DEF 14A of Dominos Pizza Inc, Mar 10, 2026

DEF 14A of Dominos Pizza Inc

Filed Mar 10, 2026 · FY20250001286681-26-000012

Open on EDGAR

  1. Director Nominees

    Director Nominees This table provides summary information about each director nominee. Each director stands for annual election to a one-year term. Our director elections are subject to our Majority Voting Policy.

  2. Director Nominees

    | Nominee | Age | Director Since | Current Principal Occupation | Current Committee Memberships*† | | | Current Public Company Boards Other Than Domino’s | | | | | | A | CHC | NCG | | | David A. Brandon | 73 | 1999 | Executive Chairman of Domino’s Pizza, Inc. | | | | DTE Energy Co. | | Andrew B. Balson | 59 | 1999 | Managing Partner of Cove Hill Partners | | ● | ● | | | Corie S. Barry | 50 | 2018 | CEO of Best Buy Co., Inc. | | Chair | | Best Buy Co., Inc. | | Diane L. Cafritz | 55 | 2025 | EVP, Chief Innovation & People Officer of CarMax, Inc. | | | ● | | | Richard L. Federico | 71 | 2011 | Former CEO and Chairman of P.F. Chang’s China Bistro Inc. | Chair | | | Black Rock Coffee Bar, Inc. | | Stephen H. Kramer | 55 | 2025 | CEO of Bright Horizons Family Solutions Inc. | ● | ● | | Bright Horizons Family Solutions Inc. | | Patricia E. Lopez | 64 | 2018 | Former CEO of High Ridge Brands Co. | ● | | Chair | Aramark | | Russell J. Weiner | 57 | 2022 | CEO of Domino’s Pizza, Inc. | | | | The Clorox Company |

  3. Director Nominees

    *A = Audit Committee / CHC = Compensation and Human Capital Committee / NCG = Nominating and Corporate Governance Committee †Our Committee memberships will change effective in April 2026 as described in “Corporate Governance and Director Information” in accordance with the normal rotation of committee members prescribed by our Corporate Governance Principles.

  4. Director Nominees

    | PROXY SUMMARY | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 1 |

  5. Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders

    Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders Set forth below are the name, age, principal occupation and/or business experience and qualifications of each nominee for election as a director. All of the nominees are current members of the Board. The Nominating and Corporate Governance Committee believes that each of the nominees possesses the necessary professional experience and qualifications to contribute to the success of the Company. Information with respect to the business experience and other publicly-traded company boards on which the nominees serve, or served in the past five years, as a director is set forth below. The number of shares of Domino’s Pizza, Inc. common stock beneficially owned by each director nominee appears later in this Proxy Statement.

  6. Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders

    | Our Board of Directors Unanimously Recommends a Vote FOR Each of the Nominees Listed Below | ü |

  7. Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders

    | David A. Brandon Executive Chairman Director since: 1999 Age: 73 Current Committees: None | David A. Brandon has served as Chairman of Domino’s Board of Directors since March 1999 and as Executive Chairman since April 2022. Mr. Brandon also served as Domino’s Chief Executive Officer from March 1999 to March 2010 and as Special Advisor from March 2010 to January 2011. In addition to his position at Domino’s, Mr. Brandon currently serves as Executive Advisor to KKR & Co., Inc., one of the world’s largest private equity firms. He previously served as Chief Executive Officer of Toys “R” Us, Inc., formerly the world’s largest specialty retailer of toy and baby products, from July 2015 to December 2018. He was the Director of Athletics at the University of Michigan from March 2010 to October 2014. Prior to joining Domino’s, Mr. Brandon was President and CEO of Valassis, Inc., a company in the sales promotion and coupon industries, from 1989 to 1998 and Chairman of the Board of Directors of Valassis, Inc. from 1997 to 1998. In addition to serving on the Board of Directors of Domino’s, Mr. Brandon also serves on the Board of Directors of DTE Energy Co., as well as several private companies and non-profit organizations. He previously served on the Boards of Directors of MillerKnoll, Inc., Toys “R” Us, Inc., Burger King Corporation, Kaydon Corporation, Northwest Airlines and The TJX Companies, Inc. Qualifications: Mr. Brandon served as the Company’s Chief Executive Officer for eleven years and has served as Chairman of the Board since 1999 and as Executive Chairman since 2022. He thereby possesses a deep understanding of the Company’s operations, market development objectives, strategic planning and other internal business aspects of the Company. Mr. Brandon brings to the Board extensive executive experience in marketing and sales. His service on the Boards of Directors of several other companies, including retailers, also makes him qualified for service as a director of the Company. | | | Andrew B. Balson is currently the Managing Partner of Cove Hill Partners, L.P., a firm formed to make private equity investments. Previously, Mr. Balson was the Chief Executive Officer of Match Beyond, an innovative college completion program that helps low-income young adults attain college degrees and prepare for the workforce, a position he held from January 2015 to June 2016. Prior to becoming the Chief Executive Officer of Match Beyond, Mr. Balson was a Managing Director at Bain Capital, LLC, a global investment company, from 2001 to 2013. Mr. Balson became a Principal of Bain Capital in January 1998. Mr. Balson has served on Domino’s Board of Directors since March 1999 and is a member of the Compensation and Human Capital Committee and a member of the Nominating and Corporate Governance Committee of the Board of Directors. Mr. Balson previously served on the Boards of Directors of Bloomin’ Brands, Inc., FleetCor Technologies, Inc., Dunkin’ Brands, Inc., Skylark Co., Ltd., BELLSYSTEM24, Inc., Burger King Corporation and Bright Horizons Family Solutions, Inc. Mr. Balson currently serves on the Boards of a number of private companies. Qualifications: Mr. Balson brings to the Board strategic acquisition experience, a high level of financial literacy and overall business acumen through his executive experience at Bain Capital, LLC and Cove Hill Partners, L.P. His public and private company directorship experience and his familiarity with the Company and other restaurant companies, as well as his extended tenure on our Board, make him qualified for service as a director of the Company. | | Andrew B. Balson Independent Director Director since: 1999 Age: 59 Current Committees: Compensation and Human Capital Nominating and Corporate Governance | |

  8. Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders

    | 12 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | PROPOSAL ONE: ELECTION OF DIRECTORS |

  9. Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders

    | Corie S. Barry Independent Director Director since: 2018 Age: 50 Current Committees: Compensation and Human Capital (Chair) | Corie S. Barry currently serves as Chief Executive Officer and as a member of the Board of Directors of Best Buy Co., Inc., a specialty retailer of consumer electronics, personal computers, entertainment software and appliances, roles held since June 2019. Prior to becoming CEO, Ms. Barry served as Best Buy’s Senior Executive Vice President and Chief Financial and Strategic Transformation Officer from June 2016 to June 2019, Chief Strategic Growth Officer from October 2015 to June 2016, Interim President of Geek Squad Services from March 2015 to May 2016, Senior Vice President of Domestic Finance from May 2013 to October 2015 and in a variety of financial and operational roles, both in the field and at the corporate campus, since joining Best Buy in 1999. Prior to Best Buy, Ms. Barry worked at Deloitte Touche Tohmatsu Limited from 1997 to 1999. Ms. Barry has served on Domino’s Board of Directors since July 2018 and is the Chairperson of the Compensation and Human Capital Committee of the Board of Directors. Qualifications: Ms. Barry brings to the Board experience leading a public company, vast financial expertise, retail operations and strategic growth know-how and overall business acumen, making her qualified for service as a director of the Company. | | Diane L. Cafritz Independent Director Director since: 2025 Age: 55 Current Committees: Nominating and Corporate Governance | Diane L. Cafritz currently serves as Executive Vice President, Chief Innovation and People Officer at CarMax, Inc., the nation’s largest retailer of used automobiles, a role held since July 2024. Ms. Cafritz joined the CarMax legal department in 2003 and during her time with the company has served in various roles of increasing responsibility across a number of diverse functions. During her tenure in the CarMax legal department, Ms. Cafritz managed commercial and consumer litigation, was responsible for operational regulatory guidance and led CarMax’s government affairs program. In 2017, Ms. Cafritz was named Senior Vice President and Chief Human Resources Officer for CarMax and its workforce of approximately 30,000 employees, and in 2021, she was named Senior Vice President, General Counsel, Chief Compliance Officer and Chief Human Resources Officer. In 2022, Ms. Cafritz was promoted to Executive Vice President, General Counsel, Chief Compliance Officer and Chief Human Resources Officer. Prior to joining CarMax, Ms. Cafritz was a Partner at McDermott, Will & Emery LLP. Ms. Cafritz has served on Domino’s Board of Directors since April 2025 and is a member of the Nominating and Corporate Governance Committee of the Board of Directors. Ms. Cafritz will become the Chairperson of the Nominating and Corporate Committee and become a member of the Audit Committee in April 2026 in accordance with the normal rotation of committee members prescribed by our Corporate Governance Principles. Qualifications: Ms. Cafritz brings to the Board strategic business experience, including important experience in human capital management and talent development, as well as experience in innovation, operations and regulatory affairs, making her qualified for service as a director of the Company. | | Richard L. Federico Lead Independent Director Director since: 2011 Age: 71 Current Committees: Audit (Chair) | Richard L. Federico served as Non-Executive Chairman of P.F. Chang’s China Bistro, Inc. based in Scottsdale, AZ, from February 2016 until its acquisition in March 2019. Mr. Federico previously served as Executive Chairman of P.F. Chang’s from March 2015 to February 2016 and as Chairman of the Board, Chief Executive Officer or Co-Chief Executive Officer from September 1997 to March 2015. Mr. Federico joined P.F. Chang’s as President in 1996, when he also began his service on its Board of Directors. Mr. Federico started his career in the restaurant industry as a Manager at Steak & Ale, and later at Orville Beans and Bennigan’s restaurants. He went on to develop Grady’s Goodtimes, serving as Co-Founder/Partner and Vice President of Operations until Brinker International, Inc. acquired Grady’s in 1989. Upon joining Brinker International, Mr. Federico served as Senior Vice President and concept head for Macaroni Grill before being promoted to President of the Italian Concept division. As President, he directed operations and development for Macaroni Grill and Spageddies. Mr. Federico has served on Domino’s Board of Directors since February 2011. He serves as Lead Independent Director of the Board of Directors and is the Chairperson of the Audit Committee of the Board of Directors. In addition to serving on Domino’s Board of Directors, Mr. Federico currently serves on the Boards of Directors of Black Rock Coffee, as well as privately-held restaurant concepts The Melt and Boqueria. Mr. Federico previously served as Chairman of the Board of Directors of Jamba, Inc. and on the Boards of Directors of RPT Realty and Tastemaker Acquisition Corp. He is a Founding Director of Chances for Children. Qualifications: Mr. Federico brings to the Board experience in leading a successful publicly-traded restaurant concept, overall business and financial acumen and public company directorship experience, making him qualified for service as a director of the Company. |

  10. Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders

    | PROPOSAL ONE: ELECTION OF DIRECTORS | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 13 |

  11. Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders

    | Stephen H. Kramer Independent Director Director since: 2025 Age: 55 Current Committees: Audit Compensation and Human Capital | Stephen H. Kramer currently serves as President, Chief Executive Officer and a member of the Board of Directors of Bright Horizons Family Solutions Inc. He has served as CEO and board member of Bright Horizons since January 2018 and as President since January 2016. Mr. Kramer joined Bright Horizons in September 2006 through the acquisition of College Coach, a company he co-founded. Earlier in his career, Mr. Kramer worked at Fidelity Ventures and Arthur D. Little. Mr. Kramer has served on Domino’s Board of Directors since June 2025 and is a member of the Audit Committee and the Compensation and Human Capital Committee of the Board of Directors. Mr. Kramer’s service on the Audit Committee will end in April 2026 in accordance with the normal rotation of committee members prescribed by our Corporate Governance Principles. Qualifications: Mr. Kramer brings to the Board experience in leading a public company, including significant experience in managing operations and strategic development as well as financial acumen and experience in human capital management, talent development and global operations, making him qualified for service as a director of the Company. | | Patricia E. Lopez Independent Director Director since: 2018 Age: 64 Current Committees: Audit Nominating and Corporate Governance (Chair) | Patricia E. Lopez most recently served as Chief Executive Officer and as a member of the Board of Directors of High Ridge Brands Co. from July 2017 to March 2020. Ms. Lopez served as a Senior Vice President at Estée Lauder Companies Inc. from January 2015 to July 2016, a Senior Vice President at Avon Products, Inc. from December 2012 to November 2014 and previously held various positions at The Procter & Gamble Co. for 25 years, most recently serving as a Vice President and General Manager overseeing its Eastern Europe business. Ms. Lopez has served on Domino’s Board of Directors since July 2018 and is the Chairperson of the Nominating and Corporate Governance Committee and a member of the Audit Committee of the Board of Directors. Ms. Lopez’s service as the Chairperson of the Nominating and Corporate Governance Committee will end in April 2026 in accordance with the normal rotation of committee members prescribed by our Corporate Governance Principles. Ms. Lopez will remain a member of the Nominating and Corporate Governance Committee following this rotation in April 2026. In addition to serving on Domino’s Board of Directors, Ms. Lopez also serves on the Board of Directors of Aramark. She previously served on the Board of Directors of Acreage Holdings and Express, Inc. Qualifications: Ms. Lopez brings to the Board tremendous global business leadership, brand marketing and operations experience, as well as directorship experience and overall business acumen, making her qualified for service as a director of the Company. | | Russell J. Weiner Chief Executive Officer Director since: 2022 Age: 57 Current Committees: None | Russell J. Weiner has served as Domino’s Chief Executive Officer since May 2022. Prior to becoming CEO, Mr. Weiner served as Chief Operating Officer and President – Domino's U.S. from July 2020 to April 2022, Chief Operating Officer and President of the Americas from July 2018 to July 2020, President, Domino’s USA from October 2014 to July 2018, and joined Domino’s as Executive Vice President and Chief Marketing Officer in September 2008. Prior to joining Domino’s, Mr. Weiner held various marketing positions at PepsiCo, Inc. from 1998 to 2008, most recently serving as Vice President of Marketing, Colas for Pepsi-Cola North America. Mr. Weiner has served on Domino’s Board of Directors since April 2022, when he was elected in conjunction with his appointment as Chief Executive Officer effective May 2022. Mr. Weiner also serves on the Board of Directors of The Clorox Company. Qualifications: Mr. Weiner’s many years of executive leadership experience with the Company, including as its Chief Executive Officer, and in the restaurant and food and beverage industries generally, provides him with a deep knowledge of brand building, marketing, operations and consumer insights. In addition, his experience in digital innovation enables him to help the Company maintain its leadership position in digital technology within the restaurant industry, making him qualified for service as a director of the Company. |

