DEF 14A of Simmons First National Corp, Apr 8, 2026

DEF 14A of Simmons First National Corp

Filed Apr 8, 2026 · FY20250001193125-26-146412

Open on EDGAR

  1. Proposal 1 — Fix the Number of Directors

    Proposal 1 — Fix the Number of Directors At the 2025 annual shareholders’ meeting, the number of directors was set at fourteen (14), and fourteen (14) nominees were elected to the Board. The Board has considered the number of directors that should serve on the Board for the ensuing year and has set the number of directors to be elected at the 2026 annual shareholders’ meeting at fourteen (14). The Board is presenting its decision to set the number of directors to be elected to the Board at the annual shareholders’ meeting at fourteen (14) to the shareholders for ratification.

  2. Proposal 1 — Fix the Number of Directors

    | | THE BOARD OF DIRECTORS RECOMMENDS THAT SHAREHOLDERS VOTE FOR PROPOSAL 1 TO RATIFY THE ACTION OF THE BOARD TO FIX THE NUMBER OF DIRECTORS AT FOURTEEN (14). |

  3. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 5 | Simmons First National Corporation |

  4. Proposal 1 — Fix the Number of Directors

    Each person named below is presently serving as a director of the Company for a term which ends on May 13, 2026, or such other date upon which a successor is duly elected and qualified. The Board has evaluated the independence of each director serving on the Board and its Audit, Compensation, and Nominating and Corporate Governance committees under applicable law and regulations and the Nasdaq listing standards. The table below summarizes the findings of the Board (and reflects the present composition of each of the named committees). The Board determined that former director George A. Makris, Jr., who retired December 31, 2025, was not independent during the period of 2025 when he served as a director. Mr. Makris, Jr. did not serve on any of the Audit, Compensation, or Nominating and Corporate Governance committees.

  5. Proposal 1 — Fix the Number of Directors

    | Name | Board of Directors | Audit Committee | Compensation Committee | Nominating & Corporate Governance Committee | | James Brogdon | Not Independent | * | * | * | | Marty D. Casteel | Independent | * | Independent | Independent(C) | | William E. Clark, II | Independent | * | * | * | | Steven A. Cossé | Independent | Independent | Independent | Independent | | Mark C. Doramus | Not Independent | * | * | * | | Edward Drilling | Independent | * | * | Independent | | Eugene Hunt | Independent | * | * | * | | Jerry Hunter | Independent | Independent | Independent | Independent | | Susan Lanigan | Independent | Independent | Independent(C) | Independent | | Tom Purvis | Independent | * | * | Independent | | Robert L. Shoptaw | Independent | Independent | Independent | Independent | | Julie Stackhouse | Independent | * | * | * | | Russell W. Teubner | Independent | * | * | Independent | | Mindy West | Independent | Independent(C) | Independent | * |

  6. Proposal 1 — Fix the Number of Directors

    | * The director is not a member of the Committee. |

  7. Proposal 1 — Fix the Number of Directors

    | C | The director is the Chair of the Committee. |

  8. Proposal 1 — Fix the Number of Directors

    The proxies hereby solicited will be voted for the election of the nominees shown below, as directors, to serve until the next annual meeting of the shareholders and until their successors are duly elected and qualified, unless otherwise designated in the proxy. If at the time of the meeting any of the nominees should be unable or unwilling to serve, the discretionary authority granted in the proxy may be exercised to vote for the election of a substitute or substitutes selected by the Board. Management has no reason to believe that any substitute nominee or nominees will be required.

  9. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 6 | Simmons First National Corporation |

  10. Proposal 1 — Fix the Number of Directors

    The nominees possess a wide range of qualifications and perspectives that contribute to strong oversight. The table below highlights each nominee’s skills, experience, and background, as well as other information.

  11. Proposal 1 — Fix the Number of Directors

    | | Brogdon | Casteel | Clark | Cossé | Doramus | Drilling | Hunt | Hunter | Lanigan | Purvis | Shoptaw | Stackhouse | Teubner | West | | Accounting | ● | | | ● | ● | | | | | | ● | ● | | ● | | Corporate Governance | | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | | Marketing | | | | | | ● | | | | | | | | | | Legal and Regulatory | | | | ● | | ● | ● | ● | ● | | | ● | | | | Relevant Geographic Markets | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | ● | | ● | ● | | Finance Industry | ● | ● | | | ● | | | | | | ● | ● | | | | Human Resources | | | | | ● | | ● | ● | ● | | | ● | | | | Executive Leadership | ● | ● | ● | ● | ● | ● | | | ● | ● | ● | | ● | ● | | Other Public Company Board Experience | | | | ● | | | | | ● | | | | ● | ● | | Real Estate | | | ● | | ● | | | | | ● | | | | ● | | Information Technology | | | | | ● | ● | | | | | | ● | ● | ● | | Gender (M = Male; F = Female) | M | M | M | M | M | M | M | M | F | M | M | F | M | F | | Race (W = White; B = Black) | W | W | W | W | W | W | B | B | W | W | W | W | W | W | | Year First Elected to Board | 2026 | 2020 | 2008 | 2004 | 2015 | 2008 | 2009 | 2017 | 2017 | 2017 | 2006 | 2021 | 2017 | 2017 |

  12. Proposal 1 — Fix the Number of Directors

    | | THE BOARD OF DIRECTORS RECOMMENDS THAT SHAREHOLDERS VOTE FOR ALL OF THE BELOW-NAMED NOMINEES FOR ELECTION TO THE BOARD. |

  13. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 7 | Simmons First National Corporation |

  14. Proposal 1 — Fix the Number of Directors

    | James M. Brogdon | | | President & Chief Executive Officer of the Company and the Bank Age: 45 Director Since: 2026 | Mr. Brogdon, 45, was elected to the Board in 2026. Mr. Brogdon is the President and Chief Executive Officer of the Company and Simmons Bank. He previously served as the Company’s President from December 2023 to December 2025. Prior to serving in that role, he served the Company and the Bank as President and Chief Financial Officer, and prior to that, as Executive Vice President, Chief Financial Officer, and Treasurer. Before joining the Company and the Bank in 2021, he worked at Stephens Inc. from 2008 to 2021 where he most recently served as managing director in the investment banking division. Prior to joining Stephens, he spent four years at Deloitte. Mr. Brogdon earned his BBA in both accounting and business management from Harding University in 2004, where he graduated summa cum laude. The Board believes that Mr. Brogdon’s deep understanding of financial markets, his experience advising clients on successful transactions including mergers and acquisitions as well as public offerings and private placements of debt and equity securities, and his experience as an executive of the Company and Simmons Bank, provide needed skills and insight into the banking and financial services business conducted by the Company and its subsidiaries, including the management of the Company’s assets and liabilities, business development activities, and the development and execution of the Company’s strategy. |

  15. Proposal 1 — Fix the Number of Directors

    | Marty D. Casteel | | | Retired SEVP of the Company; Retired President and CEO of the Bank Age: 75 Director Since: 2020 | Mr. Casteel, 75, was elected to the Board in 2020. Until his retirement in 2020, Mr. Casteel was employed by the Company’s lead subsidiary, Simmons Bank, for over 30 years. During that time, he held various leadership roles, including serving as Simmons Bank’s Chairman, President, and Chief Executive Officer from 2013 to 2020. In addition, Mr. Casteel was a Senior Executive Vice President of the Company from 2013 to 2020. Mr. Casteel received a B.S.B.A. degree in Marketing from University of Arkansas in 1974. Mr. Casteel also served in the U.S. Army from 1974 to 1978. Mr. Casteel has served on numerous boards during his career. He is currently a member of the boards of directors of Jefferson Regional Medical Center, the Arkansas Research Alliance, and the Arkansas Championship Trust, and he is a past member of the board of directors of the Economic Development Alliance of Jefferson County. He is also a past president of the Mortgage Bankers Association of Arkansas. The Board believes that Mr. Casteel’s deep understanding of current and historical bank operations, as well as his experience as the Chairman, President, and Chief Executive Officer of Simmons Bank, provide needed skills and insight into the banking and financial services business conducted by the Company and its subsidiaries, including the assessment of lending and deposit activities, the management of financial regulatory affairs, the evaluation of bank policies and practices, and the mitigation of enterprise risks. |

  16. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 8 | Simmons First National Corporation |

  17. Proposal 1 — Fix the Number of Directors

    | William E. Clark, II | | | Founder and CEO, Clark Contractors, LLC (Construction) Age: 56 Director Since: 2008 | Mr. Clark, 56, was elected to the Board in 2008. He is the Chief Executive Officer of Clark Contractors, LLC, a general contractor involved in commercial construction throughout the United States. Prior to the formation of Clark Contractors, LLC in 2009, he was employed by CDI Contractors from 1994 through 2009, where he served in various capacities culminating in his serving as Chief Executive Officer from 2007 to 2009. Mr. Clark received a B.S.B.A. degree in Business Management from the University of Arkansas in 1991. He is a member of Fifty for the Future, a board member of CARTI, a past chairman of the UAMS Foundation Fund Board of Directors, a past President/Chairman for the UAMS Consortium, Arkansas Children’s Hospital Committee for the Future, and St. Vincent Foundation, a former member of the Young Presidents Organization, and a member of the Dean’s Executive Advisory Board for the Walton College of Business at the University of Arkansas and the Arkansas Executive Forum. The Board believes that Mr. Clark’s experience within the commercial construction industry provides needed skills in the assessment of the construction industry utilized by the Company in setting policies involving the allocation of credit and lending priorities. |

  18. Proposal 1 — Fix the Number of Directors

    | Steven A. Cossé | | | Retired President and CEO, Murphy Oil Corporation Age: 78 Director Since: 2004 | Mr. Cossé, 78, was elected to the Board in 2004. In 2013, he retired as President and Chief Executive Officer of Murphy Oil Corporation, a Fortune 500 company listed on the New York Stock Exchange (“NYSE”). Mr. Cossé has also previously served as the Executive Vice President and General Counsel for Murphy Oil Corporation. He had served as General Counsel since 1991 and had also previously served as Senior Vice President, Vice President and Principal Financial Officer. Prior to joining Murphy Oil Corporation as General Counsel, he served for eight years as General Counsel for Ocean Drilling & Exploration Company in New Orleans, Louisiana, a NYSE-listed, majority-owned subsidiary of Murphy Oil Corporation. Mr. Cossé received a B.A. degree in Government from Southeastern Louisiana University in 1969 and a Juris Doctorate degree from Loyola University in 1974. Mr. Cossé also currently serves on the boards of South Arkansas Regional Hospital and SHARE Foundation. He is a former member of the board of directors of Murphy Oil Corporation, the Board of Trustees of Loyola University New Orleans, and he is past chairman of the South Arkansas Chapter of the American Red Cross. Mr. Cossé is a member of the Louisiana Bar Association, Arkansas Bar Association, and Union County Bar Association. The Board believes that Mr. Cossé’s experience as an executive officer, general counsel and principal financial officer provides needed skills in the assessment of the oil industry utilized by the Company in setting policies involving the allocation of credit and lending priorities and in the legal, financial and general business issues facing publicly traded companies. |

  19. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 9 | Simmons First National Corporation |

  20. Proposal 1 — Fix the Number of Directors

    | Mark C. Doramus | | | Chief Financial Officer, Stephens Inc. (Financial Services) Age: 67 Director Since: 2015 | Mr. Doramus, 67, was elected to the Board in 2015. He serves as Chief Financial Officer of Stephens Inc. (“Stephens”), an independent financial services firm headquartered in Little Rock, Arkansas. He has served in several capacities at Stephens, including in the corporate finance department from 1988 to 1994, Assistant to the President from 1994 to 1996, and Chief Financial Officer since 1996. He began his career in 1980 with Arthur Andersen & Co. in Dallas, Texas, where he worked as a Certified Public Accountant. He joined the Dallas, Texas, office of Trammell Crow Company in 1983, where he worked until he joined Stephens in 1988. Mr. Doramus was a member of the CHI St. Vincent Infirmary Board of Directors from 2007 to 2016, serving as chairman from 2012 to 2014. Mr. Doramus was a member of the University of Arkansas at Little Rock Board of Visitors from 2004 to 2016. Mr. Doramus served on the Winthrop Rockefeller Foundation board from 2004 to 2009, serving as Chairman in 2009. Mr. Doramus graduated from Rhodes College in Memphis, Tennessee, with a B.A. degree in Economics and Business in 1980 and received his M.A. degree in Real Estate and Regional Science from Southern Methodist University in Dallas, Texas, in 1982. The Board believes that Mr. Doramus’s experience in accounting and the financial services industry provides needed skills for assisting in the management of the Company’s business, including risk management, internal controls, and capital management. |

  21. Proposal 1 — Fix the Number of Directors

    | Edward Drilling | | | Retired SVP of External and Regulatory Affairs, AT&T Inc. Age: 70 Director Since: 2008 | Mr. Drilling, 70, was elected to the Board in 2008. In 2020, he retired as Senior Vice President of External and Regulatory Affairs for AT&T. He joined AT&T (then Southwestern Bell Telephone Company) in 1979 and served in various operations positions including customer service, sales and marketing, and the external affairs organization. He was named President of AT&T’s Arkansas Division in 2002 and was appointed as AT&T’s Senior Vice President of External and Regulatory Affairs for all fifty states in 2017. Mr. Drilling received a B.S. degree in Marketing from the Walton College at the University of Arkansas in 1978 and graduated from the Emory University Advanced Management Program in 1991. Mr. Drilling has served on numerous boards over the last 40 years, including as past chairman of the Arkansas State Chamber of Commerce, Arkansas Children’s Hospital Board of Trustees, University of Arkansas Board of Advisors, former president of the Little Rock Chamber of Commerce Board of Directors, UAMS Arkansas BioVentures Advisory Board, founding member of the Arkansas Research Alliance, former president of Fifty for the Future, and former vice chairman of the Arkansas Economic Development Commission. He also currently serves on the Arkansas Game and Fish Foundation Board and the Nature Conservancy Board. The Board believes that Mr. Drilling’s experience as an executive within the telecommunication and information technology industry (having participated in various industry transitions, mergers and technology changes) provides needed skills in the assessment of the technology risks of the Company and the security measures to address these risks, as well as valuable insights involving the executive management of a large, highly-regulated enterprise. |

  22. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 10 | Simmons First National Corporation |

  23. Proposal 1 — Fix the Number of Directors

    | Eugene Hunt | | | Attorney, Hunt Law Firm Age: 80 Director Since: 2009 | Mr. Hunt, 80, was elected to the Board in 2009. He is an attorney in private practice in Pine Bluff, Arkansas. Mr. Hunt began his practice in 1972 and has thereafter been involved in the active practice of law within Arkansas, primarily in southeast Arkansas. He served as Judge on the Arkansas Court of Appeals from August through December 2008 and has also previously served as a Special Circuit Judge and Special Justice on the Arkansas Supreme Court. Additionally, he served as Director of the Child Support Enforcement Unit, Jefferson County, Arkansas from 1990 to 2001. Mr. Hunt received a B.A. degree in History and Government from Arkansas AM&N College in 1969 and a Juris Doctorate degree from the University of Arkansas Law School in 1971. Mr. Hunt also serves on the boards of The Economic Development Corporation of Jefferson County, Arkansas; Jefferson Hospital; and Youth Partners. He has also been involved with the Arkansas Ethics Commission, Jefferson County United Way, and the Arkansas Criminal Code Revision Commission. He is a Life Member of the NAACP and has served as an NAACP Legal Defense Fund Affiliate Attorney since 1978. The Board believes that Mr. Hunt’s experience as an attorney and his long-term familiarity with the business and social environment in southeastern Arkansas provide needed skills in, and insight into, the small business and consumer needs of the Company’s banking customers in one of its major markets, southeastern Arkansas. |

  24. Proposal 1 — Fix the Number of Directors

    | Jerry Hunter | | | Senior Counsel, Bryan Cave Leighton Paisner LLP Age: 73 Director Since: 2017 | Mr. Hunter, 73, was elected to the Board in 2017. He is Senior Counsel in the Commercial Litigation and Labor & Employment Law Client Service Groups of the international law firm Bryan Cave Leighton Paisner LLP, where he previously was a partner from 1994 until 2020. Mr. Hunter previously served as Labor Counsel for the Kellwood Company, Director of the Missouri Department of Labor and Industrial Relations, and General Counsel of the National Labor Relations Board. Mr. Hunter received a bachelor’s degree in History and Government with a minor in Mathematics from the University of Arkansas at Pine Bluff in 1974 and a Juris Doctor degree from Washington University School of Law in St. Louis, Missouri in 1977. Mr. Hunter also attended the Program for Senior Executives in State and Local Government at the John F. Kennedy School of Government, Harvard University in 1987. On November 14, 2022, Mr. Hunter was elected to the Board of Directors of Missouri-American Water Company. Mr. Hunter has served on the boards of the Kellwood Company, Boys Hope Girls Hope International, Associated Industries of Missouri, St. Louis Regional Convention and Sports Complex Authority, U.S. Congress Office of Compliance, American Arbitration Association, Maryville University, the U.S. Senate Small Business Committee Advisory Council, and Washington University Law School Board of Advisors. The Board believes that Mr. Hunter’s experience as an attorney in senior-level governmental and private-sector roles, as well as his deep knowledge of labor and employment matters, provide needed skills and insight into the legal and regulatory environment in which the Company operates. |

  25. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 11 | Simmons First National Corporation |

