PERRIGO Co plc PRE 14A, filed Mar 12, 2024

Independent Board Diversity

20% 50%*

Executive Leadership Team

9% 50%*

Global Female Leaders

41% 43%

Global Female Total

50% 48%

U.S. People of Color

19 24%

U.S. Veteran

3% 3%

U.S. Disability

4% 7%

Countries

35 33

PERRIGO Co plc (PRGO)

PRE 14A 2024-03-12 For: 2024-05-02

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Added on October 24, 2026

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☒	Preliminary Proxy Statement
☐	Confidential, for Use of the Commission Only (as permitted by Rule 14a-6(e)(2))
☐	Definitive Proxy Statement
☐	Definitive Additional Materials
☐	Soliciting Material Pursuant to §240.14a-12


☒	No fee required
☐	Fee paid previously with preliminary materials
☐	Fee computed on table in exhibit required by Item 25(b) per Exchange Act Rules 14a-6(i)(1) and 0-11


Table of Contents
		Page
Proxy Summary		ii
Corporate Governance		1
Environmental, Social & Governance		5
Board of Directors and Committees		11
Certain Relationships and Related-Party Transactions		15
Director Compensation		16
Ownership of Perrigo Ordinary Shares		18
Delinquent Section 16(a) Reports		20
Executive Compensation		21
Compensation Discussion and Analysis
Our Named Executive Officers for 2023		22
2023 Say-on-Pay Voting Results		23
Best Compensation Governance and Practices		25
What Guides Our Executive Compensation Program		26
The Decision-Making Process		27
Annual Incentive Award Opportunities		28
2024 AIP Design		32
Long-Term Incentive Award Opportunities		33
LTIP and Pay-for-Performance		34
Currency-neutral Adjusted Operating Income used for PSUs (PSU OI)		34
Relative TSR PSUs (“rTSR PSUs”)		36
Other Policies, Practices and Guidelines		37
Summary Compensation Table		41
Grants of Plan-Based Awards for 2023		42
Outstanding Equity Awards at 2023 Year End		44
Option Exercises and Stock Vested in 2023		45
Non-Qualified Deferred Compensation in 2023		45
Potential Payments Upon Termination or Change in Control		47
Talent & Compensation Committee Report		54
Equity Compensation Plan Information		54
CEO Pay Ratio		55
Pay versus Performance		56
Audit Committee Report		61
Proposals to be Voted on:
1. Election of Directors		62
2. Ratification, in a Non-Binding Advisory Vote, of the Appointment of Ernst & Young LLP as the Company’s Independent Auditor and Authorization, in a Binding Vote, of the Board of Directors, Acting Through the Audit Committee, to Fix the Remuneration of the Auditor		72
3. Advisory vote on the Company’s executive compensation		73
4. Renew the Board’s authority to issue shares under Irish law		74
5. Renew the Board’s authority to opt-out of statutory pre-emption rights under Irish law		75
Presentation of Irish Statutory Financial Statements		77
Annual Report on Form 10-K		78
Questions and Answers and Voting Information		79
Exhibit A		83


Date and Time May 2, 2024 at 10:00 a.m. (Irish Time)		Location 70 Sir John Rogerson's Quay, Grand Canal Dock Dublin 2, D02 R296, Ireland

Record Date March 4, 2024		Shareholders on the close of business on the record date may vote on all matters.


Resolutions Proposed for Shareholder Vote	Board Vote Recommendation	Page Reference for Additional Details

1. Election of directors	FOR each nominee	62

2. Ratify, in a non-binding advisory vote, the appointment of Ernst & Young LLP as the Company’s independent auditor, and authorize, in a binding vote, the Board of Directors, acting through the Audit Committee, to fix the remuneration of the auditor	FOR	72

3. Advisory vote on executive compensation	FOR	73

4. Renew the Board’s authority to issue shares under Irish law	FOR	74

5. Renew the Board’s authority to opt-out of statutory pre-emption rights under Irish law	FOR	75


• Annual director elections • 9 of 10 director nominees are independent • All committee members are independent • Board of Directors is diverse in gender, ethnicity, experience and skills • Regular Board refreshment • Independent directors regularly meet in executive session		• Separate independent Chair and Chief Executive Officer roles • Annual Board and committee assessments • Robust stock ownership guidelines • Majority voting for directors • No shareholder rights plan • Board level risk oversight • Anti-hedging and anti-pledging policies • Regular shareholder engagement




