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Exhibit 10.17

EMPLOYMENT AGREEMENT

BETWEEN:

(I) COTY  MANAGEMENT  B.V.,  a  private  limited  liability  company incorporated under the laws of the Netherlands, having its registered seat in Amsterdam, the Netherlands, and its office address  at  Schiphol  Boulevard 393, Toren B, 1118 BJ Schiphol, the Netherlands, hereinafter: the Company; and

(2)GORDON VON BRETTEN, born on XXX, of XXXX, hereinafter: the Director;

The Company and the Director together referred to as the Parties and each of them individually as the Party.

WHEREAS:

(a)The Company wishes to engage the Director to act as Chief Transformation Officer;

(b)the Director will be appointed as a managing director (statutair directeur) of the Company by a written resolution of the general meeting of shareholders of the Company dated 3 June 2020 with effect from I July 2020; and

(c)the Parties have reached agreement on all the terms and conditions applicable  to the related employment relationship and they wish to record them in writing in this agreement (the Agreement),

IT HAS BEEN AGREED AS FOLLOWS:

1.COMMENCEMENT AND TERM OF SERVICE

1.1 The Director's employment by the Company hereunder shall be for  an indefinite period, which shall commence on 3 June 2020, (the Commencement Date) and shall continue until terminated in accordance with this Agreement. The period commencing as of the Commencement Date and ending on the date on which the Director's employment terminates is hereinafter referred to as the Employment Term.

2.DUTIES AND POWERS

2.1  From 3 June 2020 and during the remainder of the Employment Term, the Director shall serve as Chief Transformation Officer of Coty Inc. (the Parent) and in such positions with the Parent, the Company or any other business entity, directly or indirectly, controlled by or under common control with the Parent (each, a Group Company and together the Group)

2.2  The Director will report to the Chairman and Chief Executive  Officer  of Parent. In such capacities, the Director shall carry out such duties appropriate to his

status and exercise such powers in relation to any applicable  Group Company  and each of their respective businesses as may from time to time  be assigned  to or vested in him by the Company or Parent. Such positions and tasks shall be governed by the terms and conditions contained in this Agreement and shall not entitle the Director to any further remuneration. Should the relevant Group Companies nevertheless pay compensation to the Director in connection  with such  positions or  tasks (other than for the reimbursement of costs), the Director shall pay such amounts to the Company.

2.3 The Director shall perform his duties and responsibilities as Chief Transformation Officer based in the Coty office in Amsterdam, and shall travel as required by the Group's business to other Group Company offices as  and  on  such basis as the Parties shall mutually agree, provided,  however, that the Director  shall  not perform services from the United States or any other jurisdiction unless and  until all necessary visas, work permits or other documentation to permit him lawfully to provide such services in such jurisdictions have been obtained.

2.4 The Company may also require the Director to work on  a temporary  basis from any Group Company location and travel to such location as may be required for the performance of his duties. The Director will be required to keep a complete and accurate record of the time spent performing his duties under this Agreement, the nature of those duties, and the location from where such duties were performed.

2.5 The Director shall devote his best efforts to the performance of his duties hereunder and shall not engage in any other business, profession or occupation for compensation or otherwise; provided, that subject to clause 12 hereof, nothing herein shall be deemed to preclude the Director from  engaging  in  personal, charitable or civic activities, provided that these do not violate any of the covenants contained in  this Agreement and as long as such activities, either individually or in the aggregate , do not interfere with the performance of his duties hereunder.

2.6 Regular working hours are from Monday to Friday, 40 hours a week. The Director is expected to work additional hours as part of his duties under  this Agreement for which no additional remuneration will be paid.

3. SALARY AND HOLIDAY ALLOWANCE

3. 1 The Director shall  receive  a  base salary  of  US  Dollar  1,400,000  gross (the Base Salary) payable in Euros (EUR), converted at an exchange rate equal to the average of the daily US$:EUR spot exchange rates published by the Dutch Central Bank (De Nederlandsche Bank) on each business day beginning thirty (30) days prior to the applicable payment date and ending as of the business day immediately prior to such payment date.

