DEF 14A of Accenture plc, Dec 12, 2025

DEF 14A of Accenture plc

Filed Dec 12, 2025 · FY20250001308179-25-000651

Open on EDGAR

  1. Your vote is important

    | Stock Vested in Fiscal 2025 | 78 | | Nonqualified Deferred Compensation for Fiscal 2025 | 79 | | Potential Payments Upon Termination | 79 | | Pay Ratio | 82 | | Pay Versus Performance | 83 | | PROPOSAL 3: Approval of Amended and Restated Accenture plc 2010 Share Incentive Plan | 88 | | PROPOSAL 4: Non-Binding Ratification of Appointment of Independent Auditor and Binding Authorization of the Board to Determine Its Remuneration | 97 | | Independent Auditor’s Fees | 98 | | Procedures for Audit Committee Pre-Approval of Audit and Permissible Non-Audit Services of Independent Auditor | 98 | | Audit | 100 | | Audit Committee Report | 100 | | Irish Law Proposals | 102 | | PROPOSAL 5: Board Authority to Issue Shares | 102 | | PROPOSAL 6: Board Authority to Opt-Out of Pre-Emption Rights | 103 | | PROPOSAL 7: Determine Price Range for Re-Allotment of Treasury Shares | 104 | | Beneficial Ownership | 106 | | Beneficial Ownership of Directors and Executive Officers | 106 | | Beneficial Ownership of More Than 5% | 107 | | Questions and Answers About the Annual Meeting | 109 | | Additional Information | 115 | | Availability of Materials | 115 | | Householding of Shareholder Documents | 115 | | Submission of Future Shareholder Proposals | 115 | | About Accenture | 116 | | Reconciliation of GAAP Measures to Non-GAAP Measures | 117 | | Forward-Looking Statements & Website References | 118 | | Annex A: Amended and Restated Accenture plc 2010 Share Incentive Plan as Proposed to be Amended | 120 | | Amended and Restated Accenture plc 2010 Share Incentive Plan | 120 | | We use the terms “Accenture,” the “Company,” “we,” “our” and “us” in this proxy statement to refer to Accenture plc and its subsidiaries. All references to “years,” unless otherwise noted, refer to our fiscal year, which ends on August 31. | |

  2. Director Nominee Highlights

    Director Nominee Highlights

  3. Director Nominee Highlights

    | 90% 9 out of 10 are independent | 4 New directors over past 3 Years | 6.0 years Average tenure | <2 Years | | | | | | 2-8 Years | | | | | | >8 Years | | | | | | Range of tenures | |

  4. Director Nominee Highlights

    | 6 | Accenture 2025 Proxy Statement |

  5. Director Nominee Highlights

    | Proposal 2 | Non-Binding Vote to Approve Executive Compensation The Board recommends a vote “FOR” this proposal. (Page 51) u | |

  6. Director Nominee Highlights

    The Compensation, Culture & People Committee believes that total compensation for the Company’s named executive officers should closely align with the Company’s performance and each individual’s performance. The following reflects the primary compensation elements of our executive compensation program for our named executive officers, including the elements and pay mix the committee approved in recognition of our chair and chief executive officer’s achievements during fiscal 2025, as described below under “Compensation Discussion and Analysis—Fiscal 2025 Compensation Decisions—Chair and Chief Executive Officer.”

  7. Our Director Nominees

    Our Director Nominees Our director nominees exhibit a mix of skills, backgrounds, experiences and perspectives:

  8. Our Director Nominees

    | | Martin Brudermüller, 64 Director Since: 2024 Former CEO, BASF SE Other Public Company Boards: 1 Committee Memberships: A | | Venkata (Murthy) Renduchintala, 60 Director Since: 2018 Former Chief Engineering Officer, Intel Corporation Other Public Company Boards: 1 Committee Memberships: A F | | | Alan Jope, 61 Director Since: 2023 Former CEO, Unilever plc Other Public Company Boards: 0 Committee Memberships(1): F (Incoming Chair) N | | Arun Sarin, 71 Independent Lead Director Director Since: 2015 Former CEO, Vodafone Group plc Other Public Company Boards: 3 Committee Memberships: C N (Chair) | | | Nancy McKinstry(2), 66 Director Since: 2016 CEO & Chair of the Executive Board, Wolters Kluwer N.V. Other Public Company Boards: 2 Committee Memberships: C (Chair) N | | Julie Sweet, 58 Chair Director Since: 2019 Chair & CEO, Accenture plc Other Public Company Boards: 0 Committee Memberships: - | | | Jennifer Nason, 65 Director Since: 2025 Former Global Chair of Investment Banking, JPMorgan Other Public Company Boards: 2 Committee Memberships: C F | | Tracey T. Travis, 63 Director Since: 2017 Former CFO, The Estée Lauder Companies Inc. Other Public Company Boards: 2 Committee Memberships: A (Chair) F | | | Paula A. Price, 64 Director Since: 2014 Former CFO, Macy’s, Inc. Other Public Company Boards: 3 Committee Memberships: A C | | Masahiko Uotani, 71 Director Since: 2025 Former CEO & Chairman, Shiseido Other Public Company Boards: 1 Committee Memberships: F |

  9. Our Director Nominees

    (1)Subject to his re-election at the Annual Meeting, Mr. Jope will become chair of the Finance Committee, effective at the completion of the Annual Meeting. Our current chair of the Finance Committee, Jaime Ardila, is not standing for re-election at the Annual Meeting. (2)Ms. McKinstry is set to retire from her role as CEO & Chair of the Executive Board of Wolters Kluwer in February 2026, as announced by Wolters Kluwer. All director nominees are in compliance with the Company’s Director Overboarding Policy. See “Proposal 1: Appointment of Directors—Process for Selecting New Outside Directors—Director Overboarding Policy.”

  10. Board Committee

    Board Committee

  11. Board Committee

    | A | Audit | F | Finance | N | Nominating, Governance & Sustainability | C | Compensation, Culture & People |

  12. Board Committee

    | Accenture 2025 Proxy Statement | 11 |

  13. Qualifications and Experience of Director Nominees

    Qualifications and Experience of Director Nominees In considering each director nominee for the Annual Meeting, the Board and the Nominating, Governance & Sustainability Committee evaluated such person’s background, qualifications, attributes and skills to serve as a director. The Board and the Nominating, Governance & Sustainability Committee considered the nomination criteria discussed above, as well as the years of experience many directors have had working together on the Board and the deep knowledge of the Company they have developed as a result of such service. The Board and the Nominating, Governance & Sustainability Committee also evaluated each director’s contributions to the Board and role in the operation of the Board as a whole, as applicable. We believe our director nominees bring a well-rounded variety of experiences, qualifications, attributes and skills, and represent a mix of deep knowledge of the Company and fresh perspectives. The table below summarizes some of the experience, qualifications, attributes and skills of each individual director nominee. This summary is not intended to be an exhaustive list of each director nominee’s skills or contributions to the Board. Further information on each director nominee, including some of their specific experience, qualifications, attributes or skills, is set forth in “Proposal 1: Appointment of Directors—Director Nominee Biographies.”

  14. Director Nominee Biographies

    Director Nominee Biographies Set forth below are the biographies of our director nominees up for election at the Annual Meeting.

  15. Director Nominee Biographies

    | | | | | Martin Brudermüller | 64 Independent Director Since: 2024 Committees Audit |

  16. Process for Shareholders to Recommend Director Nominees

    Process for Shareholders to Recommend Director Nominees Our Corporate Governance Guidelines and Articles of Association address the processes by which shareholders may recommend director nominees, and the policy of the Nominating, Governance & Sustainability Committee is to welcome and consider any such recommendations. If you would like to recommend a future nominee for Board membership, you can submit a written recommendation in accordance with our Articles of Association and applicable law, including the name and other pertinent information for the nominee, to: Chair of the Nominating, Governance & Sustainability Committee, c/o Accenture, 500 W. Madison, Chicago, Illinois 60661, USA, Attention: General Counsel and Corporate Secretary. As provided for in our Corporate Governance Guidelines, the Nominating, Governance & Sustainability Committee uses the same criteria for evaluating candidates regardless of the source of referral. Please note that Article 84(a)(ii) of our Articles of Association prescribes certain timing and nomination requirements with respect to any such recommendation, and Article 84(b) prescribes certain other requirements if an eligible shareholder wishes to have their nominee included in our proxy materials for our annual general meeting (see “Additional Information—Submission of Future Shareholder Proposals” for additional details on how to submit a director nominee for our 2027 annual general meeting).

  17. Process for Shareholders to Recommend Director Nominees

    | 26 | Accenture 2025 Proxy Statement |

  18. Process for Shareholders to Recommend Director Nominees

    The Board is responsible for providing governance and oversight over the strategy, operations and management of Accenture. The primary mission of the Board is to represent and protect the interests of our shareholders. The Board oversees our senior management, to whom it has delegated the authority to manage the day-to-day operations of the Company. The Board has adopted Corporate Governance Guidelines, committee charters and a Code of Business Ethics which, together with our Memorandum and Articles of Association, form the governance framework for the Board and its committees. We believe good governance strengthens the Board and management’s accountability. The Board regularly (and at least annually) reviews its Corporate Governance Guidelines and other corporate governance documents and from time to time revises them when it believes it serves the interests of the Company and its shareholders to do so and in response to feedback from shareholders, changing regulatory and governance requirements and best practices. The following sections provide an overview of our corporate governance structure, including director independence and other criteria we use in selecting director nominees, our Board leadership structure and the responsibilities of the Board and each of its committees.

  19. Process for Shareholders to Recommend Director Nominees

    | Key Corporate Governance Documents The following materials are accessible through the Governance Principles section of our website at www.accenture.com/us-en/about/governance/company-principles. | | | | | | Corporate Governance Guidelines | | Committee Charters | | | Code of Business Ethics | | Memorandum and Articles of Association |

  20. Process for Shareholders to Recommend Director Nominees

    Printed copies of all of these documents are also available free of charge upon written request to our Investor Relations Group at Accenture, Investor Relations, 395 Ninth Avenue, 60th Floor, New York, NY 10001, USA. Accenture’s Code of Business Ethics is applicable to all of our directors, officers and employees. If the Board grants any waivers from our Code of Business Ethics to any of our directors or executive officers, or if we amend our Code of Business Ethics, we will, if required, disclose these matters through our website on a timely basis.

  21. Process for Shareholders to Recommend Director Nominees

    | 28 | Accenture 2025 Proxy Statement |

  22. Corporate Governance Practices

    Corporate Governance Practices Accenture has a history of strong corporate governance. We are committed to governance policies and practices that serve the interests of the Company and its shareholders. Over the years, our Board has evolved our practices in the interests of Accenture’s shareholders. Our governance practices and policies include the following, among other things:

  23. Corporate Governance Practices

    | Board Structure and Independence | Independent Board | All of our current directors are independent except for our chair and chief executive officer. | | | 100% independent Board committees | Each of our four committees consists solely of independent directors. Each standing committee operates under a written charter, which is reviewed annually, that has been approved by the Board. | | | Strong independent Lead Director, elected by the independent directors | We have an independent Lead Director of the Board who has comprehensive duties that are set forth in the Company’s Corporate Governance Guidelines, including leading regular executive sessions of the Board, where independent directors meet without management present. | | | Commitment to Board refreshment | Our Board takes an active role in Board succession planning, is committed to Board refreshment and works towards creating a balanced Board with both fresh perspectives and deep experience. As a refreshment mechanism, we have a retirement age of 75. The current average tenure of our 10 director nominees is 6.0 years. | | | Director selection process | Our Board has a rigorous director selection process resulting in an international Board with a range of skills, backgrounds, experiences, perspectives, viewpoints, expertise and tenure. | | Board Oversight | Board oversight of strategy | Acting as a full Board and through the Board’s four standing committees, the Board is involved in the Company’s strategic planning process and provides active oversight of our strategy. The Board participates in an annual strategy retreat with senior leadership, reviews progress against strategic objectives throughout the year, and holds periodic deep-dive sessions on key topics affecting the Company. | | | Board oversight of risk | Our Board provides active oversight of our enterprise risk. The Audit Committee’s oversight responsibility includes information technology risk exposures, including cybersecurity, AI, data privacy and data security. | | Shareholder Rights | Annual election of directors | All of our directors are elected annually. | | | Authority to call special meetings | Shareholders holding 10% or more of our outstanding share capital have the right to convene a special meeting. | | | No shareholder rights plan (“poison pill”) | The Company does not have a poison pill. | | | Proxy access right | Eligible shareholders can (subject to certain requirements) include their own qualified director nominees in our proxy materials. |

