CHURCH & DWIGHT CO INC /DE/

The Committee utilizes two distinct peer groups for purposes of benchmarking compensation as well as measuring financial and plan performance – the “Compensation Peer Group” and the “Performance Peer Group” (with an additionalnon-food companies subset of this peer group, the “Corporate Incentive Plan Rating Peer Group”), each of which is described further below.

Compensation Peer Group. Consists of a group of 17 consumer-packaged goods companies that have revenues in the range of approximately 1/3x to 3x our revenues. Within this classification, the Committee referenced companies with similar distribution channels and with a significant focus on brand recognition, and focused on identifying our closest business competitors and including high valuation companies. We believe there is a strong likelihood that the skills of our named executive officers are transferable among the companies in the Compensation Peer Group and, accordingly, we would expect to compete with these companies for executive officer talent. Below are the criteria used to determine the 2024 Compensation Peer Group:

Criteria for Determining Compensation Peer Group

✓ Industry: consumer packaged goods (other than tobacco and spirits)

✓ Revenue: within 1/3x to 3x of Church & Dwight

✓ Business Fit: similar distribution channels and brand recognition focus

In 2024 the Committee reviewed the Compensation Peer Group to determine potential changes to use when evaluating 2025 compensation and determined that Kenvue, Inc. would be added due to it being a strong industry fit comparator with the Company and it balancing the Company’s relative financial positioning within the Compensation Peer Group.

Compensation Peer Group and Survey Data. The Committee primarily utilizes data from proxy materials with respect to the Compensation Peer Group for our CEO and CFO. With respect to our other named executive officers, the Committee primarily uses survey data in determining compensation due to the limited amount of comparable data available in the proxy materials from companies within the Compensation Peer Group, although the Committee does reference Compensation Peer Group data in determining our other named executive officers’ compensation when there is a meaningful level of relevant data for those positions.

In determining a 2024 competitive market guideline with respect to target total direct compensation, namely base salary, short-term incentive targets and long-term incentives, the Committee referenced a level that approximates the 50th percentile of the Compensation Peer Group, or the survey companies, as applicable. However, the Committee considers overall performance during the year, including TSR and other key financial performance metrics, when evaluating pay levels for our named executive officers. In addition, because a majority of our named executive officers’ compensation is performance-based, actual cash compensation paid to our named executive officers could further vary from that paid to executive officers in the Compensation Peer Group or the survey companies, based on achievement of performance targets.

In making executive compensation decisions for 2024, the Committee reviewed data provided by Semler Brossy Consulting to compare the compensation of our named executive officers to the compensation of executives in the competitive market. The Committee relies on various sources of compensation information to ascertain the competitive market for our named executive officers such as data obtained from proxy materials of the Compensation Peer Group and survey data provided by national compensation consulting firms such as Willis Towers Watson, FW Cook, and Equilar relating to companies in the consumer staples and consumer discretionary sectors within the Company’s revenue scope. The Committee utilizes these materials to assist in decisions regarding base pay, short-term incentive targets under our Annual Incentive Plan and long-term incentives.

Performance Peer Group. In addition to the Compensation Peer Group, the Company utilizes a performance peer group. Beginning in 2023, in connection with the changes made to our Annual Incentive Plan and the addition of PSUs that payout based on achievement of a relative TSR metric, the Committee established

COMPENSATION DISCUSSION AND ANALYSIS

a Performance Peer Group and selected a group of twenty-five consumer-packaged goods companies which are (1) direct competitors within our industry or strong comparators within related industries, primarilynon-durable consumer packaged goods with a strong brand identity, (2) have revenues and market capitalizations of greater than $2 billion to ensure companies are comparable in scale and economic dynamics and (3) are included in the S&P 500 Consumer Staples index. The Performance Peer Group is used for determining the Relative Gross Margin performance in the Annual Incentive Plan, as well as determining the relative TSR performance for the 2024 PSU grants. Separately, anon-food companies subset of the Performance Peer Group, the Corporate Incentive Plan Rating Peer Group, was used to compare the Company’s projected 2024 results with respect to Adjusted Diluted EPS in determining the Annual Incentive Plan rating.

In 2024 the Committee approved modifications to the Performance Peer Group and Corporate Incentive Plan Rating Peer Group to remove Essity AB and Unilever PLC due to the inconsistencies in the reporting guidelines fornon-U.S. public companies. The Committee also approved the addition of Coty Inc. and Kenvue, Inc. to the Performance Peer Group and Corporate Incentive Plan Rating Peer Group (Coty Inc. was previously, and remains, included in the Compensation Peer Group and Kenvue, Inc. being a strong industry fit comparator, and was also added to the Compensation Peer Group).

COMPENSATION DISCUSSION AND ANALYSIS