3.2 The Base Salary is based on a full time (100%) employment, at the time of concluding the Agreement and is deemed to include a holiday allowance of 8%. The Base Salary shall be payable in twelve equal installments, in arrears, less the holiday allowance around the 25th of the month or ultimately by the end of the month, by payment into a bank account to be specified by the Director.

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3.3 The year for the calculation of the holiday allowance runs from 1 June  up to and including 31 May of the current year. The 8% holiday allowance is paid out annually together with the salary for May. Employees who have been with  the company for part of that period only shall receive holiday allowance on a pro rata temporize basis. Holiday allowance shall also be calculated in line with any salary adjustments made during the aforesaid period and this as of the effective date of the salary adjustment.

3.4  The Base Salary shall be inclusive of any sums receivable (and shall abate by any sums received) by the Director as director's fees from any Group Company or otherwise arising from any office held by the Director by virtue of his employment under this Agreement. The Director’s Base Salary shall  be subject to periodic  review by the Board, not less frequently than annually, for possible increase and any such increased rate will thereafter be the Base Salary for all purposes of this Agreement. Under no circumstances may the Base Salary be decreased during the Employment Term without the consent of the Director.

3.5  The Director shall not accept any monies or other remuneration or gifts from third parties in connection with his activities for the Company and/or its Group Companies. Should the Director nevertheless receive such monies, remuneration or gifts, he will report this to the Board.

4. ANNUAL AWARDS OF RESTRICTED STOCK

4.1 Subject to the terms of the Coty Inc. Equity and Long-Term Incentive  Plan as in effect on the date hereof and as may be amended from  time to time (the Plan) and  in accordance with the terms and conditions of the restricted  stock  award  agreement to be provided to the Director in connection with each grant (the Restricted Stock Agreement), the Director will be eligible to receive, at the election of Director, either (a) annual grants of shares of Class A Common Stock ("Restricted Stock") each year, with a value of US$2,900,000 (two million nine thousand U.S. dollars) per grant calculated as being a number of units of Restricted Stock equal to this amount divided by the closing stock price at the Grant Date, or (b) annual grants of restricted cash awards ("Restricted Cash") with a value of US$2,900,000. The shares of Restricted Stock or units of Restricted Cash, as applicable, will vest as follows subject to the Director's continued employment with the Company or any Group Company through the applicable vesting date:

•First Anniversary of the Grant Date : 33.33% of the shares  of  Restricted  Stock or units of Restricted Cash, as applicable, vest
•Second Anniversary of the Grant Date: 33.33% of the shares of Restricted Stock or units of Restricted Cash, as applicable, vest
•Third Anniversary of the Grant Date : 33.34% of the shares  of  Restricted Stock or units of Restricted Cash, as applicable, vest.

4.2 New Hire Award. The first award of 643,016 shares of Restricted Stock shall be granted to the Director on 5 June 2020, subject to the vesting schedule described in Section 4.1 above. Thereafter, each award of Restricted Stock or Restricted Cash, as

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applicable, will be made at the same time as the annual awards are made to other participants in the Plan, the first following award being in 2021.

5. CLAW BACK

All compensation and benefits hereunder shall be subject to reduction, cancellation, forfeiture or recoupment to the extent necessary to comply with ( i) any clawback, forfeiture or other similar policy adopted by the Board or a duly authorized committee of the Board, as in effect from time to time, and (ii) applicable law. In addition, if the Director receives any amount in excess of the amount that the Director should have otherwise received under the terms of this Agreement or any compensation or benefit plans of the Group for any reason (including, without limitation, by reason of a financial restatement, mistake in calculations or other administrative error), the Board or a duly authorized committee of the Board may provide that the Director shall be required to repay any such excess amount.

6. SUPPLEMENTARY INSURANCE COVER

6.1 The  Company   has  taken  out  group  disablement   benefit  shortfall insurances cover for its employees (WGA-hiaatverzekering  and WIA-exedentverzekering) in which the Director will participate. Further detailed information regarding these insurances is included in the Insurance appendix.

