Newell Brands Inc. disclosed approval of its 2026 Long-Term Incentive Plan (LTIP) providing PRSU and TRSU awards to key employees including named executive officers, with 50% PRSUs vesting based on Free Cash Flow Productivity and Annual Adjusted EPS Performance, and established the 2026 Bonus Program tied to corporate and segment performance metrics.
Key takeaways
Compensation and Human Capital Committee approved 2026 LTIP on February 9, 2026
LTIP awards to named executive officers: 50% PRSUs and 50% TRSUs by value
PRSUs vest February 15, 2029 for grants on or prior to February 28, 2026, subject to performance measures and employment
PRSUs payout 0% to 150% based on equally-weighted Free Cash Flow Productivity and Annual Adjusted EPS Performance for period January 1, 2026 to December 31, 2028
2026 Bonus Program for Christopher Peterson, Mark Erceg, Tracy Platt, Bradford Turner tied to corporate metrics; Kristine K. Malkoski 30% corporate and 70% segment metrics
Bonuses eligible up to 200% of target based on performance, subject to employment through payment date