  26. Proposal 1 — Fix the Number of Directors

    | Susan Lanigan | | | Retired EVP & General Counsel, Chico’s FAS, Inc. Age: 63 Director Since: 2017 | Ms. Lanigan, 63, was elected to the Board in 2017. She previously served on the Board of Directors of Kirkland’s Inc. (a Nasdaq-listed company), where she chaired the Compensation Committee, until June 11, 2025. She also previously served on the Board of Directors of Vi-Jon, Inc., where she chaired the Nominating Committee, until December 31, 2022. Ms. Lanigan previously served as Executive Vice President and General Counsel of Chico’s FAS, Inc. (then a NYSE-listed company) from May 2016 until her retirement in July 2018. She also served as Chair of the Tennessee Education Lottery Commission, a position to which she was appointed by the Governor of the State of Tennessee and approved by the State Legislature, from 2014 to 2021. Prior to that, she was Executive Vice President and General Counsel of Dollar General Corporation (a NYSE-listed company) (“Dollar General”), a Fortune 200 company, where she worked from July 2002 until May 2013. Prior to joining Dollar General, Ms. Lanigan served as Senior Vice President and General Counsel of Zale Corporation. She started her career as a litigation attorney for Troutman Sanders, LLP (now Troutman Pepper Locke LLP) in Atlanta, GA. Ms. Lanigan received her undergraduate degree from the University of Georgia and her law degree from the University of Georgia School of Law. The Board believes that Ms. Lanigan’s experiences as a senior executive officer and general counsel, and as a board member, of large corporations provide needed skills and insight in addressing legal, governance, and general business issues facing publicly traded companies. |

  27. Proposal 1 — Fix the Number of Directors

    | Tom Purvis | | | Partner, L2L Development Advisors, LLC (Real Estate) Age: 67 Director Since: 2017 | Mr. Purvis, 67, was elected to the Board in 2017. He is a partner in a number of real estate development entities and is a partner in L2L Development Advisors, LLC. His career has spanned over 40 years in real estate and related services. Mr. Purvis previously served on the Board of Directors of First Texas BHC, Inc., which was acquired by the Company in 2017. Mr. Purvis currently serves as a director of the Fort Worth Zoo, Fort Worth Streams and Valleys, and Fort Worth Tax Increment Financing District. He attended the Business College at the University of Texas and Texas Christian University, where he received a B.B.A. degree in 1982. The Board believes that Mr. Purvis’s experience in real estate development and financing provides needed skills for analyzing the real estate industry and setting policies involving the allocation of credit and lending priorities within the Texas and other geographic markets of the Company. |

  28. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 12 | Simmons First National Corporation |

  29. Proposal 1 — Fix the Number of Directors

    | Robert L. Shoptaw | | | Retired President, Arkansas Blue Cross and Blue Shield Age: 79 Director Since: 2006 | Mr. Shoptaw, 79, was elected to the Board in 2006. Mr. Shoptaw retired as President of Arkansas Blue Cross and Blue Shield (“ABCBS”), a mutual health insurance company, in 2008, terminating his 39 years of service to that organization. During the 1970’s and 1980’s, he served in various management and executive capacities with a primary focus in medical services management, professional relations, and government programs administration (Medicare administrative operations). In 1987, Mr. Shoptaw became the Executive Vice President and Chief Operating Officer of ABCBS and was named President and Chief Executive Officer in 1994. After retiring as President and Chief Executive Officer in 2008, he served as Chairman of the Board of Directors of ABCBS from 2009 to 2016. Thereafter, he continued on the ABCBS Board of Directors and served as Chairman of the Audit Committee until March of 2022. Mr. Shoptaw received a B.A. in Economics from Arkansas Tech University in 1968, an M.B.A. from Webster University in Business Administration and Health Services Management and completed the Advanced Management Program at Harvard University Business School in 1991. Mr. Shoptaw previously served as a founding board member of the Arkansas Research Alliance, chaired the Board of Visitors of the University of Arkansas College of Medicine, and completed a 20-year tenure on the board of the Arkansas Center for Health Improvement. Most recently, Mr. Shoptaw was chairman of the Little Rock Metrocentre Improvement District board of commissioners and was named to the Arkansas Insurance Hall of Fame. The Board believes that Mr. Shoptaw’s experience and past performance as the president of a large mutual health insurance company provide needed skills and insight into the health care industry and the financial and executive management of a large, successful business enterprise. |

  30. Proposal 1 — Fix the Number of Directors

    | Julie Stackhouse | | | Retired Executive Vice President, Federal Reserve Bank of St. Louis Age: 67 Director Since: 2021 | Ms. Stackhouse, 67, was elected to the Board in 2021. In 2020, she retired as an Executive Vice President at the Federal Reserve Bank of St. Louis, where she was responsible for bank regulation, including supervision of bank holding companies and state member banks, as well as discount window lending, community development, and learning innovation functions. Prior to joining the Federal Reserve Bank of St. Louis in 2002, Ms. Stackhouse held managerial roles at the Federal Reserve Banks of Kansas City and Minneapolis. Ms. Stackhouse graduated summa cum laude from Drake University in 1980 with a B.S. degree. Ms. Stackhouse currently serves on the City of Fort Collins Planning and Zoning Commission, the board of the League of Women Voters of Larimer County, the audit committee of the Colorado State University Foundation, and the Conference of State Bank Supervisors’ State Banking Department Accreditation Review Team. Ms. Stackhouse previously served on the audit committee of Friendship Bridge. The Board believes that Ms. Stackhouse’s extensive financial regulatory experience, deep knowledge of financial operations and risks, and leadership roles within government organizations provide needed skills and insight to assist in the oversight of legal, regulatory, compliance, and other matters associated with a large financial institution. |

  31. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 13 | Simmons First National Corporation |

  32. Proposal 1 — Fix the Number of Directors

    | Russell W. Teubner | | | Distinguished Engineer, Broadcom, Inc. Age: 69 Director Since: 2017 | Mr. Teubner, 69, was elected to the Board in 2017. He was the Co-Founder and Chief Executive Officer of HostBridge Technology, LLC, a computer software company, for 20 years. Following the acquisition of HostBridge Technology, LLC by Broadcom, Inc. in 2022, Mr. Teubner now serves as a Distinguished Engineer within Broadcom. Mr. Teubner previously served as a Chairman of Southwest Bancorp, Inc., which was acquired by the Company in 2017. The Stillwater, Oklahoma, Chamber of Commerce honored Mr. Teubner as Citizen of the Year in 1992, Small Business Person of the Year in 1991 – 92, and Small Business Exporter of the Year in 1992 – 93. In 1997, Oklahoma State University (“OSU”) named Mr. Teubner as a recipient of its Distinguished Alumni award. During 1996 and 1997 he served on the Citizen’s Commission on the Future of Oklahoma Higher Education. In 1998, he was inducted into the OSU College of Business Hall of Fame. Currently, he serves on the Board of Advisors of the OSU Innovation Foundation and its commercialization subsidiary, Cowboy Technology. In 2019, the Governor of Oklahoma appointed him to serve on the Board of the Oklahoma Center for the Advancement of Science and Technology (“OCAST”). In 2022, the Governor of Oklahoma appointed him to serve on the Oklahoma Broadband Governing Board. Mr. Teubner is a past director of the Oklahoma City branch of the Federal Reserve Bank of Kansas City. The Board believes that Mr. Teubner’s experience in the technology industry provides needed skills for assessing the role of information technology within the Company and its subsidiaries, as well as addressing technology-related risks within the financial industry. |

  33. Proposal 1 — Fix the Number of Directors

    | Mindy West | | | President & Chief Executive Officer, Murphy USA Inc. (Retailer of Gasoline Products and Convenience Store Merchandise) Age: 57 Director Since: 2017 | Ms. West, 57, was elected to the Board in 2017. She currently serves as the President and Chief Executive Officer and member of the Board of Directors at Murphy USA Inc., a NYSE-listed retailer of gasoline products and convenience store merchandise and has held that role since January 1, 2026. Ms. West previously served as Executive Vice President and Chief Operating Officer from February 2024 through December 2025. From August 2013 to February 2024, she served as the Executive Vice President, Chief Financial Officer and Treasurer for Murphy USA Inc. (and, in addition to those duties, served as Executive Vice President of Fuels from June 2018 to February 2024). Ms. West was previously employed by Murphy Oil Corporation, joining the company in 1996 and holding positions in accounting, employee benefits, planning and investor relations. She was Murphy Oil Corporation’s Director of Investor Relations from July 2001 until December 2006 and its Vice President and Treasurer from January 2007 until August 2013, when she joined Murphy USA Inc. Ms. West holds a bachelor’s degree in Finance from the University of Arkansas and a bachelor’s degree in Accounting from Southern Arkansas University. She is a Certified Public Accountant (Inactive) and a Certified Treasury Professional. Ms. West also currently serves on the Board of Directors of SHARE Foundation of El Dorado, Arkansas, the Board of Directors of the Razorback Foundation, and its executive committee, as well as the Board of Directors of Ducks Unlimited Inc. and Wetlands America Trust, where she serves on the finance committee and board governance committee. Ms. West serves on the Natural State Advisory Council and is a former member of the South Arkansas University Business Advisory Council. The Board believes that Ms. West’s experience in accounting and finance, as well as her executive leadership roles in large, public companies, provide needed skills for assisting in the oversight of the Company’s business, including audit, risk management, internal controls and capital management. |

  34. Proposal 1 — Fix the Number of Directors

    | 2026 Proxy Statement | 14 | Simmons First National Corporation |

  35. Proposal 1 — Fix the Number of Directors

    The table below sets forth the name, age, principal occupation or employment during the last five years, and prior service as a director of the Company with respect to each director nominee proposed:

  36. Proposal 1 — Fix the Number of Directors

    | Name | Age | Principal Occupation | Director Since | | James M. Brogdon[1] | 45 | President & Chief Executive Officer of the Company and the Bank | 2026 | | Marty D. Casteel | 75 | Retired SEVP of the Company; Retired President and CEO of the Bank | 2020 | | William E. Clark, II | 56 | Founder and CEO, Clark Contractors, LLC (Construction) | 2008 | | Steven A. Cossé | 78 | Retired President and CEO, Murphy Oil Corporation | 2004 | | Mark C. Doramus | 67 | Chief Financial Officer, Stephens Inc. (Financial Services) | 2015 | | Edward Drilling | 70 | Retired SVP of External and Regulatory Affairs, AT&T Inc. | 2008 | | Eugene Hunt | 80 | Attorney, Hunt Law Firm | 2009 | | Jerry Hunter | 73 | Senior Counsel, Bryan Cave Leighton Paisner LLP | 2017 | | Susan Lanigan | 63 | Retired EVP & General Counsel, Chico’s FAS, Inc. | 2017 | | Tom Purvis | 67 | Partner, L2L Development Advisors, LLC (Real Estate) | 2017 | | Robert L. Shoptaw | 79 | Retired President, Arkansas Blue Cross and Blue Shield | 2006 | | Julie Stackhouse | 67 | Retired Executive Vice President, Federal Reserve Bank of St. Louis | 2021 | | Russell W. Teubner[2] | 69 | Distinguished Engineer, Broadcom, Inc. | 2017 | | Mindy West[3] | 57 | President & Chief Executive Officer, Murphy USA Inc. (Retailer of Gasoline Products and Convenience Store Merchandise) | 2017 |

  37. Proposal 1 — Fix the Number of Directors

    | [1] | Mr. Brogdon was appointed President and Chief Executive Officer of the Company effective January 1, 2026. Prior to serving in that role, he served as the Company’s President, prior to that, as President and Chief Financial Officer, and prior to that, as Executive Vice President, Chief Financial Officer, and Treasurer. Prior to joining the Company, he was a managing director in the investment banking division of Stephens Inc. |

  38. Proposal 1 — Fix the Number of Directors

    | [2] | Mr. Teubner has served as a Distinguished Engineer within Broadcom, Inc. since 2022. Prior to joining Broadcom, he was the Co-Founder and Chief Executive Officer of HostBridge Technology, LLC, a computer software company. |

  39. Proposal 1 — Fix the Number of Directors

    | [3] | Ms. West was appointed President and Chief Executive Officer of Murphy USA Inc. effective January 1, 2026. Prior to serving in that role, she served as Murphy USA’s Executive Vice President and Chief Operating Officer, and prior to that, as the Executive Vice President, Chief Financial Officer and Treasurer (and, in addition to those duties, served as Executive Vice President of Fuels from June 2018 to February 2024). |

  40. Peer Comparison

    Peer Comparison In determining the amount of executive officer compensation each year, the Compensation Committee reviews competitive market data from the banking industry as a whole and a specific peer group of comparably sized banking organizations. The Committee uses this peer group of banking organizations for comparison in setting executive compensation practices and levels of base salary, incentives, and benefits.

  41. Peer Comparison

    Prior to setting the peer group, the Committee obtains the recommendation of its compensation consultant on the makeup of its peer group. For 2025, Pearl Meyer & Partners, LLC conducted a review of publicly-traded regional banks with assets between approximately $12.6 billion to $59.8 billion (approximately 0.5 to 2.2 times the Company’s asset size at the time of the peer group analysis) located throughout the United States and recommended three alternative peer groups for the Committee’s consideration, each consisting of 15 to 20 banking organizations with a median asset size ranging between approximately $25 to $33 billion. The Compensation Committee adopted a peer group of 17 banking organizations with a median asset size of approximately $27.3 billion located in Arkansas, Colorado, Florida, Georgia, Missouri, Mississippi, Tennessee, Texas, and Virginia. The Company’s total assets were positioned near the median of the peer group. For our compensation analysis for 2025, the peer group consisted of the 17 banking organizations whose names and ticker symbols are set forth below:

  42. Peer Comparison

    The Committee believes the peer group was indicative of the market in which the Company competed for the employment and retention of executive management in 2025, as such institutions were generally of similar size and had similar numbers of employees, product offerings and geographic scope. The executive salary and incentive programs are generally targeted to the peer group median for each compensation category in order to be competitive in the market. In cases where an executive’s experiences, scope of responsibilities, or performance warrant, the Company may exceed the peer group median. The Company’s incentive programs are analyzed with similar programs of the peer group. The incentive programs are designed to emphasize performance-based compensation. The Committee attempts to make compensation decisions generally consistent with the foregoing objectives and considerations, including, in particular, market levels of compensation necessary to attract, retain, and motivate the executive officers. Therefore, the aggregate wealth accumulated or realizable by an executive from past compensation grants is considered but not determinative in setting compensation or making additional grants.

  43. Decisions Regarding Composition of Total Direct Compensation

    Decisions Regarding Composition of Total Direct Compensation The Company’s executive compensation program consists of a mix of separate components that seek to align the executives’ incentives with increasing shareholder value. For 2025, the Company’s executive incentive compensation program included both non-equity and equity incentive compensation. The Company established target allocations of non-equity incentive compensation for the executive officers. For 2025, for the CEO, the Board set a target allocation of potential non-equity incentive compensation at 100% of salary. For the executive officers other than the CEO, the Compensation Committee set targets for potential non-equity incentive compensation based upon the executive’s scope and performance ranging from 40% to 100% of salary. The non-equity incentive compensation payout to such executives will range between zero (if performance goals are not achieved at the threshold level and absent exercise of Compensation Committee discretion) and 200% of the target non-equity allocation (if performance goals are achieved at the maximum level). The Company also established target allocations of equity incentive compensation for all participating executive officers. For 2025, for the CEO, the Board set a target allocation of potential equity incentive compensation at 150% of salary. For the executive officers other than the CEO, the Compensation Committee set targets for potential equity incentive compensation based upon the executive’s scope and performance ranging from 50% to 150% of salary. If all performance goals are achieved at the threshold level, the aggregate annual grants for equity incentive compensation to such executives, including both performance-vested and time-vested equity awards, will vest at 75% of the target equity allocation. If performance goals are achieved at the target level, the aggregate annual grants for equity incentive compensation to such executives, including both performance-vested and time-vested equity awards, will vest at 100% of the target equity allocation. If performance goals are achieved at the maximum level, the aggregate annual grants for equity incentive compensation to such executives, including both performance-vested and time-vested equity awards, will vest at 150% of the target equity allocation. In recent years, the annual grants for equity incentive compensation have generally consisted of restricted stock unit awards and performance share unit awards as specified by the Compensation Committee.

  44. Decisions Regarding Composition of Total Direct Compensation

    | Base Salaries plus Bonus: ranges from approximately 29% to 48% of total direct compensation | Non-Equity Incentives: ranges from approximately 24% to 40% of total direct compensation | Equity Incentives: ranges from approximately 20% to 43% of total direct compensation |

  45. Decisions Regarding Composition of Total Direct Compensation

    “Total direct compensation” means annual base salaries plus bonus plus target non-equity and target equity incentive compensation, excluding non-recurring, special purpose grants, payments, or bonuses (including, for the avoidance of doubt, bonuses for the successful completion of mergers and acquisitions or other strategic initiatives). The Company emphasizes market practices in the design and administration of its executive compensation program. The Compensation Committee’s philosophy is that incentive pay should generally constitute a significant component of total direct compensation. The executive compensation program may utilize stock options, restricted stock awards, restricted stock units and performance share units, although no stock options or restricted stock awards were issued during 2025. Equity incentive performance measures generally should promote shareholder return and earnings growth, and the plan design should reflect a direct connection between performance measures, the participant’s ability to influence such measures, and the award levels. Consistent with the recommendation of the compensation consultant, the Compensation Committee included restricted stock units and performance share unit awards as components of the 2025 incentive compensation program.

