DEF 14A of Cigna Group, Mar 13, 2026

DEF 14A of Cigna Group

Filed Mar 13, 2026 · FY20250001739940-26-000023

Open on EDGAR

  1. Director Nominees

    Director Nominees

  2. Director Nominees

    | Name and Title | Director Since | Independent | | David M. Cordani Chair and Chief Executive Officer of The Cigna Group | 2009 | | | Brian C. Evanko President and Chief Operating Officer of The Cigna Group | 2026 | | | Eric J. Foss Chairman and Chief Executive Officer of Primo Brands Corporation | 2011 | l | | Neesha Hathi Head of Wealth and Advice Solutions of The Charles Schwab Corporation | 2021 | l | | Michael J. Hennigan Former Executive Chair, President, and Chief Executive Officer of Marathon Petroleum Corporation and MPLX | 2025 | l | | George Kurian Chief Executive Officer of NetApp, Inc. | 2021 | l | | Kathleen M. Mazzarella Chair, President, and Chief Executive Officer of Graybar Electric Company, Inc. | 2018 | l | | Mark B. McClellan, M.D., Ph.D. Director, Duke-Robert J. Margolis, M.D., Institute for Health Policy | 2018 | l | | Philip O. Ozuah, M.D., Ph.D. President and Chief Executive Officer of Montefiore Einstein | 2023 | l | | Kimberly A. Ross Former Chief Financial Officer of Baker Hughes Company | 2020 | l | | Eric C. Wiseman Lead Independent Director of The Cigna Group; Former Executive Chair, President, and Chief Executive Officer of VF Corporation | 2007 | l | | Donna F. Zarcone Former President and Chief Executive Officer of The Economic Club of Chicago | 2005 | l |

  3. Areas of Expertise of our Director Nominees

    Areas of Expertise of our Director Nominees The chart below identifies the balance of skills and qualifications each director nominee brings to the Board. Each director nominee brings his or her own unique background and range of expertise, knowledge, and experience, which we believe provides an appropriate and diverse mix of qualifications necessary for our Board to effectively fulfill its oversight responsibilities. The combination of the skills and qualifications shown below demonstrates how our Board is well positioned to oversee strategy, performance, culture, and risk at the Company.

  4. Areas of Expertise of our Director Nominees

    | | Business Leader | Finance | Global Operations | Health Services and Delivery Systems | Marketing and Consumer Insights | Regulated Industry/Public Policy | Risk Management | Technology - Strategy, Security and Operations | | David M. Cordani | | | | | | | | | | Brian C. Evanko | | | | | | | | | | Eric J. Foss | | | | | | | | | | Neesha Hathi | | | | | | | | | | Michael J. Hennigan | | | | | | | | | | George Kurian | | | | | | | | | | Kathleen M. Mazzarella | | | | | | | | | | Mark B. McClellan, M.D., Ph.D. | | | | | | | | | | Philip O. Ozuah, M.D., Ph.D. | | | | | | | | | | Kimberly A. Ross | | | | | | | | | | Eric C. Wiseman | | | | | | | | | | Donna F. Zarcone | | | | | | | | |

  5. Board of Directors’ Nominees

    Board of Directors’ Nominees Upon the recommendation of the Corporate Governance Committee, the Board is nominating the twelve directors listed below for election to one-year terms to expire at the next annual meeting of shareholders. All nominees have consented to serve, and the Board does not know of any reason why any nominee would be unable to serve. If a nominee becomes unavailable or unable to serve before the Annual Meeting, the Board may either reduce its size or designate another nominee. If the Board designates a substitute nominee, your proxy will be voted for the substitute nominee. Below are biographies, skills, and qualifications of each of the nominees. The Committee memberships listed in each biography reflect the committees on which such director nominee will serve as of April 1, 2026. The committees on which the nominees served during 2025 are listed in “2025 Committee Matters.” Mr. Evanko’s service on the Board will begin on April 1, 2026. Each of the other director nominees currently serves on the Board. The Board believes that the combination of the various experiences, skills, and qualifications represented by the nominees contribute to an effective and well-functioning Board and that the nominees possess the qualifications, based on the criteria described above, to provide meaningful oversight of the business and strategy of The Cigna Group.

  6. Board of Directors’ Nominees

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 17 |

  7. Board of Directors’ Nominees

    | Age 60 Director Since 2009 Education MBA, University of Hartford; BBA, Texas A&M University Board Committees Executive (Chair) Prior Public Company Boards General Mills, Inc. | David M. Cordani Chair and Chief Executive Officer | The Cigna Group Business Experience David Cordani was appointed Chair of the Board in January 2022. He has served as the Chief Executive Officer of The Cigna Group since 2009 and President since 2008. Since joining The Cigna Group in 1991, Mr. Cordani has served in a number of senior leadership roles, including Chief Operating Officer; President, Cigna HealthCare; and Senior Vice President, Customer Segments and Marketing. Under his leadership, The Cigna Group has grown into a global health company with more than 185 million customer relationships and approximately 67,700 colleagues around the world. Qualifications Mr. Cordani brings a deep understanding of the global health services industry, including customer engagement as well as of the critical role data analytics and digital capabilities play in improving the health care system and outcomes for individuals. He offers unique perspective and insight into the health services industry and the innovation of health delivery models. Mr. Cordani is also the co-author of the best-selling book, The Courage to Go Forward: The Power of Micro Communities. Mr. Cordani is active with a number of nonprofit organizations. He currently serves in various capacities with the Achilles International Freedom Team of Wounded Veterans, among others, and oversees the David and Sherry Cordani Family Foundation, which was founded to support community health and overall well-being. Mr. Cordani has served as an Executive Committee member of America’s Health Insurance Plans (AHIP) and previously was appointed and served as Chair of the AHIP Board. With a commitment to international business relations, Mr. Cordani also served as Chairman of the U.S. Chamber of Commerce’s U.S.-Korea Business Council and on the U.S.-India Business Council Board of Directors. |

  8. Board of Directors’ Nominees

    | 18 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  9. Board of Directors’ Nominees

    | Age 49 Director Since 2026 Education BS, Pennsylvania State University Board Committees Executive Prior Public Company Boards TriNet Group, Inc. •Finance and Audit Committee | Brian C. Evanko President and Chief Operating Officer | The Cigna Group Business Experience Brian Evanko was appointed Chief Executive Officer of the Company, effective July 1, 2026. He currently serves as President and Chief Operating Officer of The Cigna Group, a role he has held since March 2025. He served as Executive Vice President, Chief Financial Officer of The Cigna Group and President and Chief Executive Officer, Cigna Healthcare from January 2024 through March 2025; Executive Vice President and Chief Financial Officer of The Cigna Group from January 2021 to January 2024; President, Government Business from November 2017 to January 2021; and President, U.S. Individual Business from August 2013 to November 2017. Over the course of his nearly 30-year career with The Cigna Group, Mr. Evanko has led significant business and functional areas. Mr. Evanko has delivered strong financial and operational results and led significant change through dynamic periods with his purpose-driven, performance-focused leadership. Qualifications Mr. Evanko has been a driving force in The Cigna Group’s focus on building a sustainable model for health care. He brings a deep understanding of the health services industry and the leadership and operational skills necessary to help address the challenges our customers, patients, providers and clients face, including rising costs, access to care, and personalized support for individuals with complex conditions. As President and Chief Operating Officer, Mr. Evanko has advanced the Company’s strategy, introduced significant innovations to benefit those we serve, sharpened the business portfolio, and positioned the Company to continue delivering growth and impact. Mr. Evanko played a pivotal role in shaping the Company’s strategic direction, driving priorities that are further strengthening customer affordability, access, and experience including the Company’s “Commitments to Better.” He also brings extensive financial and operational expertise, having had responsibility for the Company’s finance, investment management, and underwriting teams during his tenure as Chief Financial Officer. Mr. Evanko has a bachelor’s degree in actuarial science from Pennsylvania State University and holds the FSA (Fellow of the Society of Actuaries), MAAA (Member of the American Academy of Actuaries) and CFA (Chartered Financial Analyst) designations. In addition to his responsibilities at The Cigna Group, Mr. Evanko serves on the board of directors for TriNet, a leading provider of comprehensive human resources solutions for small and medium-size businesses, as well as The Connecticut Science Center, the state’s foremost institution for science education. |

  10. Board of Directors’ Nominees

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 19 |

  11. Board of Directors’ Nominees

    | Age 67 Director Since 2011 Education BS, Ball State University Board Committees Corporate Governance Executive People Resources Other Public Company Boards Primo Brands Corporation (Chair) Past Public Company Directorships Aramark (Chair) Diversey Holdings, Ltd., (Non-Executive Chair) O-I Glass, Inc. Primo Water Corporation The Pepsi Bottling Group (Chair) Selina Hospitality PLC (Non-Executive Chair) UDR, Inc. | Eric J. Foss Chairman and Chief Executive Officer | Primo Brands Corporation Business Experience Eric Foss will serve as the Lead Independent Director, The Cigna Group, beginning April 1, 2026. Mr. Foss is the Chairman and Chief Executive Officer of Primo Brands Corporation, a leading branded beverage company. He first joined the organization in 2023 as a member of the Board of Primo Water (later renamed Primo Brands) and was appointed Chairman and Chief Executive Officer in November 2025. Mr. Foss has a proven track record of driving growth for global at scale companies, having previously served as President and Chief Executive Officer of Aramark, a provider of food services, facilities management, and uniform services, starting May 2012. He also served as Aramark Chair of the Board starting in February 2015 until his retirement from Aramark in August 2019. He served as Chief Executive Officer of Pepsi Beverages Company, a beverage manufacturer, seller, and distributor and a division of PepsiCo, Inc., from 2010 until December 2011. He was the Chair and Chief Executive Officer of The Pepsi Bottling Group, Inc., from 2008 until 2010, President and Chief Executive Officer from 2006 until 2008, and Chief Operating Officer from 2005 until 2006. Qualifications As Chairman and Chief Executive Officer of Primo Brands Corporation, Mr. Foss brings deep expertise in brand-building, operational excellence, and customer-focused innovation. As Chief Executive Officer of both Aramark and The Pepsi Bottling Group, he led each company’s initial public offerings, giving him a deep knowledge of the capital markets and prudent risk management while creating strong stakeholder value. While leading Aramark, Mr. Foss gained significant experience in managing the operations of a global business with risk management, strategic planning, transactions, technology, and financial oversight. He also delivered increased shareholder value by improving customer loyalty and building an inclusive and engaged workforce. During his tenure, Aramark received several recognitions, including, to name a few, being named to Fortune magazine’s World’s Most Admired Companies list, to Fair360’s Top 50 Employers list, and as a Best Place to Work by the Disability Equality Index. |

  12. Board of Directors’ Nominees

    | 20 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  13. Board of Directors’ Nominees

    | Age 52 Director Since 2021 Education MBA, University of California; BBA, University of Michigan Board Committees Finance & Technology People Resources Other Public Company Boards N/A | Neesha Hathi Head of Wealth and Advice Solutions | The Charles Schwab Corporation Business Experience Neesha Hathi has served as Head of Wealth and Advice Solutions of The Charles Schwab Corporation (Charles Schwab), a financial services company, since 2022. In July 2026, she will assume the expanded role of Managing Director, Head of Wealth Advisory, Banking and Trust Services at Charles Schwab. Over the course of her 20+ year career with Charles Schwab, Ms. Hathi has held positions of increasing responsibility. Notably, she was Chief Digital Officer from 2017 to 2022, during which time she was responsible for digital transformation, business innovation, and data and analytics. Prior to that role, she served as Executive Vice President of Investor Services Platforms, Strategy and Client Experience, from 2016 to 2017, and as Senior Vice President of Advisor Services and Chief Operating Officer of Schwab Performance Technologies from 2012 through 2016. Qualifications Ms. Hathi has been broadly recognized across the financial services industry for her digital expertise and transformative leadership. Her work has included extensive engagement with emerging technologies and data-driven capabilities that increasingly support modern artificial intelligence (AI)-enabled solutions. She holds a Cybersecurity Certificate from the National Association of Corporate Directors. In 2021, InvestmentNews named her among the top Icons & Innovators who have shaped and transformed the financial advice profession. Business Insider named her one of the 10 People Transforming Investing in 2020, and she was listed among the Top Women in WealthTech by Think Advisor in 2019. Ms. Hathi serves on the Board of Advisors at the University of California, Los Angeles, Anderson School of Management, as well as the Charles Schwab Foundation. |

  14. Board of Directors’ Nominees

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 21 |

  15. Board of Directors’ Nominees

    | Age 66 Director Since 2025 Education BS, Drexel University Board Committees Audit & Compliance Corporate Governance Other Public Company Boards Nutrien Ltd. •Safety Committee (Chair) Past Public Company Directorships Marathon Petroleum Corporation MPLX Andeavor Logistics LP Niska Gas Storage Partners LLC | Michael J. Hennigan Former Executive Chair, President and Chief Executive Officer | Marathon Petroleum Corporation and MPLX Business Experience Mr. Hennigan served as the Executive Chairman of Marathon Petroleum Corporation (MPC), an integrated downstream energy company, and MPLX, a diversified master limited partnership formed by MPC from August 2024 until December 2025. He joined the company in 2017 and served as President and CEO of MPC and MPLX from March 2020 until August 2024, as President and CEO of MPLX GP LLC from November 2019 until November 2024, and President of MPLX GP LLC from July 2017 until November 2019. Prior to joining MPLX, Mr. Hennigan was President of Crude, NGL, and Refined Products of the general partner of Energy Transfer Partners L.P. Mr. Hennigan began his career at Sunoco, Inc., and spent more than three decades advancing through roles, ultimately becoming President and Chief Executive Officer of Sunoco Logistics. Qualifications As Chief Executive Officer of MPC and MPLX, Mr. Hennigan led significant strategic initiatives, including the $21-billion sale of the Speedway convenience store chain to 7-Eleven, Inc., resulting in a robust capital return program. He also prioritized sustainability, increasing the production of renewable diesel and advancing projects to reduce greenhouse gas emissions. During his tenure, he delivered transformative strategic priorities to structurally lower cost, improve commercial performance, and increase the competitiveness of the company's portfolio and significantly returned capital to shareholders. Mr. Hennigan has extensive experience in refining, logistics, and marketing, and has demonstrated strong leadership in managing global business operations. He has dedicated his entire career to the energy industry and therefore possesses a deep understanding of the complexities of a regulated market. His strategic vision and commitment to operational excellence have been instrumental in driving growth and enhancing shareholder value. Mr. Hennigan served as Chairman of the American Fuels and Petrochemical Manufacturers (AFPM) association, on the Executive Committee of the American Petroleum Institute (API), and as a member of the Business Council and the Ohio Business Roundtable. |

  16. Board of Directors’ Nominees

    | 22 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  17. Board of Directors’ Nominees

    | Age 59 Director Since 2021 Education MBA, Stanford University; BS, Princeton University Board Committees Finance & Technology People Resources Other Public Company Boards NetApp, Inc. | George Kurian Chief Executive Officer | NetApp, Inc. Business Experience George Kurian has served as Chief Executive Officer of NetApp, Inc. (NetApp), an intelligent data infrastructure software company, since 2015. He was NetApp’s President from 2016 through 2020; Executive Vice President, Product Development, from 2013 through 2015; and Senior Vice President, Software Group, from 2011 through 2013. Previously, Mr. Kurian held various roles at Cisco Systems, Inc., a technology company, having served as Vice President and General Manager, Application Networking and Switching Technology Group, from 2009 to 2011; Vice President and General Manager, Application Delivery Business Unit, from 2005 to 2009; and Vice President and General Manager, Video Networking Business Unit, from 2002 to 2005. Qualifications Mr. Kurian brings significant leadership experience and a deep understanding of business transformation, strategic planning, corporate growth, and risk assessment on a global basis, having spent over a decade with NetApp. He is well versed in customer-oriented technology, drawing on his background as an engineer and his leadership of client service teams focused on advancing strategic and operational initiatives. Through his leadership at NetApp he has also overseen the development of enterprise scale AI and data platforms, guiding major innovations in AI infrastructure, secure data management, and responsible AI adoption. Mr. Kurian has spent more than 20 years in leadership positions at technology-focused companies, through which he has developed expertise in innovative technology and related operations. His extensive background and experience provide a deep understanding of how technology fits into a business from both an operational and strategic perspective. |

  18. Board of Directors’ Nominees

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 23 |

  19. Board of Directors’ Nominees

    | Age 65 Director Since 2018 Education MBA, Webster University; BA, National Louis University Board Committees Audit & Compliance Executive Finance & Technology (Chair) Other Public Company Boards Core & Main •Nominating and Governance Committee (Chair) Waste Management, Inc. (Non-Executive Chair) •Audit Committee •Management Development & Compensation Committee •Nominating & Governance Committee Past Public Company Boards Express Scripts Holding Company | Kathleen M. Mazzarella Chair, President, and Chief Executive Officer | Graybar Electric Company, Inc. Business Experience Kathleen Mazzarella has served as Chair of Graybar Electric Company, Inc. (Graybar), a North American distributor of electrical, industrial, automation, and connectivity products and provider of related supply chain management and logistics services, since January 2013, as President and Chief Executive Officer since June 2012, and as a Director since January 2004. She is the first woman to lead Graybar since its founding in 1925. Qualifications Ms. Mazzarella previously served as Graybar’s Executive Vice President and Chief Operating Officer from December 2010 to June 2012. She joined Graybar in January 1980 and has held increasing roles of seniority, including Senior Vice President, Sales and Marketing, and Senior Vice President, Human Resources and Strategic Planning. Ms. Mazzarella has been instrumental in developing environmental, social, and governance practices for Graybar and, as a member and independent chair of the Board of Directors for Waste Management, focusing on driving sustainable operations that deliver innovation to customers. Under her leadership, Graybar has consistently invested in its community, actively cultivating an ownership culture, emphasizing integrity and fair opportunity, and it has earned recognition for its governance practices and as a top national workplace. Ms. Mazzarella is also a contributing author of Inside the Minds, a book on human capital management. Ms. Mazzarella serves as Co-Chair for Concordance First Chance Campaign and as a Board Member for Greater St. Louis, Inc. She is a 2022 recipient of the inaugural St. Louis Titan 100 and an inaugural winner of the Modern Distribution Management Women in Distribution Leadership Award in 2021. |

  20. Board of Directors’ Nominees

    | 24 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  21. Board of Directors’ Nominees

    | Age 62 Director Since 2018 Education PhD, Massachusetts Institute of Technology; MD, Harvard-MIT Division of Health Sciences and Technology; MPA, Harvard University; BA, University of Texas Board Committees Audit & Compliance Finance & Technology Other Public Company Boards Alignment Healthcare, Inc. •Nominating, Corporate Governance & Compliance Committee Johnson & Johnson •Regulatory Compliance & Sustainability Committee •Science & Technology Committee | Mark B. McClellan, M.D., Ph.D. Director | Duke-Robert J. Margolis, M.D., Institute for Health Policy Business Experience Dr. Mark McClellan became the inaugural Director of the Duke-Robert J. Margolis, M.D., Institute for Health Policy and the Margolis Professor of Business, Medicine, and Policy at Duke University in January 2016. He currently serves in various leadership and advisory capacities for the National Academy of Medicine, and other nonprofit organizations. He also was the founding Chair of the Reagan-Udall Foundation for the U.S. Food and Drug Administration (FDA). Dr. McClellan is a two-time recipient of the Kenneth Arrow Award for Outstanding Research in Health Economics. Qualifications Previously, Dr. McClellan served from 2007 to 2015 as a Senior Fellow in Economic Studies and as Director of the Initiatives on Value and Innovation in Health Care at the Brookings Institution. He was a member of the President’s Council of Economic Advisers and was White House Senior Director for Health Care Policy from 2001 to 2002. He also was the Deputy Assistant Secretary for Economic Policy for the Department of the Treasury from 1998 to 1999. Dr. McClellan served as Administrator of the Centers for Medicare & Medicaid Services for the U.S. Department of Health and Human Services from 2004 to 2006, where he oversaw implementation of the Medicare prescription drug benefit and the Medicare Advantage program. From 2002 to 2004, he served as Commissioner of the FDA, where he developed and implemented the Critical Path Initiative and other major reforms in regulatory policy. Additionally, Dr. McClellan was at the center of U.S. efforts to combat the COVID-19 pandemic and co-authored a road map and other publications for a comprehensive response and safe reopening. His ongoing collaborative research programs are developing policy reforms and support for resilient models of delivering better, more equitable care to address population health challenges; for more efficient development and effective use of innovative medicines, through better evidence on outcomes; and for accelerating applications of digital and AI technologies that improve health care access and affordability. |