  12. Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders

    | 14 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | PROPOSAL ONE: ELECTION OF DIRECTORS |

  13. Nominees for Election to One-Year Terms Expiring at the 2027 Annual Meeting of Shareholders

    | Corporate Governance and Director Information | |

  14. Compensation Program Overview

    Compensation Program Overview The Compensation Committee is responsible for determining the compensation of our executive officers and administering the cash incentive and equity-based plans in which our executive officers, directors and other eligible employees participate. The goal of the Company’s executive compensation program is to attract, motivate and retain talented and high-performing individuals to help us attain our business goals and objectives. We are committed to achieving long-term, sustainable growth and increasing shareholder value. Our executive compensation program is designed to align with and enhance these goals and commitments, as well as to enhance retention and to encourage and reward strong financial performance on both an annual and long-term basis. We use a combination of short-term and long-term incentives to establish a strong connection between Domino’s operating performance and actual compensation delivered. The Compensation Committee uses total direct compensation as the primary measure of compensation for our named executive officers. The principal elements of total direct compensation for our CEO and our other named executive officers are: (i) annual base salary, (ii) annual performance cash incentives under the AIP and (iii) long-term incentive compensation consisting of PSUs, RSUs and stock options granted under the EIP.

  15. 2025 Principal Elements of Total Direct Compensation

    | Base Salary | + | Annual Performance Incentive (cash award under the AIP) | + | Long-term Incentive Compensation (performance-based restricted stock units, time-vesting restricted stock units and stock options under the EIP) | = | TOTAL DIRECT COMPENSATION |

  16. Compensation Philosophy and Process

    * Represents each named executive officer’s target total direct compensation pay mix. Amounts are based on the grant date fair value of target long-term incentive compensation and assume target performance for short-term cash incentives and PSUs. Totals may not sum to 100% due to rounding.

  17. Compensation Philosophy and Process

    * Represents each named executive officer’s target total direct compensation pay mix. Amounts are based on the grant date fair value of target long-term incentive compensation and assume target performance for short-term cash incentives and PSUs. Totals may not sum to 100% due to rounding. † The RSUs granted to our CSCO in fiscal 2025 include 760 RSUs granted as part of her annual award and 1,710 RSUs granted as part of a retention award intended to secure her continued employment through her anticipated retirement date. For fiscal 2025, the AIP amounts reported in the Summary Compensation Table as earned by our named executive officers are equal to the amounts awarded at target, as shown above, due to the Company’s achievement of Incentive Adjusted EBITDA at target levels, as further described below under “—Components of Total Direct Compensation—Annual Performance Incentives.” Consideration of Say-On-Pay Vote and Shareholder Feedback. In evaluating the Company’s executive compensation program, the Compensation Committee also considered the results of the advisory vote on the say-on-pay proposal presented at the Company’s 2025 annual meeting of shareholders. At the 2025 annual meeting, nearly 95% of shares voted were in support of the compensation provided to our named executive officers. While shareholder support of our executive compensation program, as reflected in the results of the annual advisory say-on-pay shareholder vote, has been very strong in recent years, the Compensation Committee continually assesses the structure of our long-term incentive compensation program with guidance from Meridian. The Committee believes that the current program comprised of PSUs, RSUs and stock options creates strong alignment between executive compensation and the interests of shareholders and believes that the use of PSUs, RSUs and stock options that vest over a multi-year period focuses executives on the Company’s long-term interests without leading to imprudent risk-taking and also reflects market “best practices.”

  18. Compensation Philosophy and Process

    In addition to considering the results of the 2025 say-on-pay vote as described above, the Company regularly engages in discussions with certain major shareholders to solicit their feedback regarding our executive compensation program, including as part of our regular shareholder outreach efforts described further in “Corporate Governance and Director Information—Shareholder Engagement.” The Company has made changes to our executive compensation program in prior years based upon feedback from this shareholder outreach and plans to continue these shareholder engagement efforts in future years. Discussions with these shareholders in 2025 did not indicate any significant concerns with our current executive compensation program. Role of the Compensation Consultant. The Compensation Committee has the authority under its charter to engage the services of outside consultants, advisors and others to assist the Compensation Committee and also to discontinue such services in its sole discretion. In accordance with this authority, the Compensation Committee engaged Meridian as an independent compensation consultant beginning in fiscal 2019 to advise on matters related to executive and director compensation. In addition to attending the regular Compensation Committee meetings held in 2025, in December 2024 Meridian provided its analysis of competitive executive pay practices (the “Meridian Analysis”) that the Compensation Committee used in evaluating and determining our named executive officers’ target total direct compensation, and the components and relative weightings thereof, for fiscal 2025. Meridian was available to advise the Compensation Committee with respect to various executive and director-related compensation matters throughout the year. The Compensation Committee assessed the independence of Meridian pursuant to Item 407(e)(3)(iv) of Regulation S-K and concluded that no conflict of interest existed with Meridian during its engagement that would prevent Meridian from independently advising the Compensation Committee. The Compensation Committee has continued to retain and use Meridian in fiscal 2026. Benchmarking and Peer Group. The Compensation Committee evaluates executive compensation by measuring the target total direct compensation of our named executive officers against benchmarks consisting of the Company’s peer group described below and of other comparable companies. It conducts an annual review of executive compensation by analyzing peer group pay data and applicable benchmark data, including the Meridian Analysis (as previously described), which include relevant retail/wholesale and general industry compensation market data. The Compensation Committee generally uses a composite of this peer group and market survey and other data to determine market compensation levels, which it then considers when establishing target levels of total direct compensation for the named executive officers and the components and relative weightings of such compensation. The Compensation Committee's annual benchmarking in December 2024 reflected an increased revenue range for comparable companies to acknowledge the difference between the Company's reported revenue and system-wide revenue given its franchise model and is intended to reflect the Company's complexity as compared to non-franchise businesses. When making compensation decisions, the Compensation Committee is informed by the experiences of its members and also takes into account individual compensation recommendations from our CEO, with respect to the other named executive officers, and the Executive Chairman of the Board and the Chairperson of the Compensation Committee, with respect to our CEO, along with, among other things, the executive’s individual performance, scope of job responsibilities, leadership and years of experience, all as further described below. The Compensation Committee generally sets target total direct compensation for our executives to be competitive with the Company’s peer group and other market data, taking into account the Company’s scale and level of performance. For 2025, the Compensation Committee considered the industry survey data in the Meridian Analysis, along with Company- and individual-specific factors including Mr. Weiner’s continued progression in the CEO role, when increasing his compensation and setting his annual base salary and total target direct compensation at a level

  19. Compensation Philosophy and Process

    competitive within the market, but below the relevant market median, as described in further detail under “Compensation for Chief Executive Officer” below. The Compensation Committee generally targets the annual base salary and total direct compensation for the other named executive officers, on average, to be within a competitive range around the market median for the upcoming year, again taking into account both the Company- and individual-specific factors described above. The Compensation Committee reviews the composition of its peer group annually in July for use in executive compensation decisions for the following year with input from Meridian. In July 2024, the Compensation Committee approved a revised peer group, for use beginning with 2025 compensation decisions, to better align with the size, strategic profile, scope, and business similarities with the Company. The updated peer group below was used for benchmarking with regard to compensation for 2025.

  20. Compensation Philosophy and Process

    | Peer Group | | | Bath & Body Works, Inc. | Papa John’s International, Inc. | | Bloomin’ Brands, Inc. | Restaurant Brands International Inc. | | Chipotle Mexican Grill, Inc. | Texas Roadhouse, Inc. | | Darden Restaurants, Inc. | The Wendy’s Company | | Hilton Worldwide Holdings Inc. | Ulta Beauty, Inc. | | Hyatt Hotels Corporation | Wingstop Inc. | | InterContinental Hotels Group PLC | Wyndham Hotels & Resorts, Inc. | | lululemon athletica inc. | Yum China Holdings, Inc. | | Marriott International, Inc. | Yum! Brands, Inc. |

  21. Compensation Philosophy and Process

    stock option exercises, equity award vesting events and annual equity award grants under the EIP, and also include the Accounting Standards Codification 718, Compensation – Stock Compensation (“ASC 718”) fair market values for the equity award grants made in the year, potential severance payments, and equity award holdings, with the total in-the-money value of such equity awards at the end of the preceding fiscal year. The Compensation Committee uses the tally sheets to get a full picture of the compensation accumulated by each named executive officer to date, including accumulated equity value and potential severance. Equity Award Processes. Annual equity awards are granted to our named executive officers in March of each year to align with the timing of the annual total direct compensation decisions made by the Compensation Committee. On occasion, in connection with new hires, promotions or certain corporate events, equity awards have been granted at other times throughout the year, including on a quarterly basis. The Compensation Committee does not take material non-public information into account when determining the timing and terms of equity awards and the Company has not and does not time the release of material non-public information for the purpose of affecting the value of executive compensation. The exercise price of stock options is set at the closing price of the Company’s common stock on the listing exchange on the date of the grant.

  22. Components of Total Direct Compensation

    | Executive | 2025 Annual Performance Incentive Target (% of annual base salary) | | Russell J. Weiner | 200% | | Sandeep Reddy | 100% | | Joseph H. Jordan | 150% | | Cynthia A. Headen | 100% | | Kelly E. Garcia | 100% |

  23. Components of Total Direct Compensation

    MORE strategic plan, better align with peer practice and more appropriately capture the full financial impact of certain strategic initiatives. More information on this metric will be provided in next year’s proxy statement. For fiscal 2025, as noted above, a named executive officer was not entitled to an annual performance incentive payout under the AIP unless Company performance exceeded 90% of the performance target (the “performance threshold”). If performance exceeded the performance threshold, the executive officer would receive 1% of their annual performance incentive target for every incremental 0.1% in excess of the performance threshold achieved by the Company, up to the maximum annual payment amount described above. For illustrative purposes, assume a named executive officer had an annual base salary of $500,000 and was eligible for an annual performance incentive target of 100% of their annual base salary. Further assume that the Company had an annual performance target of $10,000,000. The Compensation Committee determined the following: • If the annual performance result was $10,100,000, or 101.0% achievement of the annual performance target, the Company would pay the named executive officer 110% of their annual performance incentive target, or $550,000. In other words, for 1% outperformance versus target, an additional 10% of target would be awarded. • Conversely, assume the annual performance result was $9,500,000, or 95% achievement of the annual performance target. In this situation, the Company would pay the named executive officer 50% (1% for every 0.1% over the performance threshold) of their annual performance incentive target, or $250,000. • Finally, assume the annual performance result was $9,000,000, or 90% achievement of the annual performance target. Given the performance threshold, the Company would pay the named executive officer 0% of their annual performance incentive target, or $0. For the named executive officers, the annual performance target for fiscal 2025 was $1.089 billion in Incentive Adjusted EBITDA. This annual performance target was set to be aggressive, yet achievable, in order to sufficiently motivate executive performance. The Compensation Committee has consistently raised the annual performance target from the previous year’s actual results, including in the last five fiscal years as shown below, and, as such, the Compensation Committee believes that the annual performance targets serve to motivate our named executive officers to attain these goals. The increases in performance targets from fiscal year to fiscal year require strong performance from the Company in a highly competitive and dynamic market to achieve the annual performance target.

  24. Components of Total Direct Compensation

    | Fiscal Year | Annual Performance Target Percentage Change From Prior Year Actual Results(1) | Annual Performance Target Percentage Change From Prior Year Performance Target | Annual Performance Incentive Payout | | 2021 | 5.2%(2) | 10.3% | 138.5% | | 2022 | 6.6% | 9.5% | 49.8% | | 2023(3) | 5.5% | (3.9)% | 106.3% | | 2024 | 7.3% | 11.4%(4) | 106.4% | | 2025 | 7.1% | 7.4% | 100.0% |

  25. Components of Total Direct Compensation

    | | 2025 Target Annual Performance Incentive | | Plan Achievement | 2025 Actual Payout | | | Executive | % of Salary | Dollar Value | % | % | Dollar Value | | Russell J. Weiner | 200% | $1,850,000 | 100.00% | 100.0% | $1,850,000 | | Sandeep Reddy | 100% | $718,000 | 100.00% | 100.0% | $718,000 | | Joseph H. Jordan | 150% | $1,050,000 | 100.00% | 100.0% | $1,050,000 | | Cynthia A. Headen | 100% | $500,000 | 100.00% | 100.0% | $500,000 | | Kelly E. Garcia | 100% | $550,000 | 100.00% | 100.0% | $550,000 |

  26. Components of Total Direct Compensation

    Long-term Incentive Compensation. The Compensation Committee believes that an equity component of executive compensation and participation in the Company’s long-term incentive compensation program accomplishes the objective of linking each named executive officer’s opportunity for financial gain to Company performance and serves to align our named executive officers’ interests with the interests of our shareholders, thereby creating value for those shareholders as reflected by the market price of the Company’s common stock. To that end, the Company maintains the EIP, a long-term equity-based incentive compensation program. The Compensation Committee believes that the use of PSUs, RSUs and stock options that vest over a multi-year period focuses executives on the Company's long-term interests without leading to imprudent risk-taking. In addition, we believe time-vesting and performance-based PSUs and time-vesting RSUs represent an efficient method of delivering long-term stock compensation with a value that is directly tied to Company operational and/or stock price performance, demonstrating our continued commitment to paying for performance. In 2025, the Compensation Committee targeted an equity mix for our CEO of 55% PSUs, 25% stock options and 20% RSUs. For our named executive officers other than our CEO, the Compensation Committee generally targets an equity mix for long-term incentive compensation that is divided equally among PSUs, RSUs and stock options. Grants of awards to our CEO and other named executive officers are approved by the Compensation Committee and are ratified by our Board of Directors. In March 2025, our Compensation Committee approved, and our Board of Directors ratified, the following awards under the EIP to our named executive officers after considering the Company’s internal equity grant guidelines and the Meridian Analysis and after reviewing each named executive officer’s total direct compensation as described in “—Compensation Setting Process” above.

