Company: PRGO
Filing Date: 2025-03-10
Form Type: PRE 14A
Source: 0000950170-25-035751
Chunk: 66

Company: PERRIGO Co plc
Filing Date: 2025-03-10
Form: PRE 14A
Chunk 66
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 in 2022 using target total cash compensation (base salary plus target bonus) for all individuals, excluding the CEO, who were employed by us on December 31, 2022. We believe target total cash compensation is an appropriate consistently applied compensation measure by which to identify our median paid employee. We excluded 410 individuals in the following jurisdictions because they represent less than 5% of our total employee population: India, China, Hungary, Czech Republic, Turkey, Ukraine, Slovakia, Serbia, Romania, Bulgaria, and Latvia. We included all other employees, whether employed on a full-time or part-time basis, or seasonally. We did not make any assumptions, and we did not make any adjustments. We calculated total compensation for our median employee using the same methodology we use for our named executive officers as set forth in the 2024 Summary Compensation Table in this proxy statement. The total compensation of the median-paid employee, excluding the CEO, was $83,689 for 2024. The targeted annualized compensation for our current CEO was $7,794,829 for 2024. Therefore, the ratio of CEO pay to median employee pay was 93:1. This information involves reasonable estimates based on employee payroll records and other relevant company information. In addition, SEC rules for identifying the median employee and determining the CEO pay ratio permit companies to employ a wide range of methodologies, estimates and assumptions. As a result, the CEO pay ratios reported by other companies, which may have employed other permitted methodologies or assumptions, and which may have a significantly different work force structure from ours, are likely not comparable to our CEO pay ratio.

#### PERRIGO•2025 PROXY STATEMENT58
| Pay versus Performance |

Pay versu s Performance Pay Versus Performance Disclosure Provided below is the Company’s “pay versus performance” disclosure as required pursuant to Item 402(v) of Regulation S-K promulgated under the Exchange Act. As required by Item 402(v), we have included: • A list of the most important measures that our TCC used in 2023 to link a measure of pay calculated in accordance with Item 402(v) (referred to as “compensation actually paid,” or “CAP”) to Company performance; • A table that compares the total compensation of our NEOs as presented in the Summary Compensation Table (“SCT”) to CAP and that compares CAP to specified performance measures; and • Graphs that describe: o the relationship between our total shareholder return (“TSR”) and the TSR of