  22. Board of Directors’ Nominees

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 25 |

  23. Board of Directors’ Nominees

    | Age 63 Director Since 2023 Education PhD, University of Nebraska–Lincoln; MD, University of Ibadan, Nigeria; MS, University of Southern California Board Committees Corporate Governance Executive People Resources (Chair) Other Public Company Boards Organon and Co. •Portfolio Development Committee (Chair) •Talent Committee | Philip O. Ozuah, M.D., Ph.D. President and Chief Executive Officer, Montefiore Einstein Business Experience Since 2019, Dr. Philip Ozuah has served as the President and CEO of Montefiore Einstein, the umbrella organization for the Albert Einstein College of Medicine and Montefiore Health System’s 13 member hospitals and 300 ambulatory sites. Dr. Ozuah has spent over 30 years at Montefiore Einstein in positions of increasing responsibility, including President of Montefiore Health System from 2018 to 2019, as well as Executive Vice President and Chief Operating Officer from 2012 to 2018. A National Institutes of Health-funded researcher and award-winning educator, Dr. Ozuah has also served as Professor and University Chairman of Pediatrics at Albert Einstein College of Medicine and Physician-in-Chief of Children’s Hospital at Montefiore (CHAM). Qualifications In these roles, Dr. Ozuah delivered best-in-class clinical care and expanded health care access for underserved communities, fostered innovations in medical education, and improved financial and operational performance by integrating care across a growing system that sees 7.5 million patient encounters per year. His work helped establish Montefiore Einstein as a national leader in value-based care with an emphasis on aligning community-based organizations and services critical to addressing the socioeconomic determinants of health. Dr. Ozuah also has extensive experience in academic medical research and health care management and operations, as well as a strong commitment to medical education and value-based care. He has also written publicly on how emerging technologies, including artificial intelligence, are influencing clinical practice, and he provides helpful perspective as modern health systems increasingly rely on data-driven tools. In recognition of his accomplishments, Dr. Ozuah has been repeatedly recognized by Modern Healthcare as a top physician executive in the country. He has received countless accolades for excellence in patient care, including being inducted into the Alpha Omega Alpha Honor Medical Society. Dr. Ozuah is also an active member of his local community, serving as Chairman of the New York City Police Foundation and as a trustee of the New York Botanical Garden. |

  24. Board of Directors’ Nominees

    | 26 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  25. Board of Directors’ Nominees

    | Age 60 Director Since 2020 Education BA, University of South Florida Board Committees Audit & Compliance (Chair) Corporate Governance Executive Other Public Company Boards KKR & Co. •Audit Committee Northrop Grumman Corporation •Audit and Risk Committee •Policy Committee Past Public Company Directorships Chubb Limited KKR Acquisition Holdings I Corp. Nestlé S.A. PQ Group Holdings, Inc. | Kimberly A. Ross Former Chief Financial Officer | Baker Hughes Company Business Experience Kimberly Ross served as Chief Financial Officer of WeWork (the We Company), a flexible space solutions company, from March through September 2020. She served as Senior Vice President and Chief Financial Officer of Baker Hughes Company, an energy technology company, from September 2014 to July 2017. Qualifications Additionally, Ms. Ross was Executive Vice President and Chief Financial Officer of Avon Products, Inc., a global manufacturer and marketer of beauty and related products, from November 2011 until September 2014. Prior to joining Avon, she served as the Executive Vice President and Chief Financial Officer of Royal Ahold N.V. (Royal Ahold), a food retail company, from 2007 to 2011, and held a variety of senior management positions during her tenure, which began in 2001. She has expertise in corporate finance, financial planning and analysis, strategy, mergers and acquisitions, corporate restructuring, financial reporting, and internal auditing processes as well as information technology operations oversight, and she holds a Cybersecurity Certification from the National Association of Corporate Directors. She also holds a Certificate in Cybersecurity Governance for the Board of Directors from the Massachusetts Institute of Technology and a Nasdaq certificate for the Board of Excellence Cyber Scholar Program. Ms. Ross is an active member of her alma mater, sitting on the Foundation Board of the University of South Florida and the Advisory Board of the Muma College of Business. |

  26. Board of Directors’ Nominees

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 27 |

  27. Board of Directors’ Nominees

    | Age 70 Director Since 2007 Education BS and MBA, Wake Forest University Board Committees Corporate Governance (Chair) Executive People Resources Past Public Company Directorships Lowe’s Companies, Inc. VF Corporation | Eric C. Wiseman Lead Independent Director, The Cigna Group; Former Executive Chair, President, and Chief Executive Officer of VF Corporation Business Experience Eric Wiseman has served as the Lead Independent Director of The Cigna Group since January 2022 and will serve in such capacity until April 1, 2026. He was Executive Chair of VF Corporation, an apparel and footwear company, from August 2008 until October 2017. He served as VF Corporation’s Chief Executive Officer from January 2008 until December 2016, President from 2006 until June 2015, and Chief Operating Officer from 2006 to 2008. Prior to that, Mr. Wiseman held a variety of senior management positions at the company. Qualifications While at the helm of VF Corporation, Mr. Wiseman not only navigated the period that followed the 2008 financial crisis, he more than tripled the company’s share price. In addition, he consistently delivered a top-quartile total shareholder return, making VF Corporation a top performer among its direct peers. VF Corporation was also nationally recognized with standout corporate responsibility performance under his leadership and guidance. He grew the company’s presence around the world during his tenure, including through the multibillion-dollar acquisition of the Timberland Co. and the organic growth of the Vans and The North Face businesses. Mr. Wiseman is an active member of his community, and he also sits on the Board of Trustees for Wake Forest University and the Board of Visitors for the Wake Forest School of Business. He also served on the American Heart Association CEO Roundtable, a leadership collaborative of CEOs exclusively dedicated to improving employee and community health. |

  28. Board of Directors’ Nominees

    | 28 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  29. Board of Directors’ Nominees

    | Age 68 Director Since 2005 Education MBA, University of Chicago, Booth School of Business; BS, Illinois State University Board Committees Audit & Compliance Finance & Technology Other Public Company Directorships CDW Corporation •Audit Committee •Nominating & Corporate Governance Committee | Donna F. Zarcone Former President and Chief Executive Officer | The Economic Club of Chicago Business Experience Donna Zarcone served as the President and Chief Executive Officer of The Economic Club of Chicago, a civic and business leadership organization, from February 2012 until July 2020, as well as Interim President from October 2011 until February 2012. She was President and Chief Executive Officer of D.F. Zarcone & Associates LLC, a strategic advisory firm, from 2007 until February 2012. Ms. Zarcone served as the President and Chief Operating Officer of Harley-Davidson Financial Services, Inc. (HDFS). She also led the formation of Eaglemark Savings Bank, a wholly owned subsidiary of HDFS, and served as its Chair and President. Early in her career, she served as the Chief Financial Officer for two start-ups, a technology leasing firm and a financial technology company, that were subsequently sold to strategic investors. Qualifications Ms. Zarcone has been serving on corporate boards for more than 30 years and is an Audit Committee Financial Expert and a certified public accountant. She is a National Association of Corporate Directors (NACD) Certified Director and served as a NACD Commissioner for the Future of the American Board Initiative. She has been a featured expert in NACD’s Directorship magazine on topics ranging from director professionalism to board culture. She also holds a Certificate in Cybersecurity Oversight from Carnegie Mellon University. Ms. Zarcone serves on the board of directors for the NACD Corporate Directors Institute, the independent sister organization to NACD. Ms. Zarcone is the Chair of the Investment and Finance Committee for Duchossois Capital Management, serves as Chair of the Audit Committee of Halstatt LLC, and serves as Chair of the Audit Committee for Quinnox, Inc. She also serves as the Chair of the Nominating and Membership Committee for the National Board of the Smithsonian Institution. |

  30. Board of Directors’ Nominees

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 29 |

  31. Board of Directors’ Nominees

    Corporate Governance Policies and Practices The Cigna Group is committed to ensuring strong corporate governance practices that protect the best interests of our shareholders and other key stakeholders. We believe that strong corporate governance and a majority independent Board provide the foundation to oversee our mission and business strategy, drive our culture of ethics and integrity, and promote and foster confidence from our shareholders and other key stakeholders. The Board has adopted policies and processes that foster effective Board oversight of critical matters such as strategy, leadership succession planning, risk oversight, financial and other controls, compliance, culture, and corporate impact and sustainability matters. The Board and its committees regularly review our major governance documents, policies, and processes in the context of current corporate governance trends, shareholder feedback, regulatory changes, and recognized best practices. The Corporate Governance Guidelines (the Guidelines) set forth the key governance principles that guide the Board. The Board and the Corporate Governance Committee review the Guidelines, and the committees review their respective charters, and update these governing documents as necessary to reflect changes in the regulatory environment, evolving practices and input from shareholders. The full text of the Guidelines and committee charters are available on our website at https://www.thecignagroup.com/our-impact/esg/healthy-company/corporate-governance and to any shareholder who requests a copy.

  32. Board of Directors’ Nominees

    | Key Governance Practices | | | | | Independence | Best Practices | Accountability | Shareholder Rights | | •Other than the Chair/CEO, all directors are independent •Lead Independent Director with clearly defined responsibilities •100% independent Audit & Compliance, Corporate Governance, Finance & Technology, and People Resources Committees •Regular executive sessions of the independent directors of the Board and its committees, without management present •Board and its committees are empowered to hire outside advisors independently of management | •Active shareholder engagement •Diverse Board in terms of experiences, specific skills and qualifications, tenure, age, gender, race, ethnicity, abilities, and backgrounds •Board policy to include a broad pool of candidates in candidate pool for all director searches •Separate Code of Business Conduct and Ethics for the Board •Majority of director compensation delivered in common stock of The Cigna Group •Robust stock ownership guidelines for directors | •Annual election of all directors •Directors elected by majority vote standard for uncontested election •Annual self-evaluations of the Board, its committees, and individual directors, which, in 2024, included a third-party facilitator and peer feedback •Annual evaluation of the Board leadership structure •Annual evaluation of CEO (including compensation) by independent directors •Clawback policies that go beyond the requirements of the Dodd-Frank Act and NYSE rules | •Shareholder right to call a special meeting •Proxy access right allowing shareholders to include their nominees in proxy materials for election at annual meetings •Shareholder right to amend our Certificate of Incorporation or By-Laws with support of holders of a majority of outstanding stock; no supermajority vote provisions •No shareholder rights plan or poison pill |

  33. Director Compensation Program

    Director Compensation Program In 2025, the Corporate Governance Committee reviewed the director compensation program to ensure that our pay practices remained competitive and aligned with peer companies. As part of this review, the Corporate Governance Committee analyzed benchmarking data from the Company’s compensation peer group and general industry peer group. Following this review, the Committee decided to make no changes to the Director Compensation Program for 2025, which is reflected below.

  34. Director Compensation Program

    | Retainer Type | Annual Amount ($) | Method of Payment | | Board | 215,000 | The Cigna Group common stock | | | 120,000 | Cash | | Lead Independent Director | 75,000 | Cash | | Committee Chair | 25,000 | Cash |

  35. Director Compensation Program

    There is no retainer for committee membership or service on the Executive Committee. No compensation is paid for directors who are also employees of the Company. Deferral of Payments Under the Deferred Compensation Plan of 2005 for Directors of The Cigna Group (Deferral Plan), directors may elect to defer the payment of the cash and/or common stock portion of their annual retainers. Deferred common stock compensation is credited to a director’s deferred compensation account as a number of shares of hypothetical common stock and ultimately paid in shares. Deferred cash compensation is ultimately paid in cash, and directors have a choice of hypothetical investment funds whose rates of return are credited to that account. These funds include a stock fund related to The Cigna Group and several other funds selected from those offered to all employees of The Cigna Group under The Cigna Group 401(k) Plan. Directors may elect to receive payments under the Deferral Plan in a lump sum or installments. Lump sum payments are made, or payment installments begin, in January of the year following a director’s separation from service.

  36. Director Compensation Program

    | 48 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  37. Director Compensation Program

    Stock Ownership Guidelines The Cigna Group requires directors to maintain ownership of The Cigna Group common stock at a level of at least five times the value of the cash portion of the annual board retainer (currently $600,000). Under the guidelines, directors have five years from their election to the Board to satisfy this ownership obligation. Common stock, deferred common stock, restricted stock units, and hypothetical shares of common stock of The Cigna Group held by a director count toward the stock ownership guidelines for directors whose service started before February 2014. Directors whose service started after February 2014 may only count common stock and deferred common stock for compliance with stock ownership guidelines. As of December 31, 2025, all of the directors were in compliance with the stock ownership guidelines and each of our directors met or exceeded their ownership requirements or were within the five-year share accumulation period. Financial Planning and Matching Charitable Gift Programs Directors may participate in the same financial planning and tax preparation program available to executive officers of The Cigna Group. Under this program, The Cigna Group will make direct payments or reimburse directors for financial planning services that are provided by firms designated by The Cigna Group and for tax preparation services in the amount of up to $6,500 annually. Each director whose service started before 2006 and has at least nine years of board service upon separation from service also is eligible for direct payments or reimbursement in the amount of up to $5,000 for financial planning and tax preparation services during the one-year period following separation from service. Directors also may participate in the matching charitable gift program available to The Cigna Group employees on the same basis on which employees participate. In addition, upon a director’s retirement, in recognition of the retiring director’s service, the Board may make a donation in the amount of $10,000 to a charitable organization of the director’s choice. Insurance Coverage The Cigna Group provides each director, on the same basis as employees and at no cost to the director, group term life insurance coverage and business travel accident insurance coverage. The Cigna Group also provides $1 million of personal umbrella liability insurance coverage for directors. Directors may purchase additional coverage at the group rate. Directors also may purchase or participate in, by paying premiums on an after-tax basis, additional life insurance, medical care, long-term care, property/casualty personal lines, and various other insurance programs available on a broad basis to employees of The Cigna Group. Directors and their eligible dependents who are eligible for subsidized coverage under the group benefit programs of another entity or employer are not permitted to participate in The Cigna Group’s employer-sponsored group health plans. Directors also may elect to purchase worldwide emergency assistance coverage. This program, which provides international emergency medical, personal, travel, and security assistance, also is available to executive officers of The Cigna Group and certain other employees of The Cigna Group who frequently travel abroad for business. The Cigna Group provides each retired director whose service started before 2006 and who has at least nine years of Board service upon separation from service with $10,000 of group term life insurance coverage, with premiums paid by The Cigna Group. In addition, these directors may also participate for two years following separation from service in the medical care programs currently offered by The Cigna Group to retired employees, with premiums paid by the director on an after-tax basis.

  38. Director Compensation Program

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 49 |

  39. Director Compensation Table for 2025

    Director Compensation Table for 2025 The table below includes information about the compensation paid to non-employee directors in 2025. Mr. Cordani, the only Company employee on the Board, does not receive any director compensation for his Board service.

  40. Director Compensation Table for 2025

    | Name | Fees Earned or Paid in Cash ($) | Stock Awards ($) | All Other Compensation ($) | Total Compensation ($) | | (a) | (b) | (c) | (d) | (e) | | William J. DeLaney(1) | 60,000 | 0 | 10,094 | 70,094 | | Eric J. Foss | 145,000 | 215,000 | 306 | 360,306 | | Elder Granger, M.D. | 145,000 | 215,000 | 10,306 | 370,306 | | Neesha Hathi | 120,000 | 215,000 | 2,806 | 337,806 | | Michael J. Hennigan(2) | 60,000 | 179,167 | 306 | 239,473 | | George Kurian | 120,000 | 215,000 | 306 | 335,306 | | Kathleen M. Mazzarella | 145,000 | 215,000 | 306 | 360,306 | | Mark B. McClellan, M.D., Ph.D. | 120,000 | 215,000 | 306 | 335,306 | | Philip O. Ozuah, M.D., Ph.D. | 120,000 | 215,000 | 306 | 335,306 | | Kimberly Ross | 145,000 | 215,000 | 2,806 | 362,806 | | Eric C. Wiseman | 195,000 | 215,000 | 306 | 410,306 | | Donna F. Zarcone | 145,000 | 215,000 | 2,806 | 362,806 |

  41. Director Compensation Table for 2025

    (1)Mr. DeLaney retired from the Board effective April 23, 2025. (2)Mr. Hennigan joined the Board effective June 2, 2025. Fees Earned or Paid in Cash (Column (b)) Column (b) reflects the annual cash retainers for Board and committee service received by each director. Cash retainers are paid during a calendar quarter to directors who are in active service at any time during that quarter. Director fees listed in this column may be deferred by directors under the Deferral Plan (see “Deferral of Payments” above). Stock Awards (Column (c)) Column (c) lists the aggregate grant date fair value of The Cigna Group common stock awarded to directors as part of their Board retainer, computed in accordance with FASB Accounting Standards Codification (ASC) Topic 718, applying the same model and assumptions that The Cigna Group applies for financial statement reporting purposes as described in Note 18 to The Cigna Group consolidated financial statements in the Company’s Annual Report on Form 10-K for the year ended December 31, 2025 (disregarding any estimates for forfeitures). The common stock portion of the Board retainer is awarded annually on the date of the annual meeting of shareholders to directors who are in active service on the date of the meeting (and who will continue in active service following the date of the meeting). The annual award covered director service for the period of April 2025 through the next annual meeting in April 2026.

  42. Director Compensation Table for 2025

    | 50 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  43. Director Compensation Table for 2025

    Directors who commence service as a director on a date other than the date of the annual meeting receive an award of common stock on the effective date of their appointment, with a grant date value equal to a prorated portion of the common stock retainer based on the number of full months until the next annual meeting divided by 12 months. The number of shares of common stock awarded is determined by dividing the dollar amount of the applicable award by the closing price of common stock, as reported on the NYSE, on the date of the award. Fractional shares are not awarded. The number of shares of common stock awarded is rounded down to a whole number of shares and the cash value of any fractional share is paid as soon as practicable during the quarter after the award date. Common stock awards listed in this column may be deferred by directors under the Deferral Plan. See “Director Ownership” below for amounts and a description of equity-based awards outstanding as of December 31, 2025. All Other Compensation (Column (d)) Column (d) includes: •matching charitable awards made by The Cigna Group Foundation as part of its matching gift program (also available on a broad basis to The Cigna Group employees) in the amount of $2,500 for each of Ms. Zarcone, Ms. Hathi, and Ms. Ross. Also includes charitable contributions in the amount of $10,000 to non-profit organizations in honor of Mr. DeLaney and Mr. Granger’s retirements from the Board. •the dollar value of Company-paid life insurance premiums for all directors. As permitted by SEC rules, the above table does not include any amounts related to perquisites or personal benefits as there were no perquisites or personal benefits that exceeded $10,000.

  44. Executive Summary

    For 2025, the Company’s actual performance relative to each measure was formulaically calculated to establish a specific funding percentage for each measure. The People Resources Committee (the Committee) considered the Company’s quantitative and qualitative performance relative to each of the performance measures, as well as various other factors, when determining the approved funding amount. The Committee approved funding the EIP pool at 100%, which it believes is reflective of the Company’s performance in 2025 and aligns with the Committee’s pay for performance philosophy. Additional details regarding performance goals and actual results can be found under “Elements of Compensation – Annual Incentives.” Our long-term incentive (LTI) equity awards comprise: (1) strategic performance shares (SPS), the payout of which is based upon achievement of absolute and relative performance goals over a three-year performance period; (2) stock options, which have realizable value only if our stock price appreciates following the grant date; and (3) restricted stock, the value of which remains aligned with the trading price of The Cigna Group stock.