7. PENSION

The Director will participate in the collective pension scheme of the Company. The pension regulations are included  in  the  Pension  appendix  to  be  provided  to  the Director separately.

8. BUSINESS EXPENSES

8.1 Reasonable business expenses incurred by the Director in the performance of his job under this Agreement shall, upon submission of written evidence of such expenses in accordance with the Company's expense and travel policies, be paid or reimbursed by the Company to the Director.

9. COMMUTING EXPENSES

The Director is entitled to reimbursement in accordance with the Parent's travel and expense policy (as in effect from time to time) for commuting expenses incurred between his residences in Potsdam, Germany, and Mallorca, Spain, and the Company's headquarters in Amsterdam, the Netherlands (including lodging expenses in Amsterdam, the Netherlands).

10. HOLIDAYS

10.1 The Director is entitled to 30 days of paid leave in each holiday year (based on full time). In case of a full time employment contract, 20 of these days of paid  leave are statutory holidays; the others are holidays in excess of the statutory entitlement.

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10.2  The holiday year runs from I January to 31 December of each calendar year.

10.3  Holiday dates are determined  by the Company  on the basis of a  proposal  by  the Director.

10.4  The statutory holiday entitlement accrued in a calendar year will  lapse  six months after the end of the calendar year. The extra statutory holiday entitlement accrued in a calendar year will lapse five years after the end of the calendar year.

10.5  Where the Director is  not employed  for the whole holiday  year, the  Director will be entitled to I/12th of the above number of holiday days for each full month of employment.

10.6  During the period that the Director is unable to perform  work  because  of  illness, Director will accrue statutory holiday entitlement. From one month of illness the Director will not accrue extra statutory holiday entitlement.

10.7  Holiday days normally have to be taken in  the  holiday  year  to which  they relate.

10.8  Employer can appoint a maximum of 2 days per calendar year as mandatory vacation days without consulting the Director.

11. ILLNESS OR DISABLEMENT

11.1 If the Director is unfit for work, he must inform the Company accordingly without delay on the first day of Director's incapacity for work. When reporting sick, the Director shall also provide the Company with the information that the employer requires to determine whether it must continue to pay the Director's wages.

11.2 Further detailed information and rules regarding illness are included in the Employee Handbook.

12. GENERAL RESTRICTIONS

12.1 In the event that the Director is ordered to refrain from active duty and upon termination of this Agreement - irrespective of the manner in which  and  the reasons for which the employment is terminated - the Director shall at the Company's first request to that effect surrender to the Company all property of the Company in his possession as well as all documents which in any way relate to the Company and/or Group Companies and/or its customers and other business relations, all this in the broadest sense, as well as all copies of such documents and property.

12.2 The Director shall not perform any paid or unpaid side activities (including consultancy work and board positions) without the prior written approval  of  the Board, which approval will not unreasonably be withheld. The Director confirms that he has no such positions at the Commencement Date.

12.3  During his employment hereunder, the Director shall not be permitted to be involved in or to have or take in any way, whether directly or indirectly, any interest

in companies pursuing activities in competition with or similar to the activities of the Company or its Group Companies, unless the shares are traded on a recognized stock exchange, in which case an exemption applies up to 5%. The Director shall immediately disclose to the Board any interests he holds in companies pursuing activities that are related to the activities of the Company or any Group Companies or companies that are suppliers, licensors, licensees, principals or  buyers  of  the Company and/or any Group Companies unless the shares are traded on a recognized stock exchange. The Director confirms that he has no such interest at the Commencement Date.

12.4 The Director shall comply with every rule of law and every regulation of the Company and/or the Group in force from time to time relating to dealings in shares or other securities.

12.5 The Director acknowledges that the salary referred to in clause 3.1 includes reasonable compensation for the fact that he is bound by the general restrictions as set out in this clause 12.

