Company: PRGO
Filing Date: 2025-03-21
Form Type: DEF 14A
Source: 0000950170-25-042897
Chunk: 32

Company: PERRIGO Co plc
Filing Date: 2025-03-21
Form: DEF 14A
Chunk 32
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ell Personal Care Company |     | Hain Celestial Group, Inc.Haleon plcHelen of Troy Ltd.Herbalife Nutrition Ltd.Kenvue Inc.McCormick & Co. Inc |     | Nu Skin Enterprises, Inc.Post Holdings, Inc.Prestige Consumer Healthcare, Inc.Reckitt Benckiser Group plcSpectrum Brands Holdings, IncTreeHouse Foods, Inc. |

We routinely evaluate our peers based on business "fit" and similarly situated revenues and market cap. The decision was made in Q3 2024 that our Peer Group continued to be appropriate for 2025 executive compensation decisions. Having completed a thorough review of the Peer Group in late 2023 and making appropriate changes at that time, which aligned Perrigo with several Self Care Companies of similar scale (e.g. Haleon, Kenvue), we decided not to change the Peer Group for 2025 executive compensation decisions. The TCC considers the 50th percentile of market data to be a salient indication of what is competitive in the market. However, the TCC does not focus exclusively on market benchmarking data when making compensation decisions for the NEOs. Instead, market data is one of many contributing factors and reference points that the TCC uses when determining appropriate compensation levels for each element of our program (salary, annual and long-term incentives) and for the combined sum of these elements (total direct compensation). In addition to market comparison data, the TCC also considers an individual’s competencies, experience and overall performance against measurable objectives; Company, segment and divisional financial and strategic performance; and the aggregate return on investment of executive rewards to Perrigo. Consideration of market comparison data in setting compensation levels is ultimately intended to ensure that our compensation practices are competitive in terms of attracting, motivating, rewarding and retaining executive leaders who can, and do, drive Perrigo’s long-term performance.

#### 28PERRIGO•2025 PROXY STATEMENT
Executive Compensation 2024 Executive Compensation Program in Detail Base Salaries

| Name                    |     | FY2023 Base Salary |     | FY2024 Base Salary |
| Patrick Lockwood-Taylor |     |         $1,200,000 |     |         $1,200,000 |
| Eduardo Bezerra         |     |           $728,000 |     |           $764,400 |
| Kyle L. Hanson          |     |           $624,000 |     |           $624,000 |
| Ronald Janish(1)