  45. Executive Summary

    | What We Do | | Strong alignment between pay and performance, driven by an emphasis on performance-based compensation and performance measures, with a balance of relative and absolute measures, that are aligned to our business strategy and the interests of our customers, patients, providers, clients, shareholders, and other stakeholders. | | | | A disgorgement of awards (clawback) policy that complies with the requirements of the Dodd-Frank Act, Rule 10D-1 of the Exchange Act, and NYSE Rule 303A.14 (the Clawback Rules), plus provisions in equity award grant agreements that go beyond such requirements, permitting the Company to recoup the value of such awards in circumstances not contemplated by the Clawback Rules. | | | | “Double-trigger” requirement for change of control benefits. | | | | Robust stock ownership guidelines and post-vesting share retention requirements for equity awards. | | | | Committee oversight of people development policies and processes, including fair and equitable pay practices for our employees. | | | | CEO and executive officer succession plans overseen by the Board, with leadership from the Committee. | | | | Retention of an independent compensation consultant and regular review of executive compensation governance and market practices. | | | | An annual incentive compensation risk assessment. | | | | Robust shareholder engagement, feedback from which is regularly discussed by the Committee. | | WHAT WE DON’T DO | n | Limited perquisites and no gross-ups on perquisites for NEOs. | | | n | No employment agreements for executive officers. | | | n | No excise tax gross-ups. | | | n | No redundancy between short- and long-term incentive plan performance measures. | | | n | No hedging or pledging of The Cigna Group stock by any directors, executive officers, or employees. | | | n | No discounting, reloading, or repricing of stock options without shareholder approval. | | | n | No payment of dividends on restricted stock prior to vesting. Unvested SPS awards do not accrue dividends or count towards share ownership guidelines. |

  46. Processes and Procedures for Determining Executive Compensation

    | Board of Directors | People Resources Committee | Management | | •Oversees strategy and long-term planning; approves operating and capital plan annually. •Independent members of the Board review and determine target compensation and actual compensation awards for the CEO, upon the recommendation of the Committee. •Independent members of the Board assess the CEO’s performance annually, upon the recommendations from the Committee and Lead Independent Director. •Receives reports from the Committee on compensation matters for executive officers other than the CEO. | •Regularly reviews The Cigna Group compensation programs to assess their alignment with the Company’s strategic mission, goals, industry practices, and emerging trends. •Reviews and approves target compensation and actual compensation awards for executive officers other than the CEO. •Determines performance measures, weightings, and goals for our EIP and SPS programs and determines actual achievement and payout amounts. •Oversees the Company’s compensation and benefit plans and policies. •Engages the independent compensation consultant. | •CEO makes recommendations to the Committee regarding enterprise goals and individual performance. •The Chief Human Resources Officer (CHRO) may attend Committee sessions that consider compensation for all executive officers. •The CEO is not present when the Committee and the independent members of the Board consider his compensation. |

  47. Executive Compensation Policies and Practices

    Executive Compensation Policies and Practices Compensation Objectives and Practices The Cigna Group executive compensation program is based on the philosophy that executive pay should strongly reward executives for the creation of long-term value benefiting our customers, patients, providers, clients, shareholders, and other stakeholders, directly link to Company and individual performance, and attract and retain executive talent. By emphasizing performance-based awards over fixed compensation, we strive to motivate superior enterprise results that we believe will deliver on our mission and commitments and result in the creation of meaningful and sustained long-term value for our shareholders. To further our compensation philosophy, the Committee uses the following compensation practices, processes, and instruments: •A regular and rigorous analysis of relevant market compensation data for each executive officer position, which includes market data for our peers as well as broad-based general industry data from companies of similar size and scope. •An annual realizable pay-for-performance assessment of the degree of alignment between Company results and executive compensation. •An annual analysis of each executive officer’s contributions to the achievement of the Company’s short- and long-term performance goals. •An annual incentive plan aligned to the Company’s annual financial and other strategic goals. •An equity-based incentive plan (the Long-Term Incentive Plan or LTIP) that aligns compensation with long-term shareholder value creation. •Ongoing monitoring of compensation and governance best practices and investors’ and our shareholders’ views on compensation and adjusting our compensation program as appropriate in light of changes in those best practices. For information on the oversight of the executive compensation program, see “Processes and Procedures for Determining Executive Compensation” in this CD&A. Compensation Data The Committee establishes compensation levels based on a variety of factors, including an analysis of relevant published market compensation data of the Company’s compensation peer group and a general industry peer group. Peer Groups The Committee uses three peer groups:

  48. Executive Compensation Policies and Practices

    | Compensation Peer Group | Used in setting target compensation levels, composed of companies in industries with which we compete for talent. | | General Industry Peer Group | Used as an additional reference in setting target compensation to provide a broader perspective on market practices, particularly for those executive officers with job functions that could apply to a variety of industries, in recognition of the fact that The Cigna Group often competes for talent with companies beyond its compensation peer group. | | TSR Peer Group | Used to assess relative TSR performance within the SPS program; we measure our performance and compete for capital with these companies. |

  49. Executive Compensation Policies and Practices

    Compensation Peer Group. The 2025 compensation peer group, used when setting 2025 target compensation levels, contains companies primarily in the managed health care, pharmacy benefit management, consumer/retail distribution, multiline financial services/insurance, and national distribution/logistics industries, with the individual peer companies generally having revenues greater than $50 billion to 2.5 times that of The Cigna Group and market capitalizations of approximately 0.33 to 3.0 times that of the Company. The 2025 compensation peer group consists of the 24 companies listed in the table below, which is consistent with the compensation peer group for 2024.

  50. Executive Compensation Policies and Practices

    | 2025 Compensation Peer Group | | | | AT&T Inc. (NYSE: T) | FedEx Corporation (NYSE: FDX) | Sysco Corporation (NYSE: SYY) | | Cardinal Health, Inc. (NYSE: CAH) | HCA Healthcare, Inc. (NYSE: HCA) | Target Corporation (NYSE: TGT) | | Cencora, Inc. (NYSE COR) | Humana Inc. (NYSE: HUM) | T-Mobile US, Inc. (NASDAQ: TMUS) | | Centene Corporation (NYSE: CNC) | The Kroger Co. (NYSE: KR) | UnitedHealth Group Incorporated (NYSE: UNH) | | Citigroup Inc. (NYSE: C) | Lowe’s Companies, Inc. (NYSE: LOW) | United Parcel Service, Inc. (NYSE: UPS) | | Costco Wholesale Corporation (NYSE: COST) | McKesson Corporation (NASDAQ: MCK) | Verizon Communications Inc. (NYSE: VZ) | | CVS Health Corporation (NYSE: CVS) | MetLife, Inc. (NYSE: MET) | Walgreens Boots Alliance, Inc.(1) | | Elevance Health, Inc. (NYSE: ELV) | Prudential Financial, Inc. (NYSE: PRU) | Wells Fargo & Company (NYSE: WFC) |

  51. Executive Compensation Policies and Practices

    (1)Walgreens Boots Alliance, Inc. was acquired in August 2025. General Industry Peer Group. The Committee uses the S&P 150 as the general industry peer group, which reflects a broader representation of the market for talent. TSR Peer Group. The 2025 TSR Peer Group consists of the companies listed in the table below, which constituted the S&P 500 Health Care Providers and Services Index at the time the 2025–2027 SPSs were awarded.

  52. Executive Compensation Policies and Practices

    | 2025 TSR Peer Group | | | | Cardinal Health, Inc. (NYSE: CAH) | Elevance Health, Inc. (NYSE: ELV) | McKesson Corporation (NASDAQ: MCK) | | Cencora, Inc. (NYSE: COR) | HCA Healthcare, Inc. (NYSE: HCA) | Molina Healthcare, Inc. (NYSE: MOH) | | Centene Corporation (NYSE: CNC) | Henry Schein, Inc. (NASDAQ: HSIC) | Quest Diagnostics Incorporated (NYSE: DGX) | | CVS Health Corporation (NYSE: CVS) | Humana Inc. (NYSE: HUM) | UnitedHealth Group Incorporated (NYSE: UNH) | | DaVita Inc. (NYSE: DVA) | Laboratory Corporation of America Holdings (NYSE: LH) | Universal Health Services, Inc. (NYSE: UHS) |

  53. Executive Compensation Policies and Practices

    2026 Compensation Peer Group. In 2025, the Committee, with the assistance of its independent compensation consultant, reviewed the Company’s peer groups and approved a new compensation peer group for 2026 compensation. Given the evolving nature of the health care environment and the increasing importance of technology and data analytics to our business strategy, the Committee updated the industries from which it considers companies to be included in its peer group. The 2026 compensation peer group: (1) continues to include companies from the managed health care, pharmacy benefit services, and multiline financial services/insurance industries; (2) adds companies from the information technology and pharmaceutical industries; and (3) removes companies in the distribution/logistics industries. Within those industries, companies of generally similar scope were selected as compensation peers. The companies in the 2026 compensation peer group generally have revenues greater than $50 billion to 2.5 times that of The Cigna Group and market capitalizations of approximately 0.2 to 5.0 times that of the Company. This updated peer group better reflects the landscape of companies with whom we compete for talent, which has evolved in line with the Company’s business and strategy. The 2026 compensation peer group consists of the following 24 companies:

  54. Executive Compensation Policies and Practices

    * New to compensation peer group. The Company will continue to use the S&P 150 as the general industry peer group. Annual Compensation Review and Competitiveness of Pay Positioning Target total direct compensation consists of base salary, the annual incentive target, and the annual LTI target. The Committee (and the independent members of the Board with respect to Mr. Cordani) reviews and approves each of these amounts for the NEOs on an annual basis, generally seeking to target an executive officer’s total direct compensation in a competitive range around the 50th percentile of the relevant market data, although there may be variation in the target pay levels or mix due to factors such as performance, tenure in role, range of data available, negotiated arrangements, internal pay equity considerations, and market and economic conditions. When setting target total direct compensation, the Committee evaluates survey data and other public information, such as proxy data, available for both the compensation peer group and the general industry peer group.

  55. Elements of Compensation

    | Element | | Purpose | | Base Salary | | Fixed compensation, designed to attract and retain key talent, driven by market data and reflective of the individual’s role, responsibilities, and performance. | | Enterprise Incentive Plan (EIP) | | Performance-based annual cash incentive designed to reward enterprise performance relative to pre-established annual goals and individual performance, accomplishments, and contributions. | | | Strategic Performance Shares (SPS) | Performance-based equity incentive designed to reward achievement of a predetermined absolute financial goal and relative TSR over a three-year performance period, with vesting at the end of the performance period. | | Long-Term Incentives (LTI) | Stock Options | Performance-based equity incentive aligned with stock price appreciation, with ratable vesting over three years. | | | Restricted Stock | Performance-based equity incentive designed to promote strong retention and alignment with shareholders’ interests, with ratable vesting over three years. | | Retirement and Deferred Compensation | | Savings-based component aligned to competitive market practice; includes 401(k) plans and voluntary nonqualified deferred compensation programs. Any accrued benefits from prior defined benefit pension plans are now frozen. | | Limited Perquisites and Other Benefits | | Limited perquisites designed to attract and retain key talent or to provide for the safety and security of executive officers. |

  56. Elements of Compensation

    | | Base salaries, reflective of executives’ roles and responsibilities and competitively benchmarked, represent only 8% of CEO target pay and 18%, on average, of other currently-employed NEOs’ target pay, with performance-based incentives driving the balance of each executive’s total target pay. |

  57. Elements of Compensation

    | | | | | The Enterprise Incentive Plan rewards executives for performance relative to measurable financial and strategic goals that are aligned with, and drive the execution of, the Company’s mission and business strategy. |

  58. Enterprise Incentive Plan (EIP) Overview

    Enterprise Incentive Plan (EIP) Overview Annual incentives are paid under the EIP. The EIP is designed to reward executives for the achievement of short-term, or annual, performance goals. On an annual basis, the Committee approves: •EIP performance measures and goals, which are designed to align with, and drive the execution of, the Company’s business strategy—and ultimately the results and value we deliver to those we serve: customers, patients, providers, clients, shareholders, and other stakeholders. •Individual EIP award targets for the NEOs, except for Mr. Cordani’s target, which is approved by the independent members of the Board upon the recommendation from the Committee. •Aggregate funding levels for actual EIP awards based on Company achievement of predetermined performance goals. •Actual individual EIP awards for the NEOs, except for Mr. Cordani’s award, which is approved by the independent members of the Board upon the recommendation from the Committee.

  59. EIP Performance Measures and Goals

    EIP Performance Measures and Goals Each year, the Committee sets enterprise performance measures, weightings, and goals for annual cash incentive awards that are designed to align with, and drive the execution of, the Company’s business strategy. Determination of Performance Measures. The performance measures selected for our EIP are designed to reward financial performance, while also incentivizing the achievement of other strategic goals aligned with delivering value for our customers, patients, providers, clients, shareholders, and other stakeholders. The Committee strives to ensure that performance measures help drive prioritization and focus across the enterprise and that all participants in the EIP—not just our executive officers—can impact achievement. Goal Setting. Target performance for financial measures is based on the Company’s business priorities and annual operating plan. The operating plan, which is approved annually by the Board, aligns with our strategy, long-term commitment to our shareholders and other stakeholders, and expected performance in the industry. The annual operating plan considers various factors, including the Company’s publicly disclosed adjusted revenues and earnings outlook, its strategic priorities and anticipated investments, competitor results and outlook, analyst commentary, the Company’s then-current expectations for the industry, capital allocation considerations, the economic environment, and various market forces impacting the Company and related uncertainties. For strategic priorities, which are aligned to the Company’s mission and values, the Committee selects quantifiable measures that: (1) are enterprise wide and regularly reviewed by leadership to assess Company performance in key areas; (2) can be quantified and projected; and (3) assess the performance of the area of focus for the strategic priority. Support of Independent Compensation Consultant. To aid the Committee in determining performance measures, setting performance targets, and assessing the reasonableness and rigor of those targets, the Committee directed its independent compensation consultant to evaluate the Company’s historic relationship between pay and performance in comparison with its compensation peer group. The Committee uses its independent compensation consultant to evaluate the appropriateness of the measures and weightings and the degree of challenge in the EIP performance targets. The compensation consultant also reviews performance targets determined by the Committee in the context of historic performance and analyst expectations of future performance for The Cigna Group and its TSR peer group. Finally, the compensation consultant provides benchmark data that allows the Committee to evaluate whether the balance of measures in our EIP is consistent with the short-term incentive practices of many of our peers.

  60. EIP Performance Measures and Goals

    | 66 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  61. EIP Performance Measures and Goals

    | | | | | The Committee set 2025 target performance levels that represented competitively attractive goals that would be challenging to achieve, while not encouraging excessive risk-taking. |

  62. 2025 Performance Measures, Targets, and Actual Results

    2025 Performance Measures, Targets, and Actual Results The following table sets forth the Company’s 2025 EIP performance measures, weightings, performance relative to each measure, the weighted performance measure funding percentage, and the overall EIP calculated funding percentage.(1)

  63. 2025 Performance Measures, Targets, and Actual Results

    | Adjusted Income from Operations Reinforces the importance of sustained, profitable growth across the enterprise by rewarding financial performance that reflects the underlying results of operations of the Company’s businesses. | | | | Weighting | Target Performance | Actual Payout Result | | 50% | 5.9% growth over 2024 performance(2) | Achieved 2.1% growth over 2024(2) 84% funding factor | | Weighted Performance Measure Funding Percentage | | 42% |

  64. 2025 Performance Measures, Targets, and Actual Results

    | Growth Drives focused execution of our business strategy and incentivizes innovation, market expansion, and investments in scalable platforms that are expected to drive enterprise value. Revenue growth emphasizes: (1) retaining existing clients; (2) expanding our current client relationships through strong service and comprehensive whole-health offerings; and (3) earning the right to provide value to new clients and better supporting our customers’ and patients’ needs. Growth in specialty pharmacy prescriptions encourages adherence to physician treatment protocols and seeks to establish lifelong relationships with patients of our specialty pharmacy business. | | | | Adjusted Revenue Growth Weighting | Target Performance | Actual Payout Result | | 15% | 4.1% growth over 2024 performance(2) | Achieved 12.8% growth over 2024(2) 159% funding factor | | Growth in Specialty Pharmacy Prescriptions Weighting | Target Performance | Actual Payout Result | | 10% | Growth from specialty pharmacy prescriptions of 7.8% over 2024 performance | Achieved 13.3% growth over 2024 162% funding factor | | Weighted Performance Measure Funding Percentage | | 40% |

  65. 2025 Performance Measures, Targets, and Actual Results

    | 68 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  66. 2025 Performance Measures, Targets, and Actual Results

    | Strategic Priorities Advances the interests of our customers, patients, providers, clients, other stakeholders, and, ultimately, our shareholders, by positioning us for long-term growth through the focus on progress in areas that support our mission, values, and business strategy. | | | Customer and Patient Satisfaction Emphasizes our commitment to taking action to improve the health of our customers and patients and the value we provide, by holding ourselves accountable by tying compensation to improving the satisfaction of our customers and patients. | | | Weighting 15% | | | Measures | Performance | | Customer Net Provider Score (NPS) and progress on customer experience measures related to perception of value, ease of accessing care, and ease of interaction | At target | | Employee Engagement Drives focus on talent retention and sustaining an engaged workforce, recognizing that our continued performance depends on the collective strength of our employees. | | | Weighting 10% | | | Employee engagement measured by engagement index scores on quantitative employee engagement surveys | Favorable to target | | Enterprise voluntary employee turnover | At target | | Strategic Priorities Funding Factor | 100% | | Weighted Performance Measure Funding Percentage | 25% | | Overall EIP Calculated Funding Factor | 107% | | Committee Discretionary Adjustment | (7)% | | Committee Approved EIP Funding Amount | 100% |

  67. 2025 Performance Measures, Targets, and Actual Results

    The Committee considered the Company’s quantitative and qualitative performance relative to each of the performance measures, as well as various other factors, when determining the approved funding amount. The Committee approved funding the EIP pool at 100%, which it believes is reflective of the Company’s performance in 2025 and aligns with the Committee’s pay for performance philosophy. (1)We encourage you to review our Annual Report on Form 10-K for the year ended December 31, 2025 for more complete financial information. Adjusted income from operations and adjusted revenues are financial measures used by the Company that are not determined in accordance with GAAP. The Committee may make adjustments to the actual levels of achievement under each performance measure to: (i) exclude the impact of any unusual or extraordinary results that do not reflect the ongoing business operations and/or that are not the result of normal business risks; and (ii) avoid creating unintended incentives for management to make decisions solely based on achieving incentive results. Additional information regarding these measures, including definitions and reconciliations to the most directly comparable GAAP measures, namely shareholders net income and total revenues, respectively, can be found on Annex A. (2)To ensure year-over-year comparability of results to targets, 2024 adjusted income from operations and 2024 adjusted revenue have been adjusted to reflect the sale of our Medicare Advantage and related businesses in March 2025 and the Committee approved downward adjustments to 2025 adjusted income from operations and 2025 adjusted revenue, reflective of the impact of divestitures and other non-operating items.

  68. 2025 Performance Measures, Targets, and Actual Results

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 69 |

  69. 2025 Performance Measures, Targets, and Actual Results

    Annual Incentive Plan for 2026 For the 2026 EIP, to motivate and drive the execution of the Company’s business strategy and the achievement of enterprise results, the Committee approved the following performance measures and weightings.

