PFIZER INC

PAY–VERSUS–PERFORMANCE TABLE (2021-2025)

The following table reports the compensation of our Principal Executive Officer (PEO or referred to herein as CEO) and the average compensation of the other non-CEO NEOs as reported in the Summary Compensation Table for the past five fiscal years, as well as Compensation Actually Paid (CAP) as calculated under the SEC Pay-Versus-Performance (PVP) disclosure requirements and certain performance measures required by the rules. Dollar amounts reported as CAP are computed in accordance with Item 402(v) of Regulation S-K, and our Board believes that it is important to recognize that these amounts do not reflect the actual amount of compensation earned by or paid to our CEO and NEOs during the applicable fiscal year.

Executive Compensation

*SCT Total. As noted earlier in this Proxy Statement, reflects the grants made during the year for which the applicable performance goals have been set under GAAP rules. The accounting rules provide that PSAs are deemed granted and therefore included in the SCT when the applicable goals are set; therefore, one-third of the PSAs is included in the SCT Total in each of the performance years that use the applicable year in measuring performance, as a result of the use of three, separately established annual goals. For 2024, see “2024 Grants of Plan-Based Awards Table” in the 2025 Proxy Statement for additional detail on the “Long-Term Incentive Award Modification” in September 2024. For 2022, equity awards reported in the SCT include the “make-whole awards” for Mr. Denton in connection with his hiring, as detailed in the Leadership Transition section in the 2023 Proxy Statement.

**Peer Group TSR. Represents the DRG Index (NYSE ARCA Pharmaceutical Index) peer group.

***Adjusted Net Income. Results used for annual incentive purposes (2025) and PSA purposes (pre-2025). Adjusted Net Income is defined as U.S. GAAP net income attributable to Pfizer Inc. common shareholders before the impact of amortization of intangible assets, certain acquisition-related items, discontinued operations and certain significant items; and is adjusted to reflect budgeted FX rates for the year and further refined to exclude certain other unbudgeted or non-recurring items including acquired in-process research and development expenses.

(1)To calculate CAP, as defined by the SEC, the following deductions and additions were made to the SCT Total compensation:

CEO — Summary Compensation Table Total to CAP Reconciliation

Average Non-CEO NEOs — Summary Compensation Table Total to CAP Reconciliation

(i) Except for Messrs. Denton and Malik and Dr. Pao, the NEOs met the criteria for retirement treatment on their equity awards for the respective year.

(ii) For 2024, Dr. Dolsten served as an executive officer until the close of business on December 31, 2024 and terminated employment on February 28, 2025. For 2023, Ms. Hwang and Dr. Pao were no longer serving as executive officers at fiscal-year end (former Chief Commercial Officer (CCO) and Chief Development Officer (CDO), respectively). For 2022, Mr. D’Amelio was no longer serving as an executive officer at fiscal year-end (former CFO). For 2021, Mr. Young was no longer serving as an executive officer at fiscal year-end (former Group President, Chief Business Officer).

Executive Compensation

(2)The Monte Carlo Simulation used to determine values for the TSRUs uses the valuation date (or the prior business day where the valuation date falls on the weekend or holiday) assumptions of: stock price, expected dividend yield, risk-free interest rate, and stock price volatility, as determined in accordance with ASC Topic 718. The PSAs valuation methodology utilized the equity intrinsic value accounting, with the applicable performance conditions applied and dividend equivalents accrued based on the applicable performance conditions. For Mr. Denton’s RSU “make-whole award”, dividend equivalent units are accumulated during the vesting period at the applicable dividend dates, and reinvested as additional RSUs which are settled in shares with the underlying RSUs on the vesting date.

(3)As the pension plan was frozen, no service cost was included in the calculation of CAP. Additionally, dividends are not paid on PSAs until they settle and then solely on the earned shares.

CEO and Average Non-CEO NEO CAP Pay-Versus-Performance

The following illustrates the relationship between the CAP of our CEO and average non-CEO NEOs (Avg. NEO) and company performance as well as peer performance.

•The five-year compensation history of the CEO and Avg. NEO shows that the CAP aligns with Pfizer’s TSR, which outperformed the DRG Index TSR for 2021 and 2022, and underperformed for 2023 - 2025. The values are based on a $100 investment made on December 31, 2020.

•The CEO and Avg. NEOs’ compensation has significantly been weighted toward long-term stock-based incentives — 75%-80% for the CEO and 60%-70% on average for the other NEOs (as a percentage of target total direct compensation) —to reinforce alignment between the financial interests of our executives and shareholders. As a result of this weighting, the CAP values are significantly influenced by Pfizer’s stock price.

•This significant weighting of long-term stock-based incentives in our mix is the main driver for the significant fluctuation in CAP value year-over-year. Pfizer’s stock price has declined approximately 58% since 2021 ($59.05 on 12/31/21 to $24.90 on 12/31/25), which has resulted in a significant decline in CAP values compared to 2021.

•The results provide additional evidence of our pay for performance alignment, as the CAP values have generally tracked TSR performance.

The graphs below show the relationship between pay and performance.

CEO and Average NEOs CAP versus TSR Performance*

• TSR value based on $100 investment of Pfizer versus DRG Index as of December 31, 2020.

Executive Compensation

CEO and Average NEOs CAP versus Net Income (GAAP)

CEO and Average NEOs CAP versus Adjusted Net Income (Non-GAAP)

Overall, the Committee believes the executive compensation program strikes an appropriate balance between incentivizing our executives based on performance, while remaining attuned to market competitive pay practices. This is also evidenced by the performance metrics the Committee selected to link pay with performance as described in the section below. See our “Compensation Discussion and Analysis” for additional information regarding Pfizer’s pay-for-performance executive compensation program.

Executive Compensation

Company Performance Metrics

Pfizer’s executive compensation program appropriately aligns pay and performance as the Committee seeks to utilize metrics that incentivize and strengthen our alignment to our compensation philosophy, as well as our focus on long-term sustainable growth. The metrics (non-GAAP) listed below are the performance metrics the Committee deems as the most important financial performance measures used to link compensation actually paid to our NEOs to the company’s performance for the most recently completed fiscal year, as further described in our Compensation Discussion and Analysis within the sections titled “2025 Annual Incentive Award/Global Performance Plan (GPP)” and “2025 Annual Long-Term Incentive Award Program”.

Most Important Performance Measures

Adjusted Net Income

Total Revenue

Adjusted Diluted EPS

Cash Flow from Operations

CEO Realized Pay Table (Supplemental)

The supplemental table and graphs below compare the realized pay for Dr. Bourla over five years with the disclosed SCT Total and CAP.

(1)Realized Pay is defined as base salary, short-term incentive bonus paid on account of the performance year, and payouts/settlements of long-term incentive awards during the applicable year.

Executive Compensation

Supplemental Table: Realized Pay Comparisons

The graph above illustrates our CEO’s realized pay compared to the CAP and SCT Total for 2021-2025. For 2023, the year-end stock price declined from 2022, therefore resulting in a negative CAP value attributable to the decline in the value of outstanding equity awards. The CAP value differs significantly from the realized pay and SCT Total.

See our “Compensation Discussion and Analysis” for additional information regarding Pfizer’s pay-for-performance executive compensation program.