  27. Components of Total Direct Compensation

    | | Time-Vesting Restricted Stock Units (RSUs) | | Performance-Based Restricted Stock Units (PSUs)(1) | | Stock Options | | | Executive | Granted (#) | Grant Value(2) | Granted (#)(3) | Grant Value(4) | Granted (#) | Grant Value(5) | | Russell J. Weiner | 3,306 | $1,450,375 | 9,090 | $4,353,019 | 13,427 | $1,812,511 | | Sandeep Reddy | 1,637 | $718,168 | 1,637 | $783,927 | 5,319 | $718,012 | | Joseph H. Jordan | 1,729 | $758,530 | 1,729 | $827,984 | 5,618 | $758,374 | | Cynthia A. Headen | 2,470(6) | $1,083,614 | 760 | $363,949 | 2,470 | $333,425 | | Kelly E. Garcia | 1,045 | $458,452 | 1,045 | $500,430 | 3,395 | $458,291 |

  28. Components of Total Direct Compensation

    (1) The grant date fair value of PSUs is reported based on the probable outcome of the performance conditions (target) on the grant date. (2) Based on our closing stock price on March 12, 2025 of $438.71 per share. Represents the target number of PSUs. A named executive officer can earn between 0% and 200% of his or her target award. The number of PSUs earned is then subject to a relative TSR modifier, which operates to, in certain circumstances, increase or decrease the total number of shares earned by 25% based on the Company’s TSR relative to the TSR of the constituents of the S&P Composite 1500 Restaurants Sub-Index.

  29. Components of Total Direct Compensation

    Reflects the aggregate grant date fair value of the March 12, 2025 PSU awards as determined for financial reporting purposes (based on a grant date fair value of $478.88 using the Monte-Carlo simulation pricing method). The underlying valuation assumptions for the PSUs are further discussed in Note 9 to our consolidated financial statements filed with our 2025 10-K. (5) Based on a Black-Scholes value on March 12, 2025 of $134.99 per share. The underlying valuation assumptions for stock option awards are further discussed in Note 9 to our consolidated financial statements filed with our 2025 10-K. (6) The number of RSUs granted to Ms. Headen reflects 760 RSUs granted as part of her annual award and 1,710 RSUs granted as part of a retention award intended to secure her continued employment through her anticipated retirement date. These RSUs contain a three-year cliff vesting provision with no acceleration upon a voluntary retirement and fully accelerate upon the termination of Ms. Headen's employment for any reason other than her voluntary termination (including retirement) or her termination for cause. Long-Term Performance-Based Restricted Stock Units (PSUs). As discussed and reflected in the table above, the Compensation Committee continued the use of PSUs as a key vehicle for long-term incentive compensation in 2025. Awards granted in 2025 contained performance goals that will be measured on a constant growth rate basis, with three individual annual targets for each performance goal established at the beginning of the three-year performance period and expressed as a growth rate over the previous year’s actual result. This approach follows a common market practice for goal setting for multi-year performance awards and recognizes the inherent difficulty in setting three-year cumulative goals, especially in the current operating and macroeconomic environment, and is also designed to ensure that participants remain sufficiently motivated over the full three-year performance period and are not disproportionately impacted, either positively or negatively, by an outlier year within the performance period. The TSR modifier, discussed below, is measured over the full three-year performance period. These PSUs, which are granted annually at the beginning of a three-year performance period, reinforce our named executive officers’ accountability for the achievement of the Company’s longer-term financial and strategic goals. PSUs awarded in 2025 are earned based on the achievement of challenging goals for each year within the three-year performance period, consisting of: 1. Incentive Adjusted EBITDA growth, measuring profitability, comprising 70% of the total target award, and 2. Global retail sales growth, excluding foreign currency impact, measuring growth of the Domino’s brand worldwide, and comprising 30% of the total target award. Each of these performance goals is measured on a constant growth rate basis, with three individual annual targets for each performance goal established at the beginning of the three-year performance period expressed as a growth rate over the previous year’s actual result. Each year’s achievement is then “banked” until the three-year performance period is complete, at which time the achievement for each year in the performance period is averaged to determine the final payout for each metric. Incentive Adjusted EBITDA for the purpose of performance attainment under the PSUs is calculated as Segment Income as defined by the Company under Accounting Standards Codification 280, Segment Reporting, less corporate administrative costs that have not been allocated to a reportable segment including labor, computer expenses, professional fees, travel and entertainment, rent, insurance and other corporate administrative costs, with the additional adjustments discussed above under “—Annual Performance Incentives,” with the exception of any significant items the Committee deemed appropriate to exclude as related to the one-year AIP performance period, measured over each year in the three-year performance period. The Company uses global retail sales to refer to Domino’s total worldwide retail sales at Company-owned and franchise stores. Global retail sales growth, excluding foreign currency impact, is calculated as the change of international local currency global retail sales against the comparable period of the prior year. Incentive Adjusted EBITDA growth and global retail sales growth, excluding foreign currency impact, are two of the key drivers of our performance, represent metrics that we believe are valued by our investors, and reflect an approach to long-term incentive measurement that balances profitability and growth. The PSUs are also subject to a relative three-year cumulative total shareholder return (“TSR”) modifier, which is a relative return metric that can increase or decrease the total number of shares earned by 25% based on the Company’s TSR relative to the TSR of the constituents of the S&P Composite 1500 Restaurants Sub-Index. Shares that are earned following the determination of the Incentive Adjusted EBITDA growth and global retail sales growth, excluding foreign currency impact, metrics will increase by 25% if the Company’s three-year relative TSR rank during the performance period falls at or above the 75th percentile and will decrease by 25% if such relative TSR rank during the performance period falls at or below the 25th percentile. The relative TSR modifier applicable to the PSUs emphasizes cumulative stock price performance over the three-year performance period (with such TSR modifier measuring cumulative stock price performance over the three-year performance period following which period all earned awards, if any, will be subject to applicable adjustment based on TSR results in order to

  30. Components of Total Direct Compensation

    | Step 1 | | Step 2 | | Level of Metric Performance 1 | Payout as a Percentage of Target 2 | Relative TSR Modifier | | Below Threshold | 0% | At or above the 75th percentile: Increase by 25% | | Threshold | 50% | | | Target | 100% | At or below the 25th percentile: Reduce by 25% | | Maximum | 200% | |

  31. Components of Total Direct Compensation

    1. Performance level expressed as a percent of target based on annual Incentive Adjusted EBITDA growth (70%) and annual global retail sales growth, excluding foreign currency impact (30%), for each year in the fiscal 2025-2027 performance period. 2. Before TSR modifier. Payout levels based on performance for each metric will be measured independently on an annual basis and interpolated on a straight-line basis for performance between threshold and target or between target and maximum to determine the performance versus the growth rate targets. If the PSUs become earned upon satisfaction of the performance metrics described above, they will be delivered in the form of unrestricted common stock following the end of the applicable three-year performance period, generally subject to continued employment through the end of the performance period. The PSUs are eligible to receive dividend equivalents in cash, which will accumulate and pay out, if at all, if and when the PSUs are earned and the underlying shares of common stock are distributed to the named executive officers. The performance period for the 2025 award of PSUs began on December 30, 2024 and ends on January 2, 2028. The specific annual Incentive Adjusted EBITDA and annual global retail sales, excluding foreign currency impact, growth rate targets for each year in the performance period for the PSUs granted in 2025 will be disclosed at the end of the performance period. We believe that the design of our existing PSU program furthers our pay for performance compensation objective by emphasizing a longer-term performance period, multiple performance metrics and increased performance sensitivity. Payout for PSUs for Performance Period Ending in 2025. The three-year performance period for PSUs granted in 2023 ended on December 28, 2025. PSUs were earned based on the achievement of pre-established challenging goals for each year within the three-year performance period, consisting of: 1. Adjusted total segment income growth, measuring profitability, comprising 70% of the total target award, and 2. Global retail sales growth, excluding foreign currency impact, measuring growth of the Domino’s brand worldwide, and comprising 30% of the total target award. The Compensation Committee made its final payout determination in January 2026 following a review of the Company’s final fiscal 2025 results. The final number of shares earned was based on achievement against the adjusted total segment income growth and global retail sales growth, excluding foreign currency impact, annual goals, which remained unchanged from the time of the March 2023 issuance of these PSUs as set forth below:

  32. PSUs for Fiscal 2023-2025 Performance Period Goals and Results

    PSUs for Fiscal 2023-2025 Performance Period Goals and Results

  33. PSUs for Fiscal 2023-2025 Performance Period Goals and Results

    | | Threshold | Target | Maximum | Actual | | | Annual Adjusted Total Segment | | | | 2023: | 9.1% | | Income Growth | 0% | 7% | 10% | 2024: | 7.8% | | (70% of Total Target Award) | | | | 2025: | 7.2% | | | | | | 2023: | 171.1% | | Payout opportunity (as a % of target) | 0% | 100% | 200% | 2024: | 127.5% | | | | | | 2025: | 107.4% | | | | | Final Payout: | | 135.3%1 | | | Threshold | Target | Maximum | Actual | | | Annual Global Retail Sales Growth, | | | | 2023: | 5.2% | | excluding foreign currency impact | 0% | 6% | 9% | 2024: | 5.7% | | (30% of Target Total Award) | | | | 2025: | 5.4% | | | | | | 2023: | 86.7% | | Payout opportunity (as a % of target) | 0% | 100% | 200% | 2024: | 95.1% | | | | | | 2025: | 89.2% | | | | | Final Payout: | | 90.3%1 |

  34. PSUs for Fiscal 2023-2025 Performance Period Goals and Results

    1 Actual payout percentage reflects interpolation on a straight-line basis of performance between threshold and target. Each year’s achievement is “banked” until the three-year performance period is complete, at which time the achievement for each year in the performance period is averaged to determine the final payout for each metric. The 2023 PSUs were also subject to a relative TSR modifier, which is a relative return metric that could increase or decrease the total number of shares earned by 25% based on the Company’s TSR relative to the TSR of the constituents of the S&P Composite 1500 Restaurants Sub-Index. Shares that are earned following the determination of the adjusted total segment income growth and global retail sales growth, excluding foreign currency impact, metrics would increase by 25% if the Company’s three-year relative TSR rank during the performance period falls at or above the 75th percentile and would decrease by 25% if such relative TSR rank during the performance period falls at or below the 25th percentile. The Company’s relative TSR rank for the performance period was at the 58th percentile and as a result, the total shares earned were not subject to modification. Based on the Company’s achievement of the goals above, the PSUs granted in fiscal 2023 for the January 2, 2023 – December 28, 2025 performance period paid out at 121.8% of target and are scheduled to vest on March 10, 2026, generally subject to the named executive officer’s continued employment through such vesting date, except as described under “—Potential Post-Employment Payments to Named Executive Officers” below. Time-Vesting Restricted Stock Units (RSUs). As discussed and reflected in the table above, the Compensation Committee continued the use of RSUs as a vehicle for long-term incentive compensation in 2025. RSU awards are full value awards that are subject to time-based vesting conditions. Annual awards of RSUs vest ratably over three years in three separate vesting tranches, generally subject to continued employment (with exceptions for certain termination events, such as qualified retirement). Special awards of RSUs may have different vesting and/or accelerated vesting provisions, including the retention RSU award granted to Ms. Headen, as described above. The RSUs will convert to unrestricted common stock and be distributed upon the vesting of the applicable tranche of the award. The Compensation Committee decided to grant RSUs to encourage retention by providing some value to the named executive officers who remain employed by the Company. The Compensation Committee believes that it is important for retention to have a portion of long-term incentive awards that is not tied to the achievement of performance goals or future stock price appreciation but is still at-risk with the value fluctuating based on changes in stock price. The RSUs are also eligible to receive dividend equivalents in cash, which will accumulate and pay out, if at all, if and when the RSUs vest and the underlying shares of common stock are distributed to the named executive officers. The actual value of the shares that are earned, if any, will depend on our stock price at the time the RSUs vest. These awards generally also contain provisions for accelerated vesting upon the retirement of holders who have achieved specified service and age requirements. Stock Options. As discussed and reflected in the table above, the Compensation Committee continued its use of stock options as a vehicle for long-term incentive compensation in 2025 with a vesting period of three years that aligns with the performance period of the PSUs and the vesting period of the RSUs. Recipients of stock option grants do not receive a benefit from the stock options unless and until the market price of the Company’s common stock increases above the exercise price, the stock options vest and the recipient exercises such stock options.