  24. Corporate Governance Practices

    | Accenture 2025 Proxy Statement | 29 |

  25. Corporate Governance Practices

    | Other Strong Corporate Governance Practices | Annual Board, committee and individual director evaluations and self-assessments | The Nominating, Governance & Sustainability Committee conducts a confidential survey of the Board and its committees each year. The independent Lead Director and chair of the Nominating, Governance & Sustainability Committee also conduct a self-assessment interview with each Board member that is designed to enhance their participation and role as a member of the Board, as well as to assess the competencies and skills each individual director is expected to bring to the Board. | | | Director overboarding policy | Our directors may not serve on the boards of more than three public companies, in addition to our Board, and directors who are chief executive officers of public companies may not serve on the boards of more than two other public companies, in addition to our Board. | | | Active shareholder engagement | We regularly engage with our shareholders to better understand their perspectives, and directors have participated when requested by major shareholders. | | | Code of Business Ethics | Our Code of Business Ethics, which applies to all employees as well as all members of the Board, reinforces our core values and helps drive our culture of compliance, ethical conduct and accountability. The contents of our Code of Business Ethics are organized by six fundamental behaviors: Make Your Conduct Count; Comply with Laws; Deliver for Our Clients; Protect People, Information and Our Business; Run Our Business Responsibly; and Be a Good Corporate Citizen. | | | Insider trading policy | We have an insider trading policy, which governs the purchase, sale, and other dispositions of our securities by directors, officers and employees, and Accenture itself, and is designed to promote compliance with insider trading laws, rules and regulations, and the NYSE listing standards. | | | Clawback policies | We maintain two clawback policies applicable to our current and former executive officers. Our Mandatory Clawback Policy complies with the requirements imposed pursuant to Exchange Act Rule 10D-1 and provides for clawback of excess incentive-based compensation in the event of a financial restatement. Our Senior Leadership Clawback policy applies to a broader group of individuals, including our current and former executive officers and other senior leaders, and provides for the recoupment of time- and performance-based cash and equity incentive compensation under specified circumstances as further described under “Executive Compensation—Compensation Discussion and Analysis—Additional Information.” | | | Director and executive officer equity ownership requirements | Each named executive officer is required to hold Accenture equity with a value equal to at least six times their base compensation by the fifth anniversary of becoming a named executive officer. Each director is required to hold Accenture equity having a fair market value equal to three times the value of the annual director equity grants within three years of joining the Board. | | | Prohibition on hedging or pledging of company stock | Our directors and all employees are prohibited from entering into hedging transactions, and our directors, our chair and chief executive officer, executive officers, members of our global management committee and other key employees are prohibited from entering into pledging transactions. |

  26. Corporate Governance Practices

    | 30 | Accenture 2025 Proxy Statement |

  27. Leadership Structure

    Leadership Structure

  28. Leadership Structure

    | | Chair and Chief Executive Officer Julie Sweet | Committee Chairs | | | | | | | Tracey T. Travis | Nancy McKinstry | Jaime Ardila(1) | Arun Sarin | | | Independent Lead Director Arun Sarin | (Audit) | (Compensation, Culture & People) | (Finance) | (Nominating, Governance & Sustainability) | | | | All committee members are independent. | | | |

  29. Leadership Structure

    (1)Not standing for re-election at the Annual Meeting. Subject to his re-election at the Annual Meeting, Mr. Jope will become chair of the Finance Committee, effective at the completion of the Annual Meeting. We believe strong independent leadership is essential for the Board to effectively perform its functions and to help ensure independent oversight of management. Our Corporate Governance Guidelines provide the Board with the flexibility to choose the appropriate Board leadership structure for the Company based on what it believes is best for Accenture and its shareholders at a given point in time. Our Corporate Governance Guidelines also provide that if the same person holds the chair and chief executive officer roles, or if the chair is not independent, the independent directors of the Board will designate one of the independent directors to serve as the independent Lead Director. Currently, our Board leadership structure consists of an independent Lead Director, a chair (who is also our chief executive officer) and strong independent committee chairs. The Board believes our structure provides independent Board leadership with the benefit of our chief executive officer serving as the chair at our regular board meetings. The Board regularly reviews its leadership structure and has determined that this structure is in the best interests of the Company and its shareholders at this time. Among other factors, the Board considered and evaluated: Ms. Sweet’s knowledge of Accenture and its industry, which has been built up over 15 years of experience with the Company; the strength of Ms. Sweet’s vision for the Company and the quality of her leadership; the importance of consistent, unified leadership to execute and oversee the Company’s strategy; the strong and highly independent composition of the Board; and the meaningful responsibilities of the independent Lead Director. In addition, the Board believes this leadership structure also enhances its oversight of material risks because the chair and chief executive officer is uniquely positioned to identify and inform the Board of emerging risks while the independent Lead Director and committee chairs, as well as the other independent directors, provide independent oversight of the Company’s risk management programs. Arun Sarin has served as our independent Lead Director since February 2025, when he succeeded Gilles C. Pélisson, who served in that role between 2020 and February 2025, and has been a director since 2015. The independent directors believe that Mr. Sarin is well suited to serve as independent Lead Director given his significant global, managerial and financial experience, a strong background in innovation and technology, as well as his experience in corporate governance from serving as the chair of our Nominating, Governance & Sustainability Committee and a member and chair of several public company boards. As a result of his broad-based and relevant background, as well as his deep knowledge of Accenture’s business, Mr. Sarin continues to be well-positioned as independent Lead Director to provide constructive, independent and informed guidance and oversight to management. The Board believes that the presence of our independent Lead Director who, as described below, has meaningful oversight responsibilities, together with a combined chair and chief executive officer, provides the Company with the optimal leadership to drive the Company forward at this time.

  30. Leadership Structure

    | Accenture 2025 Proxy Statement | 31 |

  31. Leadership Structure

    We continue to believe it is important that the Board retain flexibility to determine whether these roles should be separate or combined based upon the Board’s assessment of the Company’s needs. The Board recognizes that no single leadership model is right for all companies and at all times, and will continue to evaluate whether to split or combine the chair and chief executive officer roles to help ensure our leadership structure continues to be in the best interests of the Company and our shareholders.

  32. Director Compensation

    Director Compensation The Compensation, Culture & People Committee reviews and, based in part on the advice of its independent consultant, makes recommendations to the full Board with respect to the compensation of our independent directors annually or more frequently as circumstances may warrant. The full Board reviews these recommendations and makes a final determination on the compensation of our independent directors. The committee’s review of director compensation in fiscal 2025 included consideration of the compensation practices of the boards of directors of relevant peer companies and the general market, as well as a study by its independent consultant, which was prepared at the request of the committee. After review of the committee’s recommendation, the Board approved the independent director compensation for fiscal 2025 described below. Please see “Compensation Discussion and Analysis” for a description of Accenture’s executive compensation program.

  33. Elements of Director Compensation

    Elements of Director Compensation Each independent director receives annual compensation in the form of an annual cash retainer and an annual equity retainer, as well as the additional retainers as noted below:

  34. Elements of Director Compensation

    | | Additional Annual Director Compensation | | | | | | | Compensation Element | Amount | | | | | | Retainer for Independent Lead Director | $75,000 | | | | | | Committee Membership Retainers | Committee Chair | | Committee Member | | | | Audit | | $40,000 | | $17,500 | | | Compensation, Culture & People | | $35,000 | | $15,000 | | | Finance | | $30,000 | | $12,500 | | | Nominating, Governance & Sustainability | | $30,000 | | $12,500 |

  35. Elements of Director Compensation

    (1)Each of our independent directors may elect to receive the annual retainer and other retainers in the form of cash, entirely in the form of restricted share units (“RSUs”) or one-half in cash and one-half in RSUs. Grants of RSUs to our independent directors are fully vested on the date of grant, and future delivery of the underlying shares is not dependent on a director’s continued service. Directors are entitled to a proportional number of additional RSUs on outstanding awards if we pay a dividend. The underlying shares for RSU awards granted in fiscal 2025 will be delivered one year after the grant date; directors may not further delay delivery of the shares. Newly appointed directors who are elected or appointed after the date of the annual general meeting will receive an initial award of fully vested RSUs valued at approximately $240,000 upon appointment to the Board in lieu of the annual RSU grant.

  36. Elements of Director Compensation

    | 46 | Accenture 2025 Proxy Statement |

  37. Director Compensation for Fiscal 2025

    Director Compensation for Fiscal 2025 As described more fully above, the following table summarizes the annual compensation for our independent directors during fiscal 2025:

  38. Director Compensation for Fiscal 2025

    | Name(1) | Fees Earned or Paid in Cash ($)(2) | | Stock Awards ($)(3)(4) | | All Other Compensation ($)(5) | | Total($) | | | Jaime Ardila | | $167,500 | | $239,843 | | $13,610 | | $420,953 | | Martin Brudermüller | | $127,500 | | $271,848 | | — | | $399,348 | | Alan Jope | | $132,418 | | $307,156 | | — | | $439,574 | | Nancy McKinstry | | $155,000 | | $241,115 | | — | | $396,115 | | Beth E. Mooney(6) | | $68,750 | | — | | — | | $68,750 | | Jennifer Nason | | $68,750 | | $239,843 | | — | | $308,593 | | Gilles C. Pélisson(6) | | — | | — | | $39,035 | | $39,035 | | Paula A. Price | | $151,250 | | $311,244 | | — | | $462,494 | | Venkata (Murthy) Renduchintala | | $140,000 | | $239,843 | | — | | $379,843 | | Arun Sarin | | $190,000 | | $239,843 | | $18,147 | | $447,990 | | Tracey T. Travis | | $151,250 | | $251,231 | | — | | $402,481 | | Masahiko Uotani | | $61,250 | | $239,843 | | — | | $301,093 |

  39. Director Compensation for Fiscal 2025

    (1)Our chair and chief executive officer, Julie Sweet, does not receive any compensation for her service as chair. Her fiscal 2025 compensation is reflected in the Executive Compensation section below.

  40. Director Compensation for Fiscal 2025

    | Accenture 2025 Proxy Statement | 47 |

  41. Director Compensation for Fiscal 2025

    (2)The annual retainers and additional retainers for Board committee service paid to our independent directors during fiscal 2025 were as follows:

  42. Director Compensation for Fiscal 2025

    | Name | Annual Retainer ($) | | Committee Chair Retainer ($) | | Committee Member Retainer ($) | | Total ($) | | | Jaime Ardila | | $110,000 | | $27,500 | | $30,000 | | $167,500 | | Martin Brudermüller(a) | | $110,000 | | — | | $17,500 | | $127,500 | | Alan Jope(a) | | $110,000 | | — | | $22,418 | | $132,418 | | Nancy McKinstry(a) | | $110,000 | | $32,500 | | $12,500 | | $155,000 | | Beth E. Mooney(b) | | $55,000 | | — | | $13,750 | | $68,750 | | Jennifer Nason(c) | | $55,000 | | — | | $13,750 | | $68,750 | | Gilles C. Pélisson(b) | | — | | — | | — | | — | | Paula A. Price(a) | | $110,000 | | $17,500 | | $23,750 | | $151,250 | | Venkata (Murthy) Renduchintala | | $110,000 | | — | | $30,000 | | $140,000 | | Arun Sarin | | $147,500 | | $27,500 | | $15,000 | | $190,000 | | Tracey T. Travis(a) | | $110,000 | | 20,000 | | $21,250 | | $151,250 | | Masahiko Uotani(c) | | $55,000 | | — | | $6,250 | | $61,250 |

  43. Director Compensation for Fiscal 2025

    (a)Ms. Price and Mr. Jope elected to receive 100% of their retainers in the form of fully vested RSUs, commencing with the April 2025 quarterly payments, with a grant date fair value approximately equal to the cash amount that they would otherwise have received for service over the remainder of the fiscal year. Ms. Travis elected to receive 100% of her retainers in the form of RSUs, with a grant date fair value approximately equal to the cash amount she was expected to receive for the full fiscal year. Ms. McKinstry elected to receive 50% of her retainers in the form of fully vested RSUs, with a grant date fair value approximately equal to 50% of the cash amount she would otherwise have received for service over the following year, and Mr. Brudermüller elected to receive 50% of his retainers in the form of fully vested RSUs, commencing with the April 2025 quarterly payments. The number of fully vested RSUs awarded was based on the fair market value of Accenture plc Class A ordinary shares on the date of grant, rounded down to the nearest number of whole shares. (b)Ms. Mooney retired from the Board on February 6, 2025, and thus, received only two quarterly cash payments for her service in fiscal 2025 for the quarters ending in October 2024 and January 2025. Mr. Pélisson also retired from the Board on February 6, 2025, but had elected to receive his compensation for the Board service year 100% in the form of fully vested RSUs, which were granted in January 2024 and were reported in the Director Compensation Table for fiscal 2024. As a result, no retainers were paid to him in fiscal 2025 for his service in fiscal 2025. (c)Cash retainers are paid quarterly in arrears. As a result, Ms. Nason and Mr. Uotani, who were appointed to the Board effective as of February 6, 2025 and each elected to receive their annual and committee retainers in the form of cash, received two quarterly payments during fiscal 2025 for the quarters ending in April and July, equal to 50% of their total annual and committee retainers. The tables above reflect only these two payments, as the payments for the quarters ending in October and January will be reported in the Director Compensation table for fiscal 2026. (3)Represents aggregate grant date fair value of stock awards, computed in accordance with Financial Accounting Standards Board Accounting Standards Codification Topic 718, Compensation – Stock Compensation (“Topic 718”). For more information, please refer to Note 13 (Share-Based Compensation) to our Consolidated Financial Statements in Part II, Item 8 of our Annual Report on Form 10-K for the year ended August 31, 2025. Reflects the grant of a whole number of shares. (4)The aggregate number of vested RSU awards for which shares had not yet been delivered and that remained outstanding at the end of fiscal 2025 for each of our independent directors was as follows:

  44. Director Compensation for Fiscal 2025

    | 48 | Accenture 2025 Proxy Statement |

  45. Director Compensation for Fiscal 2025

    | Name | Aggregate Number of Vested RSU Awards Outstanding as of August 31, 2025 | | Jaime Ardila | 619 | | Martin Brudermüller | 784 | | Alan Jope | 967 | | Nancy McKinstry | 822 | | Beth E. Mooney | — | | Jennifer Nason | 619 | | Gilles C. Pélisson | — | | Paula A. Price | 987 | | Venkata (Murthy) Renduchintala | 619 | | Arun Sarin | 619 | | Tracey T. Travis | 1,039 | | Masahiko Uotani | 619 |

  46. Director Compensation for Fiscal 2025

    (5)The amount included in the “All Other Compensation” column for Messrs. Ardila and Sarin reflects tax preparation fees, de minimis gifts and the aggregate incremental cost of Messrs. Ardila’s and Sarin’s respective guests’ accompaniment at a Board meeting. The amount included for Mr. Pélisson reflects tax preparation fees, the aggregate incremental cost of travel, meals and gifts in connection with Mr. Pélisson’s and his spouse’s attendance at a dinner held at the October 2024 Board meeting in New York in honor of Mr. Pélisson’s retirement from the Board and a $25,000 donation made by the Company to Institut Lyfe in recognition of Mr. Pélisson’s retirement. The aggregate amount of perquisites and other personal benefits received by each of our independent directors in fiscal 2025, other than Messrs. Ardila, Pélisson and Sarin was less than $10,000. (6)Under the SEC rules, Ms. Mooney and Mr. Pélisson are required to be included in the Director Compensation Table as they served on the Board during a portion of fiscal 2025. Ms. Mooney and Mr. Pélisson retired from the Board on February 6, 2025.

