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Annual Incentive Award assumes target performance, and the amount shown under Performance Share Unit Vesting includes the balance of any dividend equivalent units (rounded down to the nearest whole share).

(3)

Each named executive officer’s change in control agreement provides that, if excise taxes would otherwise be imposed in connection with payments received upon a change in control, then the amount of such payments will either be cut back to a level below the level that would trigger the imposition of the excise taxes, or be paid in full and subject to the excise taxes, whichever results in the better after-tax result to the executive officer.

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The amounts in the two tables above assume, to the extent applicable, that:

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our ordinary shares were valued at $101.97, the closing market price for our ordinary shares on the last trading day of 2025;

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outplacement services fees are $50,000 or 10% of annual base salary, whichever is less;

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legal and accounting advisor fees are the maximum possible under the change in control agreements for each executive officer; and

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medical, dental and life insurance coverage will continue until two years after a change in control, in each case at the current cost per year for each executive.

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Pay Ratio

As required by Section 953(b) of the Dodd-Frank Wall Street Reform and Consumer Protection Act, and Item 402(u) of Regulation S-K, we are providing the following information about the ratio of the median annual total compensation of our employees and the annual total compensation of our Chief Executive Officer.

For the year ended December 31, 2025:

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The median of the annual total compensation of all employees of our company (other than our Chief Executive Officer) was reasonably estimated to be $44,841; and

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The annual total compensation of our Chief Executive Officer was $13,781,339.

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Based on this information, the ratio of the annual total compensation of our Chief Executive Officer to the median of the annual total compensation of all other employees is estimated to be 307 to 1. This pay ratio is a reasonable estimate calculated in a manner consistent with Item 402(u) of Regulation S-K.

To identify our median employee, we began by considering each of the 10,732 individuals employed by us worldwide on November 1, 2025, excluding, as permitted by Item 402(u) of Regulation S-K, approximately 1,329 employees of the Electrical Products Group Business of Avail Infrastructure Solutions, which we acquired in May 2025. We then calculated the target cash compensation (which we define as base salary or wages plus target cash bonus) for the included individuals for 2025 to identify our median employee. To calculate the target cash compensation for any employee that we paid in currency other than U.S. Dollars, we applied the applicable foreign exchange rate in effect on November 1, 2025 to convert such foreign employee’s target cash compensation into U.S. Dollars. Once we identified our median employee, we added together all of the elements of such employee’s compensation for 2025 in the same way that we calculate the annual total compensation of our Named Executive Officers in the Summary Compensation Table.

Pay versus Performance

As required by Section 953(a) of the Dodd-Frank Wall Street Reform and Consumer Protection Act, and Item 402(v) of Regulation S-K, we are providing the following information about the executive compensation actually paid to our Named Executive Officers (“NEOs”) as defined by Item 402(v) and our financial performance during the years 2025, 2024, 2023, 2022, and 2021.

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(1)

The principal executive officer (“PEO”) for all years shown in the table is Ms. Wozniak.

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(2)

To calculate Compensation Actually Paid (CAP), the following amounts were deducted from and added to the Summary Compensation Table (SCT) total compensation:

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PEO SCT Total to CAP Reconciliation:

Average Non-PEO Named Executive Officers SCT Total to CAP Reconciliation:

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(i)

Reflects the fair value of equity calculated in accordance with the SEC methodology for determining CAP for each year shown, and the service cost for our PEO as defined in FASB ASC Topic 715. The valuation assumptions used to calculate the fair values did not differ materially from those disclosed at the time of grant.

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(ii)

Includes the value of accrued Dividend Equivalent Units that were paid in cash at the time of vesting.

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(3)

The non-PEO Named Executive Officers reflected in columns (d) and (e) represent the following individuals for 2025: Mr. Corona, Ms. Zawoyski, Mr. Coleman, Ms. Heath, and Mr. Padmanabhan; for 2024: Ms. Zawoyski, Ms. Bennett, Mr. Padmanabhan, Mr. Ruzynski, and Mr. Lammers; for 2023 and 2022: Ms. Zawoyski, Mr. Ruzynski, Mr. Lammers and Mr. Padmanabhan; and for 2021: Ms. Zawoyski, Mr. Ruzynski, Mr. Lammers, and Ms. Heath.

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(4)

The totals in column (h) for 2021-2025 reflect GAAP Net Income.

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(5)

The totals in column (i) for 2021-2025 reflect adjusted revenue on a continuing operations basis, which is reflected under “Annual Incentives” beginning on page 36 for 2025. Adjustments to revenue for factors specified in MIP for 2025 included foreign exchange impact (-$45 million) and revenue contributed from acquisitions (-$332 million). Please see Appendix A for reconciliation of GAAP to non-GAAP financial measures included in this section.

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2026 Proxy Statement 57

Pay versus Performance Supplemental Disclosure

Our executive compensation programs reflect the belief that the amount earned by our executives depends on achieving rigorous company objectives designed to enhance shareholder value. In keeping with its philosophy that executive compensation must be tied to building and sustaining value through ordinary share performance over time, the Compensation and Human Capital Committee places a significant emphasis on long-term incentive compensation in the form of equity incentives, which are sensitive to changes in stock price. The following charts supplement the Pay versus Performance table disclosed above, and illustrates the strong correlation between pay and the performance we are delivering to our shareholders. Additional information about our annual and long-term incentive programs begins on page 36.

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1. Compensation Actually Paid (“CAP”) versus TSR for Company and Peer Group

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2. CAP versus Net Income

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3. CAP versus Company-Selected Measure (“CSM”): Adjusted Revenue

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