  35. PSUs for Fiscal 2023-2025 Performance Period Goals and Results

    | 42 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | COMPENSATION DISCUSSION AND ANALYSIS |

  36. PSUs for Fiscal 2023-2025 Performance Period Goals and Results

    Options are intended to provide long-term performance-based compensation tied specifically to increases in the price of the Company’s stock, aligning the interests of executives and shareholders. We continued to use stock options because we believe they encourage employee retention through the use of a time-based vesting schedule and serve to align the interests of our shareholders and those of our named executive officers by only providing value if the price of our common stock increases after the stock options are granted. All options awarded under the EIP are granted with an exercise price equal to the closing price of the Company’s common stock on the grant date of the award, have a ten-year term, vest ratably over three years and become fully exercisable upon vesting of each tranche. These awards also contain provisions for accelerated vesting upon the retirement of holders who have achieved specified service and age requirements. Vested options are exercisable for a limited period of time after termination of employment. Accelerated Vesting. Following a termination of employment, equity awards and other benefits are governed by the terms of those programs, as described under “Executive Compensation Tables—Potential Post-Employment Payments to Named Executive Officers” below.

  37. Compensation for Chief Executive Officer

    Compensation for Chief Executive Officer There was no change to Mr. Weiner’s annual base salary for the 2025 fiscal year. Mr. Weiner’s employment agreement provides for an annual performance incentive targeted at 200% of his annual base salary, the actual amount of which is based on the Company’s achievement of applicable performance targets under the AIP. The employment agreement also grants Mr. Weiner an annual allotment of 45 hours of personal use of private aircraft at no charge to him during the term of the agreement. Mr. Weiner entered into a time-sharing agreement with the Company requiring him to reimburse the Company for personal use of the Company's corporate aircraft over his allotted hours based upon a statutory formula, which time-sharing agreement was terminated in December 2025 as described in "Certain Transactions Involving Management or 5% or Greater Shareholders." Mr. Weiner is not provided with a tax gross-up with respect to his personal use of private aircraft. In March 2025, the Compensation Committee approved increased long-term incentive compensation in the form of an equity grant under the EIP to Mr. Weiner having a target grant date value of $7,250,000 with an equity mix shifted to focus more heavily on PSUs (from 50% PSUs, 25% RSUs and 25% stock options to 55% PSUs, 25% stock options and 20% RSUs), consisting of: (i) a PSU award of 9,090 stock units (at target) with a three-year performance period, (ii) an RSU award of 3,306 stock units that vest equally over a three-year period in separate tranches and (iii) a stock option award of 13,427 shares that vests equally over a three-year period, has a ten-year term and an exercise price equal to the closing price of the Company’s common stock on the date of grant. The Compensation Committee awarded Mr. Weiner an increased equity grant to reflect his continued progression in the CEO role and to bring his target total direct compensation closer to market median. The PSUs, RSUs and stock options have the same terms and conditions as those described under “—Long-term Incentive Compensation” above. Based on the Meridian Analysis, Mr. Weiner’s annual base salary in 2025 was below the market median, his 2025 annual performance incentive target was above the market median and his long-term incentive compensation was below the market median, resulting in his target total direct compensation being below the market median. The Compensation Committee evaluates Mr. Weiner’s compensation in relation to market data and other factors, including his continued progression in the CEO role. While the Compensation Committee believes Mr. Weiner's compensation is in a competitive range following the increased equity award granted in March 2025 and generally positions target total direct compensation at the median level of the applicable benchmark, as described above, it believes that Mr. Weiner’s compensation is appropriate in relation to his time in his role, scale of the Company and other relevant market data. Further, the Compensation Committee believes Mr. Weiner’s compensation package effectively links shareholder and financial performance to his total direct compensation through the use of long-term incentive compensation awards and cash compensation that is primarily based on Company financial and/or stock price performance. In December 2025, Meridian provided an update to the Meridian Analysis, which the Compensation Committee considered, among other factors, when it increased Mr. Weiner's base salary from $925,000 to $1,000,000 and his target long-term incentive compensation from $7,250,000 to $8,000,000 for 2026.

  38. Employment Agreements

    Employment Agreements Each of our named executive officers is party to a written agreement that governs their employment with the Company and includes both severance provisions as well as restrictive covenants that apply for two years following termination of employment. The provisions of the employment agreements relating to termination of employment and severance are described in more detail under “Potential Post-Employment Payments to Named Executive Officers.” We believe entering into non-competition and non-solicitation arrangements with our named executive officers is important to protect the Company following the cessation of their employment and we also believe that severance provisions help attract and retain top-performing executive officers in a competitive market environment.

  39. Summary Compensation Table for 2025

    Summary Compensation Table for 2025 The table below summarizes the total compensation earned by our named executive officers in fiscal 2025, and, to the extent applicable to the individual, 2024 and 2023. A description of each component of our executive compensation package is described under the heading “Compensation Discussion and Analysis,” which begins on page 28. All information set forth in this table reflects compensation earned by these individuals for services with the Company.

  40. Summary Compensation Table for 2025

    | Name and Principal Position | Year | Salary ($)(1) | Bonus ($) | Stock Awards ($)(2) | Option Awards ($)(3) | Non-Equity Incentive Plan Compensation ($) | Change in Pension Value and Non- qualified Deferred Compensation Earnings ($) | All Other Compensation ($)(4) | Total ($) | | Russell J. Weiner | 2025 | 925,000 | — | 5,803,394 | 1,812,511 | 1,850,000 | — | 305,176 | 10,696,081 | | Chief Executive Officer | 2024 | 913,462 | — | 4,384,778 | 1,387,510 | 1,968,400 | — | 290,475 | 8,944,625 | | | 2023 | 875,000 | — | 5,320,715 | 1,750,084 | 1,860,250 | — | 329,814 | 10,135,862 | | Sandeep Reddy | 2025 | 718,000 | — | 1,502,095 | 718,012 | 718,000 | — | 45,757 | 3,701,864 | | Executive Vice President, | 2024 | 710,385 | — | 1,244,595 | 598,364 | 763,952 | — | 74,902 | 3,392,197 | | Chief Financial Officer | 2023 | 682,692 | — | 1,961,542 | 970,900 | 728,155 | — | 73,555 | 4,416,844 | | Joseph H. Jordan | 2025 | 691,923 | — | 1,586,514 | 758,374 | 1,050,000 | — | 787,315 | 4,874,126 | | Chief Operating Officer and | 2024 | 656,923 | — | 1,153,189 | 554,305 | 1,061,340 | — | 381,066 | 3,806,823 | | President – Domino's U.S. | 2023 | 623,077 | — | 2,273,206 | 1,125,021 | 1,004,535 | — | 522,018 | 5,547,857 | | Cynthia A. Headen | 2025 | 500,000 | — | 1,447,563 | 333,425 | 500,000 | — | 38,917 | 2,819,905 | | Executive Vice President, | 2024 | 493,077 | — | 693,391 | 333,450 | 532,000 | — | 51,614 | 2,103,532 | | Chief Supply Chain Officer | 2023 | — | — | — | — | — | — | — | — | | Kelly E. Garcia | 2025 | 550,000 | — | 958,882 | 458,291 | 550,000 | — | 32,754 | 2,549,927 | | Executive Vice President, | 2024 | 544,231 | — | 763,561 | 366,739 | 585,200 | — | 45,751 | 2,305,482 | | Chief Technology and Data Officer | 2023 | 519,231 | — | 1,515,269 | 750,075 | 558,075 | — | 38,743 | 3,381,393 |

  41. Summary Compensation Table for 2025

    (1) Reflects the increase in Mr. Jordan's base salary that took effect during 2025 as described under “Compensation Discussion and Analysis—Components of Total Direct Compensation—Annual Base Salary.” (2) The dollar amounts listed do not necessarily reflect the dollar amounts of compensation actually realized or that may be realized by our named executive officers. The stock awards for 2025 reflect the aggregate grant date fair value of awards of RSUs and PSUs granted pursuant to our EIP in 2025, determined in accordance with ASC 718. The grant date fair value of PSUs is based on the probable outcome of the performance conditions on the grant date, which assumes that the performance conditions were satisfied at target. The aggregate grant date fair value of the PSUs granted in 2025, assuming the highest level of the performance conditions is met, was $8,706,038 for Mr. Weiner; $1,567,853 for Mr. Reddy; $1,655,967 for Mr. Jordan; $727,898 for Ms. Headen and $1,000,859 for Mr. Garcia. The number of PSUs earned is subject to a relative TSR modifier, which operates by, in certain circumstances, increasing or decreasing the total number of shares earned by 25% based on the Company’s TSR relative to the TSR of the constituents of the S&P Composite 1500 Restaurants Sub-Index. The grant date fair value of RSUs is based on the number of RSUs subject to the award multiplied by the closing price of the Company’s common stock on the listing exchange on the date of grant. The stock awards for 2024 reflect the aggregate grant date fair value of awards of RSUs and PSUs granted pursuant to our EIP in 2024. The stock awards for 2023 reflect the aggregate grant date fair value of awards of RSUs and PSUs granted pursuant to our EIP in 2023. The assumptions used in the calculation of these amounts are included in Note 9 to the Company’s consolidated financial statements for the fiscal year ended December 28, 2025 included in the 2025 10-K. (3) The dollar amounts listed do not necessarily reflect the dollar amounts of compensation actually realized or that may be realized by our named executive officers. The amounts listed reflect the grant date fair value of stock option awards granted pursuant to our EIP, determined in accordance with ASC 718, and, with respect to stock options granted in fiscal 2025, are based on a Black-Scholes value on March 12, 2025 of $134.99 per share. The assumptions used in the calculation of these amounts are included in Note 9 to the Company’s consolidated financial statements for the fiscal year ended December 28, 2025 included in the 2025 10-K. The 2025 amounts listed for all named executive officers are further described in the All Other Compensation table below. Prior year amounts include dividends paid by the Company on a quarterly basis on stock awards, including dividends accrued on unvested restricted stock units and unvested performance shares, that were paid in 2023 and 2024 at the time of vesting of the underlying award. No dividends have been included in 2025 as such dividends are reflected in the grant date fair value of such stock awards.

  42. Summary Compensation Table for 2025

    | 46 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | EXECUTIVE COMPENSATION TABLES |

  43. Summary Compensation Table for 2025

    The following table shows amounts under the All Other Compensation column for 2025:

  44. Summary Compensation Table for 2025

    | Name | Perquisites and Other Personal Benefits ($)(1) | Insurance Premiums / Medical Reimbursements ($)(2) | Company Contributions to Retirement, 401(k) and Health Savings Plans ($)(3) | Tax Reimbursements ($)(4) | Total ($) | | Russell J. Weiner | 265,898 | 12,696 | 17,500 | 9,082 | 305,176 | | Sandeep Reddy | 7,850 | 11,368 | 17,500 | 9,039 | 45,757 | | Joseph H. Jordan | 9,087 | 9,878 | 17,500 | 750,850 | 787,315 | | Cynthia A. Headen | 2,526 | 10,503 | 17,500 | 8,388 | 38,917 | | Kelly E. Garcia | 2,680 | 5,961 | 18,500 | 5,613 | 32,754 |

  45. Summary Compensation Table for 2025

    (1) Amounts in this column include employee recognition gifts and purchases of Domino’s food items and, in the case of Mr. Weiner, personal usage of private aircraft. None of the amounts in this column individually exceeded the greater of $25,000 or 10% of the total amount of these perquisites and other personal benefits shown in this column for each named executive officer, except with respect to the cost of personal use of private aircraft by Mr. Weiner ($262,331). The amount reported for Mr. Weiner’s personal usage of private aircraft is based on the incremental cost method. The incremental cost is based on the variable operating costs to the Company for operating the airplane, including, but not limited to fuel costs, parking, landing fees, travel fees, catering and other miscellaneous direct costs. During fiscal 2025, the Company maintained a corporate aircraft that was used primarily for business travel by Domino's employees. In October 2025, the Company contracted with a private aircraft service primarily for business travel. Amounts accrued prior to the Company's agreement with the private aircraft service are calculated by dividing the total annual variable costs by the annual number of flight hours flown by the airplane to determine an average variable cost per flight hour. This average variable flight cost per flight hour is then multiplied by the number of flight hours of personal use over the same period to calculate the incremental cost for the executive. For amounts accrued after the Company's agreement with the private aircraft service, the Company calculates the aggregate incremental cost based on the invoiced fees from the private aircraft service for each personal flight, which includes variable charges such as fuel and flight hours and excludes certain fixed leasing and management fees charged by the private aircraft service on a monthly basis. The amount reported for Mr. Weiner’s personal usage above represents the aggregate of his personal usage both before and after the Company contracted with the private aircraft service, calculated as described above. The table does not include any amounts related to the use of tickets for sporting events by the named executive officers because no incremental costs are incurred by the Company in providing these benefits. The Company purchases season tickets to sporting events for business outings with franchisees and other business partners. If the tickets are not being used for business purposes, the named executive officers and other team members may have opportunities to use these tickets. This table does not include any amount attributable to spousal travel in connection with business usage of private aircraft because no incremental costs are incurred by the Company in connection with the spouse accompanying the named executive officer on the aircraft. (2) Mr. Weiner’s amount represents Company-paid premiums of $4,581 for umbrella liability insurance, Company-paid premiums of $4,155 for group term life insurance and Company-paid premiums of $3,600 for executive physicals. Mr. Reddy’s amount represents Company-paid premiums of $4,581 for umbrella liability insurance, Company-paid premiums of $3,447 for group term life insurance and Company-paid premiums of $3,600 for executive physicals. Mr. Jordan’s amount represents Company-paid premiums of $4,581 for umbrella liability insurance, Company-paid premiums of $1,697 for group term life insurance and Company-paid premiums of $3,600 for executive physicals. Ms. Headen’s amount represents Company-paid premiums of $4,581 for umbrella liability insurance, Company-paid premiums of $2,322 for group term life insurance and Company-paid premiums of $3,600 for executive physicals. Mr. Garcia’s amount represents Company-paid premiums of $4,581 for umbrella liability insurance and Company-paid premiums of $1,380 for group term life insurance. (3) Represents the amount of the Company match made to the Domino’s Pizza 401(k) Savings Plan described above for each named executive officer, and, for Mr. Garcia, the amount of the Company's matching payment to his health savings account. Mr. Weiner’s amount represents a tax gross-up on umbrella liability insurance premium payments in the amount of $3,541, a tax gross-up on Company-paid medical expenses in the amount of $2,783 and a tax gross-up on certain other perquisites in the amount of $2,758. Mr. Reddy’s amount represents a tax gross-up on umbrella liability insurance premium payments in the amount of $3,541, a tax gross-up on Company-paid medical expenses in the amount of $2,783 and a tax gross-up on certain other perquisites in the amount of $2,715. Mr. Jordan’s amount represents a tax gross-up on umbrella liability insurance premium payments in the amount of $3,541, a tax gross-up on Company-paid medical expenses in the amount of $2,783, tax reimbursements in relation to his prior expatriate assignment of $602,890, a tax gross-up on expatriate earnings in the amount of $136,921 and a tax gross-up on certain other perquisites in the amount of $4,715. Ms. Headen’s amount represents a tax gross-up on umbrella liability insurance premium payments in the amount of $3,541, a tax gross-up on Company-paid medical expenses in the amount of $2,783 and a tax gross-up on certain other perquisites in the amount of $2,064. Mr. Garcia’s amount represents a tax gross-up on umbrella liability insurance premium payments in the amount of $3,541 and a tax gross-up on certain other perquisites in the amount of $2,072. Executives are not provided with a tax gross-up on personal usage of private aircraft.