  47. Director Compensation for Fiscal 2025

    | Accenture 2025 Proxy Statement | 49 |

  48. Director Compensation for Fiscal 2025

    | Proposal 2 | Non-Binding Vote to Approve Executive Compensation The Board recommends that you vote “FOR” the approval of the compensation of our named executive officers. | |

  49. Director Compensation for Fiscal 2025

    | We are pleased to provide our shareholders the opportunity to vote on a non-binding advisory resolution to approve the compensation of our named executive officers as disclosed in this proxy statement, including the Compensation Discussion and Analysis and compensation tables. In considering their vote, we urge shareholders to review the information on Accenture’s compensation policies and decisions regarding the named executive officers presented in the Compensation Discussion and Analysis, as well as the discussion regarding the Compensation, Culture & People Committee in “Corporate Governance—Committees of the Board.” The shareholder vote on this resolution will not be binding on management or the Board. However, the Board and the Compensation, Culture & People Committee value the opinions of our shareholders and will review and consider the voting results when making future compensation decisions for our named executive officers. Shareholders continued to show strong support for our executive compensation programs, with more than 90% of the votes cast for the approval of our “say-on-pay” proposal at our 2025 annual general meeting of shareholders. We have consistently received over 90% support for our say-on-pay proposal each year since introducing the advisory proposal more than a decade ago and are committed to aligning named executive officer pay with long-term shareholder value creation. Accenture employs a pay-for-performance philosophy for our entire global management committee and all of our named executive officers. Our compensation philosophy and framework have resulted in compensation for our named executive officers that reflects the Company’s financial results and the other performance factors described in “—Compensation Discussion and Analysis—Process for Determining Executive Compensation.” As required under Irish law, the resolution in respect of Proposal 2 is an ordinary resolution that requires the affirmative vote of a simple majority of the votes cast. In accordance with our current policy of holding annual “say-on-pay” advisory votes, the next “say-on-pay” advisory vote is expected to occur at our 2027 annual general meeting of shareholders. The text of the resolution in respect of Proposal 2 is as follows: “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 and compensation tables, is hereby approved.” |

  50. Director Compensation for Fiscal 2025

    | Accenture 2025 Proxy Statement | 51 |

  51. Compensation Discussion and Analysis

    Compensation Discussion and Analysis In this section, we review the objectives and elements of Accenture’s executive compensation program, its alignment with Accenture’s performance and the 2025 compensation decisions regarding our named executive officers. Our executive compensation program is based on the following: •Pay-for-Performance by aligning compensation to company performance. •Appropriate Pay Mix with an emphasis on performance-based compensation. •Shared Success including financial performance objectives established by reference to our business plan and other strategic objectives. •Competitive Benchmarking against our compensation peer group and similar roles across the broader market.

  52. Overview of Compensation Elements

    | | Pay Element | Payment Form | Description/Objectives | | Fixed | Base Compensation | Cash | •Provides a fixed level of compensation each year. •Reflects the executive’s leadership role. | | Variable | Global Annual Bonus | Cash | •Funded and accrued during the fiscal year based on Company financial performance, compared to the earnings target for the year. •Final bonuses are based on both individual and Company performance for the fiscal year. | | | Key Executive Performance Share Program | Equity | •The most significant element of compensation. •Target grant value is established considering individual performance and applying a grant value modifier ranging from 0.85X to 1.15X based on Company performance. •Vesting of awards is tied to operating income results and relative total shareholder return performance, in each case, over a 3-year period. | | | Accenture Leadership Performance Equity Award Program | Equity | •Recognize and reward Accenture leaders based on individual and Company performance, in each case, with respect to the prior fiscal year. | | | Voluntary Equity Investment Program | Equity | •Opportunity for eligible Accenture leaders to designate up to 30% of cash compensation to make monthly purchases of Accenture plc Class A ordinary Shares. •50% matching RSU grant following the end of the program year that generally vests 2 years later. |

  53. What we do

    What we do Align our executive pay with performance Set challenging performance objectives Provide an appropriate mix of short- and long-term incentives Align executive compensation with shareholder returns through performance-based vesting of equity incentive awards Use appropriate peer groups when establishing compensation Maintain meaningful equity ownership guidelines Include caps on individual payouts in short- and long-term incentive plans Maintain clawback policies applicable to cash and equity incentive awards (including both time- and performance-based awards) Mitigate potential dilutive effects of equity awards through our share repurchase programs Hold an annual “say-on-pay” advisory vote Conduct annual compensation risk review and assessment Retain an independent compensation consultant

  54. What we don’t do

    What we don’t do No contracts with multi-year guaranteed salary increases or non-performance bonus arrangements No “golden parachutes,” change in control payments or excise tax gross-ups No change in control “single trigger” equity acceleration provisions No dividends or dividend equivalents paid until vesting No hedging or pledging of Company shares No supplemental executive retirement plans

  55. Pay-for-Performance

    Pay-for-Performance The Compensation, Culture & People Committee believes that total compensation for the Company’s named executive officers should closely align with the Company’s performance and each individual’s performance. When setting compensation, the committee considers the Company’s performance and compensation earned over a multi-year period, in each case, relative to our compensation peer group. The Company’s performance with respect to total shareholder return over a three-year period was at the 3rd percentile among the companies in our peer group as of August 31, 2025, and this was directly reflected in our chair and chief executive officer’s realizable pay over the same period, which was at the 16th percentile among such companies, as the relative total shareholder return component of our Key Executive Performance Share awards granted on January 1, 2022 and January 1, 2023 both paid out at 0%. We define realizable total direct compensation as the sum of the following, based on information reported in each company’s most recent annual proxy statement: 1.all cash compensation earned during the preceding three-year period; 2.the value of all time-vested restricted shares, RSUs and stock options granted (or a ratable portion of the incremental value of any such awards modified) during the preceding three-year period as of August 31, 2025; and 3.the value of all performance-vested restricted shares and RSUs granted during the preceding three-year period, based on actual performance results or estimated performance to date (based on proxy disclosures) as of August 31, 2025. The companies included in our peer group used for benchmarking executive compensation are identified under “— Role of Benchmarking” below. As noted above, the Company’s performance with respect to total shareholder return over a three-year period was at the 3rd percentile among the companies in our peer group as of August 31, 2025, and this was directly reflected in the average realizable total direct compensation for all of our currently employed named executive officers over the same period, which was at the 8th percentile of such companies, as the relative total shareholder return component of our Key Executive Performance Share awards granted on January 1, 2022 and January 1, 2023 both paid out at 0%.

  56. Process for Determining Executive Compensation

    Process for Determining Executive Compensation With guidance from its independent compensation consultant, Pay Governance LLC (“Pay Governance”), the Compensation, Culture & People Committee reviews and approves a peer group annually in July for use in conducting competitive market benchmarking of compensation for our named executive officers. This peer group is used to provide a meaningful gauge of current pay practices and levels as well as overall compensation trends among companies engaged in the different aspects of the Company’s business for purposes of assessing compensation for our named executive officers, as further described under “—Role of Benchmarking.” The Compensation, Culture & People Committee holds two meetings in October of each year. At the first meeting, the committee, with input from the Nominating, Governance & Sustainability Committee, assesses overall Company performance for the completed fiscal year as well as the performance of our chair and chief executive officer. At this same meeting, the committee reviews internal pay equity data and external benchmarking reports, as discussed below under “—Role of Benchmarking.” At the subsequent meeting, the committee, with input from Pay Governance, considers this overall Company performance, such benchmarking and internal compensation references, as well as the chair and chief executive officer’s recommendations when determining each other named executive officer’s performance rating in assessing whether they exceeded, met or partially met their performance objectives for the year and setting their individual compensation levels.

  57. Determining Company Performance

    Determining Company Performance In October 2025, the Compensation, Culture & People Committee and the Nominating, Governance & Sustainability Committee, in consultation with Ms. Sweet and Ms. Park, evaluated overall Company performance for fiscal 2025 by reviewing the results achieved against the previously established performance objectives for the year and determined whether the Company exceeded, met or partially met the objectives as a whole for the year. In assessing overall Company performance, the committees considered the Company’s achievement of both the financial objectives and strategic priorities shown below during fiscal year 2025. The committees recognized that the Company met or exceeded all elements of its original guidance for fiscal 2025 on an adjusted basis, while navigating a more complex macro-environment during fiscal 2025. The committees noted, among other things: the Company’s broad-based revenue growth across all our markets, industries and types of work; new bookings of $80.6 billion, including a record 129 quarterly client bookings of more than $100 million; strong adjusted earnings per share growth and free cash flow; significant amount of cash returned to shareholders; and market share expansion of more than five times the Company’s investable basket of its closest global publicly traded competitors, while continuing to invest in strategic acquisitions, R&D across its assets, platforms and industry and functional solutions, people and training. The committees also considered the Company’s #1 position with its top ecosystem partners, increased key talent retention and above-target performance in customer survey completion. As a result of this assessment, the committees set the Company’s performance rating for fiscal 2025 in the “exceeds” category. The performance objectives established for fiscal 2025 were set forth in our shared success scorecard, which includes both financial (weighted 60%) and strategic (weighted 40%) objectives, considered in the context of navigating market conditions. These objectives go through multiple layers of review, including by the Compensation, Culture & People Committee’s independent compensation consultant, who confirms that key financial objectives are rigorous and challenging before being reviewed and approved by the committee. The fiscal 2025 shared success scorecard included financial performance objectives that were established by reference to our business plan, as well as other strategic objectives, as described below. Our named executive officers also have additional objectives specific to their roles. We believe that encouraging our named executive

  58. Chair and Chief Executive Officer

    | | Julie Sweet Chair and Chief Executive Officer | | | | Base Compensation (as of Dec. 1, 2025): | | $1,550,000 | 73% of equity awards are granted under the Key Executive Performance Share Program and are subject to Company performance over a 3-year period | | Fiscal 2025 Global Annual Bonus: | | $4,500,000 | | | Target Values of January 2026 Equity Awards: | | •$16,500,000 under Key Executive Performance Share Program •$6,000,000 under Accenture Leadership Performance Equity Award Program | |

  59. Chair and Chief Executive Officer

    The chart above reflects the compensation elements that the committee approved for Ms. Sweet in recognition of her achievements during fiscal 2025. In accordance with SEC rules, the numbers presented in the Summary Compensation Table for 2025 of this proxy statement include her base compensation paid during fiscal 2025, the long-term incentive equity awards granted to her in fiscal 2025 and her fiscal 2025 Global Annual Bonus payable in fiscal 2026.

  60. Other Named Executive Officers

    | | Angie Park Chief Financial Officer | | | | Base Compensation (as of Dec. 1, 2025): | | $1,100,000 | 87% of equity awards are granted under the Key Executive Performance Share Program and are subject to Company performance over a 3-year period | | Fiscal 2025 Global Annual Bonus: | | $909,398(1) | | | Target Values of January 2026 Equity Awards: | | •$5,100,000 under Key Executive Performance Share Program •$750,000 under Accenture Leadership Performance Equity Award Program(1) | |

  61. Other Named Executive Officers

    | | Manish Sharma Chief Strategy and Services Officer | | | | Base Compensation (as of Dec. 1, 2025): | | $1,100,000 | 80% of equity awards are granted under the Key Executive Performance Share Program and are subject to Company performance over a 3-year period | | Fiscal 2025 Global Annual Bonus: | | $1,925,000 | | | Target Values of January 2026 Equity Awards: | | •$5,900,000 under Key Executive Performance Share Program •$1,450,000 under Accenture Leadership Performance Equity Award Program | |

  62. Other Named Executive Officers

    | | John Walsh Chief Executive Officer—the Americas | | | | Base Compensation (as of Dec. 1, 2025): | | $1,100,000 | 81% of equity awards are granted under the Key Executive Performance Share Program and are subject to Company performance over a 3-year period | | Fiscal 2025 Global Annual Bonus: | | $1,925,000 | | | Target Values of January 2026 Equity Awards: | | •$5,900,000 under Key Executive Performance Share Program •$1,400,000 under Accenture Leadership Performance Equity Award Program | |

  63. Other Named Executive Officers

    | | Mauro Macchi(1) Chief Executive Officer—EMEA | | | | Base Compensation (as of Dec. 1, 2025): | | $1,130,207 | 84% of equity awards are granted under the Key Executive Performance Share Program and are subject to Company performance over a 3-year period | | Fiscal 2025 Global Annual Bonus: | | $1,370,814 | | | Target Values of January 2026 Equity Awards: | | •$5,400,000 under Key Executive Performance Share Program •$1,000,000 under Accenture Leadership Performance Equity Award Program | |

  64. Other Named Executive Officers

    The above summaries reflect the compensation elements that the committee approved for the named executive officers in recognition of their achievements during fiscal 2025 and their expanding roles and responsibilities going forward, as applicable. In accordance with SEC rules, the numbers presented in the Summary Compensation Table for 2025 of this proxy statement include the named executive officers’ base compensation paid during fiscal 2025, the long-term incentive equity awards granted to them in fiscal 2025 and their fiscal 2025 Global Annual Bonus earned for fiscal 2025 performance and paid in fiscal 2026.