  70. 2025 Performance Measures, Targets, and Actual Results

    | Measure | Alignment with Business Strategy | Weighting | | Adjusted Income from Operations | Reinforces the importance of sustained profitable growth across the enterprise by rewarding financial performance that reflects the underlying results of operations of the Company’s businesses. | 50% | | Growth | Drives focused execution of our business strategy and incentivizes innovation, market expansion, and investment in scalable platforms that are expected to drive future enterprise value. Growth is measured quantitatively by growth in enterprise revenue (10% of EIP weighing) and growth in specialty pharmacy prescriptions (10% of EIP weighting). | 20% | | Strategic Priorities | Advances the interests of our customers, patients, providers, clients, other stakeholders, and, ultimately, our shareholders, by positioning us for long-term growth through the focus on progress in areas that support our mission, values, and business strategy. | 30% |

  71. 2025 Performance Measures, Targets, and Actual Results

    For 2026, the areas of focus for strategic priorities will be as follows:

  72. 2025 Performance Measures, Targets, and Actual Results

    | Strategic Priority Areas of Focus | Relevance to Business Strategy | Weighting | Quantitative Measurements | | Customer and Patient Satisfaction | We have committed to taking action to improve the health of our customers and patients and the value we provide. We hold ourselves accountable by tying compensation to improving the satisfaction of our customers and patients. | 10% | •Customer Net Provider Score (NPS) and progress on customer experience measures related to perception of value, ease of accessing care, and ease of interaction | | Employee Engagement | We recognize that our continued success in delivering on our strategy and mission depends on the collective actions of our motivated and engaged employees to advance better health for our customers, patients, and clients in support of our drive to improve the health and vitality of those we serve. | 10% | •Employee satisfaction measured by engagement index scores on quantitative employee engagement surveys •Enterprise voluntary employee turnover | | Operating Effectiveness | Focusing on operating effectiveness enables us to move with greater speed and agility to make investments to improve the value we provide to our customers, patients, providers, and clients and enhance their overall experience and satisfaction. | 10% | •Ratio of total operating expenses to gross margin |

  73. 2025 Performance Measures, Targets, and Actual Results

    | 70 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  74. 2025 Performance Measures, Targets, and Actual Results

    Long-Term Incentives

  75. 2025 Performance Measures, Targets, and Actual Results

    | | Long-term incentives are designed to reward sustained financial success and strategic accomplishments that benefit The Cigna Group and its customers, patients, providers, clients and shareholders over the long term. 60% of the CEO’s LTI and 50% of the other NEOs’ LTI are granted in performance shares that are only earned if minimum performance metrics are achieved. |

  76. 2025 Performance Measures, Targets, and Actual Results

    LTI Overview Long-term incentives are 100% equity based and administered under The Cigna Group Long-Term Incentive Plan. Awards in 2025 were delivered through a mix of strategic performance shares, stock options, and restricted stock to motivate superior enterprise results in support of our mission and to further align the interests of the Company’s executive officers and its shareholders.

  77. 2025 Performance Measures, Targets, and Actual Results

    | 2025 CEO LTI Award Mix |

  78. 2025 Performance Measures, Targets, and Actual Results

    | 2025 Other NEO LTI Award Mix |

  79. 2025 Performance Measures, Targets, and Actual Results

    | n Strategic Performance Shares | n Stock Options | n Restricted Stock | | SPS awards have a three-year performance period and are denominated in shares of Company common stock. At the end of the three-year performance period, the actual number of shares earned is based on The Cigna Group's performance against pre-established enterprise goals and the actual value of the award remains aligned with the trading price of the Company’s stock relative to goals set at the beginning of the performance period. | Realized option value depends upon stock price appreciation from the time the options are granted until they are exercised. Options vest in equal installments over three years and have a ten-year term. | Restricted stock provides strong retention value as awards vest in equal installments over a three-year period, and the value of the award remains aligned with the trading price of the Company’s stock. |

  80. 2025 Performance Measures, Targets, and Actual Results

    Mr. Cordani’s 2025 LTI target was set as a range, and the target for each of the other NEOs was set as an absolute dollar value. While the Board maintains flexibility in determining Mr. Cordani’s LTI award, the Board intends that, for Mr. Cordani, LTI awards will fall within the target range. For the other executive officers, an executive could receive a grant between 0% and 150% of the executive’s individual LTI target value. Mr. Cordani’s LTI award is based primarily on his individual contributions and enterprise performance, as well as an assessment of then-current market data. In determining awards for the other NEOs, the Committee primarily evaluates individual contributions, but also may take into consideration enterprise performance, succession planning needs, and other factors as circumstances warrant. Once ownership requirements are met, executive officers may not sell more than 50% of the shares held above their applicable stock ownership guideline in any single open trading period. Further, executive officers must retain, for at least one year, a minimum of 50% of the shares acquired upon exercise of any stock options and 50% of the shares acquired upon vesting of restricted stock or restricted stock unit grants, net of shares withheld or sold for taxes or payment of exercise prices, fees, and expenses.

  81. 2025 Performance Measures, Targets, and Actual Results

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 71 |

  82. 2025 Performance Measures, Targets, and Actual Results

    | Strategic Performance Share Program | | Our SPS program is designed to reward sustained long-term financial discipline and strategic accomplishments that benefit The Cigna Group and its shareholders over the long term. |

  83. 2025 Performance Measures, Targets, and Actual Results

    | Grants | | At the time of grant, a total LTI dollar value is approved for each NEO. The SPS portion of the award is converted into a specific number of SPSs on the grant date based on The Cigna Group stock price on that date. |

  84. 2025 Performance Measures, Targets, and Actual Results

    | Vesting | | SPSs vest in the first quarter of the year following the end of the three-year performance period. |

  85. 2025 Performance Measures, Targets, and Actual Results

    | Payout Determination | | The SPS awards can pay out from 0% to 200% based on Company achievement of two pre-established measures during the performance period. The payout factor is multiplied by each SPS award to determine the number of shares to be paid in respect of vested awards. |

  86. 2025 Performance Measures, Targets, and Actual Results

    | Measure: Adjusted income from operations per share, measured on a cumulative basis over three years, within the range of externally communicated targets excluding dividends. | Measure: Relative TSR, compounded over the three-year performance period, relative to TSR peer group, for which the performance/payout curve is calculated as follows:(1) | | | | 85th percentile or higher | 200% | | | 75th to 85th percentile | 175% to 200% | | | 50th to 75th percentile | 100% to 175% | | | 25th to 50th percentile | 25% to 100% | | | Below 25th percentile | 0% | | | Payouts on the relative TSR performance measure are capped at 100% if absolute TSR is negative for the performance period. | | | Weighting: 50%(2) | Weighting: 50%(2) | | | Alignment with Business Strategy: Rewards NEOs for sustained profitable growth across the enterprise. | Alignment with Business Strategy: Rewards NEOs for stock performance and value creation relative to The Cigna Group peer group established at the time of the award. | | | Threshold Performance: Performance that would result in funding of less than 35% of target yields no payment for this measure. | Threshold Performance: Performance below the 25th percentile compared with the TSR peer group yields no payment for this measure. | |

  87. 2025 Performance Measures, Targets, and Actual Results

    | Final Payout | | SPS awards are ultimately settled in The Cigna Group common stock, so the actual value of the awards is based on the number of shares earned and The Cigna Group stock price at the time of payment. |

  88. 2025 Performance Measures, Targets, and Actual Results

    | 72 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  89. 2025 Performance Measures, Targets, and Actual Results

    (1)In the event a company in the TSR peer group is removed due to a corporate transaction or otherwise, the Company’s TSR will be measured against the remaining companies. Relative TSR is measured by calculating four levels of achievement, at each of the 25th, 50th, 75th, and 85th percentiles, and then using straight line interpolation based on Company stock performance (rather than rank) within the relevant level of achievement to determine payout for the measure. Relative TSR performance is measured using the average December stock price at the beginning and end of each performance period for The Cigna Group and each of its peers. (2)For the 2023–2025, 2024–2026 and 2025–2027 SPS programs, the adjusted income from operations per share and relative TSR measures are each weighted 50%. Beginning with the 2026–2028 SPS program, the adjusted income from operations per share measure will comprise 70% of the overall weighting and relative TSR will comprise 30% of the weighting. For additional information, see below under “2026–2028 SPS Program Design Changes.” The SPS program is designed to reward superior financial performance and TSR performance results against long-term, pre-established stretch targets that are difficult to achieve but not unattainable. Each year, the Committee approves the performance measures for the SPS performance period. The Committee believes that the SPS performance measures are effective in rewarding the Company’s long-term success and value created for shareholders. 2023–2025 SPS Program Over the course of the three-year performance period, cumulative adjusted income from operations, per share grew to $82.26, resulting in a payout at 92% for this measure. Our TSR was in the 25th to 50th percentile range, resulting in 54% for this performance measure. As a result, in February 2026, the Committee approved a payout of the 2023–2025 SPSs at 73% of target. The performance goals for the 2023–2025 SPSs are presented in the table below, along with actual results for the three-year performance period.

  90. 2025 Performance Measures, Targets, and Actual Results

    | Measure | Weighting | Target Performance Goals | Actual Result | | Adjusted income from operations, per share | 50% | Cumulative adjusted income from operations, per share of $84.00 | $82.26 (92% of target) | | Relative TSR | 50% | 50th percentile | In the 25th to 50th percentile range (based on three-year annual compounded TSR of (4.6)%) (54% of target) |

  91. 2025 Performance Measures, Targets, and Actual Results

    2026–2028 SPS Program Design Changes The Committee typically considers performance measures for the SPS program for the upcoming performance period at its October and December meetings. As part of this review, the Committee, with the assistance of its independent compensation consultant, considered several factors impacting the SPS plan design, including: •the benefits of including both a relative and absolute measure in the SPS program; •that adjusted income from operations per share is a key element of the financial guidance we share with current and potential investors and the primary measure by which shareholders evaluate the Company’s financial performance; •the scope, relevance, and variety of companies that are included in the S&P 500 Health Care Providers and Services Index, which serves as the TSR peer group; and •market practice, which demonstrates that we have historically weighted relative TSR more heavily in our plan design than our peers and others in the market generally. Following this review, the Committee approved modifications to the weightings of the SPS performance measures for the 2026–2028 performance period, with adjusted income from operations per share weighted at 70% and relative TSR weighted at 30%. Broad-Based Benefits We believe that employers play a vital role in the health care system, and we strive to be a model for others by prioritizing the health and vitality of our employees. A healthy and vibrant workforce is essential to achieving our mission, and we continuously invest in our employees to support their well-being. Our executive officers, including our NEOs, generally participate in the broad-based benefit programs under the same terms and conditions as other employees. These benefit offerings include a comprehensive medical plan designed to keep our employees and their

  92. 2025 Performance Measures, Targets, and Actual Results

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 73 |

  93. 2025 Performance Measures, Targets, and Actual Results

    families healthy with our innovative solutions. NEOs and other highly compensated employees contribute more toward their premiums than other employees. Other broad-based benefits include dental and vision plans, disability benefits, wellness benefits, life and accidental death and dismemberment insurance, business travel accident insurance, health and dependent care flexible spending accounts, tuition assistance, paid time away, scholarship programs, and community fellowships. By offering these extensive benefits, we demonstrate our unwavering commitment to our employees’ health and vitality, ensuring they are well supported both personally and professionally. Retirement and Deferred Compensation 401(k) Retirement Plans and Supplemental 401(k) Plan All U.S. full-time employees are eligible to participate in the Company’s tax-qualified 401(k) plan. That plan provides for employee contributions as well as Company matching contributions, on the same terms for similarly situated employees within the plan. Certain employees are also eligible for The Cigna Group Supplemental 401(k) Plan (Supplemental 401(k) Plan). Beginning in 2020, all NEOs are eligible. The Supplemental 401(k) Plan is a nonqualified deferred compensation plan that provides an annual credit to employees equal to 1.5% of employee earnings that cannot be treated as eligible earnings under the regular 401(k) plan due to Internal Revenue Code limits and cannot be the basis for employee or Company matching contributions under the regular 401(k) plan. Earnings eligible for the credit are salary and bonus amounts that exceed the IRS annual limit on eligible earnings ($350,000 in 2025) or that an employee defers under The Cigna Group Deferred Compensation Plan. Nonqualified Deferred Compensation Plans The Cigna Group provides the NEOs and certain other employees with the opportunity to defer base salary and annual incentive awards. The Cigna Group Deferred Compensation Plan. The Cigna Group does not make any contributions to this plan on behalf of employees. This plan provides eligible employees an opportunity to postpone both the receipt of compensation and income tax on that compensation—typically until after termination of employment with The Cigna Group. Defined Benefit Pension Plans The Cigna Pension Plan and the Cigna Supplemental Pension Plan were frozen on July 1, 2009. Benefits earned under these plans have been determined based on eligible earnings through July 1, 2009. The freeze did not affect benefits earned before July 1, 2009. The Company’s NEOs hired before July 1, 2009 have vested benefits in the Pension Plan and the Supplemental Pension Plan. Additional information about pension benefits can be found in the Pension Benefits for 2025 table and accompanying narrative. Limited Perquisites The Cigna Group executive compensation program provides limited perquisites to executive officers, offered primarily to attract and retain key talent. Perquisites generally have included an annual allowance under our executive financial services program (as described below), and relocation benefits when a move is required. In addition, pursuant to a policy approved by the Committee, Mr. Cordani is required to use the corporate aircraft for business and personal travel to enhance Mr. Cordani’s personal safety and security, as well as minimize and more efficiently use travel time and protect the confidentiality of travel and our business. Mr. Cordani is fully responsible for any personal income taxes associated with his personal use of the corporate aircraft. The Cigna Group’s executive financial services program offers executive officers other than the CEO an annual allowance of up to $6,500 for the costs of financial or estate planning (including associated legal services) and tax return preparation. Mr. Cordani is reimbursed for all such expenses incurred. The Cigna Group also provides $1 million of personal umbrella liability insurance coverage for executive officers, who may purchase additional coverage at the group rate.

  94. 2025 Performance Measures, Targets, and Actual Results

    | 74 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  95. 2025 Target Total Direct Compensation

    | 2025 Compensation Decisions Upon the recommendation of the Committee, the independent members of the Board adjusted Mr. Cordani’s 2025 LTI range to maintain the competitive positioning of Mr. Cordani’s total target direct compensation. Significant Alignment with Shareholder Interests Between year-end 2020 and 2025, Mr. Cordani’s holdings of The Cigna Group common stock, net of unvested restricted stock, increased 39%. As of December 31, 2025, this represents approximately 0.23% of the Company’s outstanding shares. 2023–2025 SPS Program As further described on page 73, the 2023–2025 SPS program paid out at 73%. Based on the fair market value price of $287.55 on February 27, 2026, the date the award was paid out, the actual value of Mr. Cordani’s award was approximately $6.8 million, or approximately 71% of the value at the time the award was made. |

  96. 2025 Target Total Direct Compensation

    | 2025 Compensation Decisions The Committee approved adjustments to Ms. Jones’ 2025 base salary, EIP and LTI targets, effective January 1, 2025, to ensure that her compensation reflected the scope of the responsibilities, as well as to position her compensation within a competitive range of the market for her role. |

  97. 2025 Target Total Direct Compensation

    2026 Compensation Actions On February 25, 2026, the Board approved compensation arrangements for Mr. Evanko to reflect his role and responsibilities as CEO. Effective July 1, 2026, Mr. Evanko’s annual rate of base salary will be $1,300,000; his EIP annual target will be $2,600,000; and his LTI annual target will be $15,100,000. Any award made under the LTI program to Mr. Evanko will comprise 60% SPSs, the payout of which is based upon achievement of absolute and relative performance goals over a three-year performance period, 25% restricted stock and 15% stock options. In addition, the Board approved a one-time additional LTI award with an aggregate grant date target value of $3,500,000 (the Transitional Equity Award), subject to his assumption of the CEO role on July 1, 2026. The Transitional Equity Award value reflects the prorated, incremental increase in his LTI target and will be made in the same equity vehicle mix described above. On February 25, 2026, the Board approved compensation arrangements for Mr. Cordani to reflect his role and responsibilities as Executive Chair. Effective July 1, 2026, Mr. Cordani’s annual rate of base salary will be $1,000,000 and his EIP annual target will be $2,000,000. Mr. Cordani will continue to be eligible for LTI awards, subject to the approval of the Board. In addition, the 2026-2028 SPS award granted as part of Mr. Cordani’s 2026 LTI award for his current role will be eligible to continue to vest following retirement so long as Mr. Cordani remains in service to the Company for one year from the grant date and continues to comply with restrictive covenants thereafter.

  98. Employment Arrangements and Post-Termination Payments

    Terms of Ms. Eder’s Departure from the Company Ms. Noelle Eder, former Executive Vice President, Global Chief Information Officer, The Cigna Group, voluntarily resigned from the Company effective May 16, 2025. The Company did not enter into an agreement with Ms. Eder upon her resignation and Ms. Eder forfeited any 2025 EIP award and all unvested equity awards upon her resignation. Vested awards remain subject to the restrictive covenants and clawback provisions described below under “Compensation Policies and Governance Practices – Disgorgement of Awards (Clawback) Policy.” Information regarding Ms. Eder’s 2025 compensation can be found in the Executive Compensation Tables. Terms of Mr. Palmer’s Separation Agreement Mr. Palmer, former Executive Vice President for Enterprise Strategy, The Cigna Group and President and Chief Executive Officer, Evernorth Health Services, was involuntarily terminated from the Company without cause, effective April 26, 2025. Information regarding Mr. Palmer’s severance benefits, which are consistent with the terms of the Cigna Executive Severance Benefits Plan for executive officers who are involuntarily terminated without cause, are described below under “Executive Compensation Tables – Potential Payments Upon Termination or Change of Control.” Information regarding Mr. Palmer’s 2025 compensation can be found in the Executive Compensation Tables. Change of Control Arrangements

  99. Employment Arrangements and Post-Termination Payments

    | | | | | The Cigna Group change of control arrangements are designed to incentivize executive officers to act in shareholders’ best interests when evaluating and integrating business combinations. |

  100. Employment Arrangements and Post-Termination Payments

    The Executive Severance Benefits Plan continues to apply to executive officers in the event of a qualified separation of service of the executive officer upon a change of control. A mere change of control itself (i.e., a “single-trigger”) does not trigger benefits. The intent of the plan is to encourage executives to continue to act in shareholders’ best interests in evaluating potential transactions and ensure management talent will be available to assist with the transaction and business integration. Under the Executive Severance Benefits Plan and The Cigna Group Long-Term Incentive Plan, an executive officer will be eligible for benefits, as determined by the plan administrator, if such executive officer’s employment is terminated upon or during the two-year period following a change of control (i.e., a “double-trigger”) if such termination is: •initiated by the Company other than “for cause” as defined in the applicable plan; or •initiated by the executive officer for “good reason” as defined under the applicable plan. Receipt of any payments or benefits requires that the executive comply with any non-disclosure, non-competition, non-solicitation, and cooperation agreements entered into with the Company and execute a separation and release of claims agreement. If an executive fails to comply with any terms of the plan, including the aforementioned restrictive covenants, the Company may require repayment of any benefits received by the executive and any payments or benefits not yet received will be forfeited. For more information, see “Executive Compensation Tables – Potential Payments upon Termination or Change of Control.” No Change of Control Excise Tax Gross-Ups We do not provide gross-ups as part of our regular executive compensation program. If any portion of the change of control benefits paid to an executive officer would be subject to a change of control excise tax, then either: (1) the executive will receive the full amount of the benefits and be responsible for paying any resulting excise tax; or (2) the change of control benefits will be reduced by such an amount as to avoid the excise tax entirely, whichever alternative provides the executive with the greater amount of after-tax benefits. For more information, see “Executive Compensation Tables – Potential Payments upon Termination or Change of Control.”