  46. Executive Compensation Program Overview

    | | Pay Element | Measurement Period | Performance Metrics | Notes | | | Cash | Base salary is designed to provide competitive levels of compensation to executives based upon their experience, duties and scope of responsibility. | | | | | Cash | 1 year | Adjusted Pre-Provision Net Revenue Less Charge-Offs (PPNR) (35%) | Quantitative metrics that align the interests of executives with Company financial performance and strategy and the interests of shareholders | | | | | Adjusted Efficiency Ratio (ER) (35%) | | | | | | Strategic Performance (30%) | Qualitative metric that aligns the interests of executives with achievement of the Company’s business operating objectives | | | Performance Stock Units (PSU) | 3 years | Relative Tangible Book Value Per Share Growth (TBV Growth) (50%) | Promotes the alignment of balance sheet growth vs. peers; compares the Company’s TBV growth with the TBV growth for Company’s peer group | | | | | Relative Total Shareholder Return (TSR) (50%) | Promotes the alignment of long-term incentive compensation award outcomes with relative shareholder value; compares the Company’s TSR with the TSR of other financial institutions contained in the KBW Regional Banking Index | | | Restricted Stock Units (RSU) | 3 years | | Equity awards that vest yearly in approximately three equal installments and provide dividend equivalents based on the number of earned shares that are paid in cash at the time vesting occurs; provides alignment with Company and Common Stock price performance | | | Our NEOs are eligible for the Company’s 401(k) Plan, Employee Stock Purchase Plan, certain perquisites, and other benefits. | | | |

  47. Executive Compensation Program Overview

    | • | the payout amounts established by the Compensation Committee which generally correspond to Threshold, Target, and Maximum levels of achievement of the corporate financial metrics; |

  48. Executive Compensation Program Overview

    | • | the Compensation Committee’s determination of the extent to which the corporate financial and strategic performance goals were met, the executive’s individual contributions toward achievement of the strategic performance goals, and the Committee’s exercise of any discretionary adjustments. |

  49. Executive Compensation Program Overview

    For 2025, company-wide adjusted pre-provision net revenue less net charge-offs (“PPNR”) and adjusted efficiency ratio (“ER”) were approved as the corporate financial performance metrics for the CIP for the named executive officers. The Committee developed corresponding threshold, target, and maximum performance levels for the PPNR and ER metrics. The Committee also set target annual incentive opportunities for each named executive officer, measured as a percentage of base salary. Threshold and maximum payout opportunities, at 1% and 200% of target, were established for the PPNR and ER metrics. No portion of the annual incentive payout was guaranteed. If the performance with respect to either the PPNR or ER metric was between the threshold and target levels, or between the target and maximum levels, for that metric, the payout percentage for that plan metric would be calculated based on the actual performance. If threshold PPNR or threshold ER performance levels were not achieved, no payouts would be made under the CIP for that plan metric.

  50. Executive Compensation Program Overview

    For 2025, the strategic performance component was based primarily upon the Company’s achievement of initiatives set forth its strategic operating plan for the year, with a focus on initiatives supporting culture, experience, growth, efficiency, and soundness (including risk management and asset quality). To incent CIP participants to make decisions that have positive long-term impact on the Company, even at the expense of short-term results, and to prevent unusual gains and losses from having too great an impact on plan payouts, the Compensation Committee retained discretion to exclude items impacting comparability from company-wide results and adjust actual results for specific items that occurred during the plan year. In addition, the final payouts for executive officers, including all of the named executive officers, were eligible for positive or negative adjustments based on the individual’s contributions toward achievement of the strategic performance goals. Further, the Compensation Committee reserved the right to adjust the amount payable under the CIP in accordance with any standard or on any other basis as the Compensation Committee may determine. The corporate financial metrics and strategic performance component underlying the 2025 CIP design were consistent with the design used in 2024. The Compensation Committee generally sets the performance measures in the first half of each year based on management’s confidential business plan and budget for the coming year, which typically includes planned revenue growth, cost management, and profit goals, as well as certain other strategic objectives. The Committee also sets threshold, target, and maximum performance levels where applicable. Maximum performance levels generally reflect ambitious goals which can only be attained when business results are exceptional. Threshold performance levels for the components are usually set based on an analysis of the budget for the coming year or as a percentage of target. The Compensation Committee also assesses actual performance relative to pre-set levels and, in doing so, determines the amount of any final award payment. In determining final awards and in evaluating performance, the Committee considers adjustments to GAAP net income and other corporate performance measures for unplanned, unusual, non-recurring, or other appropriate items. Each participant in the CIP is allocated a targeted incentive as a percentage of his or her base salary which is payable if and to the extent (a) the Company’s performance satisfies the Target performance level for each of the corporate financial metrics under the CIP and (b) the strategic performance goals are achieved, subject to Committee adjustment. The table below shows the targeted benefit for the named executive officers for 2025.

  51. Executive Compensation Program Overview

    Each of PPNR and ER has three performance levels that help determine the participant’s payout for that component: Threshold, Target and Maximum. In addition, a “landing zone” is established around the Target levels for each component, representing expected results for the component. Performance above the Threshold but below the landing zone is considered to be within the “under attainment range”, and performance below the Maximum but above the landing zone is considered to be within the “over attainment range”. Absent exercise of Committee discretion, no payout is earned for a component if the Company’s performance is below the Threshold. The Company’s performance at the Threshold level for a component entitles the participant to 1% of the participant’s targeted benefit times the weighting factor for such component. The Company’s performance at the Target level for a component entitles the participant to 100% of the participant’s targeted benefit times the weighting factor for such component. The

  52. Executive Compensation Program Overview

    Company’s performance at the Maximum level entitles the participant to 200% of the participant’s targeted benefit times the weighting factor for such component. Performance in excess of the Maximum does not entitle the participant to a benefit in excess of the maximum benefit times the weighting of that component. Performance within the landing zone for a component entitles the participant to between 90% and 110% of the targeted benefit times the weighting factor for such component, with the percentage computed based on the Company’s actual performance and using straight line interpolation between the two indicated amounts for the landing zone. Performance within the under attainment range for a component entitles the participant to between 1-89.99% of the targeted benefit times the weighting factor for such component, with the percentage computed based on the Company’s actual performance and using straight line interpolation between the two indicated amounts for the range. Performance within the over attainment range for a component entitles the participant to between 110.1-200% of the targeted benefit times the weighting factor for such component, with the percentage computed based on the Company’s actual performance and using straight line interpolation between the two indicated amounts for the range. The PPNR component was based upon the Company’s 2025 “adjusted pre-provision net revenue” (net interest income plus noninterest income minus noninterest expense, then adjusted for certain items (net of tax), primarily including branch rightsizing costs, early retirement program costs, gain/loss on sale of securities, and FDIC special assessment) less “net charge-offs”. For the named executive officers, this component was allocated 35% of the participant’s targeted CIP benefit. The performance levels for 2025 were set by the Compensation Committee considering 2024 results and the Company’s budget for 2025. The PPNR target was set at $240,000,000, with a landing zone around the target from $231,000,000 to $250,000,000. The threshold level was set at $216,000,000, and the maximum was set at $264,000,000. If 2025 PPNR was below the threshold, there would be no PPNR entitlement (absent the exercise of Committee discretion). The Committee certified approximately $267,000,000 as the PPNR performance for 2025, which exceeded the maximum, and thus, provided a benefit of 200% of the allocated target benefit for this component. The ER component was based upon the Company’s adjusted efficiency ratio for 2025. “Adjusted efficiency ratio” means non-interest expense (excluding non-recurring items, foreclosed property expense, amortization of intangibles and goodwill impairments) divided by the sum of net interest income (fully taxable equivalent) plus non-interest revenues (excluding gains from securities and non-recurring items). For the named executive officers, this component was allocated 35% of the participant’s targeted CIP benefit. The Committee established a Threshold, Target, and Maximum for the ER of the Company. The performance levels for 2025 were set by the Compensation Committee based upon the Company’s internal operating goals and 2025 budget. The ER target was set at 62.7%, with a landing zone around the target from 63.7% to 61.7%. The threshold level was set at 66.7%, and the maximum was set at 58.7%. If 2025 ER did not meet the threshold, there would be no ER entitlement (absent the exercise of Committee discretion). The Committee certified 58.9% as the ER for 2025, which exceeded the target but was less than the maximum performance, and thus, provided a benefit of approximately 193% of the allocated target benefit for this component. The strategic performance component was based upon the Company’s business operating objectives for 2025. For the named executive officers, this component was allocated 30% of the participant’s targeted CIP benefit and could be earned from 0% to 200%, with no formal threshold level. The Committee certified the Company’s achievement of its strategic performance objectives for 2025, which (subject to adjustments for certain participants) provided a benefit of 100% of the allocated target benefit for this component. This attainment was based on achievement during 2025 of various operating objectives, including, among others, substantial progress towards enhancing the Company’s enterprise risk management function, implementing a revised retail banking incentive program, launching new deposit acquisition programs that resulted in meaningful increases in customer deposits, and undertaking significant balance sheet restructuring efforts (including a securities offering, bond sales, deleveraging wholesale funding, redeeming subordinated debt, and a subordinated debt issuance).

  53. Executive Compensation Program Overview

    | 3. Equity Incentives Since 2015, the Company has annually established a Long-Term Incentive Plan (“LTIP”) for equity awards under the Simmons First National Corporation 2015 Incentive Plan (as such plan has been amended and restated from time to time) (the “2015 Plan”) and, following its approval in 2023, under the Simmons First National Corporation 2023 Stock and Incentive Plan (the “2023 Plan”). The major components of the LTIP (both under the 2015 Plan and the 2023 Plan) are non-qualified stock options, restricted stock awards (“RSAs”), restricted stock units (“RSUs”) and performance share units (“PSUs”) that are settled in shares of Common Stock based on results over a three-year performance period. |

  54. Executive Compensation Program Overview

    No stock options or RSAs were granted in 2025. For 2025, the following types of equity awards, and their associated key terms, were granted:

  55. Executive Compensation Program Overview

    | Form of Award | Key Terms | | PSUs | • PSUs reward the achievement over a 3-year performance period of financial performance criteria specified in the PSU at the time of the grant. • Achievement of a threshold level of performance with respect to all performance metrics results in a payout equal to 50% of each participant’s approved target opportunity. Target performance results in a payout equal to 100% of the targeted opportunity. • The maximum number of shares that can be earned is 200% of the targeted number of PSUs. The ultimate value of PSUs, which are paid in stock, is also impacted directly by stock price appreciation or depreciation over the performance period. • Dividend equivalents are paid in cash after the conclusion of the performance period based on the number of shares actually earned during the applicable performance period. • If the performance with respect to any component is between the Threshold and Target levels, or between the Target and Maximum levels, the payout percentage for that component is based on a straight-line interpolation. | | RSUs | • RSUs generally vest in approximately equal installments over three years after the date of grant. • Dividend equivalents based on the number of earned shares are paid in cash at the time vesting occurs. |

  56. Executive Compensation Program Overview

    | For the three-year performance period commencing in 2025 (“2027 Performance Period”), the allocation of the equity vehicles to the named executive officers under the LTIP is 50% in RSUs and 50% in PSUs (valued at target). Performance does not increase the payout on the portion of the incentive allocated to RSUs, while performance above the Target may increase the payout on PSUs up to 200% of the Target payout level, thereby providing an approximate overall limitation on the LTIP benefits of 150% of Target payout. | |

  57. 2027 Performance Period Grant

    2027 Performance Period Grant The equity incentive granted to the named executive officers for the 2027 Performance Period (three-year period 2025-2027) consists of 50% RSUs and 50% PSUs. The RSUs granted for the 2027 Performance Period are time vested in approximately equal installments on the first, second, and third anniversary of the grant date. For the 2027 Performance Period, the PSUs were granted to the equity incentive plan participants in March 2025 and will be payable in early 2028 after certification of the results of the 2027 Performance Period by the Compensation Committee or, in the case of Mr. Makris, Jr. and Mr. Brogdon, the Board. In March 2025, the Compensation Committee established the performance criteria and the target payout for the PSUs, under the LTIP, including for the named executive officers. The table below sets forth certain details for the equity incentive for the named executive officers in the 2027 Performance Period:

  58. 2027 Performance Period Grant

    | Executive Name & Title as of December 31, 2025 | Targeted Equity Incentive (% of Salary)* | Targeted Equity Incentive ($) | RSU Allocation ($) | PSU Allocation ($) | | George A. Makris, Jr., Chief Executive Officer | 150% | $1,500,000 | $750,000 | $750,000 | | C. Daniel Hobbs, EVP, Chief Financial Officer | 90% | $461,700 | $230,850 | $230,850 | | James M. Brogdon, President | 150% | $1,065,000 | $532,500 | $532,500 | | Christopher Van Steenberg, EVP, Chief Operating Officer | 50% | $225,000 | $112,500 | $112,500 | | George A. Makris III, EVP, General Counsel, & Secretary | 60% | $249,000 | $124,500 | $124,500 |

  59. 2027 Performance Period Grant

    | * The percentage set forth in this table reflects the targeted equity incentive as a percentage of the annual salary level of the NEO that was approved by the Compensation Committee (or, in the case of Mr. Makris, Jr., the Board) and effective in January 2025. |

  60. 2027 Performance Period Performance Criteria

    In addition, the Compensation Committee periodically utilizes time-vested restricted stock grants in the form of RSAs or RSUs (in addition, or as an alternative, to PSUs) in connection with hiring or promoting executives within the Company and as equity incentives for senior officers below the executive level. During 2025, 366 Company associates received time-vested RSU grants. Please refer to the section below, “Other Guidelines and Procedures Affecting Executive Compensation” for additional information regarding the Company’s practices when granting stock options and RSUs.

  61. Performance of 2023 PSUs

    Performance of 2023 PSUs As previously described in the Company’s proxy statement for the Company’s 2024 annual shareholders’ meeting, as part of the LTIP established by the Compensation Committee in 2023, PSUs with a three-year performance period ending on December 31, 2025 (“2025 Performance Period”) were granted to each of the named executive officers except Messrs. Hobbs and Van

  62. Performance of 2023 PSUs

    | 2026 Proxy Statement | 33 | Simmons First National Corporation |

  63. Performance of 2023 PSUs

    Steenberg (“2023 PSUs”). The performance criteria for the 2023 PSUs included 2023-2025 tangible book value per share growth (“2023-2025 TBV Growth”), which was allocated a 50% weighting, and total shareholder return (“2023-2025 TSR”) rankings, which was allocated a 50% weighting. The 2023-2025 TBV Growth ranking criterion compared the Company’s three-year tangible book value per share growth during the 2025 Performance Period with the three-year tangible book value per share growth for each of the other financial institutions contained in the Company’s peer group used for the Company’s 2023 compensation analysis (“2023 Peer Group”). For the 2023-2025 TBV Growth ranking criterion, if the Company’s three-year tangible book value per share growth ranked at the 50th percentile of the financial institutions contained in the 2023 Peer Group, target performance for the criterion would be achieved. If the Company’s three-year tangible book value per share growth ranked at the 25th percentile of the financial institutions contained in the 2023 Peer Group, threshold performance for the criterion would be achieved. If the Company’s three-year tangible book value per share growth ranked at or above the 75th percentile of the financial institutions contained in the 2023 Peer Group, maximum performance for the criterion will be achieved. If the Company’s three-year tangible book value per share growth ranked below the 25th percentile of the financial institutions contained in the 2023 Peer Group, there would be no 2023-2025 TBV Growth entitlement. The 2023-2025 TSR ranking criterion compared the TSR for the Company during the 2025 Performance Period with the TSR for each of the other financial institutions contained in the Index during the same period. The TSR for the Company and each of the other financial institutions in the Index were calculated using the first twenty and the last twenty trading days during the relevant performance period (which, again, for the 2023 PSU grants, was the 2025 Performance Period). For the 2023-2025 TSR ranking criterion, if the Company’s TSR ranked at the 50th percentile of the financial institutions contained in the Index, target performance for the criterion would be achieved. If the Company’s TSR ranked at the 25th percentile of the financial institutions contained in the Index, threshold performance for the criterion would be achieved. If the Company’s TSR ranked at or above the 75th percentile of the financial institutions contained in the Index, maximum performance for the criterion would be achieved. If the Company’s TSR ranked below the 25th percentile of the financial institutions contained in the Index, there would be no 2023-2025 TSR entitlement. For each of the 2023-2025 TBV Growth and 2023-2025 TSR ranking criteria, the threshold, target, and maximum performance levels were 25th percentile, 50th percentile, and 75th percentile, respectively. The Committee certified 2023-2025 TBV Growth attainment at approximately the 0th percentile, which was below the threshold performance level and 2023-2025 TSR ranking attainment at approximately the 22nd percentile, which was below the threshold performance level. The Committee did not exercise discretion to increase the payout. Thus, the aggregate payout (taking into account the weightings of the performance criteria) for the 2023 PSUs was 0% of the target benefit.

  64. Performance Table for 2023 PSUs

    Performance Table for 2023 PSUs

  65. Performance Table for 2023 PSUs

    | Benefit Level[1] | Threshold 50% | Target 100% | Maximum 200% | 2025 Results[2] | 2025 Payout | | 2023-2025 TBV Growth | 25th Percentile | 50th Percentile | 75th Percentile | 0th Percentile | 0% | | 2023-2025 TSR | 25th Percentile | 50th Percentile | 75th Percentile | 22nd Percentile | 0% | | Aggregate Benefit[3] | | | | | 0% |

  66. Performance Table for 2023 PSUs

    | [1] | The percentage shown is the percentage of the target benefit for a performance criterion earned for performance of the criterion at the designated level. |

  67. Performance Table for 2023 PSUs

    | [2] | The percentiles shown represent approximate amounts based on information available to the Committee at the time of its certification of attainment for each performance criteria. |

  68. Performance Table for 2023 PSUs

    | [3] | The percentage shown is the percentage of the target benefit earned for performance of the above two performance criteria at the designated levels based upon a 50% weighting for TBV Growth Ranking and a 50% weighting for TSR Ranking. |

  69. Performance Table for 2023 PSUs

    | 2026 Proxy Statement | 34 | Simmons First National Corporation |

  70. Performance Table for 2023 PSUs

    The charts below compare the granted values (as defined in the footnotes to the charts) to the realizable values (as defined in the footnotes to the charts) as of December 31, 2025, of the long-term incentive awards granted in 2023 to George Makris, Jr. (who was the Company’s CEO during 2025), as well as certain other named executive officers, including the impacts of (1) the changes in price per share of the Common Stock and (2) the full lapsing of the 2023 PSUs.

