Company: PBH
Filing Date: 2025-06-27
Form Type: DEF 14A
Source: 0001295947-25-000021
Chunk: 31

Company: Prestige Consumer Healthcare Inc.
Filing Date: 2025-06-27
Form: DEF 14A
Chunk 31
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 of Our Compensation Program

| BaseSalary                                           |     | Annual CashIncentive Awards                                                                       |     | Long-termEquity Awards                                                                            |
| •Attract, Retain & Motivate•Maintain Good Governance |     | •Attract, Retain & Motivate•Support CompanyObjectives•Reinforce Strategy•Maintain Good Governance |     | •Attract, Retain & Motivate•Support CompanyObjectives•Reinforce Strategy•Maintain Good Governance |

Structure of Program PERFORMANCE Our executive compensation includes a significant amount of performance-based, or at-risk, compensation. We consider compensation to be performance-based or at-risk if payment is subject to achievement of performance targets or the value received is dependent on our stock price. The Compensation and Talent Management Committee believes that the use of performance-based or at-risk compensation allows the Company to tailor the compensation paid to our executive officers to the Company’s performance and maintain a compensation system that significantly affects executive compensation in the event the Company does not meet the pre- determined performance goals. Furthermore, utilizing threshold performance targets puts the performance units entirely at risk, which means that in the event the Company does not meet the threshold performance goals, the performance units would not be paid to the executive officers. Performance stock units are earned only if the Company achieves the pre- established three- year performance goals. Performance Stock Units and Restricted Stock Units are weighted as follows:

| Long-term Incentive (LTI) Vehicle    | Target LTI NEOsOther Than CEO | Target LTIValue CEO |
| Performance Stock Units              | 60%                           | 75%                 |
| Service-based Restricted Stock Units | 40%                           | 25%                 |

| Prestige Consumer Healthcare Inc. | 2025 Proxy Statement |     | 43 |

Executive Compensation

The charts below show the percentage of pay tied to financial or stock performance of 84% and 72% of the total compensation for 2025 of our CEO and other named executive officers, respectively. CEO

AVERAGE OTHER NEOs

ALIGNMENT By motivating and incentivizing our executive officers with regard to the Company’s short- and long-term goals, the Compensation and Talent Management Committee believes that the interests of the executive officers and the Company’s stockholders are properly aligned. Key Changes within the Compensation Program Ms. Sacco was promoted to Chief Financial Officer and Chief Operating Officer in January 2025. Upon her promotion she received an immediate increase in base salary to $700,000, an increase in target bonus to