13.  REMEDIES

13.1 In deviation of article 7:650 paragraphs 3, 4 and 5 DCC, the Director shall forfeit to the Company for each breach of any of the provisions of clauses 3.5, 12, hereof and/or the covenants agreed in the Confidentiality, non-competition and non­ solicitation agreement (RCA) attached as Annex 1 to this Agreement and/or the Code of Conduct, immediately, without prior notice or any judicial intervention being required, a penalty of EUR 50,000 per breach plus EUR 500 for each day that such breach continues, without prejudice to:

(a)the Company's right to claim compensation for the actual damage suffered  by  it or its Group Companies through such breach instead; and

(b)any other relief to which the Company or its Group Companies  may  be entitled.

13.2 Payment of the penalty provided for in this clause does not relieve the Director from his obligations under the provisions violated.

14. TERMINATION

14.1 This Agreement may be terminated (prematurely) by either Party as from the last day of any calendar month by written notice to the other Party; the Director observing a notice period of 3 months and the Company  observing a notice  period  of 6 months.

14.2 At any time during the notice period (whether  notice is given  by the Director or the Company) and until the termination of this Agreement, the Company shall be entitled at its absolute discretion to require the Director:
(a) not to carry out (part of) his duties;

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(b) not to attend his place of work;

(c) to work from home and/or to carry out special projects.

provided that this shall not affect the Director' s entitlement to receive salary during the notice period (Garden Leave ).

14.3 The employment will in any case terminate on the day on which the Director reaches the pensionable age under the State Pension Act (Algemene Ouderdomswet ) or, if different, the pensionable age under the Company's pension plan.

14.4   The Company will at all times be entitled to announce to  employees, customers or clients of the Company that the Director's employment will terminate or has terminated within the meaning of this clause 4.

14.5 Upon termination of this Agreement, the Director shall resign from any positions he holds within the Company or its Group Companies.

15. 30% - RULING

15.1 Subject to paragraph 15.2 below, if and to the extent the Director is eligible to receive an exempt compensation for extraterritorial costs on the basis  of article  10ea of the Uitvoeringsbesluit loonbelasting 1965 (the Resolution) and, on joint request of the Company and the Director, the tax authorities have confirmed  such  entitlement (the 30% Ruling), then:

(a)if and to the extent the 30% Ruling applies to the compensation due by the Company to the Director under this agreement before application of this section 15 (the Total Compensation ), such compensation is reduced to such amount (the Taxable Wage) that an amount equal to 100/70 of the Taxable Wage is equal to the Total Compensation;

(b)the Company pays to the Director a tax-exempt compensation for extraterritorial costs equal to 30/70 of the Taxable Wage (the Exempt Compensation) at the same moments and in the same manner as payment  of the Taxable Wage; and

(c)Parties will, if and to the extent requi red , amend this agreement so that all provisions are fully in accordance/compliance with the 30% Ruling.

15.2 The Director is aware that an amendment of the agreed compensation in accordance with clause 15.1 can have an impact on any other arrangements relating to the amount of taxable wages, such as pensions and social security payments.

16. EMPLOYEE HANDBOOK/POLICIES/CODES OF CONDUCT

16.1 Unless provided expressly to the contrary in this Agreement, the following  rules and regulations as applicable from time to time, form an integral part of this Agreement.Page 7

▪Employee Handbook
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•Code of Conduct

•RCA attached as Annex 1

•Mobility Policy

•Social Media Policy

•GDPR

•Travel & Expenses Policy

•Insurance appendix

•Pension appendix

16.2 By signing the Agreement, the Director acknowledges the receipt of a copy of these rules or having been given online access to them and his agreement thereto.

17. NO COLLECTIVE LABOUR AGREEMENT

17.1 No collective labour agreement covering employees of the Company is applicable to this Agreement.

18.   FINAL PROVISIONS

18.1 The Director represents and warrants to the Company that he will  not  by reason of entering into this Agreement, or by performing any duties under  this  Agreement, be in breach of any terms of employment with a third party whether express or implied, or of any other obligation binding on him.

18.2 This Agreement and any obligation arising out of or in connection therewith shall be governed by and construed in accordance with the laws of the Nether lands.

18.3 All amounts payable on the basis of this Agreement  are gross amounts  and  will be paid less the usual deductions under the applicable tax and social security laws to be withheld by Dutch employers in the Netherlands, unless it follows from tax and social security laws that the payment can be made tax-free.