  65. Role of Compensation Consultants

    Role of Compensation Consultants The Compensation, Culture & People Committee has engaged Pay Governance to serve as the Committee’s independent compensation consultant. Pay Governance and its affiliates do not provide any services to the Company or any of the Company’s affiliates other than advising the committee on executive and director compensation. With respect to executive compensation, as requested by the committee, Pay Governance advises the committee on general marketplace trends in executive compensation, makes proposals for executive compensation programs, recommends peer companies for inclusion in competitive market analyses of compensation and otherwise advises the committee with regard to the compensation of our chair and chief executive officer and members of our executive committee. In addition, Pay Governance provides input to the committee for its annual review of director compensation, as discussed under “Director Compensation.” Management separately receives benchmarking information with respect to the members of our executive committee from its compensation consultant, Aon, which replaced WTW plc (“WTW”) during fiscal 2025, as described under “—Role of Benchmarking.” While Aon also acts as management’s compensation consultant in various capacities with respect to our global workforce and assists management in formulating its compensation recommendations for the members of our executive committee, the committee has separately engaged Pay Governance as its independent compensation consultant to provide it with independent advice and to avoid any conflicts of interest. The committee has assessed the independence of Pay Governance pursuant to the applicable rules and determined that its engagement does not raise any conflict of interest.

  66. Role of Benchmarking

    Role of Benchmarking Pay Governance performs extensive analyses focusing on executive compensation opportunity, total realizable pay, the difficulty of achieving incentive plan goals, pay-for-performance alignment and the compensation levels of the chair and chief executive officer and other executive officers across our peer group companies. The Compensation, Culture & People Committee considers these analyses when determining the compensation of our named executive officers. In addition, with respect to compensation levels approved in October 2024 for fiscal 2025, WTW prepared, and with respect to compensation levels approved in October 2025 for fiscal 2026, Aon prepares a report that includes a comparison of our named executive officers’ compensation to comparable roles within our proxy peer group companies, as well as the most recent data for similar roles across broader industry benchmarks. The Aon report serves as one input to consider along with Company and individual performance, internal comparisons across members of our executive committee and alignment with our shared success compensation philosophy. Because the future performance of the Company and the companies in our peer group are not known at the time that the compensation opportunities under the Company’s programs are established, the Compensation, Culture & People Committee also considers an annual review of the most recent historical alignment of pay and performance relative to the Company’s peers. This review is intended to help the committee ensure that the Company aligns pay and performance relative to its peers and that our compensation programs are working as intended. The results of the review with respect to all of our named executive officers are summarized under “—Pay-for-Performance” above.

  67. Fiscal 2025 Peer Group

    Fiscal 2025 Peer Group The Compensation, Culture & People Committee reviews and approves a peer group annually for use in conducting competitive market analyses of compensation for our named executive officers. We do not believe many companies compete directly with us in all lines of our business. However, the committee identifies a peer group of relevant public companies for which data are available that are comparable to the Company in at least some areas of our business. Our peer group includes companies that have one or more of the following attributes, which were considered in the screening process to identify appropriate peers:

  68. Fiscal 2025 Peer Group

    | 64 | Accenture 2025 Proxy Statement |

  69. Fiscal 2025 Peer Group

    •Listed Company. Publicly traded securities listed on a U.S. stock exchange that are subject to reporting obligations that are similar to Accenture’s; •Similar Business or Industry. Similar business or services operations in the industries and markets in which Accenture competes and/or a similar business reliance on human capital; •Comparable Revenues. Revenues within a range similar to Accenture’s revenues; •Competitor. Being a direct line-of-business competitor; and •Global Scale. Large, global companies with multiple lines of business, typically S&P 100 companies with strong brand recognition. In July 2025, based on the recommendations of the Compensation, Culture & People Committee’s independent compensation consultant, the committee made no changes with respect to the fiscal 2025 compensation peer group and believes the fiscal 2025 compensation peer group below continues to accurately reflect Accenture’s size and complexity. The Compensation, Culture & People Committee further believes the fiscal 2025 compensation peer group provides a meaningful gauge of current pay practices and levels as well as overall compensation trends among companies engaged in the different aspects of the Company’s business for purposes of assessing fiscal 2025 compensation for our named executive officers. The committee compares each named executive officer’s total target compensation to total target compensation for similar positions within this peer group when setting compensation levels, although the committee excludes outliers when it determines, in consultation with its independent compensation consultant, that such exclusion is appropriate. This ensures that the committee has the appropriate benchmarking data to compare pay levels of our named executive officers in the highly competitive and fluid executive labor market for large technology companies.

  70. Fiscal 2025 Peer Group

    | Peer Group for Assessing Fiscal 2025 Compensation | | | Chubb Limited Cisco Systems, Inc. Cognizant Technology Solutions Corporation General Dynamics Corporation Honeywell International Inc. Intel Corporation International Business Machines Corporation | Marsh & McLennan Companies, Inc. Microsoft Corporation Morgan Stanley Oracle Corporation QUALCOMM Incorporated Salesforce, Inc. Visa Inc. |

  71. Fiscal 2025 Peer Group

    | Accenture Vs. Peer Group(1) | | | Revenue | Market Capitalization | | | |

  72. Fiscal 2025 Peer Group

    (1)Reflects the most recent fiscal year-end results.

  73. Compensation Programs

    | Cash Compensation | Long-Term Equity Compensation | | •Base Compensation •Global Annual Bonus | •Key Executive Performance Share Program •Accenture Leadership Performance Equity Award Program •Voluntary Equity Investment Program |

  74. Global Annual Bonus

    Global Annual Bonus The Global Annual Bonus is designed to tie pay to both individual and Company performance for the fiscal year; in particular, financial performance compared to the earnings target established by the Compensation, Culture & People Committee. Final overall funding decisions are made at the end of the fiscal year based primarily upon the Company’s performance against this target and are subject to approval by the committee. Once the program’s Company-wide funding for the year is finalized, individual payouts are determined based on the Company’s overall performance (as discussed above under “—Process for Determining Executive Compensation—Determining Company Performance”) as well as each eligible employee’s career level within the Company and individual performance rating. Payments under this program are made after each fiscal year-end. The program is designed to provide higher incentive opportunities as employees advance through our career levels. A large number of Accenture employees are eligible for the Global Annual Bonus, including members of Accenture Leadership (more than 10,400 employees) and each of our named executive officers. Each of the named executive officers, other than Ms. McClure, was assigned a fiscal 2025 Global Annual Bonus target that is a percentage of their base salary as shown below. A named executive officer may earn more or less than their target award based upon the Company’s overall funding of the bonus pool, Company performance and their individual annual performance rating, ranging from a minimum bonus of 0% up to a maximum bonus (assuming 100% funding of the fiscal 2025 bonus pool), as shown below.

  75. Global Annual Bonus

    | Named Executive Officer(1) | FY25 Minimum Bonus as a % of Base Salary | FY25 Target Bonus as a % of Base Salary | FY25 Maximum Bonus as a % of Target Bonus | | Julie Sweet | 0% | 250% | 200% | | Angie Park | 0% | 125% | 160% | | Manish Sharma | 0% | 175% | 171% | | John Walsh | 0% | 175% | 171% | | Mauro Macchi | 0% | 125% | 160% |

  76. Global Annual Bonus

    (1)Ms. McClure retired from the Company in March 2025 and did not participate in the Company’s fiscal 2025 Global Annual Bonus plan. The Compensation, Culture & People Committee took the Company’s fiscal 2025 performance into consideration in approving an overall funding for the Global Annual Bonus that was partially funded at a level higher than the fiscal 2024 funding. In determining the final individual payout levels shown in the “Summary Compensation Table” below, the committee considered the Company’s overall performance against the metrics included in its shared success scorecard, as described under “—Process for Determining Executive Compensation—Determining Company Performance,” and each executive’s individual annual performance rating, as described under “—Fiscal 2025 Compensation Decisions.”

  77. Long-Term Equity Compensation

    Long-Term Equity Compensation Our long-term equity compensation aligns the interests of our named executive officers with those of our shareholders. The Company intends for long-term equity compensation to constitute the most significant component of the compensation opportunity for the named executive officers. The Company offers all of its equity grants in the form of RSUs, which are subject to performance and/or time vesting requirements. With respect to fiscal 2025, our named executive officers were eligible to receive grants under the following primary programs.

  78. Long-Term Equity Compensation

    | 66 | Accenture 2025 Proxy Statement |

  79. Long-Term Equity Compensation

    | Program | Eligible Employees | Objective | | Key Executive Performance Share Program | Senior members of Accenture Leadership | Reward participants for driving the Company’s business to meet performance objectives related to operating income results and relative total shareholder return, in each case, over a 3-year performance period. | | Accenture Leadership Performance Equity Award Program | Members of Accenture Leadership | Recognize and reward participants based on individual and Company performance, in each case, with respect to the prior fiscal year. | | Voluntary Equity Investment Program | Members of Accenture Leadership | Encourage share ownership through voluntary share purchases, with a 50% matching RSU grant following the end of the program year that generally vests 2 years later. |

  80. Key Executive Performance Share Program

    Key Executive Performance Share Program The Key Executive Performance Share Program is the program under which the Compensation, Culture & People Committee grants the majority of RSUs to the senior members of Accenture Leadership and is intended to be the most significant element of our named executive officers’ compensation over time. The program takes operating income and total shareholder return into account, with operating income results weighted more heavily than total shareholder return. This approach recognizes that operating income more accurately reflects the Company’s performance against its objectives. Since vesting of grants under the program depends on Accenture’s cumulative performance against these metrics over the applicable three-year performance period, a significant portion of the named executive officers’ realizable total direct compensation is aligned against performance over an extended period. Thus, for example, a period of poor performance against the Company’s operating income or relative total shareholder return targets could affect the ultimate vesting percentage for several years of RSU grants made to the named executive officers under this program. The Company also believes linking compensation to long-term Company performance encourages prudent risk management and discourages excessive risk taking for short-term gain. Based on the Company’s cumulative operating income (weighted 75%) and relative total shareholder return (weighted 25%) for the three-year period from fiscal 2023 through fiscal 2025, the 2023 Key Executive Performance Share Program awards vested at 78% of the target level. Awards under our 2025 Key Executive Performance Share Program have a three-year performance period beginning on September 1, 2024 and ending on August 31, 2027. •Operating Income Results. Up to 75% of the total RSUs will vest, if at all, at the end of the three-year performance period based upon the achievement of operating income targets by the Company during the performance period. For each fiscal year during the performance period, the Compensation, Culture & People Committee approves an operating income plan for this program that the committee deems to be challenging. The aggregate of these three annual operating income plans forms the reference, or target, for measuring aggregate operating income results over the three years. Performance is then calculated as the actual aggregate operating income divided by the target aggregate operating income, with the percentage of RSUs that will vest determined as shown in the table below. •Relative Total Shareholder Return. Up to 25% of the total RSUs will vest, if at all, at the end of the three-year performance period based upon Accenture’s total shareholder return, as compared to the total shareholder return of the comparison companies listed below, together with the S&P 500 Total Return Index. Relative total shareholder return is determined by dividing the fair market value of the stock of a company at the end of the performance period (August 31, 2027), adjusted to reflect cash, stock or in-kind dividends paid on the stock of that company during the performance period, by the fair market value of that stock at the beginning of the performance period (September 1, 2024). In order to compare Accenture’s relative total shareholder return with that of our comparison companies and the S&P 500 Total Return Index, each company and the S&P 500 Total Return Index is ranked in order of its total shareholder return. Accenture’s percentile rank among the comparison companies and the S&P 500 Total Return Index is then used to determine the percentage of RSUs that will vest as shown in the table below.

  81. Key Executive Performance Share Program

    | Accenture 2025 Proxy Statement | 67 |

  82. Key Executive Performance Share Program

    | | Operating Income | | Relative TSR | | | Performance Level(1) | Accenture Performance Rate vs. Target | Percentage of RSUs that Vest (Out of a Target of 75%) | Accenture Percentile Rank(2) | Percentage of RSUs that Vest (Out of a Target of 25%) | | Below Threshold | Below 80% | 0% | Below 40th percentile | 0% | | Threshold | 80% | 37.5% | 40th percentile | 12.5% | | Target | 100% | 75% | 60th percentile | 25% | | Maximum | 115% or greater | 150% | At or above 80th percentile | 50.0% |

  83. Key Executive Performance Share Program

    (1)We will proportionally adjust the number of RSUs that vest if Accenture’s performance level falls between “Target” and “Maximum,” or between “Threshold” and “Target,” in each case on a linear basis. (2)Based on the recommendation from its independent compensation consultant, Pay Governance, and after considering market data, the Compensation, Culture & People Committee adjusted the threshold performance level for the 2026 Key Executive Performance Share Program awards, to be granted in January 2026, to the 30th percentile. The target and maximum percentiles remain unchanged at 60th and 80th. Following this adjustment, such relative total shareholder return percentile goals remain more challenging than common market and peer practices reviewed in this market assessment. The following comparison companies, together with the S&P 500 Total Return Index, are used for measuring relative total shareholder return for the 2025 Key Executive Performance Share Program. These companies were reviewed and approved by the Compensation, Culture & People Committee annually in advance of the applicable fiscal year.