  101. Compensation Policies and Governance Practices

    | | | | | Our executive officers’ interests are well aligned with the interests of our long-term shareholders, evidenced by their significant stock holdings and further strengthened by the Company’s rigorous policies and practices. |

  102. Compensation Policies and Governance Practices

    | Features of Our Stock Ownership Guidelines | | •Wholly owned shares, time-based restricted stock, time-based restricted stock units, stock equivalents, and shares owned through benefit plans (such as investments in the Company stock fund of The Cigna Group 401(k) Plan or the deferred compensation plans) are counted toward meeting the guidelines. •SPSs and stock options do not count toward meeting the ownership guidelines. •Executive officers have five years from the date of hire, promotion, or any other event that changes their multiple of base salary to meet their applicable ownership requirement. Prior to meeting their stock ownership requirement, executives may only engage in transactions that increase their holdings. Once an executive attains the required holding level, the executive must maintain the requirement on a continuous basis, even if the requirement is met before the end of the five-year period. |

  103. Compensation Policies and Governance Practices

    | Share Retention Requirements Encourage a Long-Term Ownership Philosophy | | •Once ownership requirements are met, executive officers may not sell more than 50% of the shares held above their applicable guideline in any single open trading period; and executive officers must retain, for at least one year, a minimum of 50% of the shares acquired upon exercise of any stock options and 50% of the shares acquired upon vesting of restricted stock or restricted stock unit grants, net of shares withheld or sold for taxes or payment of exercise prices, fees, and expenses. |

  104. Compensation Policies and Governance Practices

    Disgorgement of Awards (Clawback) Policy The Board has the authority to recoup compensation paid to executive officers in the event of a restatement of financial results, beyond the mandates of Sarbanes-Oxley Act of 2002. Effective October 2023, we adopted a standalone clawback policy that is compliant with the requirements of the Dodd-Frank Act, Rule 10D-1 of the Exchange Act, and NYSE Rule 303A.14. This policy provides that, upon the occurrence of an accounting restatement of the Company’s financial statements to correct an error, the Committee must recoup incentive-based compensation that was erroneously granted, earned, or vested to our current and former “officers” (as defined under Rule 16a-1 of the Exchange Act) based wholly or in part upon the attainment of any financial reporting measure, subject to limited exceptions. Additionally, pursuant to our Corporate Governance Guidelines, the Board will, as deemed appropriate and to the full extent permitted by law, require reimbursement of any bonus or other cash incentive compensation awarded to an executive officer and/or cancel unvested restricted or deferred stock awards previously granted to the executive officer if: •the amount of the bonus or incentive compensation was calculated based upon the achievement of certain financial results that were later the subject of a restatement; •the executive officer engaged in intentional misconduct that caused or partially caused the need for the restatement; and •the amount of the bonus or incentive compensation that would have been awarded to the executive officer had the financial results been properly reported would have been lower than the amount actually awarded. In addition, The Cigna Group stock options, restricted stock, RSUs, and SPS award agreements include clawback provisions that go beyond the Dodd-Frank requirements. The provision applies to any NEO who: •breaches certain restrictive covenant obligations, such as confidential information protection, non-competition, and non-solicitation; •engages in willful misconduct; or •fails to assist the Company to secure its intellectual property rights when requested to do so. If a NEO engages in any of the above “violation events,” any gains realized from the exercise of options over the two years before termination and thereafter and the value of any restricted stock, RSUs, or SPS vesting over the year before termination or thereafter are required to be paid back to The Cigna Group. These provisions are designed to discourage employees from engaging in activities that can cause The Cigna Group competitive or reputational harm. Awards granted to senior executives under Express Scripts’ long-term incentive plans are subject to recovery in the event of a restatement of financial results, regardless of whether misconduct was the cause of the restatement. Insider Trading Arrangements and Policies We have adopted a Securities Transactions and Insider Trading Policy (the Insider Trading Policy) that governs the purchase, sale, and/or other dispositions of the Company’s securities by our directors, officers, and other employees that we believe is reasonably designed to promote compliance with insider trading laws, rules and regulations, and the exchange listing standards applicable to us. A copy of our Insider Trading Policy was filed as Exhibit 19.1 to our 2024 Annual Report on Form 10-K. Policies and Practices Related to the Grant of Certain Equity Awards Close in Time to the Release of Material Non-Public Information In March 2024, we adopted an Equity Grant Policy whereby all grants of Company securities to employees and consultants under our equity compensation plans, including option awards, shall be made on the next succeeding “Grant Date” after the date the Company has determined to issue the grant. Each of March 1, June 1, September 1, and December 1 are “Grant Dates” under the Equity Grant Policy, and if the Grant Date is not a business day, then the award shall be made on the business day immediately preceding the applicable Grant Date. While the policy provides that grants of options, stock appreciation rights, and similar instruments with option-like features shall not be timed in connection with the release of material non-public information, any grant of such awards made pursuant to the aforementioned “Grant Date” policy will not be deemed to violate the policy. Finally, the Equity Grant Policy permits our Board and/or the Committee the sole discretion to grant Company securities at a time other than as set forth above in extraordinary circumstances.

  105. 2025 Summary Compensation Table

    2025 Summary Compensation Table This table includes information regarding compensation for each of the NEOs. Other tables in this Proxy Statement provide more detail about specific types of compensation with respect to 2025.

  106. 2025 Summary Compensation Table

    | Name and Principal Position(1) (a) | Year (b) | Salary ($) (c) | Bonus ($) (d) | Stock Awards ($) (e) | Option Awards ($) (f) | Non-Equity Incentive Plan Compensation ($) (g) | Change in Pension Value and Nonqualified Deferred Compensation Earnings ($) (h) | All Other Compensation ($) (i) | Total ($) (j) | | David M. Cordani Chair and Chief Executive Officer | 2025 | 1,600,000 | — | 13,929,161 | 3,400,019 | 3,200,000 | 97,562 | 639,392 | 22,866,134 | | | 2024 | 1,573,077 | — | 15,214,154 | 3,340,009 | 2,720,000 | 31,059 | 372,797 | 23,251,096 | | | 2023 | 1,500,000 | — | 12,656,213 | 3,200,020 | 3,300,000 | 80,585 | 310,437 | 21,047,255 | | Ann M. Dennison Executive Vice President, Chief Financial Officer, The Cigna Group | 2025 | 773,077 | — | 2,307,330 | 500,064 | 1,075,000 | — | 36,055 | 4,691,526 | | Brian C. Evanko President and Chief Operating Officer | 2025 | 1,073,077 | — | 5,056,613 | 1,650,055 | 2,150,000 | 14,810 | 53,846 | 9,998,401 | | | 2024 | 994,231 | — | 5,813,611 | 1,725,052 | 1,700,000 | † | 51,738 | 10,284,632 | | | 2023 | 923,077 | — | 3,852,298 | 1,296,909 | 1,650,000 | 15,415 | 57,157 | 7,794,856 | | Nicole S. Jones Executive Vice President, Chief Administrative Officer, and General Counsel | 2025 | 893,173 | — | 2,949,613 | 962,575 | 1,100,000 | 10,347 | 40,228 | 5,955,936 | | | 2024 | 868,269 | — | 3,012,429 | 893,791 | 972,000 | 1,049 | 40,624 | 5,788,162 | | | 2023 | 807,116 | — | 2,476,811 | 833,807 | 1,035,000 | 9,473 | 47,809 | 5,210,016 | | Everett Neville Executive Vice President, Strategy and Business Development | 2025 | 800,000 | — | 1,685,847 | 550,018 | 1,000,000 | — | 38,050 | 4,073,915 |

  107. 2025 Summary Compensation Table

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 87 |

  108. 2025 Summary Compensation Table

    | Name and Principal Position(1) (a) | Year (b) | Salary ($) (c) | Bonus ($) (d) | Stock Awards ($) (e) | Option Awards ($) (f) | Non-Equity Incentive Plan Compensation ($) (g) | Change in Pension Value and Nonqualified Deferred Compensation Earnings ($) (h) | All Other Compensation ($) (i) | Total ($) (j) | | Eric P. Palmer Former Executive Vice President, Enterprise Strategy, The Cigna Group, and President and Chief Executive Officer, Evernorth Health Services | 2025 | 346,154 | — | 5,056,613 | 1,650,055 | — | † | 5,221,938 | 12,274,760 | | | 2024 | 1,000,000 | — | 5,813,611 | 1,725,052 | 1,840,000 | † | 51,825 | 10,430,488 | | | 2023 | 1,000,000 | — | 4,640,956 | 1,562,541 | 1,650,000 | 16,976 | 58,838 | 8,929,311 | | Noelle K. Eder Former Executive Vice President, Global Chief Information Officer | 2025 | 356,635 | — | 2,949,613 | 962,575 | — | — | 43,972 | 4,312,795 | | | 2024 | 868,269 | — | 3,012,429 | 893,791 | 972,000 | — | 41,974 | 5,788,463 | | | 2023 | 770,961 | — | 2,497,811 | 840,982 | 1,125,000 | — | 36,380 | 5,271,134 |

  109. 2025 Summary Compensation Table

    (1)Effective March 31, 2025, Ms. Dennison assumed the role of Executive Vice President, Chief Financial Officer, Mr. Evanko assumed the role of President and Chief Operating Officer, and Mr. Neville assumed the role of Executive Vice President, Strategy and Business Development. For Ms. Dennison and Mr. Neville, their 2024 and 2023 compensations are not presented, as they were not NEOs in those years. Mr. Palmer and Ms. Eder departed the Company in April and May 2025, respectively. Stock Awards (Column (e)) Amounts in this column represent the grant date fair value of stock awards computed in accordance with ASC Topic 718 as described in Note 18 to The Cigna Group consolidated financial statements in the Company’s Annual Report on Form 10-K for the year ended December 31, 2025 and, for SPSs, are based upon the probable outcome of the performance conditions. All awards were made under the LTIP. The SPSs are subject to performance conditions. The grant date fair value of SPS awards granted in 2025 reflects the probable achievement level of the TSR performance condition as of the grant date for the assumed award value of SPS awards as shown in the CD&A. Relative TSR performance comprises 50% of the weighting of the SPS performance measures. This forecasted performance condition creates an accounting grant date fair value that differs from the assumed award value granted to each NEO, as reflected in the CD&A. The remaining 50% of SPS weighting, subject to adjusted income from operations, per share performance, has an accounting fair value that is equivalent to the assumed award value granted to each NEO.

  110. 2025 Summary Compensation Table

    | 88 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  111. 2025 Summary Compensation Table

    The amount reported in column (e) is consistent with the estimate of aggregate compensation cost recognized over the service period determined as of the grant date under ASC Topic 718, excluding the effect of estimated forfeitures, as follows:

  112. 2025 Summary Compensation Table

    | | Value of Restricted Stock Granted in 2025 | Value of SPSs Granted in 2025 | | | Name | Grant Date Fair Value ($) | Grant Date Fair Value ($) | At Highest Performance Achievement* ($) | | David M. Cordani | 3,400,190 | 10,528,972 | 15,912,412 | | Ann M. Dennison | 500,073 | 1,807,257 | 2,730,423 | | Brian C. Evanko | 1,650,088 | 3,406,525 | 5,148,274 | | Nicole S. Jones | 962,526 | 1,987,087 | 3,003,080 | | Everett Neville | 550,233 | 1,135,614 | 1,716,250 | | Eric P. Palmer | 1,650,088 | 3,406,525 | 5,148,274 | | Noelle K. Eder | 962,526 | 1,987,087 | 3,003,080 |

  113. 2025 Summary Compensation Table

    *The value at the highest performance achievement reflects adjusted income from operations, per share at 200% of target and projected achievement of total shareholder return relative to the Company’s TSR peer group based on accounting assumptions. Under ASC Topic 718, the vesting condition related to the total shareholder return is considered a market condition and not a performance condition. Accordingly, there is no grant date fair value below or in excess of the amount reflected in the table above for the NEOs that could be calculated and disclosed based on achievement of the underlying market condition. Option Awards (Column (f)) The column represents the grant date fair value of option awards made under the LTIP computed in accordance with ASC Topic 718 applying the same model and assumptions as The Cigna Group applies for financial statement reporting purposes, as described in Note 18 to the Company’s consolidated financial statements in the Company’s Annual Report on Form 10-K for the year ended December 31, 2025 (disregarding any estimates for forfeitures). Non-Equity Incentive Plan Compensation (Column (g)) This column reflects performance-based compensation awarded under the EIP. Change in Pension Value and Nonqualified Deferred Compensation Earnings (Column (h)) This column includes the aggregate change in the actuarial present value of accumulated benefits under the pension plans, which value increases and decreases from period to period and is subject to the assumptions discussed in connection with the Pension Benefits for 2025 Table. Information regarding accumulated benefits under the pension plans is also discussed in the narrative to the Pension Benefits for 2025 Table. The amounts in this column do not include deferred compensation because we do not provide above-market earnings to our executive officers. The “†” symbol in the table represents a negative change in pension value. The following table details the net change in present value as of December 31, 2025:

  114. 2025 Summary Compensation Table

    | Name | Net Change to Present Value ($) | | David Cordani | 97,562 | | Brian Evanko | 14,810 | | Nicole Jones | 10,347 | | Eric Palmer | (147,311) |

  115. 2025 Summary Compensation Table

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 89 |

  116. 2025 Summary Compensation Table

    All Other Compensation (Column (i)) This column includes: •The Cigna Group matching contributions to the NEOs’ accounts under its 401(k) and supplemental 401(k) plans in the following amounts: Mr. Cordani – $77,050; Ms. Dennison – $36,055; Mr. Evanko – $53,846; Ms. Jones – $40,228; Mr. Neville – $38,050; Mr. Palmer – $17,500; and Ms. Eder – $17,500. •For Mr. Palmer and Ms. Eder, includes the payout of accrued paid time off of $34,803 and $26,472, respectively. •Includes a payment of $5,169,635 to Mr. Palmer pursuant to his Severance Agreement, as described below under ‘‘Potential Payments Upon Termination or Change of Control.’’ •Perquisites and other personal benefits that we provided to certain NEOs in 2025 where the aggregate amount of such compensation exceeds $10,000. 2025 perquisites valued at incremental cost (the cost incurred by The Cigna Group due to the NEO’s personal use or benefit) are as follows: •For Mr. Cordani, perquisites included the use of the corporate aircraft for personal travel ($482,361); fees for a Hart-Scott-Rodino filing required in connection with Mr. Cordani’s Cigna stock ownership ($30,000); fees for financial planning, tax preparation, and legal services related to tax and estate planning ($49,981); and costs for personal umbrella liability coverage. Costs associated with providing personal security to our NEOs are not reflected herein as perquisites. Our NEOs are highly valued, visible assets of the Company and, as such, we view costs associated with their safety and security as being integrally and directly related to the performance of their executive duties.

  117. Grants of Plan-Based Awards in 2025

    Grants of Plan-Based Awards in 2025 This table provides information about annual incentive targets for 2025 and grants of plan-based awards made in 2025 to the NEOs. The disclosed dollar and share amounts do not necessarily reflect the actual amounts that will be paid or issued to the NEOs. Those amounts will be known only if and when the awards vest or become payable.

  118. Grants of Plan-Based Awards in 2025

    | Name (a) | Grant Date (b) | Award Type (c) | | | | | | | All Other Stock Awards: Number of Shares of Stock or Units (#) (j) | All Other Option Awards: Number of Securities Underlying Options (#) (k) | Exercise or Base Price of Option Awards ($/Sh) (l) | Closing Market Price on Date of Grant ($/Sh) (m) | Grant Date Fair Value of Stock and Option Awards ($) (n) | | | | | Estimated Possible Payouts Under Non-Equity Incentive Plan Awards | | | Estimated Future Payouts Under Equity Incentive Plan Awards | | | | | | | | | | | | Threshold ($) (d) | Target ($) (e) | Max. ($) (f) | Threshold (#) (g) | Target (#) (h) | Max. (#) (i) | | | | | | | David M. Cordani | — | EIP | — | 3,200,000 | 6,400,000 | | | | | | | | | | | 2/28/25 | SPS | | | | 4,169 | 33,350 | 66,700 | | | | | 10,528,971 | | | 2/28/25 | RSG | | | | | | | 11,117 | | | | 3,400,190 | | | 2/28/25 | Option | | | | | | | | 39,476 | 305.855 | 308.85 | 3,400,019 | | Ann M. Dennison | — | EIP | — | 1,075,616 | 2,151,232 | | | | | | | | | | | 2/28/25 | SPS | | | | 409 | 3,270 | 6,540 | | | | | 1,032,376 | | | 5/30/25 | SPS | | | | 298 | 2,384 | 4,768 | | | | | 774,881 | | | 2/28/25 | RSG | | | | | | | 1,635 | | | | 500,073 | | | 2/28/25 | Option | | | | | | . | | 5,806 | 305.855 | 308.85 | 500,064 |

  119. Grants of Plan-Based Awards in 2025

    | 90 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  120. Grants of Plan-Based Awards in 2025

    | Name (a) | Grant Date (b) | Award Type (c) | | | | | | | All Other Stock Awards: Number of Shares of Stock or Units (#) (j) | All Other Option Awards: Number of Securities Underlying Options (#) (k) | Exercise or Base Price of Option Awards ($/Sh) (l) | Closing Market Price on Date of Grant ($/Sh) (m) | Grant Date Fair Value of Stock and Option Awards ($) (n) | | Name (a) | Grant Date (b) | Award Type (c) | Estimated Possible Payouts Under Non-Equity Incentive Plan Awards | | | Estimated Future Payouts Under Equity Incentive Plan Awards | | | All Other Stock Awards: Number of Shares of Stock or Units (#) (j) | All Other Option Awards: Number of Securities Underlying Options (#) (k) | Exercise or Base Price of Option Awards ($/Sh) (l) | Closing Market Price on Date of Grant ($/Sh) (m) | Grant Date Fair Value of Stock and Option Awards ($) (n) | | Name (a) | Grant Date (b) | Award Type (c) | Threshold ($) (d) | Target ($) (e) | Max. ($) (f) | Threshold (#) (g) | Target (#) (h) | Max. (#) (i) | All Other Stock Awards: Number of Shares of Stock or Units (#) (j) | All Other Option Awards: Number of Securities Underlying Options (#) (k) | Exercise or Base Price of Option Awards ($/Sh) (l) | Closing Market Price on Date of Grant ($/Sh) (m) | Grant Date Fair Value of Stock and Option Awards ($) (n) | | Brian C. Evanko | — | EIP | — | 2,151,233 | 4,302,466 | | | | | | | | | | | 2/28/25 | SPS | | | | 1,349 | 10,790 | 21,580 | | | | | 3,406,525 | | | 2/28/25 | RSG | | | | | | | 5,395 | | | | 1,650,088 | | | 2/28/25 | Option | | | | | | | | 19,158 | 305.855 | 308.85 | 1,650,055 | | Nicole S. Jones | — | EIP | — | 1,000,000 | 2,000,000 | | | | | | | | | | | 2/28/25 | SPS | | | | 787 | 6,294 | 12,588 | | | | | 1,987,087 | | | 2/28/25 | RSG | | | | | | | 3,147 | | | | 962,526 | | | 2/28/25 | Option | | | | | | | | 11,176 | 305.855 | 308.85 | 962,575 | | Everett Neville | — | EIP | — | 800,000 | 1,600,000 | | | | | | | | | | | 2/28/25 | SPS | | | | 450 | 3,597 | 7,194 | | | | | 1,135,614 | | | 2/28/25 | RSG | | | | | | | 1,799 | | | | 550,233 | | | 2/28/25 | Option | | | | | | | | 6,386 | 305.855 | 308.85 | 550,018 | | Eric P. Palmer | — | EIP | — | 0 | 0 | | | | | | | | | | | 2/28/25 | SPS | | | | 1,349 | 10,790 | 21,580 | | | | | 3,406,525 | | | 2/28/25 | RSG | | | | | | | 5,395 | | | | 1,650,088 | | | 2/28/25 | Option | | | | | | | | 19,158 | 305.855 | 308.85 | 1,650,055 | | Noelle K. Eder | — | EIP | — | 0 | 0 | | | | | | | | | | | 2/28/25 | SPS | | | | 787 | 6,294 | 12,588 | | | | | 1,987,087 | | | 2/28/25 | RSG | | | | | | | 3,147 | | | | 962,526 | | | 2/28/25 | Option | | | | | | | | 11,176 | 305.855 | 308.85 | 962,575 |

  121. Grants of Plan-Based Awards in 2025

    Estimated Possible Payouts Under Non-Equity Incentive Plan Awards (Columns (e) and (f)) Amounts in column (e) represent annual incentive targets for the 2025 performance period. Individual award values can range from 0% to 200% of target (as reflected in column (f)). The actual amounts earned by each NEO and paid in 2025 were as follows: Mr. Cordani – $3,200,000; Ms. Dennison – $1,075,000; Mr. Evanko – $2,150,000; Ms. Jones – $1,100,000; Mr. Neville – $1,000,000; Mr. Palmer – $0; and Ms. Eder – $0.

