Company: CELH
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001193125-25-080192
Chunk: 50

Company: Celsius Holdings, Inc.
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 50
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 Organizational and individual performance goals; and |

| • |     | A range of performance objectives (threshold, target, and maximum) for each performance measure. |

| 2025 PROXY STATEMENT |     | 37 |

COMPENSATION DISCUSSION AND ANALYSIS

| ❖ | NEO Incentive Opportunities |

The target annual cash incentive for each of our NEOs is set forth below, as a percent of base salary, as well as the proportion of their annual cash incentives that will be based on the achievement of financial goals and individual goals.

| NEO        |     | Target (% ofBase Salary) |     | Financial GoalWeighting |     | Indiv. GoalWeighting |
| Fieldly    |     | 110%                     |     | 75%                     |     | 25%                  |
| Langhans   |     | 50%                      |     | 75%                     |     | 25%                  |
| Guilfoyle  |     | 45%                      |     | 75%                     |     | 25%                  |
| Storey     |     | 30%                      |     | 75%                     |     | 25%                  |
| Mattessich |     | 30%                      |     | 75%                     |     | 25%                  |

| ❖ | Financial Performance Targets |

Financial performance targets make up 75% of the potential annual incentive opportunity for our executive officers. Performance targets and goals are meant to focus the eligible NEOs on the key elements of our strategic and annual financial plan and are based on the Board-approved annual financial plan for the Company. We select financial metrics that broadly measure Company performance and are tied to stockholder value, so as not to encourage undue risk taking. Each performance goal is given a threshold, target, and stretch performance level. Payout is based on year-endactual performance measured against target performance, and weighting of each performance metric. Performance above stretch is capped at a maximum award of 150% of target. If actual performance is between any two points, payouts are determined using straight-line interpolation. If performance falls below 80% of our target, there will be no payout for that metric.

| Target % Achieved |     | Payout % |
| > 116%            |     | 150%     |
| 100%              |     | 100%     |
| 80%               |     | 50%      |
| < 80%