18.4 The Company reserves the right to unilaterally amend the provisions of this Agreement from time to time in accordance with article 7:613 DCC.

18.5 In the event that any of the provisions contained in this Agreement  were to be or become invalid or unenforceable for any reasons whatsoever , such invalidity or unenforceability shall not affect the validity or enforceability of the remaining provisions. Subject to clause 18.4 of this Agreement, such invalid or unenforceable provision shall be replaced by a new provision, bearing in mind the wording and purpose of the invalid or unenforceable provision as far as possible.

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18.6 Modifications and/or amendments to this Agreement shall only be valid  if made and confirmed in writing by the Company to the Director.

18.7 The foregoing constitutes the entire employment agreement  between  the Parties and supersedes all employment agreements and/or verbal arrangements previously made and given by and between the Director and the (bodies of the) Company and/or its Group Companies.

[SIGNATURE PAGE TO FOLLOW]

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18.8   In witness whereof this Agreement was executed in duplicate and signed by the Parties .

COTY MANAGEMENT B.V. GORDON VON BRETTEN

               Date: June 3, 2020
        Represented by: Jaap Bruinsma   
         Date: June 3, 2020

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ANNEX 1

CONFIDENTIALITY, NON-COMPETITION AND NON-SOLICITATION AGREEMENT (RCA)Document

COTY

Versiox. October 12, 2016

Employment contract between the undersigned:
HFC Prestige International Operations Switzerland sari 
Chemin de la Papeterie 1 
1290 Versoix 
Switzerland 
(Hereinafter referred to as "Employer or Company")

And 
Anne Jaeckin 
11, rue Beyle Stendhal 
38000 Grenoble 
France 
(Hereinafter referred to as "Employee")

It is hereby agreed between the undersigned the following:
1.TERMS OF EMPLOYMENT
Position 
The Employee shall be employed full-time (100%) by HFC Prestige International Operations Switzerland sari as Vice President Human Resources, Supply Chain, reporting to Mario Reis, Chief Supply Chain Officer and dotted line to Sebastien Froidefond, the chief Human Resources Officer. You will be a member of the Human Resources leadership team. 
The Employer reserves the right to assign to the Employee other appropriate functions consistent with the Employee's previous experience but maintaining his then applicable remuneration. The change will however require the Employee's acceptance of the new functions.
Entry date and duration 
We anticipate that your employment will start on January 1, 2017. Your actual start date will be the 'Effective Date'. 
The present employment agreement is subject to the condition of obtaining a valid work permit from the competent authorities.
Trial period 
The initial three months of employment are considered as trial period during which either party may terminate the employment by giving seven days prior written notice.

2.REMUNERATION & BENEFITS
Salary 
The Employee's annual gross salary will be of CHF 265'000.-. It will be directly paid by the Company in 13 equal installments - 12 monthly payments plus one additional payment in December; for services of less than a complete calendar year the thirteenth payment will be made on a pro rata basis. 
Your next salary review will occur at the next normal cycle as defined by the Company, which generally occurs in the month of October, starting October 2017.
Bonus and special payments 
In addition to the annual base salary, the Employee shall participate in the Coty Inc. Annual Performance Plan with an annual target award of 35% of the annual gross base salary. Please refer to the APP brochure for more details. Your participation is subject to the terms of the APP.
Long Term Incentive Plan 
You will be eligible to participate in the Coty Inc. Equity & Long Term Incentive Plan ("EL TIP"). More details will be made available to recipients of EL TIP. All Equity grants are subject to discretionary review and approval of Caty's Board of Directors and annual performance, and are contingent upon the acceptance of the Non­Competition Agreement.
Sign-on Bonus 
Coty will pay you, in the first 90 days of your employment, a sign on Bonus of the equivalent in CHF of USD 115'000.- gross with a claw-back of 2 years in full, which means that if you resign in the first 2 years of your starting date, you will have to reimburse the total amount. This payment is conditional to you providing documentary evidences of your amount L TIP entitlement.
Company Car 
You will be provided with the use of a company car or car allowance in accordance with the Company policies.
3.CONFIDENTIALITY AND OTHER CLAUSES
The Employee undertakes to keep strictly confidential any and all information relating to the business of the employer including but not limited to trade secrets (names of clients, amounts invoiced, nature of their orders, etc.), business secrets (dates of launches, product formulations, types of packaging, business plans, budgets, marketing campaigns, corporate developments and actions etc. ) and more generally any other matters of confidential nature which must not be disclosed to third parties. 
This clause shall be binding during the full term of the employment and during a period of five years after the end of employment.
Non -Competition 