  46. Summary Compensation Table for 2025

    | EXECUTIVE COMPENSATION TABLES | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 47 |

  47. Grants of Plan-Based Awards

    Grants of Plan-Based Awards The following table sets forth information concerning non-equity incentive plan awards and individual awards of stock options, RSUs and PSUs granted during the fiscal year ended December 28, 2025 to each of the named executive officers.

  48. Grants of Plan-Based Awards

    | | | Estimated Future Payouts Under Non-Equity Incentive Plan Awards | | | Estimated Future Payouts Under Equity Incentive Plan Awards | | | All Other Stock Awards: | All Other Option Awards: | Exercise | Grant Date Fair Value | | Name | Grant Date | Threshold ($)(1) | Target ($)(2) | Maximum ($)(3) | Threshold (#) | Target (#) | Maximum (#) | Number of Shares of Stock or Units (#) | Number of Securities Underlying Options (#)(4) | or Base Price of Option Awards ($/Sh)(5) | of Stock and Option Awards ($)(6) | | Russell J. Weiner | | | | | | | | | | | | | AIP | — | 0 | 1,850,000 | 4,625,000 | — | — | — | — | — | — | — | | Stock Options | 3/12/2025 | — | — | — | — | — | — | — | 13,427 | 438.71 | 1,812,511 | | RSUs(7) | 3/12/2025 | — | — | — | — | — | — | 3,306 | — | — | 1,450,375 | | PSUs(8) | 3/12/2025 | — | — | — | 4,545 | 9,090 | 18,180 | — | — | — | 4,353,019 | | Sandeep Reddy | | | | | | | | | | | | | AIP | — | 0 | 718,000 | 1,795,000 | — | — | — | — | — | — | — | | Stock Options | 3/12/2025 | — | — | — | — | — | — | — | 5,319 | 438.71 | 718,012 | | RSUs(7) | 3/12/2025 | — | — | — | — | — | — | 1,637 | — | — | 718,168 | | PSUs(8) | 3/12/2025 | — | — | — | 819 | 1,637 | 3,274 | — | — | — | 783,927 | | Joseph H. Jordan | | | | | | | | | | | | | AIP | — | 0 | 1,050,000 | 2,625,000 | — | — | — | — | — | — | — | | Stock Options | 3/12/2025 | — | — | — | — | — | — | — | 5,618 | 438.71 | 758,374 | | RSUs(7) | 3/12/2025 | — | — | — | — | — | — | 1,729 | — | — | 758,530 | | PSUs(8) | 3/12/2025 | — | — | — | 865 | 1,729 | 3,458 | — | — | — | 827,984 | | Cynthia A. Headen | | | | | | | | | | | | | AIP | — | 0 | 500,000 | 1,250,000 | — | — | — | — | — | — | — | | Stock Options | 3/12/2025 | — | — | — | — | — | — | — | 2,470 | 438.71 | 333,425 | | RSUs(9) | 3/12/2025 | — | — | — | — | — | — | 2,470 | — | — | 1,083,614 | | PSUs(8) | 3/12/2025 | — | — | — | 380 | 760 | 1,520 | — | — | — | 363,949 | | Kelly E. Garcia | | | | | | | | | | | | | AIP | — | 0 | 550,000 | 1,375,000 | — | — | — | — | — | — | — | | Stock Options | 3/12/2025 | — | — | — | — | — | — | — | 3,395 | 438.71 | 458,291 | | RSUs(7) | 3/12/2025 | — | — | — | — | — | — | 1,045 | — | — | 458,452 | | PSUs(8) | 3/12/2025 | — | — | — | 523 | 1,045 | 2,090 | — | — | — | 500,430 |

  49. Grants of Plan-Based Awards

    (1) Represents the amount to which such executive would be entitled if the Company had achieved 90% of its annual performance target under the AIP, as described above under “Compensation Discussion and Analysis—Components of Direct Compensation—Annual Performance Incentives.” (2) Represents the amount to which such executive would be entitled if the Company had achieved 100% of its annual performance target under the AIP. (3) Represents the annual maximum amount that such executive would be entitled to receive under the AIP, which is calculated as the lesser of (i) 250% of the executive’s annual performance incentive target and (ii) $5,000,000. (4) Represents stock option awards awarded in March 2025 under the EIP, as described under “Compensation Discussion and Analysis—Components of Direct Compensation—Long-term Incentive Compensation” above. (5) Determined based on the closing price of the Company’s common stock on Nasdaq on the date of grant. (6) Represents the total ASC 718 grant date fair value of the option awards, determined in accordance with ASC 718, and the total ASC 718 grant date fair value of the RSUs and PSUs awards. The grant date fair value of stock option awards is reported based on a grant date Black-Scholes value of $134.99 per share. The grant date fair value of PSUs is reported based on the probable outcome of the performance conditions on the grant date (which assume that the performance conditions were satisfied at target) multiplied by the grant date fair value of $478.88 using the Monte-Carlo simulation pricing method and the grant date fair value of RSUs is based on the number of RSUs subject to the award multiplied by the closing price of the Company’s common stock on Nasdaq on the date of grant. The assumptions used in the calculation of these amounts are included in Note 9 to the Company’s consolidated financial statements for the fiscal year ended December 28, 2025 included in the 2025 10-K. See footnotes (2) and (3) to the Summary Compensation Table above. (7) Represents RSUs awarded in March 2025 under the EIP, as described under “Compensation Discussion and Analysis—Components of Direct Compensation—Long-term Incentive Compensation” above. (8) Represents PSUs awarded in March 2025 under the EIP, as described under “Compensation Discussion and Analysis—Components of Direct Compensation—Long-term Incentive Compensation” above. The maximum number of shares does not give effect to the relative TSR modifier, which can increase or decrease the total number of shares earned by 25% based on the Company’s TSR relative to the TSR of the constituents of the S&P Composite 1500 Restaurants Sub-Index. In order for the PSUs to vest, the performance conditions associated with such awards must be achieved at least at a threshold level and the named executive officer must be an employee of the Company on the third anniversary of the date of grant (March 12, 2028), except as described under “—Potential Post-Employment Payments to Named Executive Officers” below. Represents RSUs awarded in March 2025 under the EIP, as described under “Compensation Discussion and Analysis—Components of Direct Compensation—Long-term Incentive Compensation” above as well as RSUs granted as part of a retention award intended to secure Ms. Headen's continued employment through her anticipated retirement date.

  50. Grants of Plan-Based Awards

    | 48 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | EXECUTIVE COMPENSATION TABLES |

  51. Outstanding Equity Awards at Fiscal Year-End

    Outstanding Equity Awards at Fiscal Year-End The following table sets forth information on outstanding option and stock awards for each of the named executive officers as of December 28, 2025:

  52. Outstanding Equity Awards at Fiscal Year-End

    | | Option Awards | | | | Stock Awards | | | | | | Number of Securities Underlying Unexercised Options (#) | Number of Securities Underlying Unexercised Options (#) | Option Exercise Price | Option Expiration | 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, Units or Other Rights That Have Not Vested | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested | | Name | Exercisable | Unexercisable | ($) | Date | (#)(1) | ($)(2) | (#)(3) | ($)(4) | | Russell J. Weiner | 10,850 | 0 | 136.89 | 7/20/2026(5) | — | — | — | — | | | 7,330 | 0 | 212.52 | 7/19/2027(5) | — | — | — | — | | | 10,030 | 0 | 283.68 | 7/18/2028(5) | — | — | — | — | | | 12,240 | 0 | 275.35 | 7/10/2029(5) | — | — | — | — | | | 7,100 | 0 | 413.68 | 7/15/2030(5) | — | — | — | — | | | 4,147 | 0 | 367.79 | 3/31/2031(6) | — | — | — | — | | | 13,427 | 0 | 393.14 | 3/10/2032(6) | — | — | — | — | | | 12,786 | 6,393 | 300.16 | 3/10/2033(6) | — | — | — | — | | | 3,306 | 6,614 | 443.90 | 3/11/2034(6) | — | — | — | — | | | 0 | 13,427 | 438.71 | 3/12/2035(6) | — | — | — | — | | | — | — | — | — | 1,944(7) | 827,289 | — | — | | | — | — | — | — | 2,084(8) | 886,867 | — | — | | | — | — | — | — | 3,306(9) | 1,406,901 | — | — | | | — | — | — | — | — | — | 11,661(10) | 4,962,455 | | | — | — | — | — | — | — | 6,252(11) | 2,660,601 | | | — | — | — | — | — | — | 9,090(12) | 3,868,340 | | Sandeep Reddy | 3,689 | 0 | 397.18 | 4/1/2032(6) | — | — | — | — | | | 7,093 | 3,547 | 300.16 | 3/10/2033(6) | — | — | — | — | | | 1,426 | 2,852 | 443.90 | 3/11/2034(6) | — | — | — | — | | | 0 | 5,319 | 438.71 | 3/12/2035(6) | — | — | — | — | | | — | — | — | — | 1,079(7) | 459,179 | — | — | | | — | — | — | — | 899(8) | 382,578 | — | — | | | — | — | — | — | 1,637(9) | 696,642 | — | — | | | — | — | — | — | — | — | 3,235(10) | 1,376,687 | | | — | — | — | — | — | — | 1,348(11) | 573,655 | | | — | — | — | — | — | — | 1,637(12) | 696,642 | | Joseph H. Jordan | 3,100 | 0 | 136.89 | 7/20/2026(5) | — | — | — | — | | | 2,350 | 0 | 136.89 | 7/20/2026(5) | — | — | — | — | | | 4,870 | 0 | 168.21 | 11/7/2026(5) | — | — | — | — | | | 2,450 | 0 | 212.52 | 7/19/2027(5) | — | — | — | — | | | 3,620 | 0 | 232.43 | 4/9/2028(5) | — | — | — | — | | | 3,520 | 0 | 275.35 | 7/10/2029(5) | — | — | — | — | | | 2,250 | 0 | 413.68 | 7/15/2030(5) | — | — | — | — | | | 1,967 | 0 | 367.79 | 3/31/2031(6) | — | — | — | — | | | 3,453 | 0 | 393.14 | 3/10/2032(6) | — | — | — | — | | | 8,219 | 4,110 | 300.16 | 3/10/2033(6) | — | — | — | — | | | 1,321 | 2,642 | 443.90 | 3/11/2034(6) | — | — | — | — | | | 0 | 5,618 | 438.71 | 3/12/2035(6) | — | — | — | — | | | — | — | — | — | 1,250(7) | 531,950 | — | — | | | — | — | — | — | 833(8) | 354,491 | — | — | | | — | — | — | — | 1,729(9) | 735,793 | — | — | | | — | — | — | — | — | — | 3,749(10) | 1,595,424 | | | — | — | — | — | — | — | 1,249(11) | 531,524 | | | — | — | — | — | — | — | 1,729(12) | 735,793 | | Cynthia A. Headen | 180 | 0 | 413.68 | 7/15/2030(5) | — | — | — | — | | | 580 | 0 | 413.68 | 7/15/2030(5) | — | — | — | — | | | 500 | 0 | 418.33 | 8/20/2030(5) | — | — | — | — | | | 1,137 | 0 | 367.79 | 3/31/2031(6) | — | — | — | — | | | 2,072 | 0 | 393.14 | 3/10/2032(6) | — | — | — | — |

  53. Outstanding Equity Awards at Fiscal Year-End

    | EXECUTIVE COMPENSATION TABLES | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 49 |

