Business Context and Reporting Period
This Form 8-K filing by Newell Brands Inc. reports on events occurring on February 9, 2026, with the report dated February 13, 2026. The filing details the approval of executive compensation plans by the Compensation and Human Capital Committee of the Board of Directors.
Key Financial Metrics
This filing does not contain financial performance data such as revenue, profit, cash flow, margins, debt, or liquidity. It focuses exclusively on the terms of executive compensation arrangements.
Material Changes and Compensation Plans
2026 Long-Term Incentive Plan (LTIP)
- Award Composition: Named executive officers' 2026 awards will consist of 50% Performance-Based Restricted Stock Units (PRSUs) and 50% Time-Based Restricted Stock Units (TRSUs) by value.
- Performance Metrics (PRSUs): Vesting ranges from 0% to 150% based on equally-weighted goals for Free Cash Flow Productivity and Annual Adjusted Earnings Per Share for the period beginning January 1, 2026.
- Vesting Schedule:
- PRSUs: Vest on February 15, 2029 (for awards granted by Feb 28, 2026) or three years from grant date (for later awards).
- TRSUs: Vest ratably in one-third increments. Awards granted by Feb 28, 2026, vest on the first anniversary, February 15, 2028, and February 15, 2029.
2026 Bonus Program
- Corporate Metrics Payout: Tied to adjusted operating cash flow, adjusted earnings per share, core sales, and productivity savings.
- Executive Specifics:
- Christopher Peterson, Mark Erceg, Tracy Platt, Bradford Turner: 100% tied to Corporate Metrics Payout.
- Kristine K. Malkoski: 30% tied to Corporate Metrics Payout; 70% tied to business segment performance goals (adjusted operating cash flow, adjusted operating income, core sales, productivity savings).
- Payout Range: Bonuses are calculated as base salary multiplied by a target percentage and a performance factor ranging from 0% to 200%, subject to individual performance adjustments.
Guidance, Outlook, and Risks
The filing does not provide updated financial guidance or outlook. The primary risk noted is that bonus eligibility generally requires continued employment through the date of payment. PRSU and TRSU vesting is also contingent upon continued employment and the achievement of specific performance measures.
Investor Verification Checklist
- Verify the specific target payout percentages for the 2026 Bonus Program, which are not explicitly stated in this summary.
- Review the attached Exhibit 10.1 (2026 Long-Term Incentive Plan Terms and Conditions) for the full definition of "Free Cash Flow Productivity" and "Annual Adjusted Earnings Per Share."
- Confirm the exact base salaries of the named executive officers to estimate potential bonus liabilities.
- Monitor future filings for the actual performance results against the 2026 corporate and segment metrics.