What We Do		What We Do Not Do

	Pay-for-Performance philosophy that emphasizes variable, at-risk, performance based, equitable pay		Permit hedging or pledging of Perrigo stock Provide significant perquisites
	Directly align executive compensation with shareholder returns through long-term operational, financial, and share price performance		Provide “single trigger” change in control cash severance benefits
			Provide excise tax gross-up on any change in control payments
	Mitigate risk by conducting independent annual risk assessments
	Incorporate plan design features that cap maximum level of payouts, use multiple performance metrics and include claw back provisions

	Have rigorous stock ownership guidelines

	Use an independent compensation consultant

	Regularly review annual share utilization and potential dilution from equity compensation plans




		Board of Directors
		Oversees Major Risks
Strategic and Competitiveness – Financial – Brand and Reputational – Legal and Regulatory
Operational – Cybersecurity – ESG – Organizational Succession Planning




	Management

	Key Risk Responsibilities

• Business units identify and manage business risks	• Central functions design risk framework, including setting boundaries and monitoring risk appetite	• Internal Audit provides independent assurance on design and effectiveness of internal controls and governance practices


Strategy Focus	Build Inclusive Mindsets	Manage Talent Equitably	Enable Leaders & Embed Accountability
Intended Outcome (long-term)	All colleagues clearly understand what a culture of belonging looks like and can recognize characteristics within their own team.	All colleagues can thrive because our talent systems & processes drive decisions and achieve results that are equitable.	All leaders clearly understand how to utilize DEI as a lens to make strategic decisions that influence belonging.
Action Examples	Belonging campaign • Defined belonging & educated workforce • Introduced “Everyday Actions to Build Belonging” • Leader discussion guides & FAQs • “About Me” Belonging profiles • Microaggressions & microaffirmations workshop	Engagement survey • Implemented improved engagement survey tool & process • Measured 6 DEI categories: Belonging, Collaboration, Recognition, Inclusion, Speak My Mind, & Diversity Commitment • Identified baseline & designed improvement action plans	Conversations That Matter • Connected DEI to Perrigo’s Culture Framework • Provided leaders 7 goals related to DEI in 2023 in the form of “Conversations That Matter” • Example goal – Everyone on your team knows how we define inclusion and understands the behaviors that support it



Chairman Annual Cash Retainer: (in lieu of director retainer)		$150,000

Director Annual Cash Retainer		$75,000

Committee Member Retainer:

Audit		$12,500

Talent & Compensation		$12,500

Nominating & Governance		$ 8,000

Committee Chair Retainer: (in lieu of member retainer)

Audit		$25,000

Talent & Compensation		$25,000

Nominating & Governance		$16,000


Name	Fees Earned or Paid in Cash ($)	Stock Awards ($) 1	Total ($)
O'Connor, Donal	105,304	299,992	405,296
Parker, Geoffrey M.	87,500	299,992	387,492
Samuels, Theodore 2	32,771	—	32,771
Alford, Bradley A.	87,500	299,992	387,492
Kindler, Jeffrey B.	100,000	299,992	399,992
Karaboutis, Adriana	91,000	299,992	390,992
Mann, Erica L.	87,500	299,992	387,492
Doyle, Katherine C.	92,804	299,992	392,796
Ashford, Orlando D.	158,000	374,990	532,990
Manzone, Albert A.	87,500	299,992	387,492
Brown, Julia M. 3	12,534	—	12,534