  54. Outstanding Equity Awards at Fiscal Year-End

    | | 4,968 | 2,485 | 300.16 | 3/10/2033(6) | — | — | — | — | | | 794 | 1,590 | 443.90 | 3/11/2034(6) | — | — | — | — | | | 0 | 2,470 | 438.71 | 3/12/2035(6) | — | — | — | — | | | — | — | — | — | 756(7) | 321,723 | — | — | | | — | — | — | — | 501(8) | 213,206 | — | — | | | — | — | — | — | 760(9) | 323,426 | — | — | | | — | — | — | — | 1,710(13) | 727,708 | — | — | | | — | — | — | — | — | — | 2,266(10) | 964,319 | | | — | — | — | — | — | — | 751(11) | 319,596 | | | — | — | — | — | — | — | 760(12) | 323,426 | | Kelly E. Garcia | 1,950 | 0 | 136.89 | 7/20/2026(5) | — | — | — | — | | | 1,540 | 0 | 212.52 | 7/19/2027(5) | — | — | — | — | | | 1,370 | 0 | 283.68 | 7/18/2028(5) | — | — | — | — | | | 1,010 | 0 | 275.35 | 7/10/2029(5) | — | — | — | — | | | 290 | 0 | 275.35 | 7/10/2029(5) | — | — | — | — | | | 670 | 0 | 413.68 | 7/15/2030(5) | — | — | — | — | | | 180 | 0 | 413.68 | 7/15/2030(5) | — | — | — | — | | | 340 | 0 | 433.78 | 10/2/2030(5) | — | — | — | — | | | 1,137 | 0 | 367.79 | 3/31/2031(5) | — | — | — | — | | | 2,302 | 0 | 393.14 | 3/10/2032(6) | — | — | — | — | | | 5,480 | 2,740 | 300.16 | 3/10/2033(6) | — | — | — | — | | | 874 | 1,748 | 443.90 | 3/11/2034(6) | — | — | — | — | | | 0 | 3,395 | 438.71 | 3/12/2035(6) | — | — | — | — | | | — | — | — | — | 833(7) | 354,491 | — | — | | | — | — | — | — | 552(8) | 234,909 | — | — | | | — | — | — | — | 1,045(9) | 444,710 | — | — | | | — | — | — | — | — | — | 2,499(10) | 1,063,474 | | | — | — | — | — | — | — | 827(11) | 351,938 | | | — | — | — | — | — | — | 1,045(12) | 444,710 |

  55. Outstanding Equity Awards at Fiscal Year-End

    Awards of RSUs as described under “Compensation Discussion and Analysis—Components of Direct Compensation—Long-term Incentive Compensation” above. Except as described in note (13) below, RSUs vest equally over three years in separate vesting tranches. In order for each tranche to vest the named executive officer must generally be an employee of the Company on the applicable vesting date, except as described under “—Potential Post-Employment Payments to Named Executive Officers” below. (2) Value based on the closing price of the Company’s common stock on the Nasdaq on December 26, 2025, the last business day of fiscal 2025 ($425.56). (3) Awards of PSUs as described under “Compensation Discussion and Analysis—Components of Direct Compensation—Long-term Incentive Compensation” above. Awards are shown assuming the performance conditions are satisfied at target. (4) Value based on the closing price of the Company’s common stock on the Nasdaq on December 26, 2025, the last business day of fiscal 2025 ($425.56). (5) Option awards granted ten years prior to the option expiration date that vest in equal annual installments over four years beginning on the first anniversary of the grant date. Vesting is accelerated upon certain employment terminations and covered transactions, as described under “—Potential Post-Employment Payments to Named Executive Officers” below. (6) Option awards granted ten years prior to the option expiration date that vest in equal annual installments over three years beginning on the first anniversary of the grant date. Vesting is accelerated upon certain employment terminations and covered transactions, as described under “—Potential Post-Employment Payments to Named Executive Officers” below. (7) Represents final tranche of RSUs awarded in March 2023 that are eligible to vest on March 10, 2026, generally subject to the named executive officer’s continued employment through such vesting date, except as described under “—Potential Post-Employment Payments to Named Executive Officers” below. (8) Represents final two tranches of RSUs awarded in March 2024 that are eligible to vest in two equal installments on each of March 11, 2026 and March 11, 2027, generally subject to the named executive officer’s continued employment through such vesting date, except as described under “—Potential Post-Employment Payments to Named Executive Officers” below. (9) Represents RSUs awarded in March 2025 that are eligible to vest in three equal installments on each of March 12, 2026, March 12, 2027 and March 12, 2028, generally subject to the named executive officer’s continued employment through such vesting date, except as described under “—Potential Post-Employment Payments to Named Executive Officers” below. (10) Represents PSUs awarded in March 2023. The final payout of 121.8% for these PSUs awarded in March 2023 was certified by the Compensation and Human Capital Committee in January 2026 as described further in “Compensation Discussion and Analysis—Components of Total Direct Compensation—Payout for PSUs for Performance Period Ending in 2025” above and amounts reported in this table represent the actual number of PSUs earned by the named executive officers following such certification. Such PSUs are scheduled to vest on March 10, 2026, generally subject to the named executive officer’s continued employment through such vesting date, except as described under “—Potential Post-Employment Payments to Named Executive Officers” below. (11) Represents PSUs awarded in March 2024 (reported in this table based on the target number of shares subject to the award). Assuming applicable performance conditions based on adjusted total segment income (Incentive Adjusted EBITDA) growth and global retail sales growth, excluding foreign currency impact, are satisfied, PSUs will vest and convert to shares of common stock in or around March 2027, generally subject to the named executive officer’s continued employment through March 11, 2027, except as described under “—Potential Post-Employment Payments to Named Executive Officers” below. Actual payout for PSUs could range from 0% to 200% depending on performance, subject to a relative TSR modifier, which can increase or decrease the total number of shares earned by 25% based on the Company’s TSR relative to the TSR of the constituents of the S&P Composite 1500 Restaurants Sub-Index. The final payout will be determined by the Compensation and Human Capital Committee and may be greater or less than the amount shown. Represents PSUs awarded in March 2025, as described under “Compensation Discussion and Analysis—Components of Direct Compensation—Long-term Incentive Compensation” above (reported in this table based on the target number of shares subject to the award). Assuming applicable performance conditions based on adjusted total segment income (Incentive Adjusted EBITDA) growth and global retail sales growth, excluding foreign currency impact, are satisfied, PSUs will vest and convert to shares of common stock in or around March 2028, generally subject to the named executive officer’s continued employment through March 12, 2028, except as described under “—Potential Post-Employment Payments to Named Executive Officers” below. Actual payout for PSUs could range from 0% to 200% depending on performance, subject to a relative TSR modifier, which can increase or decrease the total number of shares earned by 25% based on the Company’s TSR relative to the TSR of the constituents of the S&P

  56. Outstanding Equity Awards at Fiscal Year-End

    | 50 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | EXECUTIVE COMPENSATION TABLES |

  57. Outstanding Equity Awards at Fiscal Year-End

    Composite 1500 Restaurants Sub-Index. The final payout will be determined by the Compensation and Human Capital Committee and may be greater or less than the amount shown. Represents RSUs granted as part of a retention award intended to secure Ms. Headen's continued employment through her anticipated retirement date. These RSUs contain three-year cliff vesting provisions with no accelerated vesting upon a voluntary retirement and fully accelerate upon the termination of Ms. Headen's employment for any reason other than her voluntary termination (including retirement) or her termination for cause.

  58. Option Exercises and Stock Vested

    Option Exercises and Stock Vested The following table provides information relating to stock vested and exercises of stock options for each of the named executive officers during 2025:

  59. Option Exercises and Stock Vested

    | | Option Awards | | Stock Awards | | | Name | Number of Shares Acquired on Exercise (#) | Value Realized on Exercise ($)(1) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($)(2) | | Russell J. Weiner | — | — | 6,434 | $2,901,418 | | Sandeep Reddy | — | — | 2,870 | $1,311,383 | | Joseph H. Jordan | — | — | 2,871 | $1,293,905 | | Cynthia A. Headen | — | — | 1,729 | $779,224 | | Kelly E. Garcia | 4,870 | $1,294,706 | 1,911 | $861,288 |

  60. Option Exercises and Stock Vested

    (1) Equals the closing price of the Company’s common stock on Nasdaq on the exercise date minus the option exercise price multiplied by the number of shares acquired on exercise. (2) Equals the closing price of the Company’s common stock on Nasdaq on the vesting date multiplied by the number of shares vesting, plus any accrued cash dividends paid on such vesting date in respect of such shares.

  61. Non-Qualified Deferred Compensation

    Non-Qualified Deferred Compensation A select group of management or highly compensated employees, as defined by the Employee Retirement Income and Security Act of 1974, as amended, as well as the Company’s directors, are eligible to participate in the Domino’s Pizza Deferred Compensation Plan, or the DCP. The purpose of the DCP is to provide supplemental retirement income and to permit eligible employees to defer receipt of compensation pursuant to the terms of the plan. Participants are able to defer a portion of eligible compensation (including annual base salary and the annual performance incentive or, in the case of our directors, annual retainers and/or annual equity awards). Participants elect a specific date or event (such as termination of employment or Board service) for payment of deferred compensation and the form of the payment, either lump sum or installments. Participants are able to notionally invest their deferrals in mutual funds selected by them from a lineup of options. The options available under the DCP for the fiscal year ended December 28, 2025 were as follows: American Funds EuroPacific Growth Fund BNY Mellon MidCap Index Fund Boston Trust Small Cap Fund Credit Suisse Commodity Return Strategy Fund Dodge and Cox International Stock Fund Fidelity 500 Index Fund Fidelity Government Money Market Fund Fidelity Puritan Fund Invesco Comstock Fund NYLI Winslow Large Cap Growth Fund PIMCO All Asset Fund PIMCO Total Return Fund Vanguard Emerging Markets Fund Vanguard Inflation-Protected Securities Fund Vanguard Real Estate Index Fund Vanguard Total Bond Market Index Fund Vanguard Total International Stock Index Fund

  62. Non-Qualified Deferred Compensation

    | EXECUTIVE COMPENSATION TABLES | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 51 |

  63. Non-Qualified Deferred Compensation

    The following table provides information on the DCP for our named executive officers as of December 28, 2025:

  64. Non-Qualified Deferred Compensation

    | Name | Executive Contributions in Last Fiscal Year ($)(1) | Registrant Contributions in Last Fiscal Year ($) | Aggregate Earnings in Last Fiscal Year ($)(2) | Aggregate Withdrawals / Distributions ($) | Aggregate Balance at Last Fiscal Year-End ($)(3) | | Russell J. Weiner | — | — | — | — | — | | Sandeep Reddy | 119,475 | — | 152,900 | — | 1,198,014 | | Joseph H. Jordan | — | — | — | — | — | | Cynthia A. Headen | 200,000 | — | 73,001 | — | 988,314 | | Kelly E. Garcia | — | — | — | — | — |

  65. Non-Qualified Deferred Compensation

    (1) These entire amounts are included in salary for Mr. Reddy and Ms. Headen in the Summary Compensation Table on page 46. (2) Reflects dividends, interest and aggregate market-based earnings on amounts deferred by plan participants. (3) Represents the participant’s account balance as of December 28, 2025, which includes compensation received in fiscal years 2021 through 2024, as applicable, as follows: Mr. Reddy $925,639 and Ms. Headen $715,313, in each case as adjusted for applicable changes in market value of the notional investment of such amounts. No other named executive officers participated in or had balances under the Domino’s Pizza Deferred Compensation Plan for the fiscal year ended December 28, 2025. The balances under the DCP for our directors are listed below under “Non-Qualified Deferred Compensation of Directors.”

  66. Pay Versus Performance

    Pay Versus Performance As required by 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 pay-for-performance philosophy and how the Company’s executive compensation aligns with the Company’s performance, refer to “Compensation Discussion and Analysis.” The Compensation and Human Capital Committee did not consider the Compensation Actually Paid measure below in making its compensation decisions for any of the years shown below.

  67. Pay Versus Performance

    | | | | | | | | Value of Initial Fixed $100 Investment Based on(4): | | | | | Year | Summary Compensation Table Total for Richard E. Allison, Jr.(1) ($) | Summary Compensation Table Total for Russell J. Weiner(1) ($) | Compensation Actually Paid to Richard E. Allison, Jr.(1)(2)(3) ($) | Compensation Actually Paid to Russell J. Weiner(1)(2)(3) ($) | Average Summary Compensation Table Total for Non-PEO NEOs(1) ($) | Average Compensation Actually Paid to Non-PEO NEOs(1)(2)(3) ($) | Total Shareholder Return ($) | Peer Group Total Shareholder Return ($) | Net Income ($ Millions) | Incentive Adjusted EBITDA ($ Millions)(5) | | 2025 | | 10,696,081 | | 8,945,334 | 3,486,455 | 3,013,220 | 118.24 | 137.50 | 601.7 | 1,089.0 | | 2024 | | 8,944,625 | | 10,718,331 | 2,783,204 | 3,349,278 | 117.50 | 138.71 | 584.2 | 1,014.5 | | 2023 | | 10,135,862 | | 14,374,311 | 4,181,603 | 5,957,664 | 111.25 | 128.76 | 519.1 | 935.8 | | 2022 | 1,577,173 | 6,636,731 | (5,565,349) | (27,849) | 3,222,641 | 2,114,168 | 92.19 | 111.26 | 452.3 | 894.7 | | 2021 | 7,138,002 | — | 18,863,088 | — | 2,669,548 | 4,929,996 | 148.40 | 122.05 | 510.5 | 893.1 |

  68. Pay Versus Performance

    (1) Richard E. Allison, Jr. was our principal executive officer (“PEO”) from July 2018 to April 30, 2022. Russell J. Weiner became our PEO on May 1, 2022. The individuals comprising the Non-PEO named executive officers (“NEOs”) for each year presented are listed below.

  69. Pay Versus Performance

    | 2021 | 2022 | 2023 | 2024 | 2025 | | Russell J. Weiner | Sandeep Reddy | Sandeep Reddy | Sandeep Reddy | Sandeep Reddy | | Joseph H. Jordan | Joseph H. Jordan | Joseph H. Jordan | Joseph H. Jordan | Joseph H. Jordan | | Kevin S. Morris | Kelly E. Garcia | Kelly E. Garcia | Kelly E. Garcia | Cynthia A. Headen | | Stuart A. Levy | Arthur P. D'Elia | Arthur P. D'Elia | Cynthia A. Headen | Kelly E. Garcia | | | | | Arthur P. D'Elia | |

  70. Pay Versus Performance

    (2) The amounts shown for Compensation Actually Paid have been calculated in accordance with Item 402(v) of Regulation S-K and do not reflect compensation actually earned, realized or received by the Company’s NEOs. These amounts reflect the Summary Compensation Table total with certain adjustments as described in footnote (3) below. (3) Compensation Actually Paid reflects the exclusions and inclusions of certain amounts for the PEOs and the Non-PEO NEOs as set forth below. Equity values are calculated in accordance with ASC 718. Amounts in the Exclusion of Stock Awards and Option Awards column are the totals from the Stock Awards and Option Awards columns set forth in the Summary Compensation Table. To calculate Compensation Actually Paid, the totals included in the Exclusion of Stock Awards and Option Awards column were subtracted and the totals in the Inclusion of Equity Values column were added to the Summary Compensation Table Total for the PEOs and the Non-PEO NEOs.

