Newell Brands approves 2026 LTIP with 50/50 split TRSU/PRSU for top execs

NEWELL BRANDS INC.

Committee approved 2026 LTIP on Feb 9, 2026; awards divided 50% time-based RSUs and 50% performance-based RSUs for Salary Bands 9-15.
PRSUs vest cliff on Feb 15, 2029 (grants on/before Feb 28, 2026) or 3rd anniversary (after Feb 28, 2026) based on Free Cash Flow Productivity and Adjusted EPS goals.
TRSUs vest ratably over 3 years: one-third on each of 1st anniversary, Feb 15, 2028, and Feb 15, 2029 for grants on/before Feb 28, 2026.
2026 Bonus Program ties NEO bonuses to adjusted operating cash flow, adjusted EPS, core sales, and productivity savings; payout ranges 0%-200% of target.
For NEO Kristine Malkoski, bonus is 30% corporate metrics and 70% business segment metrics.

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