  122. Grants of Plan-Based Awards in 2025

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 91 |

  123. Grants of Plan-Based Awards in 2025

    Estimated Future Payouts Under Equity Incentive Plan Awards (Columns (g), (h) and (i)) Represents SPSs awarded for the 2025–2027 performance period. The SPS awards are not fully vested until paid in the year following the close of the three-year performance period. The People Resources Committee will determine payout of this SPS award, if any, in 2028 based on achievement of the three-year performance goals. The number of shares paid can range from 0% to 200% of the number of SPSs awarded. Threshold shares represent a threshold value for the SPS awards at 12.5% of target, which represents the lowest non-zero level of share payout under these awards, assuming achievement at threshold for relative total shareholder return. Ms. Dennison was granted a transitional 2025–2027 SPS award on May 30, 2025 in connection with her promotion to Executive Vice President, Chief Financial Officer. Consistent with the terms of the grant agreements, Mr. Palmer and Ms. Eder forfeited their 2025–2027 SPS awards in connection with their terminations. All Other Stock Awards (Column (j)) Represents restricted stock granted under the LTIP and approved by the People Resources Committee at its February 2025 meeting as part of each NEO’s long-term incentive award. Restricted stock represented 25% of the long-term incentive awards for executive officers in 2025, excluding Mr. Cordani, whose restricted stock award represented 20% of his total long-term incentive award. These restricted stock awards will vest in three equal annual installments beginning March 1, 2026. Consistent with the terms of their grant agreements, Ms. Eder forfeited her restricted stock award and Mr. Palmer will continue to vest in his restricted stock award on the originally scheduled vesting dates for a period of 12 months following his termination. All Other Option Awards (Column (k)) Represents stock option awards granted under the LTIP and approved by the People Resources Committee at its February 2025 meeting as part of each NEO’s long-term incentive award. Stock options represented 25% of the long-term incentive awards for executive officers in 2025 excluding Mr. Cordani, whose stock option award represented 20% of his total long-term incentive award. These stock options will vest in three equal annual installments beginning March 1, 2026. Consistent with the terms of their grant agreements, Ms. Eder forfeited her stock option award and Mr. Palmer will continue to vest in his stock option award on the originally scheduled vesting dates for a period of 12 months following his termination. Exercise or Base Price of Option Awards (Column (l)) Pursuant to the LTIP, the stock option exercise price is the average of the high and low trading price of The Cigna Group common stock on the date of the award. Grant Date Fair Value of Stock and Options Awards (Column (n)) These amounts represent the grant date fair value of equity awards computed in accordance with ASC Topic 718, applying the same model and assumptions The Cigna Group uses for financial statement reporting purposes. The award values represented in the table are theoretical and may not correspond to the actual value that will be recognized by the NEO. The grant date fair value of SPS awards granted in 2025 reflects the probable achievement level based on accounting assumptions of the TSR performance condition as of the grant date for the assumed award value of SPS awards as shown in the CD&A. TSR performance comprises 50% of the weighting of the SPS performance measures. This forecasted performance condition creates an accounting grant date fair value that differs from the assumed award value granted to each NEO (as reflected in the CD&A).

  124. Grants of Plan-Based Awards in 2025

    | 92 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  125. Outstanding Equity Awards at Year-End 2025

    Outstanding Equity Awards at Year-End 2025 This table provides information about unexercised stock options and unvested stock awards (restricted stock and SPSs) held as of December 31, 2025 by the NEOs.

  126. Outstanding Equity Awards at Year-End 2025

    | | Option Awards | | | | Stock Awards | | | | | Name (a) | Number of Securities Underlying Unexercised Options (#) Exercisable (b) | Number of Securities Underlying Unexercised Options (#)(1) Unexercisable (c) | Option Exercise Price ($) (d) | Option Expiration Date (e) | Number of Shares or Units of Stock That Have Not Vested (#)(1) (f) | Market Value of Shares or Units of Stock That Have Not Vested ($)(2) (g) | Equity Incentive Plan Awards: Number of Unearned Shares, Units, or Other Rights That Have Not Vested (#)(1) (h) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units, or Other Rights That Have Not Vested ($)(2) (i) | | David M. Cordani | 119,053 | 0 | 149.1350 | 2/28/2027 | 45,144 | 12,424,983 | 63,130 | 17,375,270 | | | 93,490 | 0 | 197.3500 | 2/28/2028 | | | | | | | 63,553 | 0 | 183.4405 | 2/27/2029 | | | | | | | 66,718 | 0 | 192.0200 | 2/26/2030 | | | | | | | 80,855 | 0 | 213.8000 | 2/24/2031 | | | | | | | 57,284 | 0 | 227.0200 | 2/23/2032 | | | | | | | 26,760 | 13,380 | 294.6100 | 2/22/2033 | | | | | | | 12,054 | 24,108 | 336.4750 | 2/28/2034 | | | | | | | 0 | 39,476 | 305.8550 | 2/28/2035 | | | | | | Total | 519,767 | 76,964 | | | 45,144 | 12,424,983 | 63,130 | 17,375,270 | | Ann M. Dennison | 1,804 | 3,610 | 336.4750 | 2/28/2034 | 2,626 | 722,754 | 8,626 | 2,374,134 | | | 0 | 5,806 | 305.8550 | 2/28/2035 | | | | | | Total | 1,804 | 9,416 | | | 2,626 | 722,754 | 8,626 | 2,374,134 | | Brian C. Evanko | 5,849 | 0 | 149.1350 | 2/28/2027 | 16,709 | 4,598,818 | 21,044 | 5,791,940 | | | 6,311 | 0 | 197.3500 | 2/28/2028 | | | | | | | 8,286 | 0 | 183.4405 | 2/27/2029 | | | | | | | 12,010 | 0 | 192.0200 | 2/26/2030 | | | | | | | 18,736 | 0 | 213.8000 | 2/24/2031 | | | | | | | 21,297 | 0 | 227.0200 | 2/23/2032 | | | | | | | 10,845 | 5,423 | 294.6100 | 2/22/2033 | | | | | | | 6,225 | 12,452 | 336.4750 | 2/28/2034 | | | | | | | 0 | 19,158 | 305.8550 | 2/28/2035 | | | | | | Total | 89,559 | 37,033 | | | 16,709 | 4,598,818 | 21,044 | 5,791,940 | | Nicole S. Jones | 15,346 | 0 | 192.0200 | 2/26/2030 | 9,996 | 2,751,199 | 11,607 | 3,194,595 | | | 18,597 | 0 | 213.8000 | 2/24/2031 | | | | | | | 15,753 | 0 | 227.0200 | 2/23/2032 | | | | | | | 6,972 | 3,487 | 294.6100 | 2/22/2033 | | | | | | | 3,225 | 6,452 | 336.4750 | 2/28/2034 | | | | | | | 0 | 11,176 | 305.8550 | 2/28/2035 | | | | | | Total | 59,893 | 21,115 | | | 9,996 | 2,751,199 | 11,607 | 3,194,595 | | Everett Neville | 3,622 | 0 | 227.0200 | 2/23/2032 | 6,111 | 1,681,931 | 6,941 | 1,910,371 | | | 2,195 | 2,196 | 294.6100 | 2/22/2033 | | | | | | | 2,030 | 4,061 | 336.4750 | 2/28/2034 | | | | | | | 0 | 6,386 | 305.8550 | 2/28/2035 | | | | | | Total | 7,847 | 12,643 | | | 6,111 | 1,681,931 | 6,941 | 1,910,371 |

  127. Outstanding Equity Awards at Year-End 2025

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 93 |

  128. Outstanding Equity Awards at Year-End 2025

    | | Option Awards | | | | Stock Awards | | | | | Name (a) | Number of Securities Underlying Unexercised Options (#) Exercisable (b) | Number of Securities Underlying Unexercised Options (#)(1) Unexercisable (c) | Option Exercise Price ($) (d) | Option Expiration Date (e) | Number of Shares or Units of Stock That Have Not Vested (#)(1) (f) | Market Value of Shares or Units of Stock That Have Not Vested ($)(2) (g) | Equity Incentive Plan Awards: Number of Unearned Shares, Units, or Other Rights That Have Not Vested (#)(1) (h) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units, or Other Rights That Have Not Vested ($)(2) (i) | | Eric P. Palmer | 298 | 0 | 213.8 | 2/24/2031 | 11,260 | 3,099,090 | 0 | 0 | | | 459 | 0 | 227.02 | 2/23/2032 | | | | | | | 13,066 | 6,534 | 294.61 | 2/22/2033 | | | | | | | 6,225 | 6,226 | 336.475 | 2/28/2034 | | | | | | | 0 | 6,386 | 305.855 | 2/28/2035 | | | | | | Total | 20,048 | 19,146 | | | 11,260 | 3,099,089.8 | 0 | 0 |

  129. Outstanding Equity Awards at Year-End 2025

    (1)The following table shows the vesting dates of stock options, restricted stock, and SPSs that have not vested, held as of December 31, 2025 by the NEOs.

  130. Outstanding Equity Awards at Year-End 2025

    | | Number of Stock Options That Have Not Vested (a) | Vesting Date (b) | Vesting Amount (c) | Number of Shares or Units That Have Not Vested (i) (d) | Vesting Date (i) (e) | Vesting Amount (f) | Number of Equity Incentive Plan Award Shares or Units That Have Not Vested (ii) (g) | Vesting Date (ii) (h) | Vesting Amount (i) | | David M. Cordani | 13,380 | 3/1/2026 | 13,380 | 23,788 | 3/1/2026 | 23,788 | 63,130 | 2027 | 29,780 | | | 24,108 | 3/1/2026 | 12,054 | 3,621 | 3/1/2026 | 3,621 | | 2028 | 33,350 | | | | 3/1/2027 | 12,054 | 6,618 | 3/1/2026 | 3,309 | | | | | | 39,476 | 3/1/2026 | 13,158 | | 3/1/2027 | 3,309 | | | | | | | 3/1/2027 | 13,159 | 11,117 | 3/1/2026 | 3,705 | | | | | | | 3/1/2028 | 13,159 | | 3/1/2027 | 3,706 | | | | | | | | | | 3/1/2028 | 3,706 | | | | | Total | | | 76,964 | | | 45,144 | | | 63,130 | | Ann M. Dennison | 3,610 | 3/1/2026 | 1,805 | 991 | 3/1/2026 | 495 | 8,626 | 2027 | 2,972 | | | | 3/1/2027 | 1,805 | | 3/1/2027 | 496 | | 2028 | 5,654 | | | 5,806 | 3/1/2026 | 1,935 | 1,635 | 3/1/2026 | 545 | | | | | | | 3/1/2027 | 1,935 | | 3/1/2027 | 545 | | | | | | | 3/1/2028 | 1,936 | | 3/1/2028 | 545 | | | | | Total | | | 9,416 | | | 2,626 | | | 8,626 | | Brian C. Evanko | 5,423 | 3/1/2026 | 5,423 | 6,428 | 3/1/2026 | 6,428 | 21,044 | 2027 | 10,254 | | | 12,452 | 3/1/2026 | 6,226 | 1,468 | 3/1/2026 | 1,468 | | 2028 | 10,790 | | | | 3/1/2027 | 6,226 | 3,418 | 3/1/2026 | 1,709 | | | | | | 19,158 | 3/1/2026 | 6,386 | | 3/1/2027 | 1,709 | | | | | | | 3/1/2027 | 6,386 | 5,395 | 3/1/2026 | 1,798 | | | | | | | 3/1/2028 | 6,386 | | 3/1/2027 | 1,798 | | | | | | | | | | 3/1/2028 | 1,799 | | | | | Total | | | 37,033 | | | 16,709 | | | 21,044 |

  131. Outstanding Equity Awards at Year-End 2025

    | 94 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  132. Outstanding Equity Awards at Year-End 2025

    | | Number of Stock Options That Have Not Vested (a) | Vesting Date (b) | Vesting Amount (c) | Number of Shares or Units That Have Not Vested (i) (d) | Vesting Date (i) (e) | Vesting Amount (f) | Number of Equity Incentive Plan Award Shares or Units That Have Not Vested (ii) (g) | Vesting Date (ii) (h) | Vesting Amount (i) | | Nicole S. Jones | 3,487 | 3/1/2026 | 3,487 | 4133 | 3/1/2026 | 4,133 | 11,607 | 2027 | 5,313 | | | 6,452 | 3/1/2026 | 3,226 | 944 | 3/1/2026 | 944 | | 2028 | 6,294 | | | | 3/1/2027 | 3,226 | 1,772 | 3/1/2026 | 886 | | | | | | 11,176 | 3/1/2026 | 3,725 | | 3/1/2027 | 886 | | | | | | | 3/1/2027 | 3,725 | 3,147 | 3/1/2026 | 1,049 | | | | | | | 3/1/2028 | 3,726 | | 3/1/2027 | 1,049 | | | | | | | | | | 3/1/2028 | 1,049 | | | | | Total | | | 21,115 | | | 9,996 | | | 11,607 | | Everett Neville | 2,196 | 3/1/2026 | 2,196 | 2,602 | 3/1/2026 | 2,602 | 6,941 | 2027 | 3,344 | | | 4,061 | 3/1/2026 | 2,030 | 595 | 3/1/2026 | 595 | | 2028 | 3,597 | | | | 3/1/2027 | 2,031 | 1,115 | 3/1/2026 | 557 | | | | | | 6,386 | 3/1/2026 | 2,128 | | 3/1/2027 | 558 | | | | | | | 3/1/2027 | 2,129 | 1,799 | 3/1/2026 | 599 | | | | | | | 3/1/2028 | 2,129 | | 3/1/2027 | 600 | | | | | | | | | | 3/1/2028 | 600 | | | | | Total | | | 12,643 | | | 6,111 | | | 6,941 | | Eric P. Palmer | 6,534 | 3/1/2026 | 6,534 | 5,985 | 3/1/2026 | 5,985 | | | | | | 6,226 | 3/1/2026 | 6,226 | 1,768 | 3/1/2026 | 1,768 | | | | | | 6,386 | 3/1/2026 | 6,386 | 1,709 | 3/1/2026 | 1,709 | | | | | | | | | 1,798 | 3/1/2026 | 1,798 | | | | | Total | | | 19,146 | | | 11,260 | | | 0 |

  133. Outstanding Equity Awards at Year-End 2025

    i.These columns include unvested restricted stock and SPSs granted for the 2023–2025 performance period. The number of SPSs reported in these columns reflects the shares vested in March 2026 for the 2023–2025 performance period at their actual payout percentage. As of December 31, 2025, the relevant performance conditions had been satisfied, but the awards were not fully vested until payout in March 2026. ii.These columns include unvested SPSs granted for the 2024–2026 and 2025–2027 performance periods. The SPS awards are not fully vested until paid in the year following the close of the three-year performance period. The People Resources Committee determines payout, if any, in the year of vesting based on achievement of three-year performance goals. It is not possible to determine SPS award vesting amounts until the end of the three-year performance period. Notwithstanding this, the SPS amounts reported in these columns assumes that each of the performance measures is achieved at target (100%). Because payment will be made in The Cigna Group common stock, the actual value will be based on The Cigna Group common stock price at the time of payment. (2)Based on the closing price of the Company’s common stock on December 31, 2025 ($275.23).

  134. Outstanding Equity Awards at Year-End 2025

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 95 |

  135. Option Exercises and Stock Vested in 2025

    Option Exercises and Stock Vested in 2025 This table provides information about the number of shares of The Cigna Group common stock acquired and value realized by the NEOs upon exercise of stock options and the vesting of restricted stock and SPS awards during 2025. No SPSs awarded for the 2023–2025, 2024–2026, or 2025–2027 performance periods vested in 2025.

  136. Option Exercises and Stock Vested in 2025

    | | Option Awards | | Stock Awards | | | Name (a) | Number of Shares Acquired on Exercise (#) (b) | Value Realized upon Exercise ($) (c)(1) | Number of Shares Acquired on Vesting (#) (d) | Value Realized upon Vesting ($) (e)(1) | | David M. Cordani | | | 60,626(2)(3) | 18,543,068 | | Ann M. Dennison | | | 495(3) | 151,401 | | Brian C. Evanko | 6,269 | 1,016,940 | 17,015(2)(3) | 5,204,208 | | Nicole S. Jones | 27,430 | 2,991,050 | 12,064(2)(3) | 3,689,895 | | Everett Neville | | | 8,210(2)(3) | 2,511,111 | | Eric P. Palmer | 111,465 | 14,419,694 | 21,524(2)(3) | 6,583,331 | | Noelle K. Eder | 28,176 | 1,539,342 | 11,014(2)(3) | 3,368,742 |

  137. Option Exercises and Stock Vested in 2025

    (1)Value realized upon exercise of option awards is calculated by multiplying the number of shares acquired upon exercise by the difference between the market price at the time of the transaction and the option’s exercise price. For stock awards, the value realized upon vesting is calculated by multiplying the number of shares acquired upon vesting by the market value per share of The Cigna Group common stock. The market value is calculated, consistent with the LTIP definition of fair market value per share, as the average of the high and the low trading price per share of The Cigna Group common stock on the applicable vesting date (or on the most recent previous trading day if the vesting date occurred on a non-trading day). (2)Includes the vesting on March 1, 2025 of 2022–2024 SPS awards as follows: Mr. Cordani – 49,437; Mr. Evanko – 12,254; Ms. Jones – 9,064; Mr. Neville – 6,251; Mr. Palmer – 15,982; and Ms. Eder – 8,127 . The market value on March 1, 2025 was $305.86 per share. (3)On March 1, 2025 restricted shares vested as follows: Mr. Cordani — 11,189 shares; Ms. Dennison – 495 shares; Mr. Evanko – 4,761 shares; Ms. Jones – 3,000 shares; Mr. Neville – 1,959 shares; Mr. Palmer – 5,542 shares; and Ms. Eder – 2,887 shares. The market value on March 1, 2025 was $305.86 per share.

  138. Option Exercises and Stock Vested in 2025

    | 96 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  139. Pension Benefits for 2025

    Pension Benefits for 2025 This table shows the present value as of December 31, 2025 of the estimated pension benefits payable upon retirement at age 65 to each of the NEOs who participate in a pension plan. The amounts shown are present values and not necessarily the actual amounts that will be paid to the NEOs because those amounts will not be known until the pension benefits become payable.

  140. Pension Benefits for 2025

    | Name (a) | Plan Name (b) | Number of Years Credited Service (#) (c)(1) | Present Value of Accumulated Benefit ($) (d)(2) | Payments During the Last Fiscal Year ($) (e) | | David M. Cordani | Cigna Pension Plan (Part A) | 18 | 24,262 | — | | | Cigna Pension Plan (Part B) | 18 | 382,125 | — | | | Cigna Supplemental Pension Plan | 18 | 216,037 | — | | | Cigna Supplemental Pension Plan of 2005 | 18 | 707,270 | — | | Brian C. Evanko | Cigna Pension Plan (Part B) | 12 | 156,983 | — | | | Cigna Supplemental Pension Plan of 2005 | 12 | 3,415 | — | | Nicole S. Jones | Cigna Pension Plan (Part B) | 3 | 60,772 | — | | | Cigna Supplemental Pension Plan of 2005 | 3 | 62,393 | — | | Eric P. Palmer | Cigna Pension Plan (Part B) | 11 | 0 | 147,311 | | | Cigna Supplemental Pension Plan of 2005 | 11 | 13,261 | — |

  141. Pension Benefits for 2025

    (1)Mr. Cordani, Mr. Evanko, Ms. Jones, and Mr. Palmer have not received additional credited years of service under the Cigna Pension Plan, Cigna Supplemental Pension Plan, and the Cigna Supplemental Pension Plan of 2005 since 2009, when such plans were frozen. (2)Assumptions used in the calculations of the amounts in this column are included in Note 17 to our audited financial statements for the year ended December 31, 2025, included in our Annual Report on Form 10-K. The actuarial present values of the prior period benefits were, in part, computed as a projected lump sum payout payable at normal retirement age (age 65), which was then discounted to the present value as of December 31, 2025 using the same assumptions as those used for financial reporting purposes. The assumptions are interest discount rates of 5.28% for the Cigna Pension Plan and 4.99% for the Cigna Supplemental Pension Plan and the Cigna Supplemental Pension Plan of 2005, and the PRI-2012 White Collar Table with Improvement Scale MP 2021 on a generational basis for those plans. Cigna Pension Plan The Cigna Pension Plan (CPP), a tax-qualified plan, was frozen effective July 1, 2009, and does not cover employees hired after that date. From 2000 to July 2009, the CPP covered all U.S.-based full-time employees, including the NEOs serving during that time. The Cigna Group makes all the contributions necessary to fund CPP benefits for deposit into a trust fund. The annual contributions meet or exceed the amount required to meet the applicable minimum funding requirements. Benefits are payable only after the termination of an employee’s service with The Cigna Group. The CPP consists of Parts A and B, as described below. Part A covered certain employees hired before 1989, while Part B covered all other eligible U.S. employees. The CPP’s benefit formulas applied equally to NEOs and other employees. CPP benefits are based on an employee’s years of credited service and eligible earnings. •“Credited service” is generally the period of an employee’s service with a company of The Cigna Group while the individual participated in the CPP. An employee received credit for one year of credited service for any calendar year in which the employee was credited with at least 1,000 hours of service. No employee has received credit for any service after 2009. •“Eligible earnings” include base salary and annual incentive pay, but not payments under any long-term incentive compensation plans. Earnings after July 1, 2009 are not eligible earnings.

