awards that Vested During Year for Non- PEO NEOs ($) | Average Fair Value at Last Day of Prior Year of Equity Awards Forfeited During Year for Non-PEO NEOs ($) | Average Value of Dividends or Other Earnings Paid on Equity Awards Not Otherwise Included for Non-PEO NEOs ($) | Total - Average Inclusion of Equity Values for Non-PEO NEOs ($) | | 2024 | 4,977,863 | 210,382 | 0 | (17,589) | 0 | 0 | 5,170,656 |

  184. Pay Versus Performance

    4 The Peer Group TSR set forth in this table utilizes the S&P 500 Banks Index (Industry Group), which we also utilize in the stock performance graph required by Item 201(e) of Regulation S-K included in our Annual Report for the year ended December 31, 2024. The comparison assumes $100 was invested for the period starting December 31, 2019, through the end of the listed year in the Company and in the S&P 500 Banks Index (Industry Group), respectively. Historical stock performance is not necessarily indicative of future stock performance. 5 This column presents the Company’s consolidated net income as reported in our Form 10-K for each covered year. We determined Adjusted EBITDA to be the most important financial performance measure used to link Company performance to Compensation Actually Paid to our PEO and Non-PEO NEOs in 2024. Adjusted EBITDA is a non-GAAP financial measure defined in Annex A to this Proxy Statement.

  185. Pay Versus Performance

    | | 103 |

  186. Relationship Between PEO and Non-PEO NEO Compensation Actually Paid and Company Total Shareholder Return (“TSR”)

    Relationship Between PEO and Non-PEO NEO Compensation Actually Paid and Company Total Shareholder Return (“TSR”) The following chart sets forth the relationship between Compensation Actually Paid to our PEO, the average of Compensation Actually Paid to our Non-PEO NEOs, and the Company’s cumulative TSR over the five most recently completed fiscal years, and the Peer Group TSR over the same period.

  187. Relationship Between PEO and Non-PEO NEO Compensation Actually Paid and Net Income

    Relationship Between PEO and Non-PEO NEO Compensation Actually Paid and Net Income The following chart sets forth the relationship between Compensation Actually Paid to our PEO, the average of Compensation Actually Paid to our other NEOs, and our Consolidated Net Income during the five most recently completed fiscal years.

  188. Relationship Between PEO and Non-PEO NEO Compensation Actually Paid and Net Income

    | 104 | 2025 Proxy Statement |

  189. Relationship Between PEO and Non-PEO NEO Compensation Actually Paid and Adjusted EBITDA

    Relationship Between PEO and Non-PEO NEO Compensation Actually Paid and Adjusted EBITDA The following chart sets forth the relationship between Compensation Actually Paid to our PEO, the average of Compensation Actually Paid to our Non-PEO NEOs, and our Adjusted EBITDA during the five most recently completed fiscal years.

  190. Director Compensation

    Director Compensation The table below sets forth the compensation received by our non-management directors during 2024:

  191. Director Compensation

    | Name | Fees Earned or Paid in Cash ($) | Stock Awards1 ($) | All Other Compensation2 ($) | Total ($) | | Mark L. Feidler | 272,500 | 200,030 | 359 | 472,889 | | Karen L. Fichuk | 105,000 | 200,030 | 5,000 | 310,030 | | G. Thomas Hough | 132,500 | 200,030 | 10,359 | 342,889 | | Barbara A. Larson3 | 70,096 | 400,059 | 218 | 470,373 | | Robert D. Marcus | 125,000 | 200,030 | 20,359 | 345,389 | | Scott A. McGregor | 120,000 | 200,030 | 20,359 | 340,389 | | John A. McKinley | 135,000 | 200,030 | 5,359 | 340,389 | | Melissa D. Smith | 112,500 | 200,030 | 0 | 312,530 | | Audrey Boone Tillman | 115,000 | 200,030 | 7,859 | 322,889 |