  71. Performance Table for 2023 PSUs

    | (1) Reflects average of the two named executive officers reported in this proxy statement that received 2023 PSUs (James Brogdon and George Makris III). |

  72. Performance Table for 2023 PSUs

    | (2) “Granted” reflects the grant date fair values of the 2023 PSUs awarded to the applicable individual(s) (assuming achievement of the performance metrics at target levels) and the RSUs awarded to the applicable individual(s) in 2023 (“2023 RSUs”) (but assumes no time-vesting has occurred). |

  73. Performance Table for 2023 PSUs

    | (3) “Realizable” reflects the full lapsing of the 2023 PSUs (i.e., attainment at 0% of target) and the value of the 2023 RSUs based on the price per share of the Common Stock as of December 31, 2025 (but assumes no time-vesting has occurred). |

  74. Performance Table for 2023 PSUs

    In addition, the Company has awarded certain named executive officers PSUs with three-year performance periods ending December 31, 2026 (“2024 PSU”) and December 31, 2027 (“2025 PSU”). Both the 2024 PSU and 2025 PSU grants include financial performance criteria based on relative tangible book value per share growth and relative total shareholder return. As of December 31, 2025, relative performance on both measures is tracking(1) below the threshold level of performance. 4. Benefits A. Profit Sharing and Employee Stock Ownership Plan The Company previously offered a combination profit sharing and employee stock ownership plan. This plan was open to substantially all of the employees of the Company including the named executive officers who were employed by the Company during the time the plan was offered. The plan and the contributions to the plan were designed to provide for retirement benefits to employees and allow the employees of the Company to participate in the ownership of stock in the Company. During 2016, the Company terminated this plan and merged it into the Company’s 401(k) Plan. B. 401(k) Plan and Employee Stock Purchase Plan The Company offers a qualified 401(k) Plan in which it makes matching contributions to encourage employees to save money for their retirement. Additionally, the Company may make profit-sharing contributions to the plan which are allocated among participants based upon plan compensation without regard to participant contributions. This plan, and the contributions to it, enhance the range of benefits offered to executives and enhance the Company’s ability to attract and retain employees. Under the terms of the 401(k) Plan, employees may defer a portion of their eligible pay, up to the maximum allowed by I.R.S. regulation, and the Company matches 100% of the first 3% of eligible compensation and 50% of the next 2% of eligible compensation for a total match of 4% of eligible pay for each participant who defers 5% or more of his or her eligible pay. Additionally, for 2025, the Compensation Committee approved a discretionary contribution of 3% of aggregate associate compensation into the 401(k) Plan based upon the Company’s performance, which was made in the first quarter of 2026. Account balances under the 401(k) Plan are fully vested at all times.

  75. Performance Table for 2023 PSUs

    | (1) Estimated based on performance against the relevant criteria for completed fiscal years within the applicable three-year performance cycles through 2025. Outcomes remain subject to change based on our relative performance compared to the corresponding peer groups. No estimate of performance for 2026 or 2027 has been made. |

  76. Performance Table for 2023 PSUs

    | 2026 Proxy Statement | 35 | Simmons First National Corporation |

  77. Performance Table for 2023 PSUs

    Additionally, under the Simmons First National Corporation Second Amended and Restated 2015 Employee Stock Purchase Plan, the Company offers a convenient method for eligible employees of the Company and its subsidiaries to purchase shares of Common Stock at a favorable price through payroll deductions. C. Perquisites and Other Benefits Historically, perquisites and other benefits have represented a small part of the overall compensation package and generally are offered only after consideration of business need. The Compensation Committee reviews the perquisites and other personal benefits that are provided to senior management. The primary perquisites include cell phone stipends, club memberships, and certain relocation and moving expenses. In some cases, the Company, rather than (or in addition to) administering separate perquisite programs for particular officers, will provide a cash stipend to an executive officer to cover the approximate costs of such items. The stipends are taxable income to the officers who receive them and are generally uniform in amount for officers with similar duties and responsibilities. The Company’s bank subsidiary, Simmons Bank, maintains the Simmons Bank Endorsement Split-Dollar Life Insurance Plan (“Split-Dollar Plan”) under which, among other things, Simmons Bank maintains life insurance on the lives of certain officers and provides, subject to certain terms and conditions set forth in the Split-Dollar Plan, a defined, lump sum life insurance benefit upon the death of the officer to such officer’s designated beneficiary, surviving spouse, or estate. Each of the named executive officers are current participants in the Split-Dollar Plan. The Company also permits executive officers (and directors) to use Company aircraft for personal purposes, provided that those executives (and directors) reimburse the Company for the Company’s incremental cost of such use (with certain exceptions). All executive officers and directors who used the Company aircraft for personal purposes during 2025 reimbursed the Company for the Company’s incremental cost of such use. D. Post-Termination Compensation Deferred Compensation Arrangements. In 2025, the Company maintained certain non-qualified deferred compensation arrangements designed to provide supplemental retirement pay from the Company to certain of the executive officers. Each of the named executive officers (other than Mr. Van Steenberg) had such agreements with the Company during 2025. The Deferred Compensation Agreements are non-qualified defined benefit type plans. The Company bears the entire cost of benefits under these agreements. The Company provides these retirement benefits in order to attract and retain executives. The amounts payable to the participants under these agreements are determined by each agreement’s benefit formula, which is described in the section of this proxy statement titled “2025 Pension Benefits Table.” Non-Qualified Deferred Compensation Plan. Additionally, in 2017, the Company adopted the Simmons First National Corporation Deferred Compensation Plan (“NQDC Plan”). The NQDC Plan is as a non-qualified deferred compensation plan in the form of an excess contribution plan primarily open to executive officers and other highly compensated individuals whose compensation exceeds the annual tax code limit on compensation that can be taken into account for purposes of contributions to the Company’s 401(k) Plan. Under the NQDC Plan, participants may make contributions of up to 90% of Plan Compensation on a nonqualified basis. The Company’s matching contribution under the plan is limited to 4% of Excess Compensation, provided the executive officer has elected a deferral rate on Excess Compensation of at least 5% for the year. “Plan Compensation” includes base salary, bonus, commissions and cash incentive pay; and “Excess Compensation” is the amount of Plan Compensation that exceeds the compensation limits under the federal tax laws applicable to qualified retirement plans. Additionally, for 2025, the Compensation Committee approved a discretionary contribution of 3% of participating associates’ eligible compensation into the NQDC Plan based upon the Company’s performance, which was made in the first quarter of 2026. The NQDC Plan provides for discretionary non-elective Company contributions to the accounts of the participants as well. Benefits under the NQDC Plan are fully vested at all times and are generally payable upon separation from service in accordance with a 409A compliant distribution election made by the executive officer upon election to participate in the plan. Change in Control Agreements. The Company has entered into Change in Control Agreements (“CIC Agreements”) with certain members of senior management of the Company and its subsidiaries, including each of the named executive officers.

  78. Performance Table for 2023 PSUs

    | 2026 Proxy Statement | 36 | Simmons First National Corporation |

  79. Performance Table for 2023 PSUs

    The Company entered into the CIC Agreements because the banking industry has been consolidating for a number of years, and it does not want its executives distracted by a rumored or actual change in control. Further, if a change in control should occur, the Company wants its executives to be focused on the business of the organization and the interests of shareholders. In addition, it is important that the executives can react neutrally to a potential change in control and not be influenced by personal financial concerns. The Company believes the CIC Agreements are consistent with market practice and assist the Company in retaining its executive talent. The level of benefits for the named executive officers ranges from two to three times certain elements of their compensation which the Compensation Committee believes is competitive with the banking industry as a whole and specifically with the designated peer group. Upon a change in control, followed by a termination of the executive’s employment by the Company without “Cause” or by the executive after a “Trigger Event” within a specified time, the CIC Agreements require the Company to pay the executive a lump sum equal to two or three times the sum of the executive’s base salary (the highest amount in effect anytime during the twelve months preceding the executive’s termination date) and the executive’s incentive compensation (calculated as the higher of the target CIP for the year of termination or the average of the executive’s last two years of actual CIP awards). In addition, upon a change in control:

  80. Performance Table for 2023 PSUs

    | • | all outstanding stock options vest immediately and all restrictions on restricted stock lapse; |

  81. Performance Table for 2023 PSUs

    | • | restricted stock units vest if the employee is terminated within one year of the change in control; |

  82. Performance Table for 2023 PSUs

    | • | in the case of PSUs, if the change in control occurs after the first nine months of the applicable performance period, then the PSU will vest and be payable at the target benefit level, with the remaining portion of the PSU terminated; |

  83. Performance Table for 2023 PSUs

    | • | any CIP benefits become payable at the target benefit level and are pro-rated for the period elapsed; and |

  84. Performance Table for 2023 PSUs

    | • | the requirement under the deferred compensation agreements for each of the named executive officers who have a deferred compensation agreement that the participant remain employed until retirement age (age 60 for Messrs. Brogdon, Hobbs, and Makris III, and age 65 for Mr. Makris, Jr.) is void, and the benefit is immediately vested. |

  85. Performance Table for 2023 PSUs

    The Company believes that CIC Agreements should encourage retention of the executives during the negotiation and following a change in control transaction, compensate executives who are displaced by a change in control and not serve as an incentive to increase an executive’s personal wealth. Therefore, the CIC Agreements require that there be both a change in control and an involuntary termination without “Cause” or a voluntary termination within six months after a “Trigger Event” which is often referred to as a “double-trigger.” The double-trigger ensures that the Company will become obligated to make payments under the CIC Agreements only if the executive is actually or constructively discharged as a result of the change in control. The Company adopted a policy several years ago not to approve any new CIC Agreements containing a single trigger or a tax gross-up feature or any amendments to existing CIC Agreements to implement a single trigger or tax gross-up feature. The Compensation Committee reviews the change in control arrangements annually and makes adjustments from time to time to ensure that they are consistent with its compensation philosophies, current market practices, and assigned duties and responsibilities.

  86. Other Guidelines and Procedures Affecting Executive Compensation

    Other Guidelines and Procedures Affecting Executive Compensation Stock-Based Compensation Procedures Regarding Compensation Committee and Board Approval . The Compensation Committee approves all grants of stock-based compensation, except that any proposed stock-based compensation to the CEO is originated and recommended by the Compensation Committee and then submitted to the Board for approval. Grants to the CEO may or may not occur simultaneously with grants to other executives. Prospective grants of stock-based compensation to other executives are generally proposed to the Compensation Committee by the CEO. The Committee considers, modifies, if necessary, and acts upon the proposed grants. Stock-Based Compensation Procedures Regarding Timing and Pricing of Awards . The Company’s policy is to make grants of stock options only at current market prices. Historically, the exercise price of stock options was set at the closing stock price on the day prior to the date of grant. Under the 2023 Plan (including as amended by the Amended and Restated 2023 Plan, if approved by shareholders), any stock options granted will have the exercise price set at the closing stock price on the date of the grant. The Company does not grant “in-the-money” options or options with exercise prices below market value at the time of the grant. The Company’s general policy is to consider equity grants at scheduled meetings of the Compensation Committee, and such grants are either effective on the approval date or a specified future date. For performance-based grants, based upon the Company’s results for the prior year, the Committee has typically approved such grants in the first quarter of the year. The Company may make grants at other times throughout the year, upon due approval of the Compensation Committee or the Board, in connection with grants to the CEO or to other executives in non-routine situations, such as the hiring, promotion, or retention of an executive officer or in connection with an acquisition transaction. The Company schedules grants of equity awards at generally consistent times throughout the year. The Company does not time or plan the release of material, information for the purpose of affecting the value of executive compensation.

  87. Other Guidelines and Procedures Affecting Executive Compensation

    Timing of Option Grants . While there were stock options outstanding during 2025 which were granted in previous years, and the Company retains the ability to award stock options under the 2023 Plan (including as amended by the Amended and Restated 2023 Plan, if approved by shareholders), stock options have not been a component of equity compensation awarded by the Company in recent years. The Company did not award stock options to any of the named executive officers during 2025. The Company does not have formal policies on the timing or terms of awards of options in relation to the disclosure of material non-public information by the Company. The Company does not time or plan the release of material, non-public information for the purpose of affecting the value of executive compensation. For additional discussion of the Company’s practices regarding the timing of awards of options in relation to the disclosure of material non-public information by the Company, refer to the subsection above titled “Stock-Based Compensation Procedures Regarding Timing and Pricing of Awards”. Role of Executive Officers in Determining Executive Compensation . The Compensation Committee oversees the administration of executive compensation plans, including the design, performance measures, and award opportunities for the executive incentive programs, and certain employee benefits, subject to final action by the Board in certain cases. The Board, upon recommendation from the Compensation Committee, determines and approves all compensation and awards to the CEO, who is not present during the deliberations. The Compensation Committee determines and approves all compensation and awards to the other executive officers. The Committee reviews the performance and compensation of the CEO. The CEO, with the assistance of the associates in the Company’s Human Resources Department, reviews the performance and compensation of the other executive officers, including the other named executive officers, and provides perspectives and reports any significant issues or deficiencies to the Committee. The executive officers are not present during the deliberations. The Human Resources Department regularly reviews the unified compensation classification program of the Company which sets the compensation of all employees of the Company and its affiliates. The Company’s executive compensation decisions are based in part on peer data provided by the compensation consultant. Executive officers generally do not otherwise determine or make recommendations on the amount or form of executive compensation. Adjustments to Incentive Compensation as a Result of Financial Inaccuracies . The Board has adopted a compensation clawback policy which provides for the recoupment, under certain conditions, of certain incentive-based compensation (as defined in the policy) in the event of an accounting restatement (as defined in the policy). The Company’s cash and equity incentive plans, including the 2023 Plan (including as amended by the Amended and Restated 2023 Plan, if approved by shareholders), incorporate the compensation clawback policy into all awards under the plans. Share Ownership Guidelines . The Company encourages directors and executive officers to be shareholders. The Company believes that share ownership by directors and executives is a contributing factor to enhanced long-term corporate performance. Although each of the directors and named executive officers already have an equity stake in the Company (as reflected in the beneficial ownership information contained in this proxy statement), the Company has adopted share ownership guidelines for directors and certain senior officers. Members of the Company’s board of directors are required to own shares of Common Stock with a value equal to at least four times the annual cash retainer paid to the director for service on the board, and directors are given five years to comply with the stock ownership requirement. Directors are not required to purchase shares to reach this guideline but are restricted (with limited exceptions) from selling, transferring, or otherwise liquidating shares received as equity-based compensation until the ownership guideline is satisfied. Officers designated as executive vice president or above are subject to minimum stock ownership requirements. The minimum stock ownership requirement for the CEO is the number of shares and certain other equity instruments which, when valued in accordance with the stock ownership guidelines, equals five times his or her base salary, while the requirement for all other covered officers is the number of shares and certain other equity instruments which, when valued in accordance with the stock ownership guidelines, equals three times his or her base salary. Compliance is tested annually based upon the officer’s salary as of January 1 of such year. Officers are given five years to comply with the stock ownership guidelines, after which time, if they are in noncompliance, they will be restricted (with limited exceptions) from selling, transferring, or otherwise liquidating certain shares received as equity-based compensation until the ownership guideline is satisfied. For purposes of the ownership requirements, a director or officer shall be deemed to own shares of Common Stock held directly or indirectly under any of the following arrangements: registered in the name of the director or officer, in an IRA or other brokerage account in the name of the director or officer, joint tenancy with right of survivorship, tenancy by the entirety, revocable trusts, SFNC Employee Stock Ownership Plan account, SFNC Dividend Reinvestment Plan, vested stock options, unvested RSUs, and outstanding PSUs (based on a 100% payout).

  88. Tax Considerations

    Sections 280G and 4999. The Company provides the named executive officers with change in control agreements as described in the section of this proxy statement titled “Changes in Control.” Code Section 4999 imposes a 20% non-deductible excise tax on the recipient of an “excess parachute payment” and Code Section 280G disallows the tax deduction to the payor of any amount of an excess parachute payment that is contingent on a change in control. A payment as a result of a change in control must exceed three times the executive’s base amount in order to be considered an excess parachute payment, and then the excise tax is imposed on the parachute payments that exceed the executive’s base amount. It is not the Company’s current practice to include, and none of the change in control agreements with the named executive officers provide for, tax protection in the form of a gross-up payment to reimburse the executive for any excise tax under Code Section 4999.