  84. Key Executive Performance Share Program

    | Key Executive Performance Share Program Peer Group | | | Aon plc Capgemini SE Cisco Systems, Inc. Cognizant Technology Solutions Corporation DXC Technology Company General Dynamics Corporation Infosys Limited Intel Corporation International Business Machines Corporation | Marsh & McLennan Companies, Inc. Microsoft Corporation Oracle Corporation QUALCOMM Incorporated Salesforce, Inc. SAP SE S&P 500 Total Return Index Visa Inc. |

  85. Key Executive Performance Share Program

    This group of companies and the S&P 500 Total Return Index together represent a slightly different and broader list than the fiscal 2025 compensation peer group identified under “—Role of Benchmarking” above. These companies and the S&P 500 Total Return Index together were determined to yield a more appropriate comparative group for purposes of evaluating relative total shareholder return than the fiscal 2025 compensation peer group. Commencing with the 2026 Key Executive Performance Share Program awards to be granted in January 2026, the Compensation, Culture & People Committee, based on the recommendation from its independent compensation consultant, Pay Governance, has replaced the Key Executive Performance Share Program Peer Group described above with the constituents of the S&P 500. Accenture shares underlying the RSUs granted under the Key Executive Performance Share Program that vest are delivered following the Compensation, Culture & People Committee’s determination of the Company’s results with respect to the performance metrics. Each of our named executive officers received a grant of RSUs under the Key Executive Performance Share Program on January 1, 2024 and January 1, 2025. Each of our named executive officers, other than Mr. Walsh, whose fiscal 2025 Key Executive Performance Share Program awards were not subject to any service based vesting requirements, was eligible for provisional age-based vesting as of the grant dates. Provisional age-based vesting means that if a participant voluntarily terminates their employment after reaching age 50 and completing eight years of continuous service (or with respect to awards granted while a participant was a senior managing director, fifteen years of continuous service), the participant is entitled to pro rata vesting of their award at the end of the applicable three-year performance period based on the portion of the performance period during which they were employed. The vesting schedules for the Key Executive Performance Share Program awards that were outstanding at the end of fiscal 2025 are set forth in footnote 4 to the “Outstanding Equity Awards at August 31, 2025” table below.

  86. Key Executive Performance Share Program

    | 68 | Accenture 2025 Proxy Statement |

  87. Key Executive Performance Share Program

    Grant Value Modifier. To further align our named executive officers’ pay with the Company’s performance, the program includes a performance grant value modifier that is used to adjust the target value of each named executive officer’s Key Executive Performance Share award at the time of grant. The performance grant value modifier can range from 0.85X to 1.15X of the otherwise applicable guideline target value of such award and is set by the Compensation, Culture & People Committee based on the Company’s one-year and three-year absolute total shareholder return, as well as an overall assessment of the prior fiscal year performance. If the Company’s relative total shareholder return is below the 55th percentile over the prior two-year period in comparison to a group of third party identified compensation peers, the modifier is capped at 1.00X. The performance grant value modifier approved in October 2024 for January 1, 2025 grants to the named executive officers was set at 0.95X based on the Company’s two-year relative total shareholder return and fiscal 2024 performance. The performance grant value modifier approved in October 2025 for January 1, 2026 grants to the named executive officers was set at 1.00X. The modifier was capped at 1.00X in light of the Company’s two-year relative total shareholder return, and the Committee approved setting the modifier at 1.00X based on the Company’s overall fiscal 2025 performance.

  88. Accenture Leadership Performance Equity Award Program

    Accenture Leadership Performance Equity Award Program The Accenture Leadership Performance Equity Award Program is designed to recognize and reward members of Accenture Leadership based on individual and Company performance in the most recently completed fiscal year. Eligible members of Accenture Leadership receive equity grants in the form of time-vesting RSUs. These awards generally vest in three equal installments on each January 1 following the grant date until fully vested. However, grants under this program to participants who are age 50 or older on the date of grant have a shortened vesting schedule that is graduated based on the age of the participant on the grant date, with a one month vesting period applicable to participants who are age 56 or older on the grant date. As a result, a shorter vesting schedule applied to all or a portion of the RSUs granted under this program to each of our named executive officers in fiscal 2025, as further shown in the “Stock Vested in Fiscal 2025” table below. The actual vesting schedules for these awards outstanding at fiscal year-end are set forth in footnote 2 to the “Outstanding Equity Awards at August 31, 2025” table below.

  89. Voluntary Equity Investment Program

    Voluntary Equity Investment Program Under the Voluntary Equity Investment Program, Accenture Leadership, in jurisdictions where permitted, may elect to designate up to 30% of their total cash compensation to this share purchase program. These amounts are deducted from after-tax income and used to make monthly purchases of Accenture plc Class A ordinary shares from Accenture at fair market value on the 5th of each month for deductions taken in the previous month. Participants are awarded a 50% matching RSU grant at the end of the program year in the form of one RSU for every two shares that have been purchased during the program year and that have not been sold or transferred prior to the matching grant date. This matching grant will generally vest in full two years from the date of the grant. Under the program, if a participant leaves Accenture or withdraws from the program prior to the award of the matching grant, they generally will not receive a matching grant. In the last completed program year, which ran from January 2024 to January 2025, Mses. Sweet, McClure and Park and Messrs. Sharma and Walsh participated in the Voluntary Equity Investment Program and, based on their respective purchases through the program and holdings at year-end, received a grant of matching RSUs under the Voluntary Equity Investment Program in fiscal 2025 as indicated above and in the “Grants of Plan-Based Awards for Fiscal 2025” table below. The terms of all three of these programs provide that the number of RSUs granted and still outstanding on any applicable record date will be adjusted proportionally to reflect the Company’s payment of dividends or other significant corporate events. Additional RSUs awarded in connection with dividend adjustments are subject to the same vesting conditions as the underlying awards.

  90. Equity Award Grant Practices

    Equity Award Grant Practices The Compensation, Culture & People Committee approves the target value of annual equity awards for the Company’s executive officers and executive committee members, including each of the named executive officers, in recognition of their performance in the prior fiscal year, at its second meeting in October of each year, with a grant date of January 1st of the following year. Accenture Leaders may purchase shares under our Voluntary Equity Investment Program on the 5th day of each month using payroll deductions accumulated during the prior month. Matching grants of RSUs under the Voluntary Equity Investment Program are generally made on January 5th to align with the end of the Voluntary Equity Investment Program year. In certain circumstances, including the hiring, promotion or retention of an individual, the committee may approve grants to be effective at other times. Although the Company does not currently grant stock options, employees below the leadership level may enroll to purchase shares under the terms of our Amended and Restated 2010 Employee Share Purchase Program with purchase dates generally in May and November of each year using payroll deductions accumulated during the prior six-month period. The Company does not take material nonpublic information into account when determining the timing and terms of equity awards and does not time the disclosure of material nonpublic information for the purpose of affecting the value of executive compensation.

  91. Employment Agreements and Post-Termination Compensation

    Employment Agreements and Post-Termination Compensation Each of the Company’s named executive officers has entered into an employment agreement with the Company’s local affiliate in the country in which they are employed. In addition, all members of the global management committee, including each of the named executive officers, are eligible for a standardized cash severance benefit, which is described further under “Potential Payments Upon Termination—Termination Benefits.” The Company’s employment agreements and standardized cash severance benefit do not include guaranteed bonus amounts, “golden parachutes,” multi-year severance packages, significant accelerated vesting of stock awards or other

  92. Employment Agreements and Post-Termination Compensation

    | 70 | Accenture 2025 Proxy Statement |

  93. Employment Agreements and Post-Termination Compensation

    payments triggered by a change in control, U.S. Internal Revenue Code section 280G or other tax gross-up payments related to a change in control, other than as may be required by local law. The named executive officers receive compensatory rewards that are tied to their own performance and the Company’s performance, rather than by virtue of longer-term employment agreements. This is consistent with the Company’s objective to reward each individual’s performance and their contribution to Company performance, including the achievement of its business objectives. Similarly, the Company does not contribute to defined benefit pension plans for any of the named executive officers and does not offer significant deferred cash compensation or other similar post-employment benefits to such officers. Finally, members of Accenture Leadership employed in the United States who retire from the Company after reaching age 50 and who have achieved at least 10 years of service are also eligible to participate in the U.S. Retiree Medical Benefit Program, which provides partially subsidized medical insurance benefits for them and their dependents. For more information, see “Potential Payments Upon Termination” below.

  94. No Change in Control Arrangements

    No Change in Control Arrangements As described above, the Company’s employment agreements do not contain guaranteed bonus amounts, “golden parachutes,” multi-year severance packages or guarantees, accelerated vesting of stock awards or other payments triggered by a change in control. Similarly, we do not provide our executives U.S. Internal Revenue Code section 280G or other tax gross-up payments related to a change in control.

  95. Compensation Risk Assessment

    Compensation Risk Assessment In fiscal 2025, management performed an annual comprehensive review for the Compensation, Culture & People Committee regarding whether the risks arising from any of our compensation policies or practices are reasonably likely to have a material adverse effect on the Company. We believe that the structure of our compensation program does not encourage unnecessary or excessive risk taking. Our policies and practices include some of the following risk-mitigating characteristics: •Governance Structure. Compensation programs operate within a governance and review structure that serves and supports risk mitigation; •Compensation, Culture & People Committee Oversight. The Compensation, Culture & People Committee approves performance awards for our chair and chief executive officer and executive committee members after reviewing corporate and individual performance; •Vesting Conditions. Vesting of performance-based equity awards, the most significant element of our named executive officers’ compensation opportunity over time, is determined based on achievement of certain metrics (including operating income relative to plan and total shareholder return relative to a peer group), measured on a cumulative basis over a three-year period; •Balanced Incentives. Our compensation program includes a balance of annual and long-term incentive opportunities and of fixed and variable features; •Multiple Performance Objectives. Focus on a variety of performance objectives, thereby diversifying the risk associated with any single indicator of performance; •Equity Ownership Requirements. Members of Accenture Leadership who are granted equity are subject to our equity ownership requirements, which require all of those leaders to hold ownership stakes in the Company to further align their interests with the Company’s shareholders (see “Additional Information—Equity Ownership Requirements” above); and •Clawback Policies. All incentive-based compensation is subject to clawback policies that may require the return of excess incentive-based compensation in the event of a financial restatement or all or any portion of such compensation in the event an individual engages in misconduct (see “Additional Information—Clawback Policies” above).

  96. Summary Compensation Table

    Summary Compensation Table The table below sets forth the compensation earned by or paid to our named executive officers during the fiscal years ended August 31, 2023, 2024 and 2025. All amounts are calculated in accordance with SEC disclosure rules, including amounts with respect to our equity compensation plan awards.

  97. Summary Compensation Table

    | Year | Salary ($) | Bonus ($) | Stock Awards ($)(7) | Option Awards ($) | | Non-Equity Incentive Plan Compensation ($)(8) | | Change in Pension Value & Nonqualified Deferred Compensation Earnings ($) | All Other Compensation ($)(9) | | Total ($) | | Julie Sweet | | | | | | | | | | | | | Chair and chief executive officer | | | | | | | | | | | | | 2025 | $1,550,000 | — | $22,876,232 | | — | | $4,500,000 | — | | $715,671 | $29,641,903 | | 2024 | $1,550,000 | — | $21,048,615 | | — | | $2,000,000 | — | | $316,531 | $24,915,146 | | 2023 | $1,537,500 | — | $26,075,827 | | — | | $3,317,000 | — | | $620,579 | $31,550,906 | | Angie Park(1) | | | | | | | | | | | | | Chief financial officer | | | | | | | | | | | | | 2025 | $838,155 | — | $3,068,985 | | — | | $909,398 | — | | $4,457 | $4,820,995 | | Manish Sharma(2) | | | | | | | | | | | | | Chief strategy and services officer | | | | | | | | | | | | | 2025 | $1,100,000 | — | $5,985,061 | | — | | $1,925,000 | — | | $183,848 | $9,193,909 | | 2024 | $1,238,787 | — | $5,624,280 | | — | | $675,000 | — | | $444,037 | $7,982,104 | | 2023 | $984,536 | — | $6,899,876 | | — | | $1,412,612 | — | | $973,905 | $10,270,929 | | John Walsh(3) | | | | | | | | | | | | | Chief executive officer—the Americas | | | | | | | | | | | | | 2025 | $1,140,191(6) | — | $5,918,243 | | — | | $1,925,000 | — | | $12,953 | $8,996,387 | | 2024 | $1,182,497(6) | — | $5,668,524 | | — | | $635,000 | — | | $53,867 | $7,539,888 | | Mauro Macchi(4) | | | | | | | | | | | | | Chief executive officer—EMEA | | | | | | | | | | | | | 2025 | $1,100,172 | — | $4,742,577 | | — | | $1,370,814 | — | | $147,844 | $7,361,407 | | KC McClure(5) | | | | | | | | | | | | | Former chief financial officer | | | | | | | | | | | | | 2025 | $716,088(6) | — | $1,561,184 | | — | | — | — | | $44,480 | $2,321,752 | | 2024 | $1,100,000 | — | $5,742,457 | | — | | $675,000 | — | | $7,842 | $7,525,299 | | 2023 | $1,100,000 | — | $7,096,546 | | — | | $1,309,000 | — | | $7,912 | $9,513,458 |

