Company: PRMB
Filing Date: 2025-03-07
Form Type: 424B3
Source: 0001193125-25-049851
Chunk: 49

Company: Primo Brands Corp
Filing Date: 2025-03-07
Form: 424B3
Chunk 49
---
 “threshold” level; however, if the actual results for the Bonus-AdjustedEBITDA metric are below the “threshold” level, the applicable NEOs would not have been entitled to any performance bonuses. For 2024, our named executive officers who were legacy Primo Water employees could earn a performance bonus of up to a maximum level of 200% of the target bonus amount based on achievement of goals at the “outperform” level. The target bonus award for 2024 for Mr. Rietbroek was 120% of annual base salary and for each of Mr. Hass and Ms. Poe was 75% of annual base salary. The following chart sets forth the threshold, target and outperform performance targets established by the compensation committee of Primo Water in December 2023 for the 2024 corporate bonus pool in which each of our named executive officers other than Mr. Austin and Ms. Kim participated. Primo Water 2024 Performance Bonus Program Targets applicable to named executive officers ($ in millions)

|              |     | Corporate Pool     
 (enterprise level) 
 Bonus-Adjusted     
 EBITDA             
 50%                |       |     | Bonus-Adjusted 
 Operating Free 
 Cash Flow      
 25%            |       |     | Bonus-Adjusted 
 Revenue        
 25%            |         |
|:-------------|:----|:-------------------|------:|:----|:---------------|------:|:----|:---------------|--------:|
| “Threshold”  |     | $                  | 375.0 |     | $              | 144.5 |     | $              | 1,779.0 |
| “Target”     |     | $                  | 412.9 |     | $              | 170.0 |     | $              | 1,872.6 |
| “Outperform” |     | $                  | 474.8 |     | $              | 195.5 |     | $              | 2,003.7 |
| Actual       |     | $                  | 435.6 |     | $              | 201.6 |     | $              | 1,894.8 |

These metrics are interpolated on a straight-linebasis between the “threshold,” “target” and “outperform” performance levels, resulting in a payout percentage for each metric. The relative weighting for each metric as set forth in the chart below is applied to the payout percentages, and the results are aggregated,