  89. Summary of Compensation and Other Payments to the Named Executive Officers

    | • | amounts that may be paid in future years, including amounts that will be paid only upon the occurrence of certain events, such as a change in control of the Company or the satisfaction of certain performance requirements; |

  90. 2025 Summary Compensation Table

    2025 Summary Compensation Table The following table provides information concerning the compensation of the named executive officers for (as applicable) 2023, 2024, and 2025, the most recently completed fiscal year. The column “Salary” discloses the amount of base salary paid to the named executive officer for each year. The column “Bonus” discloses cash amounts paid to named executive officers as discretionary bonuses. In the columns “Stock Awards” and “Option Awards,” SEC regulations require the disclosure of the award of stock or options at the grant date fair value measured in dollars and calculated in accordance with Accounting Standards Codification Topic 718, Compensation — Stock Compensation (“Topic 718”). For RSUs and PSUs, the Topic 718 fair value per share is based on the closing price of the stock on the date of grant. For stock options, the Topic 718 fair value per share is based on certain assumptions which are explained in Note 14 to the Company’s financial statements which are included in the annual report on Form 10-K filed with the SEC on February 25, 2026. The amounts shown in the Summary Compensation Table include the fair value of the option grants (when granted), RSU grants and PSU grants in the year of grant, without regard to any deferred vesting. RSUs are a contingent right to receive shares of the Company’s stock upon satisfaction of certain vesting criteria. RSUs may vest on a single date or may vest on multiple dates over an extended period after the date of grant. RSUs are conditioned on the participant’s continued employment with the Company and may also have additional restrictions, including performance conditions. RSUs do not allow the participant to vote or receive dividends prior to vesting. While no dividends are paid on the shares underlying the RSUs, the RSU program may provide for a cash bonus after vesting in an amount equal to the dividends which would have been earned on the shares during the period from grant until issuance. Beginning with RSUs awarded in 2024, dividend equivalents based on the number of awarded shares are paid in cash after vesting occurs. PSUs represent the right to receive a share of stock upon the Company’s satisfaction of certain specified performance criteria. The performance period for the PSUs is generally three years but may be shorter. The PSUs typically vest after the end of the performance period following certification by the Compensation Committee at which time the shares earned under the PSU, if any, are paid to the participant. PSUs are conditioned on the participant’s continued employment with the Company and satisfaction of specified performance criteria but may have additional restrictions. PSUs do not allow the participant to vote the underlying shares. While no dividends are paid on the shares underlying the PSUs, the PSU program may provide for a cash bonus after vesting in an amount equal to the dividends which would have been earned on the shares during the performance period. The column “Non-Equity Incentive Plan Compensation” discloses the dollar value of all earnings for services performed during the fiscal year pursuant to awards under non-equity incentive plans, including the CIP (except as otherwise indicated). Whether an award is included with respect to any particular fiscal year depends on whether the relevant performance measure was satisfied during the fiscal year. For example, the CIP awards are annual awards and the payments under those awards are made based upon the achievement of financial results measured as of December 31 of each fiscal year; accordingly, the amount reported for CIP corresponds to the fiscal year for which the award was earned even though such payment was made after the end of such fiscal year. The column “Change in Pension Value and Nonqualified Deferred Compensation Earnings,” discloses the sum of the dollar value of (1) the aggregate change in the actuarial present value of the named executive officer’s accumulated benefit under all defined benefit and actuarial pension plans (including supplemental plans) in effect during the indicated years; and (2) any above-market or preferential earnings on nonqualified deferred compensation, including on nonqualified defined contribution plans. The annual increase in the present value of the benefits for the named executive officers under their deferred compensation plans is disclosed in this column.

  91. 2025 Summary Compensation Table

    | 2026 Proxy Statement | 41 | Simmons First National Corporation |

  92. 2025 Summary Compensation Table

    The column “All Other Compensation” discloses the sum of the dollar value of:

  93. 2025 Summary Compensation Table

    | • | perquisites and other personal benefits, or property, unless the aggregate amount of such compensation is less than $10,000; |

  94. 2025 Summary Compensation Table

    | • | all “gross-ups” or other amounts reimbursed during the fiscal year for the payment of taxes, if any; |

  95. 2025 Summary Compensation Table

    | • | amounts paid or which became due related to termination, severance or a change in control, if any; |

  96. 2025 Summary Compensation Table

    | • | the contributions to vested and unvested defined contribution plans; |

  97. 2025 Summary Compensation Table

    | • | any insurance premiums paid during the year for the benefit of a named executive officer; |

  98. 2025 Summary Compensation Table

    | • | any dividends paid on stock awards which were not factored into the grant date fair value required to be reported for such award; and |

  99. 2025 Summary Compensation Table

    | • | certain other compensation provided to a named executive officer. |

  100. 2025 Summary Compensation Table

    2025 Summary Compensation Table

  101. 2025 Summary Compensation Table

    | Name and Principal Position | Year | Salary[a] ($) | Bonus[b] ($) | Stock Awards ($)[c] | Option Awards ($)[c] | Non-Equity Incentive Plan Compensation ($) | Change in Pension Value and Nonqualified Deferred Compensation Earnings ($) | All Other Compensation ($)[d] | Total ($) | | George A. Makris, Jr. Chairman & CEO | 2025 | $1,000,000 | $0 | $1,445,402 | $0 | $1,676,716 | $86,539 | $170,528 | $4,379,185 | | | 2024 | $961,157 | $0 | $2,300,352 | $0 | $0 | $108,111 | $87,312 | $3,456,932 | | | 2023 | $1,000,000 | $13,591 | $2,003,549 | $0 | $0 | $70,298 | $115,518 | $3,202,955 | | C. Daniel Hobbs EVP & CFO | 2025 | $511,247 | $30,000 | $446,622 | $0 | $730,541 | $133,663 | $95,472 | $1,947,545 | | | 2024 | $456,731 | $0 | $431,150 | $0 | $363,856 | $117,282 | $170,041 | $1,539,060 | | | 2023 | $37,784 | $225,000 | $356,580 | $0 | $0 | $0 | $1,000 | $620,364 | | James M. Brogdon President[e] | 2025 | $709,539 | $30,000 | $1,030,160 | $0 | $1,373,468 | $89,590 | $137,280 | $3,370,037 | | | 2024 | $672,788 | $0 | $847,186 | $0 | $714,945 | $74,749 | $84,423 | $2,394,091 | | | 2023 | $550,000 | $194,640 | $933,953 | $0 | $0 | $64,393 | $73,755 | $1,816,740 | | Christopher Van Steenberg EVP & COO | 2025 | $450,000 | $0 | $217,647 | $0 | $754,522 | $0 | $179,898 | $1,602,067 | | George A. Makris III EVP, General Counsel, & Secretary | 2025 | $414,308 | $30,250 | $240,850 | $0 | $349,044 | $54,432 | $73,886 | $1,162,770 | | | 2024 | $384,616 | $0 | $242,053 | $0 | $234,270 | $55,629 | $57,504 | $974,072 | | | 2023 | $370,001 | $66,319 | $216,014 | $0 | $0 | $47,393 | $55,759 | $755,486 |

  102. 2025 Summary Compensation Table

    | [a] | Due to the Company’s conversion from a “current” to an “in arrears” payroll schedule during 2024, the amounts reported in this column for the years 2024 and 2025 may be less than the approved annual salary amounts for certain of the named executive officers. For example, Mr. Makris, Jr.’s approved salary for both the years 2024 and 2025 was $1,000,000. |

  103. 2025 Summary Compensation Table

    | [b] | This category reflects the payment of a cash bonus in an amount equal to dividend equivalents on vested PSUs for 2023 and other cash bonuses. For 2025, this category also reflects the cash bonuses awarded to Messrs. Hobbs, Brogdon, and Markis III in connection with their substantial efforts and contributions to certain key transactions during 2025 (including the securities offering, bond sales, and subordinated debt issuance), as described above in the Compensation Discussion and Analysis. For 2023 (except with respect to Mr. Makris, Jr.), this category also reflects the CIP bonus awards paid in the discretion of the Compensation Committee, as discussed in the Company’s 2024 proxy statement filed with the SEC on March 20, 2024. |

  104. 2025 Summary Compensation Table

    | [c] | The award of stock or options is disclosed at the grant date fair value measured in dollars and calculated in accordance with Accounting Standards Codification Topic 718, Compensation — Stock Compensation (“Topic 718”). For RSUs and PSUs, the Topic 718 fair value per share is based on the closing price of the stock on the date of grant. PSUs are shown using their target payout. Assuming the highest level of performance is achieved under the applicable performance conditions for PSUs, the maximum possible value of the 2025 total stock awards reported in the “Stock Awards” column for Messrs. Makris, Jr., Hobbs, Brogdon, Van Steenberg, and Makris III would be $2,168,103, $669,933, $1,545,240, $326,470, and $361,276, respectively; the maximum possible value of the 2024 total stock awards reported in the “Stock Awards” column for Messrs. Makris, Jr., Hobbs, Brogdon, and Makris III would be $3,450,528, $646,725, $1,270,779, and $363,080, respectively; and the maximum possible value of the 2023 total stock awards reported in the “Stock Awards” column for Messrs. Makris, Jr., Hobbs, Brogdon, and Makris III would be $3,005,324, $356,580, $1,546,860, and $324,022, respectively. |

  105. 2025 Summary Compensation Table

    | 2026 Proxy Statement | 42 | Simmons First National Corporation |

  106. 2025 Summary Compensation Table

    | [d] | This category includes the following items, perquisites, and other benefits for 2025: |

  107. 2025 Summary Compensation Table

    | | 401(k) Plan | Stipend and Club Dues | NQDC Plan | Insurance Premiums | HSA Contribution | Relocation Expense Reimbursement | RSU Dividends | Split- Dollar Plan[1] | Total Other Compensation | | Mr. Makris, Jr.[2] | $24,500 | $12,000 | $106,122 | $10,759 | $375 | — | $16,773 | $0 | $170,528 | | Mr. Hobbs | $24,500 | $12,000 | $40,025 | $15,010 | $750 | — | $3,187 | $0 | $95,472 | | Mr. Brogdon | $24,500 | $12,000 | $78,697 | $15,070 | $750 | — | $6,262 | $0 | $137,280 | | Mr. Van Steenberg | $24,500 | $12,000 | $0 | $15,821 | $750 | $123,437 | $3,390 | $0 | $179,898 | | Mr. Makris III | $24,500 | $12,000 | $24,088 | $10,759 | $750 | — | $1,789 | $0 | $73,886 |

  108. 2025 Summary Compensation Table

    | [1] | The $0 amounts reported reflect new or additional life insurance that was purchased by the Company’s lead subsidiary, Simmons Bank, during 2024 (for Messrs. Makris, Jr., Hobbs, and Van Steenberg) or during 2025 (for Messrs. Brogdon and Makris III), for which the named executive officer received a benefit under the Split-Dollar Plan during 2025. The incremental cost to the Company for such benefits is not able to be reasonably calculated. |

  109. 2025 Summary Compensation Table

    | [2] | The amount reported does not include a $100,000 charitable donation made by Simmons Bank to Folds of Honor in honor of Mr. Makris, Jr.’s retirement. |

  110. 2025 Summary Compensation Table

    | [e] | Effective January 1, 2026, Mr. Brogdon became the President and Chief Executive Officer of the Company and Simmons Bank. |

  111. 2025 Grants of Plan-Based Awards

    2025 Grants of Plan-Based Awards This table discloses information concerning each grant of an award made to a named executive officer in 2025. This includes CIP awards, and restricted stock unit awards and performance share unit awards under the Company’s 2023 Plan, which are discussed in greater detail under the caption “Compensation Discussion and Analysis.” The Threshold, Target and Maximum columns reflect the range of possible payouts under the CIP at those levels of performance. In years when granted, in the 6th and 7th columns, the number of shares of Common Stock underlying options granted in the fiscal year and corresponding per-share exercise prices are reported. In all cases, the exercise price was equal to the closing market price of the Common Stock on the date of grant. Finally, in the 8th column, the aggregate value computed under Topic 718 for all stock and option awards made in 2025 is reported.

  112. 2025 Grants of Plan-Based Awards

    2025 Grants of Plan-Based Awards

  113. 2025 Grants of Plan-Based Awards

    | | | Estimated Future Payouts Under Non-Equity Incentive Plan Awards | | | Estimated Future Payouts Under Equity Incentive Plan Awards[a] | | | All Other Stock Awards: Number of Shares of Stock or | | All Other Option Awards: Number of Securities Under- lying Option (#) | Exercise or Base Price of Option Awards ($/Sh) | Grant Date Fair Value of Stock and Option Awards ($) | | Name | Grant Date | Threshold ($) | Target ($) | Maximum ($) | Threshold (#) | Target (#) | Maximum (#) | Units (#) | | | | | | George A. Makris, Jr. | | | | | | | | | | | | | | CIP | 01-29-25 | $10,000 | $1,000,000 | $2,000,000 | | | | | | | | | | Equity Plan | 03-05-25 | | | | 8,645 | 34,579 | 69,158 | | | | | $722,701 | | Equity Plan | 03-05-25 | | | | | | | 34,579 | [b] | | | $722,701 | | C. Daniel Hobbs | | | | | | | | | | | | | | CIP | 01-28-25 | $3,848 | $384,750 | $769,500 | | | | | | | | | | Equity Plan | 03-04-25 | | | | 2,661 | 10,644 | 21,288 | | | | | $223,311 | | Equity Plan | 03-04-25 | | | | | | | 10,644 | [c] | | | $223,311 | | James M. Brogdon | | | | | | | | | | | | | | CIP | 01-28-25 | $7,100 | $710,000 | $1,420,000 | | | | | | | | | | Equity Plan | 03-04-25 | | | | 6,138 | 24,551 | 49,102 | | | | | $515,080 | | Equity Plan | 03-04-25 | | | | | | | 24,551 | [c] | | | $515,080 |

  114. 2025 Grants of Plan-Based Awards

    | 2026 Proxy Statement | 43 | Simmons First National Corporation |

  115. 2025 Grants of Plan-Based Awards

    | | | Estimated Future Payouts Under Non-Equity Incentive Plan Awards | | | Estimated Future Payouts Under Equity Incentive Plan Awards[a] | | | All Other Stock Awards: Number of Shares of Stock or | | All Other Option Awards: Number of Securities Under- lying Option (#) | Exercise or Base Price of Option Awards ($/Sh) | Grant Date Fair Value of Stock and Option Awards ($) | | Name | Grant Date | Threshold ($) | Target ($) | Maximum ($) | Threshold (#) | Target (#) | Maximum (#) | Units (#) | | | | | | Christopher Van Steenberg | | | | | | | | | | | | | | CIP | 01-28-25 | $4,500 | $450,000 | $900,000 | | | | | | | | | | Equity Plan | 03-04-25 | | | | 1,297 | 5,187 | 10,374 | | | | | $108,823 | | Equity Plan | 03-04-25 | | | | | | | 5,187 | [c] | | | $108,823 | | George A. Makris III | | | | | | | | | | | | | | CIP | 01-28-25 | $2,075 | $207,500 | $415,000 | | | | | | | | | | Equity Plan | 03-04-25 | | | | 1,435 | 5,740 | 11,480 | | | | | $120,425 | | Equity Plan | 03-04-25 | | | | | | | 5,740 | [c] | | | $120,425 |

  116. 2025 Grants of Plan-Based Awards

    | [a] | This is a PSU award under the 2023 Plan. The performance metrics applicable to this grant are average tangible book value per share (as compared to each of the banks in the Company’s compensation peer group), and total shareholder return (as compared against other banks in the KBW Regional Banking Index), each during the three-year performance period (2025-2027) on a relative basis. The shares earned, if any, will be issued promptly after the Compensation Committee certifies the performance results achieved. |

  117. 2025 Grants of Plan-Based Awards

    | [b] | This RSU award was made under the 2023 Plan and vests in three substantially equal annual installments on March 5, 2026, 2027, and 2028. |

  118. 2025 Grants of Plan-Based Awards

    | [c] | This RSU award was made under the 2023 Plan and vests in three substantially equal annual installments on March 4, 2026, 2027, and 2028. |

  119. 2025 Option Exercises and Stock Vested

    2025 Option Exercises and Stock Vested The following table provides information concerning exercises of stock options, stock appreciation rights and similar instruments and vesting of stock, including restricted stock and similar instruments, which were granted in prior years but were exercised or vested during 2025 for each of the named executive officers on an aggregated basis. The table reports the number of securities for which options were exercised; the aggregate dollar value realized upon exercise of options; the number of shares of stock or units that vested; and the aggregate dollar value realized upon vesting of stock or units.

  120. 2025 Option Exercises and Stock Vested

    2025 Option Exercises and Stock Vested

  121. 2025 Option Exercises and Stock Vested

    | | Option Awards | | Stock Awards | | | Name | Number of Shares Acquired on Exercise (#) | Value Realized on Exercise[a] ($) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting[b] ($) | | George A. Makris, Jr. | 0 | $0 | 43,645 | $964,930 | | C. Daniel Hobbs | 0 | $0 | 7,994 | $162,272 | | James M. Brogdon | 0 | $0 | 18,344 | $392,008 | | Christopher Van Steenberg | 0 | $0 | 4,000 | $72,440 | | George A. Makris III | 0 | $0 | 4,961 | $109,822 |

  122. 2025 Option Exercises and Stock Vested

    | [a] | The Value Realized on Exercise is computed using the difference between the closing market price upon the date of exercise and the option price. |

  123. 2025 Option Exercises and Stock Vested

    | [b] | The Value Realized on Vesting is computed using the closing market price upon the date of vesting. |

  124. 2025 Option Exercises and Stock Vested

    | 2026 Proxy Statement | 44 | Simmons First National Corporation |

  125. Outstanding Equity Awards at Fiscal Year-End 2025

    Outstanding Equity Awards at Fiscal Year-End 2025 The following table provides information concerning unexercised options and restricted stock (including RSUs and PSUs) that has not vested for each named executive officer outstanding as of the end of 2025. Each outstanding award is represented by a separate row which indicates the number of securities underlying the award, including awards that have been transferred other than for value (if any). For option awards, the table discloses the exercise price and the expiration date. For stock awards, the table provides the total number of shares of stock that have not vested and the aggregate market value of shares of stock that have not vested. The market value of stock awards was computed by multiplying the closing market price of the Company’s stock as of December 31, 2025 (which was the last business day of the year), $18.85, by the number of shares.