  98. Summary Compensation Table

    (1)Ms. Park was appointed chief financial officer in December 2024. Prior to her appointment as chief financial officer, Ms. Park served as our business and commercial finance lead. Ms. Park was not a named executive officer in fiscal 2023 or fiscal 2024. (2)Mr. Sharma was appointed chief strategy and services officer in September 2025. Prior to this appointment, Mr. Sharma served as our chief executive officer—the Americas. (3)Mr. Walsh was appointed chief executive officer—the Americas in September 2025. Prior to this appointment, Mr. Walsh served as our chief operating officer. Mr. Walsh was not a named executive officer in fiscal 2023. (4)Mr. Macchi was not a named executive officer in fiscal 2023 or fiscal 2024. Mr. Macchi is compensated in euros. We converted his fiscal 2025 compensation to U.S. dollars at an exchange rate of 0.91271, which was the average of the monthly translation rates for fiscal 2025. (5)Ms. McClure served as chief financial officer through November 2024 and retired in March 2025. (6)Amounts include the payout of accrued but unused paid time off in accordance with local law and Company policy. (7)Represents the aggregate grant date fair value of stock awards granted during each of the years presented, computed in accordance with Topic 718, without taking into account estimated forfeitures. For more information, please refer to Note 13 (Share-Based Compensation) to our Consolidated Financial Statements in Part II, Item 8 of our Annual Report on Form 10-K for the fiscal year ended August 31, 2025. Terms of the stock awards for fiscal 2025 performance are summarized under “Compensation Discussion and Analysis—Compensation Programs—Long-Term Equity Compensation” above. With respect to amounts included for the 2025 Key Executive Performance Share Program awards, the grant date fair value determined in

  99. Summary Compensation Table

    | 74 | Accenture 2025 Proxy Statement |

  100. Summary Compensation Table

    accordance with Topic 718 is based on the probable outcome of the performance conditions as of the grant date, using a Monte Carlo simulation for the relative total shareholder return component of the awards and assuming target performance with respect to the operating income component. For the 2024 and 2023 Key Executive Performance Share Program awards, the grant date fair value was determined in accordance with Topic 718 using historical total shareholder return performance and anticipated operating income performance. Assuming the achievement of either the probable outcome as of the grant date or maximum performance, the aggregate grant date fair value of the Key Executive Performance Share Program awards for each fiscal year included in this column would be as follows:

  101. Summary Compensation Table

    | | | Key Executive Performance Share Program | | | | Year | Grant Date Fair Value Based on Probable Outcome | Grant Date Fair Value Based on Maximum Achievement | | Ms. Sweet | 2025 | $16,359,735 | $31,349,417 | | | 2024 | $15,354,096 | $28,499,553 | | | 2023 | $19,972,396 | $29,999,844 | | Ms. Park | 2025 | $2,206,086 | $4,227,427 | | Mr. Sharma | 2025 | $4,511,195 | $8,644,636 | | | 2024 | $4,094,108 | $7,599,319 | | | 2023 | $5,325,867 | $7,999,800 | | Mr. Walsh | 2025 | $4,362,454 | $8,359,609 | | | 2024 | $4,094,108 | $7,599,319 | | Mr. Macchi | 2025 | $3,742,867 | $7,172,233 | | Ms. McClure | 2024 | $4,094,108 | $7,599,319 | | | 2023 | $5,325,867 | $7,999,800 |

  102. Summary Compensation Table

    As described above under “Compensation Discussion and Analysis—Compensation Programs—Long-Term Equity Compensation—Accenture Leadership Performance Equity Award Program,” awards under our Accenture Leadership Performance Equity Award Program are typically granted in January in recognition of prior fiscal year performance. Thus, a portion of the amounts reported under “Stock Awards” each year in the Summary Compensation Table was granted in recognition of the prior fiscal year’s performance. (8)Amounts reflect payments that were made under the Global Annual Bonus program with respect to the 2025, 2024 and 2023 fiscal years, respectively. Ms. McClure retired from the Company in March 2025 and did not participate in the Company’s fiscal 2025 Global Annual Bonus plan. The terms of the Global Annual Bonus are summarized under “Compensation Discussion and Analysis—Compensation Programs—Cash Compensation—Global Annual Bonus” above. (9)In accordance with the SEC’s disclosure rules, perquisites and other personal benefits provided to Ms. Park and Mr. Walsh for fiscal 2025 are not included because the aggregate incremental cost of these items was less than $10,000. The incremental costs of perquisites and other personal benefits provided to Ms. Sweet for fiscal 2025 included tax preparation fees, use of a car and driver, personal security arrangements and $635,300 for personal use of a Company-provided aircraft, which, in light of the results of an independent security study, the Company encourages Ms. Sweet to use for security and business productivity reasons, up to a maximum aggregate annual Company cost of $650,000 per fiscal year. The aggregate incremental cost of such personal usage is calculated based on the variable operating costs to the Company of any personal flights. Ms. Sweet is fully responsible for all personal income taxes associated with such personal usage. The incremental cost of perquisites and other personal benefits provided to Mr. Sharma for fiscal 2025 included $160,308 for housing and maintenance costs, tax preparation fees and expenses incurred in connection with spousal travel to and attendance at Company meetings (for which Mr. Sharma is fully responsible for all associated personal income taxes). The incremental cost of perquisites and other personal benefits provided to Mr. Macchi for fiscal 2025 included supplemental medical insurance premiums and car lease payments provided in accordance with our local Italian policy. The incremental cost of perquisites and other personal benefits provided to Ms. McClure for fiscal 2025 included travel, meals and gifts in connection with Ms. McClure’s retirement celebration and a related $17,843 tax reimbursement. Also included for fiscal 2025 are life insurance premium payments of $7,842 for Ms. Sweet, $4,362 for Ms. Park, $7,842 for Mr. Sharma, $11,844 for Mr. Walsh, $11,175 for Mr. Macchi, and $6,220 for Ms. McClure, and payments of $2,892 to Ms. Sweet, $95 to Ms. Park, $934 to Mr. Sharma, $609 to Mr. Walsh and $1,485 to Mr. Macchi tax equalization payments and other tax reimbursements. The amounts further include for Mr. Macchi $88,444 in respect of employer contributions to a broad-based severance pay program maintained under Italian law and $13,257 in employer contributions to a supplemental retirement program offered pursuant to an Italian national labor agreement and a cash payout to Ms. McClure under a broadly applicable employee recognition program.

  103. Summary Compensation Table

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  104. Grants of Plan-Based Awards for Fiscal 2025

    Grants of Plan-Based Awards for Fiscal 2025 The table below summarizes each grant of an equity or non-equity award made to the named executive officers during fiscal 2025 under any incentive plan.

  105. Grants of Plan-Based Awards for Fiscal 2025

    | Name | Grant Date | Date of Committee Approval | Estimated Possible Payouts Under Non-Equity Incentive Plan Awards(1) | | | | | Estimated Future Payouts Under Equity Incentive Plan Awards | | | | All Other Stock Awards: Number of Shares of Stock or Units (#) | | Grant Date Fair Value of Stock and Option Awards ($)(2) | | | | | | Threshold ($) | Target ($) | Maximum ($) | | Threshold (#) | | Target (#) | Maximum (#) | | | | | | | Julie Sweet | 1/1/2025 | 10/15/2024 | — | — | | — | | 22,218(3) | 44,435(3) | | 88,870 | (3) | — | | $16,359,735 | | | 1/1/2025 | 10/15/2024 | — | — | | — | | — | — | | — | | 17,008 | (4) | $5,999,672 | | | 1/5/2025 | 7/17/2024 | — | — | | — | | — | — | | — | | 1,533 | (5) | $516,825 | | | — | 10/15/2024 | — | $3,875,000 | | $7,750,000 | | — | — | | — | | — | | — | | Angie Park | 1/1/2025 | 10/15/2024 | — | — | | — | | 2,996(3) | 5,992(3) | | 11,984 | (3) | — | | $2,206,086 | | | 1/1/2025 | 10/15/2024 | — | — | | — | | — | — | | — | | 2,126 | (4) | $749,959 | | | 1/5/2025 | 7/17/2024 | — | — | | — | | — | — | | — | | 335 | (5) | $112,940 | | | — | 10/15/2024 | — | $1,047,694 | | $1,676,310 | | — | — | | — | | — | | — | | Manish | 1/1/2025 | 10/15/2024 | — | — | | — | | 6,127(3) | 12,253(3) | | 24,506 | (3) | — | | $4,511,195 | | Sharma | 1/1/2025 | 10/15/2024 | — | — | | — | | — | — | | — | | 3,685 | (4) | $1,299,905 | | | 1/5/2025 | 7/17/2024 | — | — | | — | | — | — | | — | | 470 | (5) | $158,453 | | | 2/5/2025 | 7/17/2024 | — | — | | — | | — | — | | — | | 46 | (5) | $15,508 | | | — | 10/15/2024 | — | $1,925,000 | | $3,300,000 | | — | — | | — | | — | | — | | John Walsh | 1/1/2025 | 10/15/2024 | — | — | | — | | 5,925(3) | 11,849(3) | | 23,698 | (3) | — | | $4,362,454 | | | 1/1/2025 | 10/15/2024 | — | — | | — | | — | — | | — | | 3,685 | (4) | $1,299,905 | | | 1/5/2025 | 7/17/2024 | — | — | | — | | — | — | | — | | 759 | (5) | $255,884 | | | — | 10/15/2024 | — | $1,925,000 | | $3,300,000 | | — | — | | — | | — | | — | | Mauro | 1/1/2025 | 10/15/2024 | — | — | | — | | 5,083(3) | 10,166(3) | | 20,332 | (3) | — | | $3,742,867 | | Macchi | 1/1/2025 | 10/15/2024 | — | — | | — | | — | — | | — | | 2,834 | (4) | $999,710 | | | — | 10/15/2024 | — | 1,375,215 | | 2,200,344 | | — | — | | — | | — | | — | | KC McClure | 1/1/2025 | 10/15/2024 | — | — | | — | | — | — | | — | | 3,685 | (4) | $1,299,905 | | | 1/5/2025 | 7/17/2024 | — | — | | — | | — | — | | — | | 775 | (5) | $261,278 | | | — | 10/15/2024 | — | — | | — | | — | — | | — | | — | | — |

  106. Grants of Plan-Based Awards for Fiscal 2025

    (1)Represents the cash award target opportunity range pursuant to the Global Annual Bonus program, the terms of which are summarized under “Compensation Discussion and Analysis—Compensation Programs—Cash Compensation—Global Annual Bonus” and “Compensation Discussion and Analysis—Process for Determining Executive Compensation—Determining Company Performance” above. For Ms. Sweet, the cash award target was 250% of her base compensation and for the other named executive officers, the cash award target was 175% of base compensation for Messrs. Sharma and Walsh and 125% of base compensation for Ms. Park and Mr. Macchi. The amounts for Mr. Macchi, who is compensated in euros, were converted into U.S. dollars at an exchange rate of 0.91271, which was the average of the monthly translation rates for fiscal 2025. Ms. McClure retired from the Company in March 2025 and did not participate in the Company’s fiscal 2025 Global Annual Bonus plan. For the actual amounts to be paid to each of the other named executive officers, see the “Non-Equity Incentive Plan Compensation” column of the “Summary Compensation Table” above and the applicable footnote. Amounts reported under the “Maximum” column represent the highest end of the target opportunity range based on the Company’s overall funding of the fiscal 2025 bonus pool. (2)Represents the grant date fair value of each equity award computed in accordance with Topic 718, without taking into account estimated forfeitures. With respect to the RSU grants made pursuant to the 2025 Key Executive Performance Share Program, the grant date fair value assumes vesting between target and maximum. (3)Reflects RSU grants made pursuant to the 2025 Key Executive Performance Share Program, the terms of which are summarized under “Compensation Discussion and Analysis—Compensation Programs—Long-Term Equity Compensation—Key Executive Performance Share Program” above, except that Mr. Walsh’s award granted on January 1, 2025 is not subject to a service vesting requirement. (4)Represents RSU grants made pursuant to the 2025 Accenture Leadership Performance Equity Award Program in recognition of fiscal year 2024 performance, the terms of which are summarized under “Compensation Discussion and Analysis —Compensation Programs—Long-Term Equity Compensation—Accenture Leadership Performance Equity Award Program” above. (5)Represents matching RSU grants made pursuant to the Voluntary Equity Investment Program, the terms of which are summarized under “Compensation Discussion and Analysis—Compensation Programs—Long-Term Equity Compensation—Voluntary Equity Investment Program” above, except that Mr. Walsh’s award granted on January 5, 2025 is not subject to a service vesting requirement. In accordance with the terms of the Voluntary Equity Investment Program, Mr. Sharma received an additional true-up matching grant in February 2025, as he was unable to contribute his full elected contribution during the program year in connection with his transfer from the Company’s India to US payroll.