	Ordinary Shares Beneficially Owned		Shares Acquirable Within 60 Days of Record Date(1)		Total		Percent of Class
Director
Bradley A. Alford		31,453		8,764		40,217	*
Orlando D. Ashford		10,037		—		10,037	*
Julia M. Brown		—		—		—	*
Katherine C. Doyle		10,406		—		10,406	*
Adriana Karaboutis		17,922		—		17,922	*
Jeffrey B. Kindler		18,450		8,764		27,214	*
Patrick Lockwood-Taylor		20,500		—		20,500	*
Erica L. Mann		12,901		—		12,901	*
Albert A. Manzone		2,848		—		2,848	*
Donal O'Connor (2)		22,128		8,764		30,892	*
Geoffrey M. Parker (3)		47,084		—		47,084	*
Named Executive Officers Other Than Directors
Murray S. Kessler		—		217,655		217,655	*
Eduardo Bezerra		8,428		4,870		13,298	*
James Dillard III		25,130		27,546		52,676	*
Svend Andersen (4)		82,424		56,851		139,275	*
Kyle L. Hanson		8,766		3,518		12,284	*
Ronald Janish (5)		25,163		42,869		68,032	*
Directors and Executive Officers as a Group (20 Persons) (6)		279,338		240,907		520,245	0.4%


Name and Address of Beneficial Owner	Ordinary Shares Beneficially Owned		Percent of Class

The Vanguard Group(1) 100 Vanguard Blvd. Malvern, PA 19355		14,994,309		11.07%

BlackRock Inc.(2) 55 East 52nd Street New York, NY 10055		13,342,622		9.85%



		NOTICE OF 2024 ANNUAL GENERAL MEETING



PERRIGO • 2024 PROXY STATEMENT		iii



PERRIGO • 2024 PROXY STATEMENT		vii



viii		PERRIGO • 2024 PROXY STATEMENT


Named Executive Officer		Position
Patrick Lockwood-Taylor		President and Chief Executive Officer
Murray S. Kessler		Former President and Chief Executive Officer
Eduardo Bezerra		Executive Vice President and Chief Financial Officer
James Dillard III		Former Executive Vice President and President, Consumer Self-Care Americas
Svend Andersen		Executive Vice President and President, Consumer Self-Care International
Kyle L. Hanson		Executive Vice President, General Counsel, and Company Secretary
Ronald Janish		Executive Vice President, Global Operations & Supply Chain Chief Transformation Officer


What We Heard		How We Responded


While many shareholders appreciated the enhanced disclosure of performance goals for our PSU-OIs included in our 2023 proxy statement describing the 2021-2023 PSU OI program, they indicated a preference towards measurement of cumulative 3-year performance rather than year-over-year growth.		Beginning with the 2024 LTIP award, PSU OI awards will be based on a cumulative three-year OI goal as opposed to three annual goals that are based on growth over prior year actual results. The PSU OI goals continue to be aligned with 3/5/7 growth objectives, as described in more detail below. Additional details on the 2023 PSU OI program are provided in the Long-Term Incentive Award opportunities on page 33. Goals under the most recently completed PSU OI program are found on page 35.
Some shareholders expressed concern over a perceived misalignment between the level of CEO pay and Company performance.		Target TDC for our former CEO, Mr. Kessler, was above median, reflecting his 20+ years of experience as a public-company CEO, proven track record, and strong leadership throughout our strategic transformation. Although Mr. Kessler’s target TDC ranked high, earned pay delivery was aligned with Company performance, in particular with respect to the long-term equity compensation, which was the largest proportion of CEO compensation. Implementation of our CEO succession plan provided the opportunity to set Mr. Lockwood-Taylor’s starting target TDC between the 25th percentile and median of peer company CEOs. While earned pay delivery will continue to be aligned with Company performance, this lower level of target TDC should mitigate the perceived pay-for-performance misalignment. Additional information on the changes to total compensation and the agreement with Patrick Lockwood-Taylor can be found on page 39.