  126. Outstanding Equity Awards at Fiscal Year-End 2025

    Outstanding Equity Awards at Fiscal Year-End 2025

  127. Outstanding Equity Awards at Fiscal Year-End 2025

    | | Option Awards | | | | Stock Awards | | | | | | | Name | Number of Securities Underlying Unexercised Options (#) Exercisable | Number of Securities Underlying Unexercised Options (#) Unexercisable | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested (#) | | Market Value of Shares or Units of Stock That Have Not Vested ($) | Equity Incentive Plan Awards: Number of Unearned Shares or Units That Have Not Vested (#) | | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares or Units That Have Not Vested ($) | | George A. Makris, Jr. | 27,290 | | $23.51 | 01-19-26 | | | | | | | | | | | | | 14,601 | [a] | $275,229 | | | | | | | | | | 39,937 | [b] | $752,812 | | | | | | | | | | 34,579 | [c] | $651,814 | | | | | | | | | | 0 | [d] | $0 | | | | | | | | | | | | | 14,976 | [e] | $282,298 | | | | | | | | | | 8,645 | [f] | $162,958 | | C. Daniel Hobbs | | | | | 12,600 | [g] | $237,510 | | | | | | | | | | 7,588 | [h] | $143,034 | | | | | | | | | | 10,644 | [i] | $200,639 | | | | | | | | | | | | | 2,661 | [e] | $50,160 | | | | | | | | | | 2,846 | [f] | $53,647 | | James M. Brogdon | | | | | | | | | | | | | | | | | 4,819 | [o] | $90,838 | | | | | | | | | | 4,000 | [j] | $75,400 | | | | | | | | | | 14,910 | [k] | $281,054 | | | | | | | | | | 24,551 | [l] | $462,786 | | | | | | | | | | 0 | [d] | $0 | | | | | | | | | | | | | 5,591 | [e] | $105,390 | | | | | | | | | | 6,138 | [f] | $115,701 | | Christopher Van Steenberg | | | | | 16,000 | [m] | $301,600 | | | | | | | | | | 5,187 | [n] | $97,775 | | | | | | | | | | | | | 1,297 | [f] | $24,448 | | George A. Makris III | | | | | 1,621 | [o] | $30,556 | | | | | | | | | | 4,260 | [p] | $80,301 | | | | | | | | | | 5,740 | [q] | $108,199 | | | | | | | | | | 0 | [d] | $0 | | | | | | | | | | | | | 1,598 | [e] | $30,122 | | | | | | | | | | 1,435 | [f] | $27,050 |

  128. Outstanding Equity Awards at Fiscal Year-End 2025

    | 2026 Proxy Statement | 45 | Simmons First National Corporation |

  129. Outstanding Equity Awards at Fiscal Year-End 2025

    | [a] | These RSUs were scheduled to vest on January 19, 2026. The vesting was accelerated to January 1, 2026, due to Mr. Makris, Jr.’s retirement from the Company. |

  130. Outstanding Equity Awards at Fiscal Year-End 2025

    | [b] | These RSUs were scheduled to vest in two installments (19,968 and 19,969 shares) on March 1 in years 2026-2027. The vesting was accelerated to January 1, 2026, due to Mr. Makris, Jr.’s retirement from the Company. |

  131. Outstanding Equity Awards at Fiscal Year-End 2025

    | [c] | These RSUs were scheduled to vest in three installments (11,526 shares, 11,526 shares, and 11,527 shares) on March 5 in years 2026-2028. The vesting was accelerated to January 1, 2026, due to Mr. Makris, Jr.’s retirement from the Company. |

  132. Outstanding Equity Awards at Fiscal Year-End 2025

    | [d] | These PSUs were issued under the 2015 Plan with a performance period ending on December 31, 2025. The actual number of shares which were earned under the award based on achievement of performance goals (which achievement was certified in March 2026) is shown in the table. |

  133. Outstanding Equity Awards at Fiscal Year-End 2025

    | [e] | These PSUs were issued under the 2023 Plan with a performance period ending on December 31, 2026. The threshold number of shares which may vest under the award is shown in the table. |

  134. Outstanding Equity Awards at Fiscal Year-End 2025

    | [f] | These PSUs were issued under the 2023 Plan with a performance period ending on December 31, 2027. The threshold number of shares which may vest under the award is shown in the table. |

  135. Outstanding Equity Awards at Fiscal Year-End 2025

    | [g] | These RSUs vest in three installments (each of 4,200 shares) on December 4 in years 2026-2028. |

  136. Outstanding Equity Awards at Fiscal Year-End 2025

    | [h] | These RSUs vest in two installments (each of 3,794 shares) on February 28 in years 2026-2027. |

  137. Outstanding Equity Awards at Fiscal Year-End 2025

    | [i] | These RSUs vest in three installments (each of 3,548 shares) on March 4 in years 2026-2028. |

  138. Outstanding Equity Awards at Fiscal Year-End 2025

    | [j] | These RSUs vest on April 26, 2026. |

  139. Outstanding Equity Awards at Fiscal Year-End 2025

    | [k] | These RSUs vest in two installments (each of 7,455 shares) on February 28 in years 2026-2027. |

  140. Outstanding Equity Awards at Fiscal Year-End 2025

    | [l] | These RSUs vest in three installments (8,183 shares, 8,184 shares, and 8,184 shares) on March 4 in years 2026-2028. |

  141. Outstanding Equity Awards at Fiscal Year-End 2025

    | [m] | These RSUs vest in four installments (each of 4,000 shares) on November 12 in years 2026-2029. |

  142. Outstanding Equity Awards at Fiscal Year-End 2025

    | [n] | These RSUs vest in three installments (each of 1,729 shares) on March 4 in years 2026-2028. |

  143. Outstanding Equity Awards at Fiscal Year-End 2025

    | [o] | These RSUs vested on January 19, 2026. |

  144. Outstanding Equity Awards at Fiscal Year-End 2025

    | [p] | These RSUs vest in two installments (each of 2,130 shares) on February 28 in years 2026-2027. |

  145. Outstanding Equity Awards at Fiscal Year-End 2025

    | [q] | These RSUs vest in three installments (1,913 shares, 1,914 shares, and 1,914 shares) on March 4 in years 2026-2028. |

  146. 2025 Pension Benefits Table

    2025 Pension Benefits Table The following table provides information with respect to certain agreements that provide for payments or other benefits at, following or in connection with retirement. This includes tax-qualified defined benefit plans and supplemental executive defined benefit retirement plans but does not include defined contribution plans (whether tax qualified or not). During 2025, the Company provided supplemental executive defined benefit retirement agreements for George A. Makris, Jr., C. Daniel Hobbs, James M. Brogdon, and George A. Makris III. The Present Value of the Accumulated Benefit reflects the actuarial present value of the named executive officer’s accumulated benefit under the agreement, computed as of December 31, 2025. In making such calculations, for all participating named executive officers, it was assumed that the retirement age will be the normal retirement age as defined in the agreement or if not so defined, the earliest time at which a participant may retire under the plan without any benefit reduction due to age.

  147. 2025 Pension Benefits

    2025 Pension Benefits

  148. 2025 Pension Benefits

    | Name | Plan Name | Number of Years Credited Service (#) | | Present Value of the Accumulated Benefit ($) | Payments During Last Fiscal Year ($) | | George A. Makris, Jr. | Makris, Jr. Plan | [a | ] | $3,213,756 | $0 | | C. Daniel Hobbs | Hobbs Plan | [a | ] | $250,945 | $0 | | James M. Brogdon | Brogdon Plan | [a | ] | $369,165 | $0 | | George A. Makris III | Makris III Plan | [a | ] | $246,541 | $0 |

  149. 2025 Pension Benefits

    | [a] | The benefits under each of the Makris, Jr. Plan, Hobbs Plan, Brogdon Plan, and Makris III Plan are not dependent upon the credited years of service. Except for disability, death, or a change in control, continuous service until the normal retirement at age (60) under the Hobbs Plan, Brogdon Plan, and Makris III Plan and age (65) under the Makris, Jr. Plan, is required. |

  150. 2025 Nonqualified Deferred Compensation

    2025 Nonqualified Deferred Compensation The Company maintains the Simmons First National Corporation Nonqualified Deferred Compensation Plan (“NQDC Plan”), as a non-qualified deferred compensation plan. The NQDC Plan is an excess contribution plan primarily open to executive officers and other highly compensated individuals whose compensation exceeds the annual tax code limit on compensation that can be taken into account for purposes of contributions to the Company’s 401(k) Plan. Under the NQDC Plan, participants may make contributions of up to 90 percent (90%) of Plan Compensation on a nonqualified basis. The Company’s matching contribution under the plan is limited to four percent (4%) of Excess Compensation, provided the Executive Officer has elected

  151. 2025 Nonqualified Deferred Compensation

    | 2026 Proxy Statement | 47 | Simmons First National Corporation |

  152. 2025 Nonqualified Deferred Compensation

    a deferral rate on Excess Compensation of at least five percent (5%) for the year. “Plan Compensation” includes base salary, bonus, commissions and cash incentive pay; and “Excess Compensation” is the amount of Plan Compensation that exceeds the compensation limits under the federal tax laws applicable to qualified retirement plans. The NQDC Plan provides for discretionary non-elective Company contributions to the accounts of the participants at the discretion of the Company. For 2025, the Company made a discretionary contribution at a formula rate of 3% of 2025 Plan Compensation reduced by the amount of the discretionary contribution to the 401(k) Plan based upon the same formula rate. The Company matching and discretionary contributions were credited to the accounts in the first quarter of 2026 but are reflected in the “Aggregate Balance at December 31, 2025” column in the table below. See footnote [d] to the table below. The assets of the NQDC Plan are held in an irrevocable trust. The participants are allowed to self-direct the investment of their account among the same investment options offered under the Simmons First National Corporation 401(k) Plan. The earnings on the investments in the NQDC Plan do not constitute above-market or preferential earnings which would require us to report earnings in the “Change in Pension Value and Nonqualified Deferred Compensation Earnings” column of the Summary Compensation Table. Benefits under the NQDC Plan are fully vested at all times and are payable upon separation from service or at a selected future date (or dates) according to the 409A compliant annual distribution election made by the executive officer prior to the plan year. The following table sets forth the participant contributions, Company contributions and the aggregate earnings, withdrawals and balances during 2025 for the named executive officers under the NQDC Plan:

  153. 2025 Nonqualified Deferred Compensation

    2025 Nonqualified Deferred Compensation

  154. 2025 Nonqualified Deferred Compensation

    | Name | Executive Contributions in 2025[a] ($) | Company Contributions in 2025[b] ($) | Aggregate Earnings in 2025[c] ($) | Aggregate Withdrawals/ Distributions ($) | Aggregate Balance at December 31, 2025[d] ($) | | George A. Makris, Jr. | $50,675 | $106,122 | $214,099 | $0 | $1,745,201 | | C. Daniel Hobbs | $146,519 | $40,025 | $22,379 | $0 | $324,180 | | James M. Brogdon | $104,825 | $78,697 | $49,881 | $0 | $505,449 | | Christopher Van Steenberg | $0 | $0 | $0 | $0 | $0 | | George A. Makris III | $38,843 | $24,088 | $15,481 | $0 | $161,116 |

  155. 2025 Nonqualified Deferred Compensation

    | [a] | The amounts reported are also reported under the “Salary,” and “Non-Equity Incentive Plan Compensation” headings, as applicable, in the Summary Compensation Table. The “Non-Equity Incentive Plan Compensation” portions of these amounts represent contributions earned in the last completed fiscal year but not credited until the following fiscal year. |

  156. 2025 Nonqualified Deferred Compensation

    | [b] | The amounts reported are also reported under the “All Other Compensation” heading in the Summary Compensation Table and represent contributions earned in the last completed fiscal year but not credited until the following fiscal year. |

  157. 2025 Nonqualified Deferred Compensation

    | [c] | No portion of the amounts in this column constitutes above-market or preferential earnings; thus, no portion of such amounts are included in the Summary Compensation Table. |

  158. 2025 Nonqualified Deferred Compensation

    | [d] | The amounts reported reflect the actual aggregate balances as of December 31, 2025, plus the amounts referenced in footnotes [a] and [b] above that were earned in the last completed fiscal year but credited in the following year. The following table identifies the amounts that have previously been reported as compensation in our Summary Compensation Table for prior years: |

  159. 2025 Nonqualified Deferred Compensation

    | Name | Amounts in “Aggregate Balance at December 31, 2025” Column Reported as Compensation in Summary Compensation Tables for Previous Years | | George A. Makris, Jr. | $976,302 | | C. Daniel Hobbs | $112,760 | | James. M. Brogdon | $238,594 | | Christopher Van Steenberg | $0 | | George A. Makris III | $73,246 |

  160. 2025 Nonqualified Deferred Compensation

    | 2026 Proxy Statement | 48 | Simmons First National Corporation |

  161. Potential Payments Upon Termination or Change in Control

    Potential Payments Upon Termination or Change in Control The following table summarizes the estimated payments to be made under each contract, agreement, plan or arrangement which provides for payments to a named executive officer at, following, or in connection with any termination of employment, including by resignation, retirement, or a constructive termination of a named executive officer, or a change in control or a change in the named executive officer’s responsibilities. However, in accordance with SEC regulations, no amounts to be provided to a named executive officer under any arrangement which does not discriminate in scope, terms, or operation in favor of the executive officers and which are available generally to all salaried employees are reported. For the purpose of the quantitative disclosure in the following table, and in accordance with SEC regulations, the termination is assumed to have taken place on the last business day of the Company’s most recently completed fiscal year, and the price per share of the Common Stock is the closing market price as of that date — $18.85. Cash Payments. None of the named executive officers presently has an employment agreement which guarantees him employment for any period of time. Therefore, any post-termination payments of salary or severance to any named executive officer would be provided only if offered under any Company broad-based severance plan in the event of a reduction in force or other termination by the Company without cause which is discretionary in nature or pursuant to a Change in Control Agreement (“CIC Agreement”). The Company has entered into CIC Agreements with certain executives of the Company and the subsidiary bank pursuant to which the Company would pay certain salary benefits. As of December 31, 2025, the Company had CIC Agreements with Messrs. Makris, Jr., Hobbs, Brogdon, Van Steenberg, and Makris III. The Company would make such payments only if there is a change in control and if the Company terminates an executive without “Cause” within twenty-four months of a CIC or the executive resigns within six months after a “Trigger Event.” The Company will pay an amount up to three times, in the case of Mr. Makris, Jr., and two times for all other named executive officers (except that, during the first quarter of 2026, Mr. Brogdon’s CIC Agreement was amended to reflect a payment of three times), the sum of (1) highest annual base salary for the previous twelve months and (2) the greater of the projected target annual incentive to be paid under the CIP for the current year, or the average CIP bonus paid to the executive over the preceding two years. The termination compensation is payable in cash within 30 business days following the termination, unless the participant is a Specified Employee, as defined in Section 409A of the Code, in which case the termination compensation shall be payable on the first day of the seventh month after termination. Accelerated Vesting of Incentives. The Company has provided and continues to provide equity and non-equity incentives to the named executive officers through the Company’s equity incentive plans, including the 2023 Plan (including as amended by the Amended and Restated 2023 Plan, if approved by shareholders), and, historically, the 2015 Plan, and the CIP. Please also refer to the discussion of equity and non-equity incentives above at “Compensation Discussion and Analysis.” Equity Incentives — Stock Options. Unvested stock options vest upon the named executive officer’s death or disability or upon the officer’s involuntary termination of service within one year after a change in control. Further, unvested stock options vest upon the retirement of a named executive officer after age 65 or after age 62 with ten years of service. Upon any other termination, the executive forfeits his unvested stock options, unless the Compensation Committee takes specific action to vest some or all of the unvested options. The value of accelerated options was calculated by multiplying the number of shares times the difference between the closing price of the Common Stock on the last business day of 2025 and the exercise price of the options. Please refer to the discussions above at “Compensation Discussion and Analysis” for more information about stock options. Equity Incentives — Restricted Stock Units. Upon the retirement (after age 65 or after age 62 with ten years of service or for grants made beginning in 2025, after age 65 or after age 60 with ten years of service), death or disability of a named executive officer, the vesting of unvested RSUs is accelerated to the date of such event. Further, unvested RSUs will vest if, within one year after a change in control, the named executive officer is involuntarily terminated. Upon any other termination, the named executive officer forfeits his unvested RSUs, unless the Compensation Committee takes specific action to vest some or all of the unvested stock. Accordingly, the table below reflects the accelerated vesting of this stock upon retirement, death, or disability of the named executive officer or a change in control. Equity Incentives — Performance Share Units. Unvested PSUs vest upon the named executive officer’s death or disability. Upon a change in control, unvested PSUs vest if the change in control occurs after nine months have elapsed in the performance period, otherwise the unvested PSUs are terminated. Further, unvested PSUs vest pro rata (except for Mr. Makris, Jr.’s 2025 and 2024 PSU grants, which are not prorated in the case of retirement and will vest based upon the achievement of the performance goals during the performance period) based on the period of employment during the performance period upon the retirement of a named executive officer after age 65 or after age 62 with ten years of service and for PSUs granted in 2025 and later after age 65 or after age 60 with ten years of service. Upon any other termination, the executive forfeits his unvested PSUs, unless the Compensation Committee takes specific action to vest some or all of the unvested PSUs. Accordingly, the table below reflects the accelerated vesting of the PSUs upon the named executive officer’s

  162. Potential Payments Upon Termination or Change in Control

    | 2026 Proxy Statement | 49 | Simmons First National Corporation |

  163. Potential Payments Upon Termination or Change in Control

    retirement (if he or she has met the qualifying criteria), upon death or disability, or upon a change in control in compliance with the rules set forth above. An executive forfeits all undistributed PSUs upon the termination of the executive’s employment for all other reasons. Non-Equity Incentives — CIP. Upon a change in control, the CIP benefit will be accelerated and payable on a pro-rata basis based on the target level benefit. For purposes of the disclosure in the table below, SEC regulations require that such change in control be assumed to occur on the last day of the Company’s most recently completed fiscal year, which coincides with the last day of the performance period under CIP for 2025. As a result of such assumption, the table below reflects the acceleration of the full value of the target level benefit. However, in the case of retirement, death, or disability, the CIP benefit will not be accelerated but will be payable (in the case of retirement, on a pro-rata basis) based on the actual benefit level achieved. Therefore, these amounts would not be increased or enhanced as a result of the executive’s departure. The amounts earned under the CIP for 2025 are reported in the Summary Compensation Table. Retirement Arrangements — Makris, Jr. Plan, Hobbs Plan, Brogdon Plan, and Makris III Plan. Upon a change in control, the sole participant under each of the Makris, Jr. Plan, Hobbs Plan, Brogdon Plan, and Makris III Plan, Mr. Makris, Jr., Mr. Hobbs, Mr. Brogdon, and Mr. Makris III, respectively, will become fully vested in the benefits under such plans. Payment of the benefits would commence on the first day of the seventh calendar month following the executive’s termination of services to the Company. In the absence of a change in control, upon the death or disability of the participant or the executive’s retirement at or after age 60 for Mr. Hobbs, Mr. Brogdon, and Mr. Makris III, and age 65 for Mr. Makris, Jr., each participant’s benefits under the respective plans will become fully vested and will become payable commencing on the first day of the seventh month after such event. In the event of the termination of the participant’s employment under any other conditions prior to the executive’s attaining age 60 for Mr. Hobbs, Mr. Brogdon, and Mr. Makris III, and age 65 for Mr. Makris, Jr., all benefits under the respective plans are forfeited. For purposes of the disclosure in the table below, SEC regulations require that such change in control be assumed to occur on the last day of the most recently completed fiscal year. As a result of such assumption, each participant would become fully vested in the benefits under the executive’s plan. Miscellaneous Benefits. Except as described above, the Company has no obligation to continue any other benefits or perquisites after a named executive officer’s employment terminates. In connection with his service as a non-employee director before he became an employee, Mr. Makris, Jr. deferred certain non-employee director fees under the Simmons First National Corporation Directors Deferred Compensation Plan. Upon his retirement from service on the Company’s Board, he was entitled to receive a lump sum payment of the amount deferred, adjusted for earnings, on January 1, 2027. This amount is not reflected in the table below because it relates solely to non-employee director compensation and was not triggered by termination of Mr. Makris, Jr.’s employment. In addition, as described in the “Compensation Discussion and Analysis” section above, the Company has purchased bank owned life insurance that provides a defined, lump-sum death benefit for certain of the named executive officer’s designated beneficiary or estate.

