Company: PRGO
Filing Date: 2025-03-10
Form Type: PRE 14A
Source: 0000950170-25-035751
Chunk: 28

Company: PERRIGO Co plc
Filing Date: 2025-03-10
Form: PRE 14A
Chunk 28
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 Position                                                                                |
| Patrick Lockwood-Taylor |     | President and Chief Executive Officer                                                   |
| Eduardo Bezerra         |     | Executive Vice President and Chief Financial Officer                                    |
| Kyle L. Hanson(1)       |     | Former Executive Vice President, General Counsel, and Company Secretary                 |
| Ronald Janish           |     | Executive Vice President, Global Operations & Supply Chain Chief Transformation Officer |
| Roberto Khoury          |     | Executive Vice President and President, Consumer Self-Care International                |
| Grainne Quinn(2)        |     | Former Executive Vice President, Chief Medical Officer                                  |
| Triona Schmelter        |     | Executive Vice President and President, Consumer Self-Care Americas                     |

1) Ms. Hanson ceased to be an executive officer on May 30, 2024 and remained in an advisory capacity through September 15, 2024 2) Ms. Quinn left the company on July 31, 2024. This Compensation Discussion and Analysis provides information about our executive compensation program, factors that were considered in making compensation decisions for our NEOs, and details on our programs designed to drive Perrigo’s performance into the future. 2 024 Say-on-Pay Voting Results At our 2024 AGM, our shareholders approved our executive compensation, with over 97% of the votes cast voting in favor of the say-on-pay proposal. We believe this favorable result indicates strong support for our executive compensation

#### 24PERRIGO•2025 PROXY STATEMENT
Executive Compensation programs that reflect evolving best practices and linkage of pay-for-performance. The TCC and our management are committed to continued engagement with shareholders to ensure that compensation programs remain aligned with shareholders' interests. In 2024, we reached out to our top 25 investors representing 64.3% of shares outstanding. Company participants for these meetings included members from investor relations, legal, HR, sustainability & ESG, and finance. We also reached out to two top proxy advisors to discuss their perspectives on best practices for executive compensation programs. During these calls we received candid feedback from our shareholders and took the opportunity to have a robust discussion on our executive compensation program. In our conversations, we heard several themes including positive reactions to our detailed LTI PSU goal disclosure and changes to our PSU OI design for the 2024-2026 performance period. Additional topics were discussed including, but not limited to, our consumer self-care strategy, business operations and long-term outlook, corporate governance and sustainability initiatives