Shareholders appreciated the additional color we provided on the importance of our 3/5/7 long-term growth objectives related to our metric selection and goal setting for our incentive plans.		We have enhanced the discussion around the design and goal setting with the AIP and LTIP. As part of the self-care transformation plan to recapture “The Perrigo Advantage” which was unveiled in 2019, the company communicated our strategy to achieve repeatable “3/5/7” growth, i.e., 3% annual Net Sales growth, 5% annual adjusted operating income growth, and 7% annual adjusted diluted Earnings Per Share (“EPS”) growth. Consistently achieving these growth goals would represent successful completion of the self-care transformation and aligns with our long-term strategy. We believe these metrics most effectively align pay and performance and are the same metrics used by our shareholders to evaluate performance. Therefore, we use Net Sales growth and annual adjusted operating income (at the company and segment level, as applicable) as the financial measures in our AIP, and we use adjusted operating income growth as a key measure in our LTIP. While adjusted diluted EPS growth is an important aspect of our 3/5/7 strategy, we have not yet incorporated it into our AIP or LTIP because the strategic focus on profitable growth makes Operating Income the optimal metric for the LTIP. We will continue to consider other metrics for future plan design.


What We Heard		How We Responded
Shareholders expressed an interest in having more diversified metrics across the LTI and AIP (Perrigo’s Short-Term Incentive plan).		We use Adjusted OI (at the Company and segment level, as applicable) as one of several metrics in our AIP. We also use Adjusted OI growth, measured over three years, as a performance metric in our LTIP. We use Adjusted OI in both the AIP and LTIP because it is a measure of operational performance that incentive plan participants understand and can influence, supports our 3/5/7 strategy, and is linked to shareholder value creation. However, we balance this measure with multiple other measures in our AIP and LTIP. Beginning with the 2023 AIP incentive plan, we added an additional incentive plan metric; Adjusted Gross Margin. In response to shareholder feedback and to align with our near-term financial goals, we are incorporating an additional metric into the 2024 AIP; Operating Cash Flow. This further diversifies the performance metrics used across the AIP and LTIP.
Some shareholders expressed an interest in seeing more detailed metrics related to ESG goals that are included in the NEO's individual strategic objectives.		We included the targets and results of the ESG-related goals included in NEO's strategic objectives, which was to reduce at least 368 metric tons of virgin packaging materials from our products within calendar year 2023. More information on these results can be found in the 2023 Performance Goals and Evaluation table on page 31.


Program Element		Talent & Compensation Committee Decisions
	TC
Annual Base Salary		Based on the TCC's review of the compensation market data and assessment of individual performance in the prior year, as well as Perrigo’s business priorities and strategy, all executive officers then-serving as of December 31, 2022, received an increase in base pay for 2023 that was in line with all other global employees.

AIP		The AIP eligible NEOs received annual incentive awards based on corporate, segment, and individual performance against strategic objectives as well as underscoring accountability for delivering our 2023 plan and strategy under the AIP, which ranged from 65% to 75% of target.

LTIP		In 2023, all of the then-serving named executive officers were granted annual LTIP awards, which were allocated 50% to PSU OI that may be earned based on achievement of Adjusted Operating Income growth goals over three years, 20% to rTSR PSUs that may be earned based on our rTSR performance versus the companies in the S&P 500 over three


Program Element		Talent & Compensation Committee Decisions
		years, and 30% to Service-Based Restricted Stock Units (“sRSUs”) ratably vesting over three years.


Element	Form	What It Does

Base Salary	Cash (Fixed)	Provides a competitive rate of fixed compensation relative to similar positions at relevant peer companies that enables us to attract and retain critical executive talent.

AIP	Cash (Variable)	Focuses executives on achieving measurable, annual financial, operational, and strategic goals that, in the aggregate, create long-term, sustainable shareholder value.

LTIP	Equity (Variable)	Provides incentives for executives to execute on long-term financial/strategic growth goals that drive shareholder value creation and support our long-range talent development and retention strategy.


Name	FY2022 Base Salary	FY2023 Base Salary
Patrick Lockwood-Taylor	N/A	$1,200,000
Murray S. Kessler	$1,273,000	$1,273,000
Eduardo Bezerra	$700,000	$728,000
James Dillard III	$683,000	$696,150
Svend Andersen*	$613,800	$651,889
Kyle L. Hanson	$600,000	$624,000
Ronald Janish*	N/A	$604,768


IN $MILLIONS		METRIC		TARGET			ACTUAL			PAYOUT (% of TARGET)