  164. Potential Payments Upon Termination or Change in Control

    | 2026 Proxy Statement | 50 | Simmons First National Corporation |

  165. Potential Payments Upon Termination or Change in Control

    | Executive Benefits and Payments upon Termination | Retirement | Involuntary Not for Cause Termination | Change in Control With and Without Trigger Event Termination | | Death/Disability | | George A. Makris, Jr. | | | | | | | Cash compensation programs | $0 | $0 | $6,000,000 | [a] | $0 | | Accelerated Vesting of Incentives[b] | $2,125,111 | $0 | $5,286,565 | | $2,125,111 | | Retirement Plans[c] | $2,997,401 | $0 | $2,997,401 | | $2,997,401 | | Other Benefits[d] | $0 | $0 | $0 | | $3,000,000 | | C. Daniel Hobbs | | | | | | | Cash compensation programs | $0 | $0 | $1,795,500 | [e] | $0 | | Accelerated Vesting of Incentives[b] | $0 | $0 | $1,381,123 | | $684,981 | | Retirement Plans[f] | $0 | $0 | $1,584,556 | | $1,584,556 | | Other Benefits[d] | $0 | $0 | $0 | | $950,000 | | James M. Brogdon | | | | | | | Cash compensation programs | $0 | $0 | $2,840,000 | [e] | $0 | | Accelerated Vesting of Incentives[b] | $0 | $0 | $3,024,629 | | $1,131,170 | | Retirement Plans[f] | $0 | $0 | $1,708,049 | | $1,708,049 | | Other Benefits[d] | $0 | $0 | $0 | | $1,400,000 | | Christopher Van Steenberg | | | | | | | Cash compensation programs | $0 | $0 | $1,800,000 | [e] | $0 | | Accelerated Vesting of Incentives[b] | $0 | $0 | $947,150 | | $423,819 | | Retirement Plans | $0 | $0 | $0 | | $0 | | Other Benefits[d] | $0 | $0 | $0 | | $900,000 | | George A. Makris III | | | | | | | Cash compensation programs | $0 | $0 | $1,245,000 | [e] | $0 | | Accelerated Vesting of Incentives[b] | $0 | $0 | $688,571 | | $217,915 | | Retirement Plans[f] | $0 | $0 | $1,715,853 | | $1,715,853 | | Other Benefits[d] | $0 | $0 | $0 | | $800,000 |

  166. Potential Payments Upon Termination or Change in Control

    | [a] | Under the Change in Control Agreement (“CIC”) between Mr. Makris, Jr. and the Company, upon the occurrence of a change in control and a qualifying termination, severance cash payments will consist of three times the sum of the following items: (1) the highest annual base salary for the previous twelve months and (2) the greater of the projected target annual incentive to be paid under the CIP for the current year, or the average CIP bonus paid to the executive over the prior two years. |

  167. Potential Payments Upon Termination or Change in Control

    | [b] | The payment due the named executive officer due to certain termination triggers related to the Company’s equity compensation plans is made based on the specific terms and conditions associated with each plan and the respective award. These amounts are attributable to the vesting of unvested restricted stock (including, where appropriate, RSUs and PSUs) and stock options, as of December 31, 2025. In the case of a change in control, these amounts also include the acceleration of the full value of the target level benefit under the 2025 CIP award. In the case of retirement, RSUs and PSUs do not vest unless the named executive officer has attained either age 65 or age 62 with ten years of service, provided all RSUs and PSUs granted in 2025 shall vest upon the named executive officer attaining either age 65 or age 60 with ten years of service. As of December 31, 2025, only Mr. Makris, Jr. had met the qualifying retirement criteria for RSU and PSU retirement vesting. In the case of disability, PSUs with a performance period ending on December 31, 2025 are valued using the actual number of shares that vested, and PSUs with performance periods ending after December 31, 2025 are valued using the threshold number of shares which may vest. In the case of death, PSUs with a performance period ending on December 31, 2025 are valued using the actual number of shares that vested, and PSUs with performance periods ending after December 31, 2025 are valued using the threshold number of shares which may vest. In the case of retirement, PSUs with a performance period ending on December 31, 2025 are valued using the actual number of shares that vested, and PSUs with performance period ending after December 31, 2025 are valued using the threshold number of shares which may vest and prorating the value based on a retirement date of December 31, 2025 except for Mr. Makris, Jr. whose PSUs granted in 2024 and 2025 are not prorated in the case of retirement and are valued using the threshold number of shares which may vest. |

  168. Potential Payments Upon Termination or Change in Control

    | [c] | Because Mr. Makris, Jr. has attained age 65, he is fully vested in the benefit under the Makris, Jr. Plan. The monthly benefit would commence on the seventh month after his termination of service. The information related to the Makris, Jr. Plan is also disclosed in the Pension Benefits Table. The value disclosed is the present value of Mr. Makris, Jr.’s benefit, fully vested as of December 31, 2025. |

  169. Potential Payments Upon Termination or Change in Control

    | 2026 Proxy Statement | 51 | Simmons First National Corporation |

  170. Potential Payments Upon Termination or Change in Control

    | [d] | Had Messrs. Makris, Jr., Hobbs, Brogdon, Van Steenberg, or Makris III died on December 31, 2025, the death benefits payable under the Split-Dollar Plan to each of their designated beneficiaries, surviving spouse, or estate would have been $3,000,000, $950,000, $1,400,000, $900,000, and $800,000, respectively. |

  171. Potential Payments Upon Termination or Change in Control

    | [e] | As of December 31, 2025, under the Change in Control Agreements (“CIC”) between certain named executive officers and the Company, upon the occurrence of a change in control and a qualifying termination, severance cash payments will consist of two times the sum of the following items: (1) the highest annual base salary for the previous twelve months and (2) the greater of the projected target annual incentive to be paid under the CIP for the current year, or the average CIP bonus paid to the executive over the prior two years. |

  172. Potential Payments Upon Termination or Change in Control

    | [f] | The named executive officer’s benefit under the Hobbs Plan, Brogdon Plan, or Makris III Plan (as applicable) does not vest until he attains age 60; however, he becomes fully vested upon his death, disability, or a change in control. The monthly benefit would commence on the seventh month after his termination of service. The information related to the Hobbs Plan, Brogdon Plan, or Makris III Plan is also disclosed in the Pension Benefits Table. The value disclosed is the present value of his benefit, fully vested as of December 31, 2025. |

  173. 2025 Pay Ratio Disclosure

    2025 Pay Ratio Disclosure As required by Item 402(u) of Regulation S-K, we are providing the following information: For fiscal year 2025, our last completed fiscal year:

  174. 2025 Pay Ratio Disclosure

    | • | The median of the annual total compensation of all employees of our company (other than Mr. Makris, Jr.), was $63,168; and |

  175. 2025 Pay Ratio Disclosure

    | • | The annual total compensation of Mr. Makris, Jr., our CEO during 2025, was $4,379,185. |

  176. 2025 Pay Ratio Disclosure

    Based on this information, the ratio for 2025 of the annual total compensation of our CEO to the median of the annual total compensation of all employees is 69 to 1. We completed the following steps to identify the median of the annual total compensation of all our employees and to determine the annual total compensation of our median employee and CEO:

  177. 2025 Pay Ratio Disclosure

    | • | As of December 31, 2025, our employee population consisted of approximately 2,932 individuals, including full-time, part-time, temporary, and seasonal employees employed on that date. |

  178. 2025 Pay Ratio Disclosure

    | • | To find the median of the annual total compensation of all our employees (other than our CEO), we used wages from our payroll records as reported to the Internal Revenue Service on Form W-2 for fiscal 2025. In making this determination, we annualized the compensation of full-time and part-time permanent employees who were employed on December 31, 2025, but did not work for us the entire year. No full-time equivalent adjustments were made for part-time employees. |

  179. 2025 Pay Ratio Disclosure

    | • | We identified our median employee using this compensation measure and methodology, which was consistently applied to all our employees included in the calculation. |

  180. 2025 Pay Ratio Disclosure

    | • | After identifying the median employee, we added together all of the elements of such employee’s compensation for 2025 in accordance with the requirements of Item 402(c)(2)(x) of Regulation S-K, resulting in annual total compensation of $63,168. |

  181. 2025 Pay Ratio Disclosure

    With respect to the annual total compensation of our CEO, we used the amount reported in the “Total” column for 2025 of our Summary Compensation Table. This ratio is a reasonable estimate calculated in a manner consistent with SEC rules based on our payroll records and the methodology described above. The SEC rules for identifying the median employee and calculating the pay ratio based on that employee’s annual total compensation allow companies to adopt a variety of methodologies, to apply certain exclusions and to make reasonable estimates and assumptions that reflect their compensation practices. As such, the pay ratio reported by other companies may not be comparable to the pay ratio reported above, as other companies may have different employment and compensation practices and may utilize different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios.

  182. 2025 Pay Ratio Disclosure

    | 2026 Proxy Statement | 52 | Simmons First National Corporation |

  183. Pay Versus Performance Disclosures

    Pay Versus Performance Disclosures Pay Versus Performance Table As required by Section 953(a) of the Dodd-Frank Wall Street Reform and Consumer Protection Act, and Item 402(v) of Regulation S-K, we are providing the following information about the relationship between executive compensation actually paid and certain financial performance of the Company. For further information concerning the Company’s variable pay-for-performance philosophy and how the Company aligns executive compensation with the Company’s performance, refer to the “Compensation Discussion and Analysis” section above.

  184. Pay Versus Performance Disclosures

    | Pay Versus Performance | | | | | | | | | | Year (a) | Summary Compensation Table Total for PEO [1] (b) | Compensation Actually Paid to PEO [2] (c) | Average Summary Compensation Table Total for Non-PEO Named Executive Officers [3] (d) | Average Compensation Actually Paid to Non-PEO Named Executive Officers [4] (e) | Value of Initial Fixed $100 Investment Based On: | | Net Income (millions) [7] (h) | Adjusted Pre-Provision Net Revenue less Net Charge-Offs (millions) [8] (i) | | | | | | | | Peer Group Total Shareholder Return [6] (g) | | | | | | | | | Total Shareholder Return [5] (f) | | | | | 2025 | $4,379,185 | $1,081,644 | $2,020,605 | $1,401,725 | $105 | $153 | $(379.60) | $266.83 | | 2024 | $4,161,660 | $5,367,920 | $2,091,039 | $2,518,133 | $119 | $143 | $152.69 | $215.20 | | 2023 | $2,921,407 | $2,529,002 | $1,324,323 | $1,163,203 | $102 | $127 | $175.06 | $267.70 | | 2022 | $3,738,575 | $126,277 | $1,414,202 | $735,041 | $106 | $127 | $256.40 | $331.67 | | 2021 | $5,772,713 | $7,414,844 | $1,668,021 | $1,923,320 | $140 | $137 | $271.10 | $279.12 |

  185. Pay Versus Performance Disclosures

    | [1] | The dollar amounts reported in column (b) are the amounts of total compensation reported for, for the years 2021-2022 and 2025, Mr. Makris, Jr. (who, during 2021-2022 and 2025, was our Chairman and Chief Executive Officer), and for the years 2023-2024, Mr. Fehlman (who, during 2023-2024, was our Chief Executive Officer) for each corresponding year in the “Total” column of the Summary Compensation Table. Refer to the “ Summary Compensation Table ” above. |

  186. Pay Versus Performance Disclosures

    | [2] | The dollar amounts reported in column (c) represent the amount of “compensation actually paid” to Mr. Makris, Jr. (for years 2021-2022 and 2025) and Mr. Fehlman (for years 2023-2024), as computed in accordance with Item 402(v) of Regulation S-K. The dollar amounts do not reflect the actual amount of compensation earned by or paid to Mr. Makris, Jr. or Mr. Fehlman (as applicable) during the applicable year. In accordance with the requirements of Item 402(v) of Regulation S-K, the following adjustments were made to Mr. Makris, Jr.’s or Mr. Fehlman’s (as applicable) total compensation for each year to determine the compensation actually paid: |

  187. Pay Versus Performance Disclosures

    | Year | Reported Summary Compensation Table Total for PEO | Reported Value of Equity Awards (a) | Equity Award Adjustments (b) | Reported Change in the Actuarial Present Value of Pension Benefits (c) | Pension Benefit Adjustments (d) | Compensation Actually Paid to PEO | | 2025 | $4,379,185 | $(1,445,402) | $(1,996,380) | $(86,539) | $230,780 | $1,081,644 | | 2024 | $4,161,660 | $(1,380,211) | $2,986,511 | $(691,158) | $291,118 | $5,367,920 | | 2023 | $2,921,407 | $(1,414,990) | $1,169,462 | $(393,300) | $246,423 | $2,529,002 | | 2022 | $3,738,575 | $(1,501,896) | $(2,053,122) | $(351,828) | $294,548 | $126,277 | | 2021 | $5,772,713 | $(3,050,403) | $4,723,606 | $(519,227) | $488,155 | $7,414,844 |

  188. Pay Versus Performance Disclosures

    | (a) The adjustment for the reported value of equity awards represents the total of the amounts reported in the “Stock Awards” and “Option Awards” columns in the Summary Compensation Table for the applicable year. |

  189. Pay Versus Performance Disclosures

    | (b) The equity award adjustments for each applicable year include the addition (or subtraction, as applicable) of the following: (i) the year-end fair value of any equity awards granted in the applicable year that are outstanding and unvested as of the end of the year; (ii) the amount of change as of the end of the applicable year (from the end of the prior fiscal year) in fair value of any awards granted in prior years that are outstanding and unvested as of the end of the applicable year; (iii) for awards that are granted and vest in same applicable year, the fair value as of the vesting date; (iv) for awards granted in prior years that vest in the applicable year, the amount equal to the change as of the vesting date (from the end of the prior fiscal year) in fair value; (v) for awards granted in prior years that are determined to fail to meet the applicable vesting conditions during the applicable year, a deduction for the amount equal to the fair value at the end of the prior fiscal year; and (vi) the dollar value of any dividends or other earnings paid on stock or option awards in the applicable year prior to the vesting date that are not otherwise reflected in the fair value of such award or included in any other component of total compensation for the applicable year. The valuation assumptions used to calculate fair values did not materially |

  190. Pay Versus Performance Disclosures

    | 2026 Proxy Statement | 53 | Simmons First National Corporation |

  191. Pay Versus Performance Disclosures

    | differ from those disclosed at the time of grant. The amounts deducted or added in calculating the equity award adjustments are as follows: |

  192. Pay Versus Performance Disclosures

    | Year | Year End Fair Value of Equity Awards | Year over Year Change in Fair Value of Outstanding and Unvested Equity Awards | Fair Value as of Vesting Date of Equity Awards Granted and Vested in the Year | Year over Year Change in Fair Value of Equity Awards Granted in Prior Years that Vested in the Year | Fair Value at the End of the Prior Year of Equity Awards that Failed to Meet Vesting Conditions in the Year | Value of Dividends or other Earnings Paid on Stock or Option Awards not Otherwise Reflected in Fair Value or Total Compensation | Total Equity Award Adjustments | | 2025 | $979,623 | $(2,972,887) | $— | $(3,116) | $— | $— | $(1,996,380) | | 2024 | $2,963,454 | $37,544 | $— | $(14,487) | $— | $— | $2,986,511 | | 2023 | $1,300,498 | $(126,726) | $— | $(4,310) | $— | $— | $1,169,462 | | 2022 | $943,722 | $(2,820,957) | $— | $(175,887) | $— | $— | $(2,053,122) | | 2021 | $1,752,043 | $2,674,572 | $— | $296,991 | $— | $— | $4,723,606 |

  193. Pay Versus Performance Disclosures

    | (c) The adjustment amounts included in this column are the amounts reported in “Change in Pension Value and Nonqualified Deferred Compensation Earnings” column of the Summary Compensation Table for each applicable year. |