  142. Pension Benefits for 2025

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 97 |

  143. Pension Benefits for 2025

    Part A For credited service before April 1, 2008, Part A provides an annual retirement benefit stated in terms of a single life annuity payable at age 65. That annual benefit equals: •the employee’s years of credited service (up to a maximum of 30 years); •multiplied by 2% of the higher of the employee’s average annual eligible earnings over (a) the final 36 months of service, and (b) the three consecutive calendar years with the highest eligible earnings; and •minus an offset equal to approximately half of the employee’s annual Social Security benefits. On March 31, 2008, this formula was frozen so that credited service after March 31, 2008 and eligible earnings after July 1, 2009 are not counted. Part A benefits under the frozen formula are generally payable only in annuity form as early as age 55. An actuarial reduction applies if benefit payments begin before age 65. All Part A participants are 100% vested. Effective April 1, 2008, The Cigna Group adopted a new cash balance formula under Part A. For credited service on or after April 1, 2008, the plan provides a retirement benefit stated as a lump sum hypothetical account balance. That account balance equals the sum of (1) the employee’s accumulated annual benefit credits and (2) quarterly interest credits. For each year that an employee earned a year of credited service, the employee’s account received annual benefit credits equal to a percentage of eligible earnings: 8% for 2008 eligible earnings after March 31, 2008; 9% for 2009 eligible earnings through July 1, 2009; and 3% once an employee has 30 years of credited service. On the last day of each calendar quarter until an employee’s benefit is paid, the employee’s account also receives interest credits, which are based on an annual rate equal to the lesser of 9% or the yield on the five-year U.S. Treasury Constant Maturity Notes for the month of November of the preceding calendar year, plus 25 basis points. However, the annual rate will not be less than 4.5%. The hypothetical account balance is payable as early as an employee’s termination of employment. Payments may be made in annuity form or lump sum, at the employee’s election, subject to the terms of the CPP. Part B Part B provides a retirement benefit stated as a lump sum hypothetical account balance similar to the Part A cash balance benefit described above. However: •Annual Part B benefit credits range from 3% to 8.5% of eligible earnings, based on the employee’s age and accumulated years of credited service. •Effective July 1, 2009, when the Plan was frozen, any Part B participant employed by The Cigna Group on April 1, 2009 became 100% vested. Cigna Supplemental Pension Plan and Cigna Supplemental Pension Plan of 2005 The Cigna Supplemental Pension Plan (CSPP), an unfunded, nonqualified plan, was frozen effective December 31, 2004, and replaced with the Cigna Supplemental Pension Plan of 2005 (CSPP 2005), also an unfunded, nonqualified plan, which was frozen effective July 1, 2009. The CSPP provides an additional pension benefit to any employee whose CPP benefit is limited by one or more federal income tax laws, including limitations on compensation recognition, limitations on retirement benefits amounts, and an exclusion from eligible earnings of any compensation deferred under a nonqualified deferred compensation arrangement. The additional benefit equals the amount by which those limits reduce the pension benefit an employee would otherwise receive under the CPP. The same plan provisions, including the definitions of service and earnings, apply equally to all employees with compensation above the qualified plan limits, including the NEOs. In calculating CSPP benefits, the above limits are ignored; otherwise, the regular CSPP formulas and other terms and conditions apply. CSPP benefits are paid in the year after an employee reaches age 55 or separates from service with The Cigna Group, whichever is later. Pre-2005 benefits are ordinarily paid in a lump sum, based on the rules of the CSPP, but an employee who makes a timely election in compliance with applicable tax law may have all or part of the

  144. Pension Benefits for 2025

    | 98 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  145. Pension Benefits for 2025

    benefit that was earned and vested before 2005 paid in equivalent monthly installments. Any lump sum more than $100,000 is payable in two installments, with the second installment paid one year after the first. Supplemental pension plan benefits earned after 2004 are covered under the CSPP 2005, which provides only for payments in a lump sum in the year after an employee separates from service or reaches age 55, whichever is later.

  146. Nonqualified Deferred Compensation for 2025

    Nonqualified Deferred Compensation for 2025 This table provides information about the contributions, earnings, and balances for the NEOs under deferred compensation plans as of and for the year ended December 31, 2025.

  147. Nonqualified Deferred Compensation for 2025

    | Name (a) | Plan Name (b) | Executive Contributions in Last FY ($) (c) | Registrant Contributions in Last FY(1) ($) (d) | Aggregate Earnings in Last FY ($) (e) | Aggregate Withdrawal/Distributions ($) (f) | Aggregate Balance at Last FYE ($) (g)(2) | | David M. Cordani | Cigna Deferred Compensation Plan | — | — | 15,646 | — | 939,111 | | | Supplemental 401(k) | — | 59,550(3) | 37,519 | — | 1,097,341 | | Ann M. Dennison | Supplemental 401(k) | — | 18,555(3) | 149 | — | 22,666 | | Brian C. Evanko | Supplemental 401(k) | — | 36,346(3) | 7,231 | — | 236,277 | | Nicole S. Jones | Supplemental 401(k) | — | 22,728(3) | 10,001 | — | 299,350 | | Everett Neville | Supplemental 401(k) | — | 20,550(3) | 3,473 | — | 116,569 | | | Express Scripts Executive Deferred Compensation Plan | — | — | (15,351) | — | 6,860,166 | | Eric P. Palmer | Cigna Deferred Compensation Plan | — | — | 4,573 | — | 253,161 | | | Supplemental 401(k) | — | — | 9,929 | — | 274,613 | | Noelle K. Eder | Supplemental 401(k) | — | — | 2,686 | — | 74,223 |

  148. Nonqualified Deferred Compensation for 2025

    (1)The Cigna Group contributions to the Supplemental 401(k) Plan are included in the “All Other Compensation” column of the 2025 Summary Compensation Table. (2)Amounts contributed by a NEO and by the Company in prior years have been reported in the Summary Compensation Tables in the previously filed proxy statements in the year earned to the extent such person was a named executive officer for purposes of the SEC’s executive compensation disclosure. (3)Includes a contribution made to the NEO under The Cigna Group Supplemental 401(k) Plan in 2025 with respect to 2025 compensation. Cigna Deferred Compensation Plan The Cigna Group credits deferred compensation with hypothetical investment earnings during the deferral period as follows: •Deferred cash compensation is credited with amounts that equal the gains (or losses) on the actual investment options available under The Cigna Group 401(k) Plan. The 401(k) Plan investment options include a default fixed income fund with an annual interest rate applicable for 2025 of 3.85%, which is not considered an “above market” interest rate as defined by the SEC. The fixed income fund is the only hypothetical investment option available to non-executive employees. •Deferred shares of The Cigna Group common stock are credited with amounts equal to any dividends that are paid on actual shares of The Cigna Group common stock. These hypothetical dividends are treated as deferred cash compensation.

  149. Nonqualified Deferred Compensation for 2025

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  150. Nonqualified Deferred Compensation for 2025

    Generally, payments of deferrals after 2004 will be made or will begin during one of the following periods: July of the year following the year of an executive’s separation from service; the 90-day period beginning January 1 of the year following the year of an executive’s death; or a date specified by the officer or by The Cigna Group. Deferred compensation balances represent a general unsecured and unfunded obligation of The Cigna Group. Subject to limitations under The Cigna Group Securities Transactions and Insider Trading Policy, executive officers who participate in The Cigna Group Deferred Compensation Plan can defer up to 100% of their base salary and annual incentive award and may change their hypothetical investment allocations on deferrals once per quarter. Express Scripts, Inc. Executive Deferred Compensation Plan Future deferrals to the Express Scripts Deferred Compensation Plan (EDCP) were frozen effective January 1, 2020. Amounts contributed to the EDCP by the participant are deemed to be invested in the hypothetical investment options selected by the participant from a defined set of investment options and a Company stock fund. Contributions made by the Company are allocated as follows: 75% of the contribution is allocated to the participant’s selected hypothetical investment options and 25% is allocated to the Company stock fund. Accounts under the EDCP are deemed to be invested in hypothetical investment options selected by the participant. Hypothetical investment options include a stable value option that provided a 3.0% return in 2020 and a stock fund that related to Cigna common stock. When an executive becomes eligible for retirement under the EDCP (minimum age of 55 and a combined age plus years of service with the company of 65), or upon termination due to death or disability (as defined in the EDCP plan), company-provided EDCP contributions vest in full. Upon termination for any reason other than death, disability, or retirement, all unvested company-provided EDCP contributions are forfeited. Withdrawals and distributions of vested amounts are made after termination from the Company, either at a fixed time in a lump sum payment or pursuant to a previously specified fixed schedule. The EDCP does not credit above-market or preferential earnings on nonqualified deferred compensation. Distribution of a participant’s EDCP account is made in cash, except for those amounts that are invested in the Company stock fund, which are distributed in whole shares of our common stock with fractional shares paid in cash. Participants in the EDCP may change their hypothetical investment allocations on deferrals at any time, subject to limitations under the Insider Trading Policy.

  151. Potential Payments upon Termination or Change of Control

    Potential Payments upon Termination or Change of Control The Contingent Payments Table reflects the estimated amount of incremental compensation that would become payable to each of the NEOs under existing plans and arrangements if the NEO’s employment had terminated in certain scenarios on December 31, 2025, the last business day of 2025, given the NEO’s compensation and service levels as of such date and, if applicable, based on our closing stock price on December 31, 2025 ($275.23 per share). All change of control benefits are “double-trigger,” which means that they are payable only upon a change of control followed by a qualifying termination of employment. Additionally, in connection with any actual termination of employment or change of control transaction, we may decide to enter into an agreement or to establish an arrangement providing additional benefits or amounts or alter the terms of the benefits described below, as the People Resources Committee or, for Mr. Cordani, the independent members of the Board, determines appropriate. The actual incremental amounts that would be paid upon a NEO’s termination of employment or in connection with a change of control can be determined only at the time of any such event. The calculation of the hypothetical amounts paid to each of the NEOs in the circumstances described below relies on assumptions used in making the calculations. Due to the number of factors that affect the nature and amount of any benefits provided upon the events discussed below, any actual amounts paid or distributed may be higher or lower than those reported below. Factors that could affect these amounts include the timing during the year of any such event, our stock price, and specific plan terms that govern administration of payments. See also “Employment Arrangements and Post-Termination Payments” in the CD&A for a description of The Cigna Group policies on severance pay.

  152. Potential Payments upon Termination or Change of Control

    | 100 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  153. Potential Payments upon Termination or Change of Control

    In April 2025, in connection with Mr. Palmer’s involuntary termination without cause, the Company and Mr. Palmer executed an Agreement and Release (the Palmer Agreement). The Palmer Agreement includes customary confidentiality, non-solicitation, non-competition, and non-disparagement provisions. In addition, under the Palmer Agreement, Mr. Palmer received a cash payment consistent with the terms of the Cigna Executive Severance Benefits Plan for executive officers that are involuntarily terminated without cause. This cash payment, which is subject to the terms of the release, of $5.2 million, reflects: (1) 78 weeks of base pay; (2) 150% of Mr. Palmer’s 2025 EIP target; (3) a payment equal to Mr. Palmer’s 2025 EIP target, prorated through April 26, 2025; and (4) a COBRA subsidy equal to the costs of the Company’s contribution for active medical coverage for 18 months. Consistent with and subject to the terms of such equity awards granted under the LTIP, stock options, restricted stock, and SPSs that are scheduled to vest within 12 months of April 26, 2025 will continue to vest, and SPSs will be paid out based on actual performance. Any equity scheduled to vest beyond 12 months of April 26, 2025 was forfeited. The percentage of actual shares earned and timing of the payment of the SPS awards will be determined by the Committee in accordance with the terms of the LTIP. Stock options granted prior to 2021 expired the earlier of the original expiration date or 90 days after April 26, 2025. Stock options granted in or after 2021 will expire 90 days after April 26, 2026. In calculating the hypothetical payment amounts, we have assumed that: (1) change of control and termination occur as of December 31, 2025; (2) payments of benefits are made in a lump sum on December 31, 2025 unless otherwise noted; and (3) the value of options would be equal to the value realized upon exercise of those options that accelerate as a result of the applicable event and that were in the money as of December 31, 2025. However, the actual exercise date of options is not known and payment dates would vary because of Internal Revenue Code rules relating to deferred compensation. The following table does not include certain nonforfeitable payments or benefits, such as 401(k), supplemental 401(k), vested deferred compensation, pension plans, and the value of previously vested in-the-money options, assuming exercise. In each case, the NEO would, subject to certain limitations, receive these payments or benefits upon termination, including voluntary termination or termination for cause. Contingent Payment Descriptions The aggregate amounts in the Contingent Payments Table appear under the following headings: •Severance, which refers to salary continuation upon involuntary termination, or salary continuation upon involuntary termination and change of control for the NEOs. •Annual Incentive, which refers to annual cash incentive awards payable to the NEOs. •Vesting of Previously Awarded Long-Term Incentives, which refers to retention and continued vesting of in-the-money options, restricted stock, and SPSs. •Other Benefits, which includes the cost to the Company for outplacement services and/or Company-paid basic life insurance. •Change of Control Cut-Back, which refers to the application of the reduction of the total payment upon change of control pursuant to which an executive’s change of control benefits will be reduced enough to avoid the excise tax entirely. Otherwise, the executive will receive the full amount of change of control benefits and will be responsible for any resulting excise tax if this alternative provides the executive with the greater amount of after-tax benefits. Hypothetical payment amounts represent an approximation of the potential payment.

  154. Potential Payments upon Termination or Change of Control

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 101 |

  155. Potential Payments upon Termination or Change of Control

    | Contingent Payments All Actions Assume a December 31, 2025 Termination Date | | | | | | | Involuntary Termination Not for Cause ($) (a) | Termination upon a Change of Control ($) (b) | Early Retirement or Retirement ($) (c) | Termination upon Death or Disability ($) (d) | | David M. Cordani | | | | | | Severance | 9,600,000 | 14,400,000 | 0 | 0 | | Annual Incentive | 3,200,000 | 3,200,000 | 3,200,000 | 0 | | Vesting of Previously Awarded Long-Term Incentives | 11,895,716 | 32,221,727 | 23,370,330 | 32,221,727 | | Other Benefits | 43,931 | 43,931 | 0 | 0 | | TOTAL | 24,739,647 | 49,865,658 | 26,570,330 | 32,221,727 | | Ann M. Dennison | | | | | | Severance | 2,813,424 | 5,626,848 | 0 | 0 | | Annual Incentive | 1,075,616 | 1,075,616 | 0 | 0 | | Vesting of Previously Awarded Long-Term Incentives | 286,239 | 3,096,888 | 0 | 3,096,888 | | Other Benefits | 46,988 | 46,988 | 0 | 0 | | TOTAL | 4,222,267 | 9,846,340 | 0 | 3,096,888 | | Brian C. Evanko | | | | | | Severance | 4,876,849 | 9,753,699 | 0 | 0 | | Annual Incentive | 2,151,233 | 2,151,233 | 0 | 0 | | Vesting of Previously Awarded Long-Term Incentives | 3,792,669 | 11,044,980 | 0 | 11,044,980 | | Other Benefits | 43,931 | 43,931 | 0 | 0 | | TOTAL | 10,864,682 | 22,993,843 | 0 | 11,044,980 | | Nicole S. Jones | | | | | | Severance | 2,850,000 | 5,700,000 | 0 | 0 | | Annual Incentive | 1,000,000 | 1,000,000 | 1,000,000 | 0 | | Vesting of Previously Awarded Long-Term Incentives | 2,350,464 | 6,366,345 | 4,724,048 | 6,366,345 | | Other Benefits | 43,931 | 43,931 | 0 | 0 | | TOTAL | 6,244,395 | 13,110,276 | 5,724,048 | 6,366,345 | | Everett Neville | | | | | | Severance | 2,400,000 | 5,160,000 | 0 | 0 | | Annual Incentive | 800,000 | 800,000 | 800,000 | 0 | | Vesting of Previously Awarded Long-Term Incentives | 1,463,123 | 3,857,348 | 2,890,465 | 3,857,348 | | Other Benefits | 36,325 | 36,325 | 0 | 0 | | TOTAL | 4,699,448 | 9,853,673 | 3,690,465 | 3,857,348 |

  156. Potential Payments upon Termination or Change of Control

    Involuntary Termination Not for Cause (Column (a)) Pursuant to the Executive Severance Benefits Plan, upon a termination of employment without cause (not including by reason of death or disability), executive officers would receive the following: •In the case of the CEO, base pay for 104 weeks plus 200% of his current EIP target; in the case of each other executive officer, base pay for 78 weeks plus 150% of such executive officer’s current EIP target.

  157. Potential Payments upon Termination or Change of Control

    | 102 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  158. Potential Payments upon Termination or Change of Control

    •A payment equal to the executive officer’s prorated EIP target for the year of termination and, if the separation date occurs before the payment of the annual incentive for the preceding year, an amount equal to the executive officer’s EIP target. •Stock options, restricted stock, and SPS awards that are scheduled to vest within 12 months of an involuntary termination not for cause will continue to vest, and SPSs will be paid out based on actual performance. Awards that are not scheduled to vest within 12 months of the termination date would be forfeited. For stock options, the value shown was determined by subtracting the exercise price from the closing price of The Cigna Group common stock on December 31, 2025 ($275.23). For restricted stock and SPS awards, the value represents the number of shares of restricted stock or SPSs (at target performance) multiplied by the closing price of The Cigna Group’s common stock on December 31, 2025. •Six months of outplacement services paid by the Company. For purposes of this estimate, a cost of $15,000 for outplacement services was used. •A COBRA subsidy equal to the cost of the Company’s contributions for active medical coverage for up to 18 months. Receipt of any payments or benefits under the Executive Severance Benefits Plan requires that the executive comply with any non-disclosure, non-competition, non-solicitation, and cooperation agreements entered into with the Company and execute a separation and release of claims agreement. If an executive fails to comply with any terms of the plan, including the aforementioned restrictive covenants, the Company may require repayment of any benefits received by the executive and any payments or benefits not yet received will be forfeited. Termination upon a Change of Control (Column (b)) The payments and benefits discussed are hypothetical and contingent in nature. However, if a change of control were to occur, executive officers who are terminated (other than as the result of conviction of a felony involving fraud or dishonesty directed against The Cigna Group) within two years after a change of control would be entitled to the following payments and benefits: •156 weeks of pay at the base salary rate in effect at termination. •Three times the higher of the executive’s last annual incentive payout and the amount of the executive’s annual incentive target immediately before the change of control. •A prorated portion of his or her annual incentive target for the year in which termination occurs. •Payout of all outstanding SPSs based on 100% of the applicable award. The value shown for each NEO represents the number of SPSs estimated to vest multiplied by $275.23, the closing price of The Cigna Group common stock on December 31, 2025. •Unvested stock options and restricted stock awards would vest. Options granted prior to 2021 would expire on the earlier of the original expiration date or three months after the termination date. Options granted beginning in 2021 would expire on the earlier of the original expiration date or three years after the termination date. •Six months of outplacement services paid by the Company. For purposes of this estimate, a cost of $15,000 for outplacement services was used. •A COBRA subsidy equal to the cost of the Company’s contributions for active medical coverage for up to 18 months. If, within two years after a change of control, any of the following changes affect an executive officer and the executive officer then resigns following written notification to The Cigna Group, the resignation will be treated as a termination upon a change of control: any reduction in compensation; any material reduction in authority, duties, or responsibilities; or a relocation of the executive’s office more than 35 miles from its location on the date of the change of control. Our LTIP and Executive Severance Benefits Plan provide that if any portion of the change of control benefits paid to an executive officer would be subject to an excise tax, then either: (1) the executive will receive the full amount of the benefits and will pay any resulting excise tax; or (2) the change of control benefits will be reduced enough to avoid the excise tax entirely, whichever alternative provides the executive with the greater amount of after-tax benefits. Early Retirement or Retirement (Column (c)) On December 31, 2025, of the NEOs serving as executive officers, Mr. Cordani, Ms. Jones, and Mr. Neville were eligible for early retirement or retirement benefits.