CORPORATE		AIP Net Sales			$4,939.7			$4,660.1		72.7%

		AIP OI			$630.0			$573.7		77.7%
	AIP Gross Margin		38.9%			38.8%			97.8%

CSC AMERICAS		AIP Net Sales			$3,194.2			$2,962.4		63.7%

		AIP. OI			$530.4			$464.2		68.8%
		AIP Gross Margin			38.9%			38.8%		97.8%
						38.8%
CSC INTERNATIONAL		AIP Net Sales			$1,745.5			$1,697.7		86.3%%
		AIP. OI			$286.5			$284.7		98.4%
		AIP Gross Margin			38.9%			38.8%		97.8%


NEO	2023 Performance Goals	2023 Evaluation

Patrick Lockwood - Taylor	• Strengthen Perrigo’s Investment Story • Develop Perrigo’s Long-term Strategic Growth Roadmap • Define fit-for-purpose leadership and performance culture	In determining Mr. Lockwood-Taylor’s individual strategic objectives payout credit, the TCC along with the Board’s Chairman considered Mr. Lockwood-Taylor’s performance in relation to his pre-established goals, noting the following accomplishments: • Delivered EPS which was within the guidance range • Exceeded Cash Conversion Ratio and met with top investors and customers. • Established governance framework to ensure successful launch of Opill • Continued to address new Infant Formula guidelines. • Exceeded ESG goal to reduce virgin packaging materials in 2023 by at least 368 metric tons. The total 2023 reduction of virgin packaging materials was 452 metric tons. • Delivered vision to frame the long-term strategic roadmap to consumerize Perrigo. • Defined clear executive leadership team structure and brought in key talent to lead Stabilization and Growth of Americas business. • Set corporate level DEI goals and identified 3 focus areas and action plans to achieve.

Eduardo Bezerra	• Advance our Key Strategic Objectives • Drive Operational Improvement • Build a Highly Capable Finance Organization	In determining Mr. Bezerra’ s individual strategic objectives payout credit, the TCC considered the following accomplishments: • Delivered EPS which was within the guidance range • Achieved net leverage target due to enhanced cash-flow • Exceeded goal in go-live of central finance system and other enabling technology. • Delivered Supply chain reinvention savings ahead of plan • Continued to advance and streamline the global finance organization including developing Perrigo Business Services Roadmap and Implementation plan


Svend Andersen	• Post Merger Management of Combined Perrigo and HRA Businesses • Take Marketing and Innovation to the next level • Value Creation for the Future	In determining Mr. Andersen’s individual strategic objectives payout credit, the TCC considered the following accomplishments: • Mostly achieved Segment Net Sales, Gross Margin and Adj Operating Income targets including acquired business • Worked toward creating a united strategy and operating model across BUs • Secured new product development growth, exceeded pricing objectives but fell short on SSSO goals • Exceeded ESG goal to reduce virgin packaging materials. The goal was to reduce virgin packaging materials in CSCI products in 2023 by at least 80 metric tons, and the total 2023 CSCI reduction was 131 metric tons.

Kyle L. Hanson	• Mitigate Legal Risks to Company • Maximize Operating Income and Support Growth Initiatives • Drive a Compliant Culture and a continued focus on ESG	In determining Ms. Hanson’s individual strategic objectives payout credit, the TCC considered the following accomplishments: • Managed critical risks resulting in a positive verdict in Irish Insurance Litigation and continued to implement defense strategies • Implemented action to support growth initiatives, infant nutrition response and remediation efforts still in process • Supported board of directors with governance and compliance efforts • Improved focus on ESG and DEI

James Dillard III	• Fix the Core/ Create Growth • Deliver HRA and Clearwater Integration • Leadership	In determining Mr. Dillard’s individual strategic objectives payout credit, the TCC considered the following accomplishments: • Delivered EPS which was within the guidance range, missed Adj OI for the third straight year. • Missed eComm sales • Delivered acquisition integration, exceeding planned synergies. • Exceeded in ensuring plants are staffed in line with forecasts • Exceeded ESG goal to reduce virgin packaging materials. The goal was to reduce virgin packaging materials in CSCA products in 2023 by at least 288 metric tons, and the total 2023 CSCA reduction was 321 metric tons • Fell short on SSSO goals

Ronald Janish	• Supply Chain Reinvention • Deliver Forecast Accuracy and Service • Operations Staffing	In determining Mr. Janish’s individual strategic objectives payout credit, the TCC considered the following accomplishments: • Delivered most defined in-year savings targets related to Supply Chain improvements • Exceeded goals outlined in Redzone Deployment • Exceeded ESG goal to reduce virgin packaging materials. The goal was to reduce virgin packaging materials in 2023 by at least 368 metric tons, and the total 2023 reduction of virgin packaging materials was 452 metric tons. • Partially achieved Forecast Accuracy goals • Exceeded Operations Staffing goals, materially improving turnover rates.


