Company: PBH
Filing Date: 2025-06-27
Form Type: DEF 14A
Source: 0001295947-25-000021
Chunk: 43

Company: Prestige Consumer Healthcare Inc.
Filing Date: 2025-06-27
Form: DEF 14A
Chunk 43
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 and Talent Management Committee approved a “Rule of 62” policy for long-term equity awards granted in 2019 and beyond. Pursuant to the “Rule of 62,” if an employee retires from the Company with at least five years of service and a total of age and years of service at retirement equal to or greater than 62, then his or her outstanding awards will vest, based on actual company performance at the end of the 3-year performance period in the case of performance units, and in each case prorated based upon the employee’s length of employment during the vesting or performance period, as applicable. In each case the employee must give at least six months’ notice prior to retirement.

| 54 |     | 2025 Proxy Statement | Prestige Consumer Healthcare Inc. |

Executive Compensation

Severance and Change in Control Provisions. All unvested equity awards that are assumed in connection with a change of control vest only after both the change in control event and the employee’s subsequent termination. In the case of awards that are not assumed in connection with the change in control, such unvested equity awards will vest on the change in control. For additional information regarding severance and change-in-control payments that the Company may be obligated to pay to a named executive officer in the future due to the termination of his employment pursuant to the Company’s Executive Severance Plan, please see the sections titled “Executive Compensation and Other Matters — Potential Payments Upon Termination or Change in Control,” “Executive Compensation and Other Matters — Employment Agreements” and “Executive Compensation and Other Matters — Additional Vesting Provisions” contained elsewhere in this Proxy Statement. Deferral Option. Senior executives may elect to defer settlement of shares until a date set by the executive prior to the LTIP award grant. Equity awards will continue to vest pursuant to the terms of the award agreements but the Company will defer issuing shares until the date set by the executive. Vested but unissued shares will count toward the executive’s stock ownership requirements. May 2022 Performance Stock Unit Award Payout The May 2022 performance stock unit grant resulted in a payout of 80.5% for the three-year performance period FY 2023-2025 as set out below:

|                        | Weighting |     | Threshold | Target | Maximum | PerformanceMultiplier |
|                        |           |     |           |        |         | 80.5%                 |
| 3-YearCumulative Sales |           |     |           |        |         |