  159. Potential Payments upon Termination or Change of Control

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 103 |

  160. Potential Payments upon Termination or Change of Control

    Upon early retirement (on or after age 55 and at least five years of service) or retirement (on or after age 65 and at least five years of service), the amount of any benefits or payments to a NEO is subject to the discretion of the People Resources Committee and/or the terms of any agreement executed by the Company and the retiring NEO that has been approved by the Committee. From the range of possible decisions the People Resources Committee may make about payments and benefits, a reasonable assumption of payments or benefits that a NEO would receive upon retirement include: •A prorated portion of that individual’s annual incentive target; and •Subject to the People Resources Committee’s approval: •Payout of a prorated portion of previously awarded SPSs based on 100% of the 2023–2025 SPS award, 67% of the 2024–2026 SPS award, and 33% of the 2025–2027 SPS award; •Continued vesting of any unvested options. All outstanding options would expire on the original expiration date; and •Continued vesting of any restricted stock awards. Death or Disability (Column (d)) If a NEO dies while still an active employee, certain benefits are available to that individual’s estate or surviving spouse. Restrictions on restricted stock awards would lapse upon death or disability. Vesting of any unvested options would be accelerated, and the options would become exercisable and expire on the original expiration date. Any outstanding SPSs would receive an immediate payout of 100% of the outstanding awards for the 2023–2025, 2024-2026, and 2025-2027 performance periods. Pay Ratio The ratio of our CEO’s total annual compensation to our median employee’s total annual compensation (the CEO Pay Ratio) is a reasonable, good faith estimate calculated in a manner consistent with Item 402(u) of Regulation S-K. For our 2025 CEO Pay Ratio, we identified our median employee using our global employee population as of December 31, 2025 and used taxable compensation for the full year as our consistently applied compensation measure, as permitted by SEC rules. We believe this measure reasonably reflects the annual compensation of our employees. The Cigna Group is a global health company with employees in 26 countries. For purposes of the calculation of our 2025 CEO Pay Ratio, on December 31, 2025 our global employee population consisted of 57,263 U.S. and 9,164 non-U.S. employees. In accordance with SEC rules, we excluded all employees in the 22 countries with our smallest employee populations, totaling in the aggregate 3,316 employees (approximately 5.0% of our total employee population at December 31, 2025). Employees from the following countries were excluded: Australia (8 employees), Bahrain (4 employees), Belgium (226 employees), Canada (562 employees), Cayman Islands (25 employees), Chile (2 employees), China (17 employees), France (3 employees), Germany (2 employees), Hong Kong (292 employees), Ireland (24 employees), Italy (4 employees), Kenya (468 employees), Kuwait (3 employees), Lebanon (16 employees), Malaysia (534 employees), Netherlands (4 employees), Oman (7 employees), Saudi Arabia (97 employees), Singapore (125 employees), Switzerland (80 employees), and United Kingdom (813 employees). After excluding these employees, our employee population as of December 31, 2025 consisted of 63,111 employees (including 57,263 employees in the U.S. and 5,848 employees outside of the U.S.). This population count excludes 1,284 employees of a health systems integrated pharmacy solutions company that we acquired during 2025. We calculated the median employee’s total annual compensation in accordance with the requirements of the Summary Compensation Table. Based on our calculation for 2025, our CEO’s annual total compensation for 2025 was $22,866,134 and our median employee’s annual total compensation for 2025 was $73,674. Accordingly, we estimated our CEO Pay Ratio for 2025 to be 310:1. Due to the flexibility afforded by Item 402(u) in calculating the CEO Pay Ratio, the ratio may or may not be comparable to CEO pay ratios presented by other companies.

  161. Potential Payments upon Termination or Change of Control

    | 104 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  162. Potential Payments upon Termination or Change of Control

    Pay Versus Performance The performance-based orientation of the Company is reflected in the Board’s view that executive compensation should incentivize superior performance, reward executives for the performance achieved, and be strongly aligned with the interests of our customers, patients, providers, clients, shareholders and other stakeholders. As discussed in the CD&A, 92% of Mr. Cordani’s compensation (and 82% of other ongoing NEOs’ compensation) for 2025 was performance-based, the largest component of which is long-term incentive compensation (LTI). In each of 2025, 2024, 2023, and 2022, the Board weighted the SPS award proportion (i.e., awards paid out in Company stock based on earnings growth and relative total shareholder return performance over a three-year period) of Mr. Cordani’s LTI award at 60%, an increase from 50% that had been awarded in prior years. 50% of the other NEOs’ LTI compensation was comprised of SPS awards in 2025. As a result, the People Resources Committee believes that the rewards and compensation payouts to our NEOs are aligned with our shareholders’ interests. As required by Item 402(v) (the Rule) of Regulation S-K, the following sets forth information regarding compensation of our principal executive officer (PEO) and our other NEOs. In accordance with the Rule, the discussion below and its related tables include an amount referred to as “Compensation Actually Paid” as defined in Item 402(v)(2)(iii) of the Rule. The calculation of this amount includes, among other things, the revaluation of unvested and outstanding equity awards. In accordance with the Rule, the revaluation of stock and option awards includes, as applicable: •The year-end fair value of the awards granted in the covered fiscal year (i.e., 2025) that are outstanding and unvested as of the end of the covered fiscal year; •The change in fair value from the end of the prior fiscal year (i.e., 2024) to the end of the covered fiscal year with respect to any awards granted in prior years that are outstanding and unvested as of the end of the covered fiscal year; •The fair value, as of the vesting date, of any awards that were granted and vested in the same covered year; and •The change in fair value from the end of the prior fiscal year to the vesting date or forfeiture date with respect to any awards granted in prior years that vested or failed to vest, as applicable, in the covered fiscal year. Stock awards include the dollar amount of accrued dividend equivalents. The data included in the Compensation Actually Paid columns does not reflect the actual amount of compensation earned or paid to our NEOs during the applicable fiscal years. The amounts actually realized by each NEO will depend upon the Company’s performance and the Company’s stock price, including at the time the performance shares are actually delivered and the vested options are actually exercised, as the case may be. For more information about our executive compensation philosophy and the alignment between pay and performance, see the Compensation Discussion and Analysis (CD&A) section of this Proxy Statement.

  163. Pay Versus Performance Table

    Pay Versus Performance Table

  164. Pay Versus Performance Table

    | | Summary Compensation Table Total for Mr. Cordani ($) | Compensation Actually Paid to Mr. Cordani(1) ($) | Average Summary Compensation Table Total for NEOs (other than Mr. Cordani)(2) ($) | Average Compensation Actually Paid to NEOs (other than Mr. Cordani)(1)(2) ($) | Value of Initial Fixed $100 Investment Based On: | | Net Income(4) (in millions) ($) | Company-Selected Measure: Adjusted Income from Operations, per Share(5) ($) | | Fiscal Year | | | | | Company TSR ($) | Peer Group TSR(3) ($) | | | | | (b) | (c) | (d) | (e) | (f) | (g) | (h) | (i) | | 2025 | 22,866,134 | 14,585,303 | 6,860,004 | 2,751,809 | 144.513 | 148.362 | 5,957 | 29.84 | | 2024 | 23,251,096 | 18,908,473 | 8,072,936 | 6,681,678 | 142.071 | 129.464 | 3,434 | 27.33 | | 2023 | 21,047,255 | 8,072,673 | 6,801,329 | 3,510,666 | 151.573 | 126.210 | 5,164 | 25.09 | | 2022 | 20,965,504 | 57,388,994 | 6,346,552 | 15,496,862 | 164.705 | 123.666 | 6,704 | 23.36 | | 2021 | 19,872,266 | 15,448,906 | 7,164,215 | 5,229,367 | 112.290 | 126.131 | 5,370 | 20.48 |

  165. Pay Versus Performance Table

    (1)In accordance with SEC rules, certain amounts are deducted from, or added to, the Total column of the Summary Compensation Table to determine Compensation Actually Paid for 2025.

  166. Pay Versus Performance Table

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 105 |

  167. Pay Versus Performance Table

    | | Summary Compensation Table Total ($) | Stock Award Deductions from Summary Compensation Table Total(i) ($) | Change in Pension Present Value Deduction from Summary Compensation Table Total(ii) ($) | Stock Award Additions to Summary Compensation Table Total(iii) ($) | Compensation Actually Paid ($) | | David M. Cordani | 22,866,134 | (17,329,180) | (97,562) | 9,145,911 | 14,585,303 | | Average Non-PEO NEOs | 6,860,004 | (4,380,162) | 0 | 271,967 | 2,751,809 |

  168. Pay Versus Performance Table

    (i)Represents the grant date fair value of equity-based awards granted in 2025. (ii)Represents the change in the actuarial present value of the accumulated benefits under defined benefit and pension plans reported in the Summary Compensation Table. The Cigna Pension Plan, Cigna Supplemental Pension Plan, and Cigna Supplemental Pension Plan of 2005 are frozen, and there were no additional service costs or any impact on prior-year benefits related to the pension plans during 2024. (iii)Reflects the value of equity calculated in accordance with the SEC methodology for determining Compensation Actually Paid, as follows: Mr. Cordani’s Compensation Actually Paid Equity Valuation for 2025

  169. Pay Versus Performance Table

    | Award Type | Fair Value of Awards Granted in Current Year Outstanding and Unvested as of 12/31/2025 ($) | Change in Fair Value of Outstanding and Unvested Prior Year Awards as of 12/31/2025 ($) | Change in Fair Value of Awards that Vested in 2025 ($) | Fair Value of Awards Forfeited or Cancelled in 2025 ($) | Equity Value in Compensation Actually Paid ($) | | | (a) | (b) | (c) | (d) | (e) = (a) + (b) + (c) - (d) | | Stock Options | 2,323,905 | (252,499) | 969,366 | 0 | 3,040,772 | | Restricted Stock | 3,059,732 | (9,317) | 332,537 | 0 | 3,382,952 | | Strategic Perf Shares | 6,441,297 | (5,188,378) | 1,469,268 | 0 | 2,722,187 | | Total | 11,824,934 | (5,450,194) | 2,771,171 | 0 | 9,145,911 |

  170. Pay Versus Performance Table

    | 106 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  171. Pay Versus Performance Table

    Average non-PEO NEOs Compensation Actually Paid Equity Valuation for 2025

  172. Pay Versus Performance Table

    | Award Type | Fair Value of Awards Granted in Current Year Outstanding and Unvested as of 12/31/2025 ($) | Change in Fair Value of Outstanding and Unvested Prior Year Awards as of 12/31/2025 ($) | Change in Fair Value of Awards that Vested in 2025 ($) | Fair Value of Awards Forfeited or Cancelled in 2025 ($) | Equity Value in Compensation Actually Paid ($) | | | (a) | (b) | (c) | (d) | (e) = (a) + (b) + (c) - (d) | | Stock Options | 479,898 | (56,768) | 265,541 | 146,125 | 542,546 | | Restricted Stock | 631,836 | (2,090) | 92,350 | 204,021 | 518,075 | | Strategic Perf Shares | 770,992 | (672,638) | 255,978 | 1,142,986 | (788,654) | | Total | 1,882,726 | (731,496) | 613,869 | 1,493,132 | 271,967 |

  173. Pay Versus Performance Table

    (2)The NEOs represented in columns (d) and (e) for each year reported are as follows: 2025: Ann M. Dennison, Brian C. Evanko, Nicole S. Jones. Everett Neville, Eric P. Palmer, and Noelle K. Eder 2024: Brian C. Evanko, Noelle K. Eder, Nicole S. Jones, and Eric P. Palmer 2023: Brian C. Evanko, Noelle K. Eder, Nicole S. Jones, and Eric P. Palmer 2022: Brian C. Evanko, Noelle K. Eder, Nicole S. Jones, and Eric P. Palmer 2021: Brian C. Evanko, Nicole S. Jones, Eric P. Palmer. Timothy Wentworth, and Matthew Manders (3)Peer Group reflects published data for the S&P 500 Health Care Index. (4)Reflects “Shareholders’ Net Income” per SEC requirements. (5)For purposes of this section, we have identified adjusted income from operations, per share as our Company-Selected Measure, the calculation of which is described in our Annual Report on Form 10-K for the year ended December 31, 2025. Additional information regarding our use of non-GAAP measures and reconciliations to the most directly comparable GAAP measure can be found on Annex A.

  174. Compensation Actually Paid Versus Company TSR and Peer Group TSR

    Compensation Actually Paid Versus Company TSR and Peer Group TSR Over the five-year period (2021–2025), the Company’s cumulative TSR grew by 44.5%. Over the same period, cumulative TSR for the S&P 500 Health Care Index grew by 48.4%. Over this same period, Compensation Actually Paid for the PEO and the average of other NEOs decreased by 5.6% and 48.3%, respectively. Over the five-year period, Mr. Cordani’s and the other NEOs’ Compensation Actually Paid amounts were generally aligned with the Company’s TSR as compared to the S&P 500 Health Care Index TSR. This is due primarily to the Company’s use of equity incentives, which are tied directly to the Company’s stock price and financial performance on an absolute basis and relative to its peers. In addition, 50% of an SPS award’s payout is aligned to relative TSR performance as compared to a custom peer group as described in the CD&A within the section titled “Executive Compensation Policies and Practices.” The average Compensation Actually Paid for the non-PEO NEOs was also impacted by forfeitures of equity awards by NEOs that did not serve as executive officers on December 31, 2025. The graph below compares The Cigna Group cumulative TSR to the S&P 500 Index and the S&P 500 Health Care Index for the five-year period ended December 31, 2025, which we believe provides a more complete understanding of the Company’s market performance given the longer time horizon. The stock performance shown in the graph is not intended to forecast or be indicative of future performance.

  175. Compensation Actually Paid Versus Company TSR and Peer Group TSR

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 107 |

  176. Compensation Actually Paid Versus Company TSR and Peer Group TSR

    *Assumes that the value of the investment in The Cigna Group common stock and each index was $100 on December 31, 2020 and that all dividends were reinvested.

  177. Compensation Actually Paid Versus Net Income

    Compensation Actually Paid Versus Net Income Over the five-year period (2021–2025), the Company’s net income increased by approximately 11%. Over this same period, Compensation Actually Paid for the PEO and the average of other NEOs decreased by 5.6% and 48.3%, respectively. This is due to the following: •the significant emphasis the Company places on equity incentives, which are more sensitive to absolute stock price performance and stock price performance relative to peers; •the forfeiture of certain equity awards during 2025 by non-PEO NEOs who did not serve as executive officers on December 31, 2025; and •the fact that the Company does not use year-over-year changes in net income to determine compensation levels or incentive plan payouts. Instead, adjusted income from operations and adjusted income from operations, per share have been the Company’s income measures of performance in its incentive plans and the Company’s most important performance measures for determining compensation.

  178. Compensation Actually Paid Versus Adjusted Income from Operations per Share

    Compensation Actually Paid Versus Adjusted Income from Operations per Share Over the five-year period (2021–2025), the Company’s adjusted income from operations, per share grew by 45.7%. Over this same period, Compensation Actually Paid for the PEO and the average of other NEOs decreased by 5.6% and 48.3%, respectively. Similar to the discussion of the relationship between Compensation Actually Paid and Company/Peer Group TSR above, Mr. Cordani and other NEOs’ Compensation Actually Paid amounts were generally aligned with the Company’s adjusted income from operations, per share results over the five-year reporting period. Long-term goals tied to adjusted income from operations, per share account for 50% of each SPS award’s total payout. Final results for adjusted income from operations, per share in years 2021, 2022, 2023, and 2024 relative to internal goals established at the beginning of each SPS award’s performance measurement period contributed to the Compensation Actually Paid values for Mr. Cordani and other NEOs seen in 2025. The average Compensation Actually Paid for the non-PEO NEOs was also impacted by forfeitures of equity awards by NEOs that did not serve as executive officers on December 31, 2025.

  179. Compensation Actually Paid Versus Adjusted Income from Operations per Share

    | 108 | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement |

  180. Compensation Actually Paid Versus Adjusted Income from Operations per Share

    Most Important Measures in Determining FY2025 Compensation Actually Paid The performance measures listed below represent the most important measures The Cigna Group used to determine NEO compensation for fiscal year 2025. The use of each measure is further described in the CD&A within the section titled “Elements of Compensation.”

  181. Compensation Actually Paid Versus Adjusted Income from Operations per Share

    | Most Important Company Performance Measures | | | Adjusted Income from Operations | Adjusted Income from Operations, per Share | | Adjusted Revenues | Customer & Patient Satisfaction | | Growth in Specialty Pharmacy Prescriptions | Employee Engagement | | Relative Total Shareholder Return | |

  182. Compensation Actually Paid Versus Adjusted Income from Operations per Share

    | The Cigna Group | 2026 Notice of Annual Meeting of Shareholders and Proxy Statement | 109 |

  183. Compensation Actually Paid Versus Adjusted Income from Operations per Share

    AUDIT MATTERS Ratification of Appointment of Independent Registered Public Accounting Firm (Proposal 3)

  184. Compensation Actually Paid Versus Adjusted Income from Operations per Share

    | | The Board of Directors unanimously recommends that shareholders vote FOR the ratification of the appointment of PricewaterhouseCoopers LLP as the independent registered public accounting firm of The Cigna Group. |

  185. Compensation Actually Paid Versus Adjusted Income from Operations per Share

    The Board’s Audit & Compliance Committee is directly responsible for the appointment, compensation, retention, and oversight of the independent registered public accounting firm retained to audit the Company’s financial statements and internal controls over financial reporting. Oversight includes evaluating the qualifications, independence, and performance of the independent registered public accounting firm. The Audit & Compliance Committee approved the appointment of PricewaterhouseCoopers LLP as the independent registered public accounting firm of The Cigna Group for 2026. PricewaterhouseCoopers LLP has served as the Company’s independent registered public accounting firm since 1983. In conjunction with the mandated rotation of the audit firm’s lead engagement partner, the Chair of the Audit & Compliance Committee and the Chair of the Board are involved in the selection of PricewaterhouseCoopers LLP’s lead engagement partner. The Audit & Compliance Committee and the Board believe that the continued retention of PricewaterhouseCoopers LLP to serve as the Company’s independent registered public accounting firm is in the best interests of the Company and its shareholders. As a matter of good corporate governance, the Board is seeking shareholder ratification of the appointment even though ratification is not legally required. If shareholders do not ratify this appointment, the Audit & Compliance Committee will reconsider PricewaterhouseCoopers’ appointment. Even if the selection is ratified, the Audit & Compliance Committee in its discretion may select a different independent registered public accounting firm at any time of the year if it determines that such a change would be in the best interests of the Company and its shareholders. A representative from PricewaterhouseCoopers LLP is expected to attend the Annual Meeting, may make a statement, and will be available to respond to appropriate questions.