	2023 Target AIP	2023 Actual AIP Payout
Named Executive Officer	(as % of Salary)	(as % of Target)
Patrick Lockwood-Taylor	120%	75.00%
Murray S. Kessler*	137%	-
Eduardo Bezerra	80%	75.00%
James Dillard III**	75%	65.00%
Svend Andersen	75%	75.00%
Kyle L. Hanson	65%	75.00%
Ronald Janish	65%	75.00%


	2023 – 2025 Awards
	Adj. OI-PSUs	rTSR-PSUs	RSUs	Total Grant Value
Named Executive Officer	50%	20%	30%	100%
Patrick Lockwood-Taylor (1)	$1,500,016	N/A	$2,799,992	$4,300,008
Murray S. Kessler	$4,874,987	$2,247,048	$2,925,014	$10,047,050
Eduardo Bezerra	$900,013	$414,827	$539,986	$1,854,825
James Dillard III	$749,992	$345,703	$449,988	$1,545,683
Svend Andersen	$699,985	$322,662	$420,013	$1,442,661
Kyle L. Hanson	$650,016	$299,621	$390,002	$1,339,638
Ronald Janish	$425,003	$195,914	$254,987	$875,904


	Year 1	Year 2	Year 3
CY2023 PSU OI	(CY23)	(CY24)	(CY25)
Maximum (>=120% of metric target performance pays 200% of Target PSUs)	$756.0	$723.6	TBD
Target (100% of metric target performance pays 100% of Target PSUs)	$630.0	$603.0	TBD
Threshold (80% of metric target performance pays 50% of Target PSUs)	$504.0	$482.4	.TBD
Actual Attainment Baseline for 5% Growth Goal	$574.3	TBD	TBD
PSU OI Attainment	$573.8	TBD	TBD
Performance as % Metric Target	91%	TBD	TBD
Payout as % of Target	78%	TBD	TBD
Projected Payout (3 year average of Payout as % of Target)			TBD


2023-2025 Relative TSR Percentile Rank		Payout (% of Target Shares)

≥ 80th Percentile		200%

55th Percentile		100%

30th Percentile		50%

<30th Percentile		0%


Name and Principal Position	Fiscal Year	Salary ($)	Bonus ($) (1)	Stock Awards ($)(2)	Non-Equity Incentive Plan Compensation ($)(3)	All Other Compensation ($)(4)	Total ($)
Patrick Lockwood-Taylor	2023	604,615	—	4,300,008	1,080,000	83,346	6,067,969
CEO, President

Murray S. Kessler	2023	759,557	—	10,047,050	—	91,133	10,897,739
Former CEO, President	2022	1,263,750	—	9,927,633	1,678,865	104,088	12,974,336
	2021	1,236,000	—	7,749,994	1,444,014	99,253	10,529,261
Eduardo Bezerra	2023	721,000	—	1,854,825	436,800	38,767	3,051,392
EVP, CFO	2022	437,500	200,000	1,875,395	549,976	9,150	3,072,021
James Dillard III	2023	576,713	—	1,545,683	267,425	39,482	2,429,303
EVP, President CSCA	2022	674,375	—	2,036,398	390,078	81,869	3,182,721
	2021	605,558	—	1,100,036	311,694	82,103	2,099,391
Svend Andersen	2023	647,142	—	1,442,661	366,687	93,806	2,550,296
EVP, President CSCI (5)	2022	606,592	—	2,010,985	469,373	90,967	3,177,917
	2021	618,980	—	1,400,039	465,148	96,657	2,580,823
Kyle L. Hanson	2023	618,000	—	1,339,638	304,200	21,750	2,283,588
EVP, General Counsel and Secretary	2022	350,000	—	1,571,020	371,319	8,550	2,300,889
Ronald Janish	2023	622,913	—	875,904	294,824	439,078	2,232,720
EVP, Global Operations & Supply Chain & CTO