  71. Pay Versus Performance

    | Year | Summary Compensation Table Total for Richard E. Allison, Jr. ($) | Exclusion of Stock Awards and Option Awards for Richard E. Allison, Jr. ($) | Inclusion of Equity Values for Richard E. Allison, Jr, ($) | Compensation Actually Paid to Richard E. Allison, Jr. ($) | | 2022 | 1,577,173 | (196,857) | (6,945,665) | (5,565,349) | | 2021 | 7,138,002 | (3,460,131) | 15,185,216 | 18,863,088 |

  72. Pay Versus Performance

    | Year | Summary Compensation Table Total for Russell J. Weiner ($) | Exclusion of Stock Awards and Option Awards for Russell J. Weiner ($) | Inclusion of Equity Values for Russell J. Weiner ($) | Compensation Actually Paid to Russell J. Weiner ($) | | 2025 | 10,696,081 | (7,615,905) | 5,865,158 | 8,945,334 | | 2024 | 8,944,625 | (5,772,288) | 7,545,994 | 10,718,331 | | 2023 | 10,135,862 | (7,070,798) | 11,309,247 | 14,374,311 | | 2022 | 6,636,731 | (4,553,658) | (2,110,922) | (27,849) |

  73. Pay Versus Performance

    | EXECUTIVE COMPENSATION TABLES | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 55 |

  74. Pay Versus Performance

    | Year | Average Summary Compensation Table Total for Non-PEO NEOs ($) | Average Exclusion of Stock Awards and Option Awards for Non-PEO NEOs ($) | Average Inclusion of Equity Values for Non-PEO NEOs ($) | Average Compensation Actually Paid to Non-PEO NEOs ($) | | 2025 | 3,486,455 | (1,940,789) | 1,467,554 | 3,013,220 | | 2024 | 2,783,204 | (1,367,579) | 1,933,653 | 3,349,278 | | 2023 | 4,181,603 | (2,715,339) | 4,491,400 | 5,957,664 | | 2022 | 3,222,641 | (1,904,195) | 795,722 | 2,114,168 | | 2021 | 2,669,548 | (1,136,067) | 3,396,515 | 4,929,996 |

  75. Pay Versus Performance

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

  76. Pay Versus Performance

    | Year | Year-End Fair Value of Equity Awards Granted During Year That Remained Unvested as of Last Day of Year for Richard E. Allison, Jr. ($) | Change in Fair Value from Last Day of Prior Year to Last Day of Year of Unvested Equity Awards for Richard E. Allison, Jr. ($) | Change in Fair Value from Last Day of Prior Year to Vesting Date of Unvested Equity Awards that Vested During Year for Richard E. Allison, Jr. ($) | Fair Value at Last Day of Prior Year of Equity Awards Forfeited During Year for Richard E. Allison, Jr. ($) | Total - Inclusion of Equity Values for Richard E. Allison, Jr. ($) | | 2022 | — | (692,267) | (6,253,398) | — | (6,945,665) | | 2021 | 5,462,058 | 7,624,249 | 2,098,909 | — | 15,185,216 |

  77. Pay Versus Performance

    | Year | Year-End Fair Value of Equity Awards Granted During Year That Remained Unvested as of Last Day of Year for Russell J. Weiner ($) | Change in Fair Value from Last Day of Prior Year to Last Day of Year of Unvested Equity Awards for Russell J. Weiner ($) | Change in Fair Value from Last Day of Prior Year to Vesting Date of Unvested Equity Awards that Vested During Year for Russell J. Weiner ($) | Fair Value at Last Day of Prior Year of Equity Awards Forfeited During Year for Russell J. Weiner ($) | Total - Inclusion of Equity Values for Russell J. Weiner ($) | | 2025 | 7,039,398 | (1,249,262) | 75,022 | — | 5,865,158 | | 2024 | 5,261,943 | 1,676,729 | 607,322 | — | 7,545,994 | | 2023 | 10,957,111 | 627,305 | (275,169) | — | 11,309,247 | | 2022 | 3,584,162 | (2,645,641) | (3,049,443) | — | (2,110,922) |

  78. Pay Versus Performance

    | Year | Average Year-End Fair Value of Equity Awards Granted During Year That Remained Unvested as of Last Day of Year for Non-PEO NEOs ($) | Average Change in Fair Value from Last Day of Prior Year to Last Day of Year of Unvested Equity Awards for Non-PEO NEOs ($) | Average Change in Fair Value from Last Day of Prior Year to Vesting Date of Unvested Equity Awards that Vested During Year for Non-PEO NEOs ($) | Average Fair Value at Last Day of Prior Year of Equity Awards Forfeited During Year for Non-PEO NEOs ($) | Total - Average Inclusion of Equity Values for Non-PEO NEOs ($) | | 2025 | 1,777,550 | (355,394) | 45,398 | — | 1,467,554 | | 2024 | 1,243,061 | 441,853 | 248,739 | — | 1,933,653 | | 2023 | 4,285,464 | 277,603 | (71,667) | — | 4,491,400 | | 2022 | 1,559,241 | (573,013) | (190,506) | — | 795,722 | | 2021 | 1,380,101 | 1,658,217 | 590,885 | (232,688) | 3,396,515 |

  79. Pay Versus Performance

    (4) The Peer Group TSR set forth in this table utilizes the S&P Composite 1500 Restaurants Sub-Index (“Index”), which we also utilize in the stock performance graph required by Item 201(e) of Regulation S-K included in the 2025 10-K. The comparison assumes $100 was invested for the period starting January 3, 2021, through the end of the listed year in the Company’s common stock and in the Index, respectively. 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. The TSRs included herein have been slightly modified from the prior year disclosure to reflect the market close on December 31, 2020 (the beginning of the measurement period). Historical stock performance is not necessarily indicative of future stock performance. We determined Incentive Adjusted EBITDA to be the most important financial performance measure used to link Company performance to Compensation Actually Paid to our PEOs and Non-PEO NEOs in fiscal 2025. Incentive Adjusted EBITDA is calculated as Segment Income as defined by the Company under Accounting Standards Codification 280, Segment Reporting, less corporate administrative costs that have not been allocated to a reportable segment including labor, computer expenses, professional fees, travel and entertainment, rent, insurance and other corporate administrative costs, subject to certain additional adjustments as detailed under “Compensation Discussion and Analysis—Components of Total Direct Compensation—Annual Performance Incentives” above. This performance measure may not have been the most important financial performance measure for fiscal year 2021 and we may determine a different financial performance measure to be the most important financial performance measure in future years.

  80. Pay Versus Performance

    | 56 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | EXECUTIVE COMPENSATION TABLES |

  81. Analysis of the Information Presented in the Pay Versus Performance Table

    Analysis of the Information Presented in the Pay Versus Performance Table As described in more detail in “Compensation Discussion and Analysis,” the Company’s executive compensation program reflects a commitment to paying for performance and a competitive pay-for-performance package that is designed to incentivize and retain executives. 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 graphs showing the relationships between information presented in the Pay Versus Performance table.

  82. Analysis of the Information Presented in the Pay Versus Performance Table

    | EXECUTIVE COMPENSATION TABLES | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 57 |

  83. Analysis of the Information Presented in the Pay Versus Performance Table

    Compensation Actually Paid and Cumulative TSR The following chart sets forth the relationship between Compensation Actually Paid to our PEOs, the average of Compensation Actually Paid to our Non-PEO NEOs, and the Company’s cumulative TSR over the five most recently completed fiscal years and also compares our cumulative TSR over the five most recently completed fiscal years to that of the S&P Composite 1500 Restaurant Sub-Index TSR over the same period. Compensation Actually Paid and Net Income The following chart sets forth the relationship between Compensation Actually Paid to our PEOs, the average of Compensation Actually Paid to our Non-PEO NEOs, and our net income during the five most recently completed fiscal years.

  84. Analysis of the Information Presented in the Pay Versus Performance Table

    | 58 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | EXECUTIVE COMPENSATION TABLES |

  85. Analysis of the Information Presented in the Pay Versus Performance Table

    Compensation Actually Paid and Incentive Adjusted EBITDA The following chart sets forth the relationship between Compensation Actually Paid to our PEO, the average of Compensation Actually Paid to our Non-PEO NEOs, and our Incentive Adjusted EBITDA during the five most recently completed fiscal years. Cumulative TSR of the Company and Cumulative TSR of the Peer Group The Company’s cumulative TSR over the five-year period presented in the table was approximately 18.2%, while the cumulative TSR of the peer group presented for this purpose, the S&P Composite 1500 Restaurants Sub-Index, was approximately 37.5% over this same period. The Company’s cumulative TSR underperformed the S&P Composite 1500 Restaurants Sub-Index during the period presented in the table, representing the Company’s underperformance as compared to the companies comprising the S&P Composite 1500 Restaurants Sub-Index comparison group in certain years in the period, but still grew positively in 2025 and corresponded with a significant return to growth and a return to the Company’s historical strong operating performance. For more information regarding the Company’s performance and the companies that the Compensation and Human Capital Committee considers when determining compensation, refer to “Compensation Discussion and Analysis.”

  86. Analysis of the Information Presented in the Pay Versus Performance Table

    | EXECUTIVE COMPENSATION TABLES | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 59 |

  87. CEO Pay Ratio

    CEO Pay Ratio Under the Dodd-Frank Wall Street Reform and Consumer Protection Act, the SEC requires annual disclosure of the ratio of the median annual total compensation of all of our employees to the annual total compensation of our CEO. To identify the median employee, we used 2025 total cash compensation, which includes annual base salaries or base wages plus annual bonuses, if any, as reported on each employee’s W-2, Box 1, as our consistently applied compensation measure. We used total cash compensation as our consistently applied compensation measure because we do not widely distribute annual equity awards to employees (less than 2% of our employees received annual equity awards in 2025). We then measured total cash compensation for all individuals who were employed by us on December 1, 2025, excluding (i) our CEO and (ii) all team members located in countries outside of the United States, pursuant to the de minimis exemption under the pay ratio rules. A total of 263 team members were so excluded and are detailed by each non‑U.S. jurisdiction below:

  88. CEO Pay Ratio

    | Canada: | 226 | Mexico: | 1 | Singapore | 17 | | Dubai: | 7 | Netherlands: | 12 | | |

  89. CEO Pay Ratio

    Except as described above, we included all employees, whether employed on a full-time, part-time, seasonal or temporary basis. We did not make any assumptions, adjustments, or estimates with respect to total cash compensation. We did, however, annualize the compensation used for employees who were not employed by us for all of 2025 by taking an employee’s compensation for the number of bi-weekly pay periods for which they were employed and annualizing such amount for the full year of 26 pay periods, which is consistent with the number of bi-weekly pay periods our CEO had in 2025. As of December 1, 2025, we had 9,562 U.S.-based full-time, part-time, seasonal and temporary employees. As of this same date, including our team members located in countries outside the United States, we had 9,825 full-time, part-time, seasonal and temporary employees. As we had an even number of employees excluding our CEO, the methodology resulted in the identification of two median employees. We selected the employee whom we believed had annual total compensation that was more representative of our employee population and general compensation practices. Based on total cash compensation, our median employee was identified as a part-time delivery driver who worked less than 30 hours per week and was paid on an hourly basis. The median employee’s annual total compensation was calculated using the same methodology we use for our named executive officers as set forth in the Summary Compensation Table for 2025 earlier in this Proxy Statement. Mr. Weiner’s annual total compensation for the 2025 fiscal year was $10,696,081, as reflected in the Summary Compensation Table for 2025 above. Our median employee’s annual total compensation for the 2025 fiscal year, as determined in the same manner as Mr. Weiner’s, was $36,776. As a result, we estimate that Mr. Weiner’s annual total compensation was approximately 291 times that of our median employee. This pay ratio is a reasonable estimate calculated in a manner consistent with Item 402(u) of Regulation S-K. Because the SEC rules for identifying the median compensated 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, the pay ratio reported by other companies may not be comparable to the pay ratio reported above. The Compensation and Human Capital Committee did not consider the pay ratio in making its compensation decisions for fiscal 2025.

  90. CEO Pay Ratio

    | 60 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | EXECUTIVE COMPENSATION TABLES |

  91. CEO Pay Ratio

    | Proposal Three: Advisory Vote to Approve Named Executive Officer Compensation | |

  92. CEO Pay Ratio

    At our 2025 annual meeting of shareholders, the Company provided shareholders with the opportunity to cast an advisory vote regarding the compensation of our named executive officers as disclosed for fiscal year 2024 in our 2025 Proxy Statement. This non-binding advisory vote is commonly referred to as “say-on-pay.” At our 2025 annual meeting, our shareholders approved the proposal with 94.84% of the shares voted in favor of the say-on-pay proposal. At the 2023 annual meeting of shareholders, the Company held an advisory vote on the frequency of future say-on-pay votes. Our shareholders voted in favor of an annual say-on-pay vote and the Company has elected to follow such recommendation. Accordingly, this year we are again asking our shareholders to vote FOR the approval of the compensation we pay to our named executive officers as disclosed in this Proxy Statement. The objectives of our executive compensation program, along with the compensation paid to our named executive officers and the rationale for such compensation, are set forth in the Compensation Discussion and Analysis and the related tables and narrative disclosures in this Proxy Statement.