  192. Director Compensation

    1 Represents the grant date fair value for RSU awards made on May 2, 2024 (891 RSUs for each director then serving), computed in accordance with FASB ASC Topic 718. For Ms. Larson, the amount also reflects the grant date fair value for the initial new director RSU award she received on May 2, 2024 (891 RSUs), computed in accordance with FASB ASC Topic 718. 2 Reflects the market price of annual membership to certain of our credit monitoring products and Company-matching charitable contributions under the Equifax Matching Gift Program. Under this program, the Company will match contributions to eligible non-profit organizations, up to a maximum of $20,000 per director per calendar year. In 2024, the Company made or committed to make matching contributions on behalf of our outside directors as follows: Ms. Fichuk ($5,000); Mr. Hough ($10,000); Mr. Marcus ($20,000); Mr. McGregor ($20,000); Mr. McKinley ($5,000); and Ms. Tillman ($7,500). 3 Ms. Larson was elected to the Board on May 1, 2024.

  193. How do I recommend a director nominee or submit a proposal or director nominee for the 2026 Annual Meeting of Shareholders?

    How do I recommend a director nominee or submit a proposal or director nominee for the 2026 Annual Meeting of Shareholders? The Governance Committee will consider for possible nomination qualified Board candidates that are submitted by our shareholders using the same process that applies to candidates identified by other sources. Shareholders wishing to make such a submission may do so by sending the following information to the Governance Committee no later than

  194. How do I recommend a director nominee or submit a proposal or director nominee for the 2026 Annual Meeting of Shareholders?

    | 124 | 2025 Proxy Statement |

  195. How do I recommend a director nominee or submit a proposal or director nominee for the 2026 Annual Meeting of Shareholders?

    November 18, 2025 and no earlier than October 19, 2025, c/o Equifax Inc., Attn: Office of Corporate Secretary, P.O. Box 4081, Atlanta, Georgia 30302: (1) a nomination notice in accordance with the procedures set forth in Section 1.12 of our Bylaws; (2) a request that the Governance Committee consider the shareholder’s candidate for inclusion in the Board’s slate of nominees for the applicable meeting; and (3) along with the shareholder’s candidate, an undertaking to provide all other information the Committee or the Board may request in connection with their evaluation of the candidate. A copy of our Bylaws is available on our website at www.equifax.com/about-equifax/corporate-governance or by writing to the Corporate Secretary. Any shareholder’s nominee must satisfy the minimum qualifications for any director described above in the judgment of the Governance Committee and the Board. In evaluating shareholder nominees, the Governance Committee and the Board may consider all relevant information, including the factors described above, and additionally may consider the size and duration of the nominating shareholder’s holdings in the Company; whether the nominee is independent of the nominating shareholder and able to represent the interests of the Company and its shareholders as a whole; and the interests and/or intentions of the nominating shareholder. Shareholders may also submit proposals and director nominations through our proxy access procedures for consideration at the 2026 Annual Meeting, including proposals submitted for inclusion in the Company’s proxy materials for the 2026 Annual Meeting. Notice of such proposals or director nominations must be delivered to us no later than November 18, 2025 (and, in the case of a director nomination pursuant to proxy access, no earlier than October 19, 2025). The proposal or director nomination must satisfy the information and other requirements specified in our Bylaws and, if to be included in our proxy materials for the 2026 Annual Meeting, must comply with SEC Rule 14a-8 and other applicable rules and interpretations of the SEC. Any shareholder proposal or director nomination submitted to the Company in connection with the 2026 Annual Meeting should be addressed to the Corporate Secretary at the address above. In addition, the shareholder proponent or a duly authorized representative must appear in person at the 2026 Annual Meeting to present the proposal. In addition to satisfying the foregoing advance notice requirements under our Bylaws, to comply with the universal proxy rules under the Securities Exchange Act of 1934, shareholders who intend to solicit proxies in support of director nominees other than the Company’s nominees must provide notice that sets forth the information required by Rule 14a-19 under the Securities Exchange Act of 1934.