  194. Pay Versus Performance Disclosures

    | (d) The total pension benefit adjustments for each applicable year include the aggregate of two components: (i) the actuarially determined service cost for services rendered by Mr. Makris, Jr. or Mr. Fehlman (as applicable) during the applicable year (the “service cost”); and (ii) the entire cost of benefits granted in a plan amendment (or initiation) during the applicable year that are attributed by the benefit formula to services rendered in periods prior to the plan amendment or initiation (the “prior service cost”), in each case, calculated in accordance with U.S. GAAP. The amounts deducted or added in calculating the pension benefit adjustments are as follows: |

  195. Pay Versus Performance Disclosures

    | Year | Service Cost | Prior Service Cost | Total Pension Benefit Adjustments | | 2025 | $225,687 | $5,093 | $230,780 | | 2024 | $279,121 | $11,997 | $291,118 | | 2023 | $234,426 | $11,997 | $246,423 | | 2022 | $294,548 | $— | $294,548 | | 2021 | $286,264 | $201,891 | $488,155 |

  196. Pay Versus Performance Disclosures

    | [3] | The dollar amounts reported in column (d) represent the average of the amounts reported for the Company’s named executive officers (“NEOs”) as a group (excluding, for years 2021-2022 and 2025, Mr. Makris, Jr., who served as our Chairman and CEO during 2021-2022 and 2025, and for years 2023-2024, Mr. Fehlman, who served as our Chief Executive Officer during 2023-2024) in the “Total” column of the Summary Compensation Table in each applicable year. The names of each of the NEOs (excluding Mr. Makris, Jr. or Mr. Fehlman, as applicable) included for purposes of calculating the average amounts in each applicable year are as follows: (i) for 2025, C. Daniel Hobbs, James M. Brogdon, Christopher Van Steenberg, and George A. Makris III, (ii) for 2024, C. Daniel Hobbs, George A. Makris, Jr., James M. Brogdon, and George A. Makris III; (iii) for 2023, James M. Brogdon, C. Daniel Hobbs, George A. Makris, Jr., George A. Makris III, Stephen C. Massanelli, Matthew S. Reddin, and Chad D. Rawls; (iv) for 2022, James M. Brogdon, Robert A. Fehlman, Matthew S. Reddin and Stephen C. Massanelli; and (v) for 2021, James M. Brogdon, Robert A. Fehlman, Matthew S. Reddin, Jennifer B. Compton and Stephen C. Massanelli. |

  197. Pay Versus Performance Disclosures

    | [4] | The dollar amounts reported in column (e) represent the average amount of “compensation actually paid” to the NEOs as a group (excluding Mr. Makris, Jr. or Mr. Fehlman, as applicable), as computed in accordance with Item 402(v) of Regulation S-K. The dollar amounts do not reflect the actual average amount of compensation earned by or paid to the NEOs as a group (excluding Mr. Makris, Jr. or Mr. Fehlman, as applicable) during the applicable year. In accordance with the requirements of Item 402(v) of Regulation S-K, the |

  198. Pay Versus Performance Disclosures

    | 2026 Proxy Statement | 54 | Simmons First National Corporation |

  199. Pay Versus Performance Disclosures

    | following adjustments were made to average total compensation for the NEOs as a group (excluding Mr. Makris, Jr. or Mr. Fehlman, as applicable) for each year to determine the compensation actually paid, using the same methodology described above in Note 2: |

  200. Pay Versus Performance Disclosures

    | Year | Average Reported Summary Compensation Table Total for Non-PEO NEOs | Average Reported Value of Equity Awards | Average Equity Award Adjustments (a) | Average Reported Change in the Actuarial Present Value of Pension Benefits | Average Pension Benefit Adjustments (b) | Average Compensation Actually Paid to Non-PEO NEOs | | 2025 | $2,020,605 | $(483,820) | $(97,481) | $(69,421) | $31,842 | $1,401,725 | | 2024 | $2,091,039 | $(955,185) | $1,354,267 | $(88,943) | $116,955 | $2,518,133 | | 2023 | $1,324,323 | $(595,318) | $353,896 | $(26,012) | $106,314 | $1,163,203 | | 2022 | $1,414,202 | $(338,312) | $(248,840) | $(221,609) | $129,600 | $735,041 | | 2021 | $1,668,021 | $(641,177) | $943,872 | $(199,488) | $152,092 | $1,923,320 |

  201. Pay Versus Performance Disclosures

    | (a) The amounts deducted or added in calculating the total average equity award adjustments are as follows: |

  202. Pay Versus Performance Disclosures

    | Year | Average Year End Fair Value of Equity Awards | Year over Year Average Change in Fair Value of Outstanding and Unvested Equity Awards | Average Fair Value as of Vesting Date of Equity Awards Granted and Vested in the Year | Year over Year Average Change in Fair Value of Equity Awards Granted in Prior Years that Vested in the Year | Average Fair Value at the End of the Prior Year of Equity Awards that Failed to Meet Vesting Conditions in the Year | Average Value of Dividends or other Earnings Paid on Stock or Option Awards not Otherwise Reflected in Fair Value or Total Compensation | Total Average Equity Award Adjustments | | 2025 | $326,573 | $(412,447) | $— | $(11,607) | $— | $— | $(97,481) | | 2024 | $1,330,388 | $32,644 | $— | $(8,765) | $— | $— | $1,354,267 | | 2023 | $507,913 | $(149,464) | $— | $(4,553) | $— | $— | $353,896 | | 2022 | $213,141 | $(422,473) | $— | $(39,508) | $— | $— | $(248,840) | | 2021 | $464,427 | $419,330 | $— | $60,115 | $— | $— | $943,872 |

  203. Pay Versus Performance Disclosures

    | (b) The amounts deducted or added in calculating the total pension benefit adjustments are as follows: |

  204. Pay Versus Performance Disclosures

    | Year | Average Service Cost | Average Prior Service Cost | Total Average Pension Benefit Adjustments | | 2025 | $31,842 | $0 | $31,842 | | 2024 | $115,682 | $1,273 | $116,955 | | 2023 | $105,041 | $1,273 | $106,314 | | 2022 | $126,601 | $2,999 | $129,600 | | 2021 | $149,093 | $2,999 | $152,092 |

  205. Pay Versus Performance Disclosures

    | [5] | Cumulative TSR is calculated by dividing the sum of the cumulative amount of dividends for the measurement period, assuming dividend reinvestment, and the difference between the Company’s share price at the end and the beginning of the measurement period by the Company’s share price at the beginning of the measurement period. |

  206. Pay Versus Performance Disclosures

    | [6] | Represents the weighted peer group TSR, weighted according to the respective companies’ stock market capitalization at the beginning of each period for which a return is indicated. The peer group used for this purpose is the following published industry index: KBW Nasdaq Regional Banking Index. |

  207. Pay Versus Performance Disclosures

    | [7] | The dollar amounts reported represent the amount of net income reflected in the Company’s audited financial statements for the applicable year. |

  208. Pay Versus Performance Disclosures

    | [8] | “Adjusted pre-provision net revenue less net charge-offs” is based on the Company’s “adjusted pre-provision net revenue” (net interest income plus noninterest income minus noninterest expense, then adjusted for certain items (on a pre-tax basis), including (among others) merger related costs, branch rightsizing costs, early retirement program costs, gain/loss on sale of securities, gain on insurance settlement, and FDIC special assessment) minus “net charge-offs”. |

  209. Pay Versus Performance Disclosures

    | 2026 Proxy Statement | 55 | Simmons First National Corporation |

  210. Pay Versus Performance Disclosures

    Financial Performance Measures As described in greater detail in the “ Compensation Discussion and Analysis ” section above, the Company’s executive compensation program reflects a variable pay-for-performance philosophy. The metrics that the Company uses for both our long-term and short-term incentive awards are selected based on an objective of incentivizing our executives to increase the value of our enterprise for our shareholders. The most important financial performance measures used by the Company to link executive compensation actually paid to the Company’s named executive officers, for the most recently completed fiscal year, to the Company’s performance are as follows:

  211. Pay Versus Performance Disclosures

    | • | Adjusted Pre-Provision Net Revenue Less Net Charge-Offs |

  212. Pay Versus Performance Disclosures

    | • | Adjusted Efficiency Ratio |

  213. Pay Versus Performance Disclosures

    | • | Tangible Book Value Per Share Growth Ranking |

  214. Pay Versus Performance Disclosures

    | • | Total Shareholder Return Ranking |

  215. Pay Versus Performance Disclosures

    Analysis of the Information Presented in the Pay versus Performance Table As described in more detail in the “ Compensation Discussion and Analysis ” section above, the Company’s executive compensation program reflects a variable pay-for-performance philosophy. While the Company utilizes several performance measures to align executive compensation with Company performance, all of those Company measures are not presented in the Pay Versus Performance table. Moreover, the Company generally seeks to incentivize long-term performance, and therefore does not specifically align the Company’s performance measures with compensation that is actually paid (as computed in accordance with Item 402(v) of Regulation S-K) for a particular year. In accordance with Item 402(v) of Regulation S-K, the Company is providing the following graphic descriptions of the relationships between certain information presented in the Pay Versus Performance table. Compensation Actually Paid, Cumulative Total Shareholder Return of the Company, and Cumulative Total Shareholder Return of the Company’s Peer Group

  216. Pay Versus Performance Disclosures

    | 2026 Proxy Statement | 56 | Simmons First National Corporation |

  217. Pay Versus Performance Disclosures

    Compensation Actually Paid and Net Income Compensation Actually Paid and Adjusted Pre-Provision Net Revenue Less Net Charge-Offs

  218. Pay Versus Performance Disclosures

    | 2026 Proxy Statement | 57 | Simmons First National Corporation |

  219. Pay Versus Performance Disclosures

    Cumulative Total Shareholder Return of the Company and Cumulative Total Shareholder Return of the Company’s Peer Group

  220. Pay Versus Performance Disclosures

    | 2026 Proxy Statement | 58 | Simmons First National Corporation |

  221. Director Compensation

    Director Compensation The following discussion and tables provide information with respect to the compensation of directors of the Company during 2025, the most recently completed fiscal year. The Company maintains an equity compensation program for its non-employee directors. In accordance with SEC regulations, outright grants of stock are valued in accordance with the terms of the plan and consistent with Topic 718, at the closing price of the stock on the date of grant. All non-employee directors receive an annual equity retainer (of approximately $75,000, for 2025) for service on the Board, payable in restricted stock units that vest in four substantially equal installments. For an installment to vest, the director must be serving on the Board at the scheduled time of vesting. For 2025, the first installment vested as of the grant date, and the second, third, and fourth installments vested on July 1, 2025; October 1, 2025; and January 2, 2026, respectively. The RSUs were issued on May 12, 2025 (following the directors’ re-election to the Board) under the 2023 Plan and valued at the closing price of the Common Stock on that date, $20.19. If a director joins the Board in between annual meetings of shareholders, the annual retainer is prorated and paid in cash. Non-employee directors also receive a cash retainer (of $70,000, for 2025) for their service on the Board and the board of Simmons Bank (unless the director elects to receive such retainer in RSUs). Non-employee directors serving as the chair or vice-chair of a committee also receive an annual cash retainer for that service (unless the director elects to receive such retainer in RSUs). Committee chairs and vice-chairs receive this enhanced retainer due to their increased responsibilities. The amounts for the chair and vice-chair retainers for 2025 are set forth in the table below. In addition, for 2026, the non-employee Chairman of the Board will receive an additional retainer (of $125,000) due to the increased responsibilities associated with that role. For any director appointed to or who retires or is removed from the Board, the Chairman role, or a committee chair or vice-chair role during the year, the cash retainers are prorated based upon the period of service.

  222. Director Compensation

    | Committee | Chair Retainer | Vice- Chair Retainer | | Audit | $20,000 | $5,000 | | Compensation | $15,000 | N/A | | Executive | $25,000 | N/A | | Nominating & Corporate Governance | $15,000 | N/A | | Risk | $15,000 | N/A |

  223. Director Compensation

    The Company maintains a voluntary deferred compensation plan in which non-employee directors may defer receipt of any part or all of their respective directors’ fees, including retainer fees, meeting fees and committee fees. The director must elect to participate in the plan prior to the calendar year for which the deferral will be applicable. Upon election, a director must elect the form of payment (lump sum or annual installments over two to five years) and the date of payment (attainment of a specified age or cessation of serving as a director of the Company). The sums deferred under the plan are credited to an account for the director along with earnings on the deferred sum at an interest rate equal to the yield on the ten-year U.S. Treasury bond, computed quarterly. The plan was frozen with respect to new deferrals for director fees, as well as closed to new participants, in December 2022. The table below summarizes the compensation the Company paid the directors during 2025.

  224. 2025 Director Compensation

    2025 Director Compensation

  225. 2025 Director Compensation

    | Name | Fees Earned or Paid in Cash ($) | Stock Awards ($)[a] | All Other Compensation ($)[b] | Total ($)[c] | | Marty D. Casteel | $50,000 | $125,025 | $0 | $175,025 | | William E. Clark, II | $70,000 | $75,006 | $105 | $145,111 | | Steven A. Cossé | $110,000 | $75,006 | $0 | $185,006 | | Mark C. Doramus | $0 | $160,013 | $53 | $160,066 | | Edward Drilling | $85,000 | $75,006 | $53 | $160,059 | | Eugene Hunt | $70,000 | $75,006 | $0 | $145,006 | | Jerry Hunter | $70,000 | $75,006 | $0 | $145,006 | | Susan Lanigan | $35,000 | $125,025 | $105 | $160,130 |

  226. 2025 Director Compensation

    | 2026 Proxy Statement | 59 | Simmons First National Corporation |

  227. Director Compensation

    Director Compensation

  228. Director Compensation

    | Name | Fees Earned or Paid in Cash ($) | Stock Awards ($)[a] | All Other Compensation ($)[b] | Total ($)[c] | | George A. Makris, Jr.[d] | $ — | $ — | $ — | $ — | | Tom Purvis | $85,000 | $75,006 | $53 | $160,059 | | Robert L. Shoptaw | $90,000 | $75,006 | $0 | $165,006 | | Julie Stackhouse | $85,000 | $75,006 | $53 | $160,059 | | Russell Teubner | $70,000 | $75,006 | $53 | $145,059 | | Mindy West | $75,000 | $75,006 | $105 | $150,111 |

  229. Director Compensation

    | [a] | The annual Board equity retainer is computed over the twelve-month period (May 1 — April 30) and was awarded on May 12, 2025, consisting of 3,715 restricted stock units valued at the closing market price of the Common Stock on that date, $20.19. The annual retainer vests in substantially equal quarterly installments, with the first installment vesting as of the grant date, and the second, third, and fourth installments vesting on July 1, 2025; October 1, 2025; and January 2, 2026, respectively. The cash retainer payments are payable quarterly computed on a calendar year basis, with the first installment payable in February and subsequent quarterly installments were generally payable on the first business day of each subsequent quarter (April 1, 2025; July 1, 2025; and October 1, 2025). At the election of each director, some or all of the cash retainers may be paid in RSUs with such units valued in February (at the conclusion of the election process). Such RSUs vest in substantially equal quarterly installments, with the first installment vesting as of the grant date, and the second, third, and fourth installments vesting on the cash retainer payment dates. The grant date fair values calculated in accordance with Topic 718 are reported in this column. Please refer to Note 14 to the Company’s financial statements, which are included in the annual report on Form 10-K for the year ended December 31, 2025, filed with the SEC on February 25, 2026, for a discussion of the assumptions related to the calculation of such value. As of December 31, 2025, each non-employee director had 928 unvested RSUs outstanding. |

  230. Director Compensation

    | [b] | Unless otherwise indicated, the amounts reported represent costs paid with respect to term life insurance policies for the benefit of certain directors. |

  231. Director Compensation

    | [c] | Included in the Total are fees for service on the board and as chair or vice-chair of one or more board committees of Simmons Bank (for the purposes of the following table, “SB”) for the directors in the amounts listed below: |

  232. Director Compensation

    | Director | SB Board | SB Committee Chair or Vice-Chair | SB Total | | Casteel | $35,000 | $30,000 | $65,000 | | Clark | $35,000 | $0 | $35,000 | | Cossé | $35,000 | $0 | $35,000 | | Doramus | $35,000 | $0 | $35,000 | | Drilling | $35,000 | $15,000 | $50,000 | | Hunt | $35,000 | $0 | $35,000 | | Hunter | $35,000 | $0 | $35,000 | | Lanigan | $35,000 | $0 | $35,000 | | Purvis | $35,000 | $15,000 | $50,000 | | Shoptaw | $35,000 | $0 | $35,000 | | Stackhouse | $35,000 | $15,000 | $50,000 | | Teubner | $35,000 | $0 | $35,000 | | West | $35,000 | $0 | $35,000 |

  233. Director Compensation

    | [d] | Compensation paid to Mr. Makris, Jr. is not included in this table, as his compensation as Chief Executive Officer of the Company during 2025 is disclosed in the preceding discussion concerning Executive Compensation. |

  234. Director Compensation

    | 2026 Proxy Statement | 60 | Simmons First National Corporation |

  235. Plan Highlights

    | • | Annual Aggregate Limit on Non-Employee Director Compensation: The Amended and Restated 2023 Plan adds a new $750,000 limit on combined cash and equity compensation for the Company’s non-employee directors, subject to exceptions in extraordinary circumstances. |

  236. Annual Aggregate Limit on Non-Employee Director Compensation

    Annual Aggregate Limit on Non-Employee Director Compensation The Amended and Restated 2023 Plan adds a new $750,000 limit on combined cash and equity compensation for the Company’s non-employee directors, subject to exceptions in extraordinary circumstances. A participant who is a non-employee director generally will not receive compensation for any calendar year for his or her services as a non-employee director in excess of $750,000 in the aggregate, including cash payments and awards granted under the Amended and Restated 2023 Plan. The independent members of the Board may make exceptions to this limit in extraordinary circumstances for individual directors, but the director receiving such additional compensation is not permitted to participate in the decision to award such compensation.