  107. Grants of Plan-Based Awards for Fiscal 2025

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  108. Outstanding Equity Awards at August 31, 2025

    Outstanding Equity Awards at August 31, 2025 The following table provides details about each outstanding equity award held by our named executive officers as of August 31, 2025.

  109. Outstanding Equity Awards at August 31, 2025

    | | Stock Awards | | | | | Name | Number of Shares or Units of Stock That Have Not Vested (#)(1)(2) | Market Value of Shares or Units of Stock That Have Not Vested ($)(2)(3) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested (#)(4) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested ($)(3) | | Julie Sweet | 3,880 | $1,008,684 | 131,981 | $34,311,101 | | Angie Park | 2,527 | $656,944 | 13,025 | $3,386,109 | | Manish Sharma | 1,300 | $337,961 | 36,016 | $9,363,080 | | John Walsh | — | — | 35,198 | $9,150,424 | | Mauro Macchi | — | — | 24,116 | $6,269,437 | | KC McClure | — | — | 5,886 | $1,530,183 |

  110. Outstanding Equity Awards at August 31, 2025

    (1)Consists of the following outstanding RSUs, including RSUs awarded in connection with dividend adjustments:

  111. Outstanding Equity Awards at August 31, 2025

    | | Award | Grant Date | Number | Vesting | | Ms. Sweet | 2023 Voluntary Equity Investment Program | January 5, 2024 | 2,323 | In full on January 5, 2026 | | | 2024 Voluntary Equity Investment Program | January 5, 2025 | 1,557 | In full on January 5, 2027 | | Ms. Park | 2024 Accenture Leadership Performance Equity Award Program | January 1, 2024 | 284 | In full on January 1, 2026 | | | 2025 Accenture Leadership Performance Equity Award Program | January 1, 2025 | 1,441 | In full on January 1, 2026 | | | 2023 Voluntary Equity Investment Program | January 5, 2024 | 460 | In full on January 5, 2026 | | | 2024 Voluntary Equity Investment Program | January 5, 2025 | 342 | In full on January 5, 2027 | | Mr. Sharma | 2023 Voluntary Equity Investment Program | January 5, 2024 | 774 | In full on January 5, 2026 | | | 2024 Voluntary Equity Investment Program | January 5, 2025 | 478 | In full on January 5, 2027 | | | 2024 Voluntary Equity Investment Program | February 5, 2025 | 48 | In full on January 5, 2027 |

  112. Outstanding Equity Awards at August 31, 2025

    (2)Pursuant to the provisional age-based vesting conditions, each of the named executive officers awards under the 2023 Key Executive Performance Share Program are treated as having vested as of August 31, 2025. See the “Stock Vested in Fiscal 2025” table below. (3)Values determined based on August 29, 2025 closing market price of Accenture plc Class A ordinary shares of $259.97 per share. (4)Consists of the following outstanding RSUs, including RSUs awarded in connection with dividend adjustments:

  113. Outstanding Equity Awards at August 31, 2025

    | | Key Executive Performance Share Program | | | Fiscal Year: | 2025 | 2024 | | Award Date: | January 1, 2025 | January 1, 2024 | | Based on Plan Achievement Level: | Maximum | Target | | Ms. Sweet | 90,156 | 41,825 | | Ms. Park | 12,160 | 865 | | Mr. Sharma | 24,862 | 11,154 | | Mr. Walsh | 24,044 | 11,154 | | Mr. Macchi | 20,628 | 3,488 | | Ms. McClure(a) | — | 5,886 |

  114. Outstanding Equity Awards at August 31, 2025

    RSUs granted pursuant to the 2024 Key Executive Performance Share Program will vest, if at all, based on the Company’s achievement of the specified performance criteria with respect to the period beginning September 1, 2023 and ending August 31, 2026, as determined by the Compensation, Culture & People Committee following the end of fiscal 2026. RSUs granted pursuant to the fiscal 2025 Key Executive Performance Share Program will vest, if at all, based on the Company’s achievement of the specified performance criteria for the period beginning September 1, 2024 and ending August 31, 2027, as determined by the Compensation, Culture & People Committee following the end of fiscal 2027. The terms of the 2025 Key Executive Performance Share Program are summarized above in “Compensation Discussion and Analysis—Compensation Programs—Long-Term Equity Compensation.”

  115. Outstanding Equity Awards at August 31, 2025

    | Accenture 2025 Proxy Statement | 77 |

  116. Outstanding Equity Awards at August 31, 2025

    Results for the 2024 and 2025 Key Executive Performance Share Program cannot be determined at this time. As results to date indicate achievement between threshold and target for the 2024 Key Executive Performance Share Program and between target and maximum for the 2025 Key Executive Performance Share Program, the amounts reflected in the column with respect to those programs are the target and maximum amounts, respectively, in accordance with SEC rules. (a)Ms. McClure, who served as chief financial officer through November 30, 2024 and retired in March 2025, did not receive a 2025 Key Executive Performance Share Program award. Ms. McClure is entitled to pro rata vesting of her 2024 Key Executive Performance Share Program award pursuant to the vesting provisions of such award, as described further under “Potential Payments Upon Termination—KC McClure - Former Executive Officer.”

  117. Stock Vested in Fiscal 2025

    Stock Vested in Fiscal 2025 The table below sets forth the number of shares acquired in fiscal 2025 as a result of the vesting of RSUs awarded to our named executive officers under our compensatory equity programs.

  118. Stock Vested in Fiscal 2025

    | | Stock Awards(1) | | | Name | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($)(2) | | Julie Sweet | 67,236 | $19,864,250 | | Angie Park | 2,633 | $864,061 | | Manish Sharma | 18,271 | $5,390,929 | | John Walsh | 17,969 | $5,326,494 | | Mauro Macchi | 6,708 | $2,020,807 | | KC McClure | 17,949 | $5,383,419 |

  119. Stock Vested in Fiscal 2025

    (1)Reflects vesting of RSUs, as further described below. The terms of our current programs under which we award RSUs to our named executive officers are summarized under “Compensation Discussion and Analysis—Compensation Programs—Long-Term Equity Compensation” above.

  120. Stock Vested in Fiscal 2025

    | | Program | Number of Shares Acquired on Vesting | Date of Acquisition | | Ms. Sweet | 2023 Key Executive Performance Share Program(a) | 46,262 | 8/29/2025 | | | 2022 Voluntary Equity Investment Program | 3,901 | 1/5/2025 | | | 2025 Accenture Leadership Performance Equity Award Program | 17,073 | 2/1/2025 | | Ms. Park | 2023 Key Executive Performance Share Program(a) | 911 | 8/29/2025 | | | 2023 Accenture Leadership Performance Equity Award Program | 295 | 1/1/2025 | | | 2024 Accenture Leadership Performance Equity Award Program | 281 | 1/1/2025 | | | 2025 Accenture Leadership Performance Equity Award Program | 710 | 2/1/2025 | | | 2022 Voluntary Equity Investment Program | 436 | 1/5/2025 | | Mr. Sharma | 2023 Key Executive Performance Share Program(a) | 12,343 | 8/29/2025 | | | 2024 Accenture Leadership Performance Equity Award Program | 1,256 | 1/1/2025 | | | 2025 Accenture Leadership Performance Equity Award Program | 3,700 | 2/1/2025 | | | 2022 Voluntary Equity Investment Program | 972 | 1/5/2025 | | Mr. Walsh | 2023 Key Executive Performance Share Program(a) | 11,880 | 8/29/2025 | | | 2025 Accenture Leadership Performance Equity Award Program | 3,700 | 2/1/2025 | | | 2022 Voluntary Equity Investment Program | 1,618 | 1/5/2025 | | | 2024 Voluntary Equity Investment Program | 771 | 1/5/2025 | | Mr. Macchi | 2023 Key Executive Performance Share Program(a) | 3,863 | 8/29/2025 | | | 2025 Accenture Leadership Performance Equity Award Program | 2,845 | 2/1/2025 | | Ms. McClure | 2023 Key Executive Performance Share Program(a)(b) | 10,630 | 8/29/2025 | | | 2025 Accenture Leadership Performance Equity Award Program | 3,700 | 2/1/2025 | | | 2022 Voluntary Equity Investment Program | 1,665 | 1/5/2025 | | | 2023 Voluntary Equity Investment Program(b) | 1,167 | 3/31/2025 | | | 2024 Voluntary Equity Investment Program(b) | 787 | 3/31/2025 |

  121. Stock Vested in Fiscal 2025

    | 78 | Accenture 2025 Proxy Statement |

  122. Stock Vested in Fiscal 2025

    (a)Vesting of the 2023 Key Executive Performance Share Program awards, based on the Company’s achievement of the specified performance criteria with respect to the period beginning September 1, 2022 and ending August 31, 2025, was determined by the Compensation, Culture & People Committee on October 20, 2025. Pursuant to the 2023 Key Executive Performance Share Program, 78% of the target award of RSUs vested on October 20, 2025, after the end of fiscal 2025, based on the Company’s achievement of specified performance criteria over the three-year performance period. Because as of August 31, 2025, each of the named executive officers had fully satisfied the service criteria for vesting, 100% of the earned awards granted to them are being treated as having vested in full as of that date; however, none of the awards actually vested until the stated vesting date of October 20, 2025. For more information on these provisional vesting terms, see “Potential Payments Upon Termination—Long-Term Equity Compensation” below. (b)Reflects pro rata vesting of the 2023 Key Executive Performance Share Program award pursuant to the vesting provisions of such award and full vesting of the matching RSU grants made pursuant to the 2023 Voluntary Equity Investment Program and 2024 Voluntary Equity Investment Program, in accordance with the terms of such awards, in connection with Ms. McClure’s retirement in March 2025, as described further under “Potential Payments Upon Termination—KC McClure - Former Executive Officer.” (2)Reflects the aggregate fair market value of shares vested on the applicable date(s) of vesting.

  123. Nonqualified Deferred Compensation for Fiscal 2025

    Nonqualified Deferred Compensation for Fiscal 2025 The following table sets forth information with respect to RSUs awarded to named executive officers that have vested, but for which the issuance of underlying Accenture plc Class A ordinary shares has been deferred.

  124. Nonqualified Deferred Compensation for Fiscal 2025

    | Name | Executive Contributions in Last Fiscal Year ($) | Registrant Contributions in Last Fiscal Year ($)(3) | Aggregate Earnings in Last Fiscal Year ($)(4) | Aggregate Withdrawals/ Distributions ($) | Aggregate Balance at Last Fiscal Year End ($)(5) | | John Walsh(1) | — | $267,134 | $10,754 | — | $483,284 | | KC McClure(2) | — | $592,646 | $6,190 | — | $507,981 |

  125. Nonqualified Deferred Compensation for Fiscal 2025

    (1)Reflects awards of matching RSU grants made pursuant to the 2023 Voluntary Equity Investment Program and the 2024 Voluntary Equity Investment Program, which are not subject to a service vesting requirement. Accenture plc Class A ordinary shares underlying such RSUs will not be delivered until the second anniversary of the date of grant. (2)Reflects awards of matching RSU grants made pursuant to the 2023 Voluntary Equity Investment Program and the 2024 Voluntary Equity Investment Program, which vested in full in connection with Ms. McClure’s retirement in March 2025, in accordance with the terms of such awards, as described further under “Potential Payments Upon Termination—KC McClure - Former Executive Officer.” Accenture plc Class A ordinary shares underlying such RSUs will not be delivered until the second anniversary of the date of grant. (3)Represents the aggregate fair market value on the applicable date of vesting of the Accenture plc Class A ordinary shares underlying RSUs that vested during fiscal 2025, but for which the underlying shares were not immediately delivered to the named executive officer. Such value is included in the “Stock Vested in Fiscal 2025” table above. (4)Represents earnings on undelivered Accenture plc Class A ordinary shares underlying RSUs that have vested, but for which the underlying shares were not immediately delivered to the named executive officer, including adjustments to such awards to reflect Accenture’s payments of dividends on its Accenture plc Class A ordinary shares during fiscal 2025 pursuant to the terms of those awards and adjustments to the aggregate fair market value of the underlying shares and dividend shares. No such earnings are considered above-market or preferential and, accordingly, such amounts are not included in the “Summary Compensation Table” above. (5)Represents the aggregate fair market value at August 31, 2025 of the Accenture plc Class A ordinary shares underlying RSUs that have vested, but for which the underlying shares had not yet been delivered to the named executive officer as of that date. The value is determined based on the August 29, 2025 closing market price of Accenture plc Class A ordinary shares of $259.97 per share.

  126. Potential Payments Upon Termination

    Potential Payments Upon Termination

  127. Pay Ratio

    Pay Ratio In accordance with SEC rules, we are providing the ratio of the annual total compensation of our chair and chief executive officer to the annual total compensation of our median employee. We used the same median employee in our pay ratio calculation for 2025 as we used in 2024, as permitted under the SEC rules, because there has been no change in our employee population or compensation arrangements that we believe would significantly impact our pay ratio disclosure. For fiscal 2025, we substituted another employee from the median range of our August 31, 2024 employee list for our cost-of-living adjusted median employee who was used in fiscal 2024 as such employee had anomalous compensation characteristics that could distort the pay ratio.

  128. Our Fiscal 2025 Pay Ratio

    Our Fiscal 2025 Pay Ratio Applying a cost-of-living adjustment, our identified median employee is located in India, with annual total compensation for fiscal 2025 of $64,379. Comparing this to the annual total compensation of our chair and chief executive officer of $29,641,903, our pay ratio was 460:1. Without the cost-of-living adjustment, the identified median employee is also located in India, with annual total compensation for fiscal 2025 of $22,733, resulting in a ratio of 1,304:1.