  93. CEO Pay Ratio

    | The Board of Directors, as required pursuant to Section 14A of the Exchange Act, is asking shareholders to cast a non-binding, advisory vote FOR the following resolution: | | “RESOLVED, that the compensation paid to the Company’s named executive officers, as disclosed pursuant to Item 402 of Regulation S-K, including the Compensation Discussion and Analysis, compensation tables and any related material contained in this Proxy Statement, is hereby APPROVED.” |

  94. CEO Pay Ratio

    As we described in the Compensation Discussion and Analysis, our executive compensation program embodies a pay-for-performance philosophy that supports the Company’s business strategy, aligns the interests of our executives with our shareholders and promotes good governance. We believe that our executive compensation program effectively links pay to performance and reflects best practices in governance, as demonstrated by the following: • Strong emphasis on performance-based compensation. For fiscal 2025, approximately 91% of the target total direct compensation for our CEO, and an average of approximately 81% of all other named executive officers’ target total direct compensation, was variable and tied to Company financial and/or stock price performance. • Annual compensation governance review. The Compensation and Human Capital Committee reviews our compensation plans, policies, and significant compensation practices on an annual basis. • Risk oversight and mitigation. The Compensation and Human Capital Committee annually evaluates the level of risk associated with the design of our incentive compensation programs and maintains a number of mechanisms intended to mitigate the chance of our incentive compensation programs encouraging excessive risk-taking. These mechanisms include meaningful stock ownership guidelines, a cap on maximum annual performance incentives, a recoupment policy that complies with SEC and listing exchange rules, and anti-pledging and anti-hedging provisions contained in our Insider Trading Policy. Domino’s values ongoing, transparent dialogue with our shareholders and considers shareholder feedback in assessing our executive compensation program. In 2025, we engaged with approximately 250 investors representing over 60% of our outstanding shares, including many of our largest institutional holders. Shareholders expressed strong support for our pay-for-performance philosophy and the structure of our incentive programs, as reflected in our 94.84% say-on-pay approval, and our program remained substantially consistent in 2025. We remain committed to transparent communication and will continue to incorporate shareholder perspectives into our

  95. CEO Pay Ratio

    | PROPOSAL THREE: ADVISORY VOTE TO APPROVE NAMED EXECUTIVE Officer COMPENSATION | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 61 |

  96. CEO Pay Ratio

    compensation decision-making process. The Company has made changes in prior years based upon feedback from this shareholder outreach and plans to continue these engagement efforts in future years. For these reasons, the Board is asking shareholders to again support this say-on-pay proposal. Although the vote we are asking you to cast is non-binding, the Compensation and Human Capital Committee and the Board value the views of our shareholders and will continue to consider the outcome of the vote when determining future compensation arrangements for our named executive officers and in continuing to align the Company’s executive compensation program with the interests of the Company and its shareholders.

  97. CEO Pay Ratio

    | Our Board of Directors Unanimously Recommends a Vote FOR this Proposal |  |

  98. CEO Pay Ratio

    | 62 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | PROPOSAL THREE: ADVISORY VOTE TO APPROVE NAMED EXECUTIVE Officer COMPENSATION |

  99. CEO Pay Ratio

    | Proposal Four: Shareholder Proposal: Directors Who Fail to Obtain a Majority Vote | |

  100. CEO Pay Ratio

    The Company has been advised that Mr. John Chevedden intends to submit the following proposal at the Annual Meeting. In accordance with applicable proxy regulations, the proposed resolution and supporting statement, for which the Board of Directors and the Company accept no responsibility, are set forth below. The proponent has represented that he beneficially owns at least $2,000 in market value of our common stock. Proposal Four will be required to be voted upon at the Annual Meeting only if properly presented. Approval of this proposal would require the affirmative vote of a majority of the votes properly cast in person or by proxy at the Annual Meeting. If you abstain, your shares will not be counted as having been voted on the matter. After careful consideration, the Board of Directors unanimously recommends a vote AGAINST this Proposal Four.

  101. Board of Directors’ Response to Shareholder Proposal

    | Compensation of Directors | |

  102. 2025 Director Compensation Summary

    2025 Director Compensation Summary

  103. 2025 Director Compensation Summary

    | Annual Retainer | Amount | | Board of Directors | $90,000 | | Presiding (now Lead Independent) Director | $25,000 | | Audit Committee | | | Chairperson | $35,000 | | Member | $15,000 | | Compensation and Human Capital Committee | | | Chairperson | $25,000 | | Member | $10,000 | | Nominating and Corporate Governance Committee | | | Chairperson | $20,000 | | Member | $10,000 |

  104. 2025 Director Compensation Summary

    | Annual Equity Award | Value | | Target grant date fair value | $190,000 | | Award vests on first anniversary of the grant date | |

  105. 2025 Director Compensation Summary

    Directors may elect to receive their annual retainer amounts either entirely in cash or in restricted stock units (in quarterly installments), or in varying increments of each. Changes for 2026. Beginning in fiscal 2026, the annual retainer for directors increased to $100,000 while the target grant date fair value of the annual equity awards for directors will remain $190,000. These changes were made by the Compensation and Human Capital Committee, and approved by the Board in February 2026, following a review by the Compensation and Human Capital Committee of a Meridian study on director compensation in order to keep the compensation of our directors near the median of the peer group used for executive compensation benchmarking purposes, as described under “Compensation Discussion and

  106. 2025 Director Compensation Summary

    | 68 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | COMPENSATION OF DIRECTORS |

  107. 2025 Director Compensation Summary

    Analysis—Benchmarking and Peer Group”, based on a two-year projection of such market median given the Company’s biennial review of director compensation.

  108. Director Compensation Table for 2025

    Director Compensation Table for 2025 The following table provides information concerning compensation for the Company’s directors during 2025:

  109. Director Compensation Table for 2025

    | Name | Fees Earned or Paid in Cash ($) | Stock Awards ($)(1) | Option Awards ($) | Non-Equity Incentive Plan Compensation ($) | Change in Pension Value and Nonqualified Deferred Compensation Earnings ($) | All Other Compensation ($)(2) | Total ($) | | David A. Brandon(3) | 90,000 | 190,465 | — | — | — | 79,523 | 359,988 | | C. Andrew Ballard(4) | 110,625 | 190,465 | — | — | — | — | 301,090 | | Andrew B. Balson | 110,000 | 190,465 | — | — | — | — | 300,465 | | Corie S. Barry | 115,000 | 190,465 | — | — | — | — | 305,465 | | Diane L. Cafritz(5) | 68,750 | 190,465 | — | — | — | — | 259,215 | | Diana F. Cantor(6) | 25,000 | — | — | — | — | 30,827 | 55,827 | | Richard L. Federico | 125,000 | 190,465 | — | — | — | — | 315,465 | | James A. Goldman | 105,000 | 190,465 | — | — | — | — | 295,465 | | Stephen H. Kramer(7) | 52,500 | 155,006 | — | — | — | — | 207,506 | | Patricia E. Lopez | 125,000 | 190,465 | — | — | — | — | 315,465 |

  110. Director Compensation Table for 2025

    (1) Amounts in the “Stock Awards” column reflect the grant date fair value of grants of restricted stock units pursuant to our EIP determined in accordance with ASC 718 and reflect rounding up in the number of restricted stock units granted. Assumptions used in the calculation of these amounts are included in Note 9 to the Company’s audited financial statements for the fiscal year ended December 28, 2025 included in the 2025 10-K. As further described herein, directors may elect to receive their annual retainer amounts entirely in cash or in restricted stock units, or in varying increments of each, and may elect to defer receipt of all or a portion of any such cash or any shares of common stock received upon vesting of restricted stock units pursuant to the DCP. (2) Amounts shown represent perquisites and personal benefits totaling at least $10,000 in the aggregate as further described in this footnote. For Mr. Brandon, this includes reimbursements for post-employment medical and health benefits ($72,320), Company-paid umbrella liability insurance premiums, and Domino’s food purchases. For Ms. Cantor, it includes a charitable donation made by the Company in her honor upon her retirement from the Board ($25,000) and Domino’s food purchases. No individual perquisite or other personal benefit item exceeded $25,000 or 10% of total perquisites other than Mr. Brandon’s medical benefit reimbursements ($72,320). This table does not include any amount attributable to spousal travel in connection with business usage of corporate or other private aircraft because no incremental costs are incurred by the Company in connection with the spouse accompanying the director on the aircraft. (3) In his role as the Company’s Executive Chairman, Mr. Brandon serves as an employee of the Company and receives additional compensation in connection with such employment, as described under “Certain Transactions Involving Management or 5% or Greater Shareholders.” (4) Amount represents compensation received by Mr. Ballard prior to his resignation from the Board on November 19, 2025. (5) Amount represents compensation received by Ms. Cafritz since joining the Board on April 23, 2025. (6) Amount represents compensation received by Ms. Cantor prior to her retirement from the Board on April 23, 2025. (7) Amount represents compensation received by Mr. Kramer since joining the Board on June 30, 2025.

  111. Director Compensation Table for 2025

    | COMPENSATION OF DIRECTORS | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | 69 |

  112. Non-Qualified Deferred Compensation of Directors

    Non-Qualified Deferred Compensation of Directors The following table provides information on the DCP for directors as of December 28, 2025:

  113. Non-Qualified Deferred Compensation of Directors

    | Name | Director Contributions in Last Fiscal Year ($)(1) | Registrant Contributions in Last Fiscal Year ($) | Aggregate Earnings in Last Fiscal Year ($)(2) | Aggregate Withdrawals / Distributions ($) | Aggregate Balance at Last Fiscal Year-End ($)(3) | | David A. Brandon | 380,080 | — | 546,937 | — | 5,567,638 | | C. Andrew Ballard | — | — | — | — | — | | Andrew B. Balson | — | — | 261,239 | — | 1,751,196 | | Corie S. Barry | — | — | — | — | — | | Diane L. Cafritz | — | — | — | — | — | | Diana F. Cantor | — | — | — | — | — | | Richard L. Federico | — | — | — | — | — | | James A. Goldman | — | — | 238,900 | — | 1,694,364 | | Stephen H. Kramer | — | — | — | — | — | | Patricia E. Lopez | 125,000 | — | 107,213 | — | 777,726 |

  114. Non-Qualified Deferred Compensation of Directors

    (1) Entire amounts contributed by participants are included as “Fees Earned or Paid in Cash” in the Director Compensation Table above. For Mr. Brandon, also includes contributions of compensation received as the Company’s Executive Chairman, a role for which he serves as an employee of the Company, as described under “Certain Transactions Involving Management or 5% or Greater Shareholders.” (2) Reflects dividends, interest and aggregate market-based earnings on amounts deferred by plan participants. (3) Represents the participant’s account balance as of December 28, 2025, which includes compensation reported in fiscal years 2013-2024, as applicable, as follows: Mr. Brandon $4,640,621, Mr. Balson $1,489,957, Mr. Goldman $1,455,463 and Ms. Lopez $545,513, in each case as adjusted for applicable changes in market value of the notional investment of such amounts. Under the DCP, a director may irrevocably elect to defer receipt of shares of common stock the director would have received upon vesting of restricted stock units comprising his or her annual retainer and/or annual equity award. The purpose of the plan is to enhance the Company’s ability to attract and retain directors by providing individual financial and tax planning flexibility. Deferred stock resulting from deferrals under the DCP is counted toward meeting the stock ownership requirements for directors of five times their annual retainer fee.

  115. Outstanding Equity Awards of Directors

    Outstanding Equity Awards of Directors The following table shows the number of shares underlying outstanding restricted stock units for the Company’s directors as of December 28, 2025:

  116. Outstanding Equity Awards of Directors

    | Name | Outstanding Stock Awards (#) | | David A. Brandon | 2,586(1) | | C. Andrew Ballard | — | | Andrew B. Balson | 392 | | Corie S. Barry | 392 | | Diane L. Cafritz | 392 | | Diana F. Cantor | — | | Richard L. Federico | 392 | | James A. Goldman | 392 | | Stephen H. Kramer | 344 | | Patricia E. Lopez | 392 |

  117. Outstanding Equity Awards of Directors

    Comprised of an annual equity grant of 392 restricted stock units for Mr. Brandon’s service as a director and grants of 2,194 restricted stock units awarded in 2025 and in prior years in connection with his appointment as Executive Chairman of the Board of Directors and resulting employment with the Company as further described under “Certain Transactions Involving Management or 5% or Greater Shareholders.”

  118. Outstanding Equity Awards of Directors

    | 70 | DOMINO’S PIZZA, INC. 2026 PROXY STATEMENT | COMPENSATION OF DIRECTORS |

  119. Outstanding Equity Awards of Directors

    | Equity Compensation Plan Information | |

  120. Outstanding Equity Awards of Directors

    The following table sets forth, as of December 28, 2025, the end of the Company’s last fiscal year, (a) the number of securities that could be issued upon exercise of outstanding options under the Company’s equity compensation plans, (b) the weighted-average exercise price of outstanding options under such plans and (c) the number of securities remaining available for future issuance under such plans, excluding securities that could be issued upon exercise of outstanding options and RSUs and PSUs that have been issued.

  121. Outstanding Equity Awards of Directors

    | Plan Category | Number of Securities to be Issued Upon Exercise of Outstanding Options, Warrants and Rights | Weighted- Average Exercise Price of Outstanding Options, Warrants and Rights | Number of Securities Remaining Available for Future Issuance Under Equity Compensation Plans (Excluding Securities Reflected in First Column)(1) | | Equity compensation plans approved by shareholders | 651,859(2) | $333.24 | 2,535,204 | | Equity compensation plans not approved by shareholders | — | — | — | | Total | 651,859 | $333.24 | 2,535,204 |

  122. Outstanding Equity Awards of Directors

    (1) Includes 530,889 shares that may be issued under the ESPDP. (2) Consists of 424,286 options and 227,573 PSUs and RSUs (assuming the target performance for PSUs) currently awarded under the EIP. The weighted average exercise price above does not take such PSUs or RSUs into account.