As set forth in the Non-Competition and Confidentiality Agreement, you covenant and agree that, during the term of your employment with the Company and for twelve (12) months after the termination thereof, regardless of the reason for the employment termination, you will not, directly or indirectly, anywhere in the Territory (as defined in the Non-Competition Agreement), on behalf of any Competitive Business (as defined in the Non-Competition Agreement) perform the same or substantially the same job duties.
Non -Solicitation 
As set forth in the Non-Competition Agreement, you covenant and agree that during the term of your employment with the Company and for twelve (12) months after the termination thereof, regardless of the reason for the employment termination, you will not, directly or indirectly, on your own behalf or on behalf of or in conjunction with any person or legal entity, recruit, solicit or induce, or attempt to recruit, solicit or induce, any non-clerical employee of the Company with whom you had personal contact or supervised while performing your job duties, to terminate their employment relationship with the Company. 
In case of breach of the present article, the Employee shall pay to the Company a penalty in the amount of six month of his/her gross salary. Payment of the penalty shall not discharge the Employee from complying with his undertakings pursuant to this clause. 
In addition to the payment of the penalty and any further damages the Company may have incurred as a result of the breach, the Company shall have the right to request that the Employee ceases and desists from any prohibited activities and to apply to the courts for injunctive relief.
4.TERMINATION OF EMPLOYMENT
Either party may terminate by a 6-month written notice, except during the Trial Period.
The termination notice shall be in writing to be effective either for the employer or the employee.
The agreement may further be terminated for cause in accordance with the provisions of the Swiss Code of Obligations.
5.APPLICABLE LAW
This employment contract is governed by, construed and enforced in accordance with the laws of Switzerland.
The Coty Employment Handbook Switzerland is an integral part of the employment agreement.
In the event of discrepancies between the employment agreement and the Coty Employee Handbook, the provisions of the employment agreement shall prevail.
Any dispute arising out of or in connection with this employment contract shall be submitted to the competent courts of the canton of Geneva, Switzerland. 

For HFC Prestige International Operations Switzerland sarl
/s/ Mario Reis      /s/ Maryline Hirt Tissot
Chief Supply Chain Officer    Lead HR Director Switzerland
Read and Approved:
Signature: /s/ Anne Jaeckin   Date: 17/10/2016
     Anne Jaeckin

COTY
        Petit-Lancy, May 18, 2020

Working Contract addendum between the undersigned:
HFC Prestige International Operations Switzerland sari 
Chemin Louis-Hubert 1-3
1213 Petit-Lancy
Switzerland 
(Hereinafter referred to as "employer or company")

And 
Anne Jaeckin 
In-House
(Hereinafter referred to as "Employee")

Dear Anne,
Further to your appointment as Senior Vice President HR Global Function on March 1, 2020, we are pleased to highlight your new contractual conditions:
Salary
The Employee’s annual gross salary will be CHF 350,000.  It will be directly paid by the Company in 12 equal instalments.
Effective Date 
All changes as per this contract addendum are retroactively effective since March 1, 2020. 
Miscellaneous
The other conditions of your employment contract remain unchanged. 
We are looking forward to continue working with you and wish you much success in your new role.

Kind regards,
/s/ Salvina Occhipinti      /s/ Pauline Cormier
Salvina Occhipinti      Pauline Cormier
Head of HR Switzerland     Senior Payroll Manager & HR Analyst

Read and Approved:
Signature: /s/ Anne Jaeckin

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