  129. Pay Ratio Methodology

    Pay Ratio Methodology Our pay ratio is a reasonable estimate calculated in a manner consistent with SEC rules based on our payroll and employment records and the following methodology: •Identifying the Global Employee Population. We used our global employee population as of August 31, 2024, and excluded the following employees, who represent less than 2% of our employees: (i) 14,569 from businesses mainly in the technology services space that we acquired during fiscal 2024, and (ii) 27 in Qatar and 32 in Taiwan. As a result of these exclusions, we considered a population of 759,378 employees. •Identifying the Median Employee. We used annual base salary as of August 31, 2024 and applied the World Bank’s Purchasing Power Parity conversion factors to adjust the employees’ base salary and the median employee’s total annual compensation to the cost-of-living in the U.S., where our chair and chief executive officer resides. We then identified a median from this group. We applied this same process without the cost-of-living adjustment as well. Foreign currencies were converted into U.S. dollars using the average of the monthly translation rates for fiscal 2024. 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, as other companies have different employment and compensation practices and may utilize different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios.

  130. Pay Versus Performance

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

  131. Pay Versus Performance

    | Year | Summary Compensation Table Total for Ms. Sweet(1) | Compensation Actually Paid to Ms. Sweet(2) | Average Summary Compensation Table Total for Other NEOs(3) | Average Compensation Actually Paid to Other NEOs(4) | Value of Initial Fixed $100 Investment Based On: | | Net Income (in thousands) | Company- Selected Measure (Operating Income)(7) (in thousands) | | | | | | | Total Shareholder Return(5) | Peer Group Total Shareholder Return(6) | | | | 2025 | $29,641,903 | $16,552,177 | $6,538,890 | $4,184,446 | $117 | $251 | $7,832,400 | $10,840,988 | | 2024 | $24,915,146 | $19,696,871 | $7,541,398 | $6,572,485 | $151 | $205 | $7,419,197 | $10,034,287 | | 2023 | $31,550,906 | $28,942,633 | $9,672,559 | $9,633,011 | $141 | $148 | $7,003,530 | $9,873,035 | | 2022 | $33,701,108 | $28,901,232 | $11,074,958 | $9,061,110 | $123 | $111 | $6,988,960 | $9,367,181 | | 2021 | $23,085,391 | $37,443,329 | $9,169,307 | $17,503,467 | $142 | $129 | $5,990,545 | $7,621,529 |

  132. Pay Versus Performance

    (1)The dollar amounts reported are the amounts reported in the “Total” column of our Summary Compensation Table for Ms. Sweet. (2)The dollar amounts reported represent the amount of “compensation actually paid,” as computed in accordance with SEC rules. The dollar amounts do not reflect the actual amount of compensation earned by or paid during the applicable year. In accordance with SEC rules, the following adjustments were made to the Summary Compensation Table total compensation to determine the compensation actually paid for fiscal 2025:

  133. Pay Versus Performance

    | Accenture 2025 Proxy Statement | 83 |

  134. Pay Versus Performance

    | Year | Reported Summary Compensation Table Total for Ms. Sweet | Minus: Reported Value of Equity Awards(a) | Plus: Equity Award Adjustments(b) | Compensation Actually Paid to Ms. Sweet | | 2025 | $29,641,903 | $22,876,232 | $9,786,506 | $16,552,177 |

  135. Pay Versus Performance

    (a)The grant date fair value of equity awards represents the total of the amounts reported in the “Stock Awards” column in the Summary Compensation Table for the applicable year. (b)The equity award adjustments for fiscal 2025 include the addition (or subtraction, as applicable) of the following:

  136. Pay Versus Performance

    | Year | Year End Fair Value of Equity Awards Granted During Year and Unvested at Year End | Year Over Year Change in Fair Value of Equity Awards Granted in Prior Fiscal Years and Outstanding and Unvested as of Year End | Fair Value as of Vesting Date of Equity Awards Granted and Vested in the Year | Change in Fair Value from Prior Year End to Vesting Date of Equity Awards Granted in Prior Years that Vested in the Year | Total Equity Award Adjustments | | 2025 | $11,403,053 | ($4,663,067) | $6,544,806 | ($3,498,286) | $9,786,506 |

  137. Pay Versus Performance

    The valuation methodologies used to calculate fair values did not materially differ from those disclosed at the time of grant, as further described in Note 7 to the Summary Compensation Table. For performance-based awards, fair values were calculated based on the probable outcome of the performance conditions as of the relevant valuation date. With respect to the portion of key executive performance awards for which operating income targets had not yet been established, we have assumed target performance. (3)The dollar amounts reported represent the average of the amounts reported in the “Total” column of the Summary Compensation Table for the Company’s named executive officers (NEOs) as a group (excluding Ms. Sweet) for each applicable year. The NEOs included for purposes of calculating the average amounts in each applicable year are as follows: (i) for 2025, Angie Park, Manish Sharma, John Walsh, Mauro Macchi and KC McClure; (ii) for 2024, KC McClure, Manish Sharma, John Walsh and Jean-Marc Ollagnier; (iii) for 2023, KC McClure, Manish Sharma, Jean-Marc Ollagnier and James Etheredge; (iv) for 2022, KC McClure, James Etheredge, Jean-Marc Ollagnier and Gianfranco Casati; and (v) for 2021, KC McClure, Gianfranco Casati, Jean-Marc Ollagnier and David P. Rowland. (4)The dollar amounts reported represent the average amount of “compensation actually paid” to the NEOs listed in footnote 3, as computed in accordance with SEC rules. The dollar amounts do not reflect the actual average amount of compensation earned by or paid to such NEOs during the applicable year. In accordance with the SEC rules, the following adjustments were made to the average Summary Compensation Table total compensation for fiscal 2025 to determine the compensation actually paid:

  138. Pay Versus Performance

    | Year | Average Reported Summary Compensation Table Total for Other NEOs | Minus: Average Reported Value of Equity Awards(a) | Plus: Average Equity Award Adjustments(b) | Average Compensation Actually Paid to Other NEOs | | 2025 | $6,538,890 | $4,255,210 | $1,900,766 | $4,184,446 |

  139. Pay Versus Performance

    (a)The grant date fair value of equity awards represents the total of the amounts reported in the “Stock Awards” column in the Summary Compensation Table for the applicable year. (b)The equity award adjustments for fiscal 2025 include the addition (or subtraction, as applicable) of the following:

  140. Pay Versus Performance

    | Year | Average Year End Fair Value of Equity Awards Granted During Year and Unvested at Year End | Average Year Over Year Change in Fair Value of Equity Awards Granted in Prior Fiscal Years and Outstanding and Unvested as of Year End | Average Fair Value as of Vesting Date of Equity Awards Granted and Vested in the Year | Average Change in Fair Value from Prior Year End to Vesting Date of Equity Awards Granted in Prior Years that Vested in the Year | Total Average Equity Award Adjustments | | 2025 | $2,112,940 | ($718,048) | $1,219,541 | ($713,667) | $1,900,766 |

  141. Pay Versus Performance

    The valuation methodologies used to calculate fair values did not materially differ from those disclosed at the time of grant, as further described in Note 7 to the Summary Compensation Table. For performance-based awards, fair values were calculated based on the probable outcome of the performance conditions as of the relevant valuation date. With respect to the portion of key executive performance awards for which operating income targets had not yet been established, we have assumed target performance.

  142. Pay Versus Performance

    | 84 | Accenture 2025 Proxy Statement |

  143. Pay Versus Performance

    (5)Cumulative TSR is calculated by dividing (a) 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 of each fiscal year and August 31, 2020, by (b) the Company’s share price as of August 31, 2020. (6)The peer group used for this purpose is the S&P 500 Information Technology Sector Index. (7)Operating income is the most heavily weighted performance measure under the Key Executive Performance Share Program, which is intended to be the most significant element of our named executive officers’ compensation over time, as described in greater detail in “Executive Compensation – Compensation Discussion and Analysis.” In accordance with the terms of such program, operating income for fiscal years 2023, 2024 and 2025 was adjusted for purposes of the Key Executive Performance Share Program and is calculated and shown here as GAAP operating income excluding the impact of business optimization initiatives. The Compensation, Culture & People Committee did not make any adjustments to GAAP operating income under the Key Executive Performance Share Program for fiscal years 2021 and 2022 and GAAP operating income is shown in this column for such years. See “Reconciliation of GAAP Measures to Non-GAAP Measures.”

  144. 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 the section “Executive Compensation—Compensation Discussion and Analysis,” the Company’s executive compensation program reflects a variable pay-for-performance philosophy. While the Company utilizes several performance measures to align executive compensation with Company performance, all of those Company measures are not presented in the Pay versus Performance table. Moreover, the Company generally seeks to incentivize long-term performance, and therefore does not specifically align the Company’s performance measures with compensation that is actually paid (as computed in accordance with SEC rules) for a particular year. In accordance with SEC rules, the Company is providing the following descriptions of the relationships between information presented in the Pay versus Performance table.

  145. Compensation Actually Paid (CAP) Versus TSR

    Compensation Actually Paid (CAP) Versus TSR

  146. Compensation Actually Paid (CAP) Versus TSR

    | | CEO CAP | | Average Other NEO CAP | | | Company Cumulative TSR | | Peer Index Cumulative TSR |

  147. Compensation Actually Paid (CAP) Versus TSR

    | Accenture 2025 Proxy Statement | 85 |

  148. Compensation Actually Paid (CAP) Versus Net Income

    Compensation Actually Paid (CAP) Versus Net Income

  149. Compensation Actually Paid (CAP) Versus Net Income

    | | CEO CAP | | Average Other NEO CAP |

  150. Compensation Actually Paid (CAP) Versus Net Income

    | | Net Income |

  151. Compensation Actually Paid (CAP) Versus Operating Income(1)

    Compensation Actually Paid (CAP) Versus Operating Income(1)

  152. Compensation Actually Paid (CAP) Versus Operating Income(1)

    | | CEO CAP | | Average Other NEO CAP |

  153. Compensation Actually Paid (CAP) Versus Operating Income(1)

    | | Operating Income |

  154. Compensation Actually Paid (CAP) Versus Operating Income(1)

    | (1)See footnote 7 above. |

  155. Compensation Actually Paid (CAP) Versus Operating Income(1)

    | 86 | Accenture 2025 Proxy Statement |

  156. Compensation Actually Paid (CAP) Versus Operating Income(1)

    | Proposal 3 | Approval of Amended and Restated Accenture plc 2010 Share Incentive Plan The Board recommends that you vote “FOR” the approval of the Amended and Restated Accenture plc 2010 Share Incentive Plan. | |

  157. Compensation Actually Paid (CAP) Versus Operating Income(1)

    | Our Board, based on the recommendation of the Compensation, Culture & People Committee, has approved an amendment and restatement of the Amended and Restated Accenture plc 2010 Share Incentive Plan (the “SIP” and as so amended and restated, the “Amended SIP”), subject to approval by our shareholders at the Annual Meeting. In approving the Amended SIP and particularly the additional shares to be authorized under the Amended SIP, the Compensation, Culture & People Committee considered the information described below. If approved, this amendment and restatement will, among other things: •Authorize an additional 7 million shares for issuance under the Amended SIP. •Extend the term of the Amended SIP until December 12, 2035. | | As of December 1, 2025, 21,831,880 shares remained available under the SIP for future grants, 14,247,031 shares were subject to outstanding RSUs (assuming maximum settlement of outstanding Key Executive Performance Share program awards), and we expect to make awards covering approximately 8 million shares between the date of this proxy statement and the Annual Meeting. Why We Recommend You Approve the Amended SIP •We must recruit, retain and motivate high-performers. The ability to issue equity is fundamental to our compensation strategy. Being a people-based business, our success is dependent, in large part, on our ability to use market relevant compensation to recruit, retain and motivate the most talented professionals to serve our clients. •We proactively manage affordability to prevent dilution. Our ratio of share repurchases to share issuances has resulted in a net impact of a reduction to our weighted average diluted shares each year, and we expect the impact of our repurchases to continue to exceed our issuances in the near term. Our overhang has averaged 6.2% over the past three years. We calculate overhang as the number of shares available for issuance under our equity compensation plans (including pursuant to outstanding awards), divided by that number plus the total number of outstanding shares. •We use equity compensation to align employee and shareholder interests. Equity compensation is a critical means of aligning the interests of our employees with those of our shareholders. Our employees, particularly members of Accenture Leadership, whose equity is tied to Company and individual performance, are motivated under our current equity compensation plans to drive the business to maximize returns over the long term. We believe this, in part, has resulted in the long-term value we have created for our shareholders. •We have a disciplined annual share granting practice. Our burn rate has averaged 1.3% over the past three years and 1.2% over the past five years. During the last five years, our burn rate has ranged between 1.0% and 1.4%. Of our total employee population of approximately 779,000, approximately 53,700 (composed of Accenture Leadership and other senior employees) are eligible for equity awards, and only those employees rated as high-performers (a fraction of this group) receive equity awards in any given year. |

  158. Compensation Actually Paid (CAP) Versus Operating Income(1)

    | 88 | Accenture 2025 Proxy Statement |

  159. Limits on Director Compensation

    Limits on Director Compensation The maximum number of shares subject to awards that may be granted during a fiscal year to any non-employee director, taken together with any cash retainer paid to such non-employee director in respect of such fiscal year, may not exceed $750,000 in total value.