Name	Perquisites and Other Personal Benefits ($)(1)	Registrant Contributions to Defined Contribution Plans ($)(2)	Registrant Contributions to Non-Qualified Plans ($)	Tax Gross-up ($)(3)	Total ($)
Patrick Lockwood-Taylor	50,551	—	—	32,795	83,346
Murray S. Kessler	—	19,050	72,083	—	91,133
Eduardo Bezerra	—	19,050	19,717	—	38,767
James Dillard III	—	19,050	20,432	—	39,482
Svend Andersen(4)	93,806			—	93,806
Kyle L. Hanson	—	19,050	2,700	—	21,750
Ronald Janish	267,427	19,050	33,044	119,557	439,078


			Estimated Future Payouts Under Non-Equity Incentive Plan Awards(3)			Estimated Future Payouts Under Equity Incentive Plans(4)			All Other Stock	Grant Date Fair Value
Name	Grant Date(1)	Award Date(2)	Threshold ($)	Target ($)	Maximum ($)	Threshold (#)	Target (#)	Maximum (#)	Awards # of units(5)	of Stock Awards($)(6)
Patrick Lockwood-Taylor	—	—	720,000	1,440,000	2,880,000	—	—	—	—	—
	—	—	—	—	—	—	—	—	—	—
	7/10/2023(8)(9)	5/22/2023	—	—	—	22,762	45,524	91,048	—	1,500,016
	7/10/2023	5/22/2023	—	—	—	—		—	84,977	2,799,992
Murray S. Kessler	—	—	872,500	1,745,000	3,490,000	—	—	—	—	—
	3/6/2023(7)	2/20/2023	—	—	—	26,380	52,760	105,520	—	2,247,048
	3/6/2023(8)	2/20/2023	—	—	—	65,950	131,899	263,798	—	4,874,987
	3/6/2023	2/20/2023	—	—	—	—		—	79,140	2,925,014
Eduardo Bezerra	—	—	291,200	582,400	1,164,800	—	—	—	—	—
	3/6/2023(7)	2/20/2023	—	—	—	4,870	9,740	19,480	—	414,827
	3/6/2023(8)	2/20/2023	—	—	—	12,176	24,351	48,702	—	900,013
	3/6/2023	2/20/2023	—	—	—	—		—	14,610	539,986
James Dillard III	—	—	261,056	522,113	1,044,225	—	—	—	—	—
	3/6/2023(7)	2/20/2023	—	—	—	4,059	8,117	16,234	—	345,703
	3/6/2023(8)	2/20/2023	—	—	—	10,146	20,292	40,584	—	749,992
	3/6/2023	2/20/2023	—	—	—	—		—	12,175	449,988
Svend Andersen	—	—	244,458	488,917	977,833	—	—	—	—	—
	3/6/2023(7)	2/20/2023	—	—	—	3,788	7,576	15,152	—	322,662
	3/6/2023(8)	2/20/2023	—	—	—	9,470	18,939	37,878	—	699,985
	3/6/2023	2/20/2023	—	—	—	—		—	11,364	420,013
Kyle L. Hanson	—	—	202,800	405,600	811,200	—	—	—	—	—
	3/6/2023(7)	2/20/2023	—	—	—	3,518	7,035	14,070	—	299,621
	3/6/2023(8)	2/20/2023	—	—	—	8,794	17,587	35,174	—	650,016
	3/6/2023	2/20/2023	—	—	—	—		—	10,552	390,002
Ronald Janish	—	—	196,550	393,099	786,198	—	—	—	—	—
	3/6/2023(7)	2/20/2023	—	—	—	2,300	4,600	9,200	—	195,914
	3/6/2023(8)	2/20/2023	—	—	—	5,750	11,499	22,998	—	425,003
	3/6/2023	2/20/2023	—	—	—	—		—	6,899	254,987


