Newell Brands Inc. has approved new compensation terms for its executive officers for 2026. The company’s Compensation and Human Capital Committee has established a 2026 Long-Term Incentive Plan (LTIP), which provides annual awards in the form of performance-based and time-based restricted stock units. The LTIP awards for named executive officers will be split evenly between performance-based and time-based units, with vesting schedules dependent on continued employment and achievement of specific performance measures. Additionally, the company has set performance criteria for its 2026 Bonus Program. Bonuses for most named executive officers will be based on corporate metrics such as adjusted operating cash flow, adjusted earnings per share, core sales, and productivity savings. For one executive, Kristine K. Malkoski, the bonus will be tied 30% to corporate metrics and 70% to business segment performance. Bonus payouts will range from 0% to 200% of a target payout percentage, depending on the achievement of performance goals and subject to further adjustment based on individual performance and other relevant factors. To receive bonuses, executives must generally remain employed through the payment date.

Disclaimer: This news brief was created by Public Technologies (PUBT) using generative artificial intelligence. While PUBT strives to provide accurate and timely information, this AI-generated content is for informational purposes only and should not be interpreted as financial, investment, or legal advice. Newell Brands Inc. published the original content used to generate this news brief via EDGAR, the Electronic Data Gathering, Analysis, and Retrieval system operated by the U.S. Securities and Exchange Commission (Ref. ID: 0001193125-26-051284), on February 13, 2026, and is solely responsible for the information contained therein.