THERMO FISHER SCIENTIFIC INC.
For the period ended May 20, 2026. Filed Apr 7, 2026.
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What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
May 20, 2026 · Filed Apr 7, 2026
TMO$694.76+2.6%Stored close · as of Nov 6, 2026
Contents
Components of our compensation program
Components of our annual compensation program
| Type | Element | Objectives | ||
|---|---|---|---|---|
| Base salary | • Provide market competitive, fixed compensation for day-to-day responsibilities, taking into account the individual’s level of responsibility, time in role, and the criticality of their position | |||
| Annual incentive | • Promote, incentivize and reward the achievement of key strategic and financial performance measures; promote retention • Drive achievement of key corporate performance goals | |||
| Long-term incentives | Performance-based restricted stock units • Designed to encourage executives to achieve strong goals in key performance metrics selected to drive long-term performance and shareholder value creation • Encourage equity ownership and executive retention, reinforce the need for long-term sustained financial performance and align the interests of management and shareholders | |||
| For more information on our long-term incentive mix philosophy, see “2025 annual equity award mix” on page 43. | Stock options • Promote the long-term value-creating actions necessary to increase the market value of stock, as award only provides value if our stock price appreciates; promote long-term retention | |||
| Time-based restricted stock units • Promote long-term retention, stock ownership, and alignment of interests with shareholders | ||||
Pay and performance alignment
| • | Our compensation program is designed to effectively align with the Company’s operating plan and long-term business strategy, focused on driving a balanced mix of top-line and bottom-line financial results, along with a set of strategic initiatives designed to motivate management to achieve key business objectives that are critical for advancing our growth strategy. |
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| • | We deliver a significant majority of compensation in the form of at-risk variable pay that is directly tied to clearly articulated strategic and financial performance measures. |
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| • | To ensure alignment with shareholder value creation we also assess TSR relative to the 2025 TSR Peer Group. |
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| Thermo Fisher Scientific 2026 Proxy Statement | 39 |
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