		Option Awards					Stock Awards
Name	Option / Stock Award Grant Date(1)	Number of Securities Underlying Unexercised Options (#) Exercisable(2)	Number of Securities Underlying Unexercised Options (#) Unexercisable (2)	Option Exercise Price ($)	Option Expiration Date		Number of Units of Stock That Have Not Vested (#)	Market Value of Units of Stock That Have Not Vested ($)(3)	Equity Incentive Plan Awards: Number of Unearned Units That Have Not Vested (#)(4)	Equity Incentive Plan Awards: Market or Payout Value of Unearned Units That Have Not Vested ($) (3)
	7/10/2023	—	—	—	—		84,977	2,734,560	42,186	1,357,545
Patrick	—	—	—	—	—		—	—	—	—
Lockwood-Taylor	—	—	—	—	—		—	—	—	—
	—	—	—	—	—		—	—	—	—

	10/8/2018	110,074	—	72.80	10/8/2028		—	—	—	—
Murray S. Kessler	3/5/2021	—	—	—	—	—	—	—	145,349	4,677,331
	3/7/2022	—	—	—	—	—	—	—	254,657	8,194,862
	3/6/2023	—	—	—	—	—	—	—	174,986	5,631,049

Eduardo Bezerra	6/7/2022	—	—	—	—		9,063	291,647	42,753	1,375,792
	3/6/2023	—	—	—	—		14,610	470,150	32,305	1,039,575


	3/5/2021	—	—	—	—		2,680	86,242	20,631	663,906
James Dillard III	3/7/2022	—	—	—	—		11,074	356,361	52,236	1,680,954
	3/6/2023	—	—	—	—		12,175	391,792	26,921	866,318

	6/6/2017	13,075	—	70.34	6/6/2027		—	—	—	—
	3/8/2018	11,674	—	85.06	3/8/2028		—	—	—	—
Svend Andersen	3/5/2021	—	—	—	—		3,411	109,766	26,258	844,982
	3/7/2022	—	—	—	—		10,936	351,920	51,584	1,659,973
	3/6/2023	—	—	—	—		11,364	365,694	25,126	808,555

	7/8/2022	—	—	—	—		5,352	172,227	25,249	812,513
Kyle L. Hanson	3/6/2023	—	—	—	—		10,552	339,563	23,332	750,824

	8/21/2014	934	—	147.75	8/21/2024		—	—	—	—
	2/26/2016	4,558	—	129.23	2/26/2026		—	—	—	—
Ronald Janish	6/6/2017	9,586	—	70.34	6/6/2027		—	—	—	—
	3/8/2018	8,679	—	85.06	3/8/2028		—	—	—	—
	3/5/2021	—	—	—	—		2,071	66,645	15,941	512,981
	3/7/2022	—	—	—	—		5,883	189,315	27,751	893,027
	3/6/2023	—	—	—	—		6,899	222,010	15,256	490,938


	Stock Awards
Name	Number of Shares Acquired on Vesting (#)(1)	Value Realized on Vesting ($)(2)
Patrick Lockwood-Taylor	—	—
Murray S. Kessler	284,358	10,670,058
Eduardo Bezerra	4,532	152,819
James Dillard III	20,489	788,190
Svend Andersen	24,500	943,688
Kyle L. Hanson	12,409	404,906
Ronald Janish	14,496	558,660


Name	Executive Contributions in Last FY ($) (1)	Perrigo Contributions in Last FY ($)(2)	Aggregate Earnings (Losses) in Last FY ($)*	Aggregate Withdrawals/ Distributions ($)	Aggregate Balance at Last FY ($)(3)
Patrick Lockwood-Taylor	20,000	—	1,283	—	21,283
Murray S. Kessler	—	72,083	48,028	—	362,111
Eduardo Bezerra	138,835	19,717	21,354	—	192,752
James Dillard III	—	20,432	2,867	—	24,468
Svend Andersen	—	—	—	—	—
Kyle L. Hanson	75,432	2,700	9,602	—	102,804
Ronald Janish	19,679	33,044	165,744	—	1,340,550