InterDigital Inc

Rule 10b5-1 Trading Arrangements

During second quarter 2024, the following Section 16 officers adopted, modified orterminated “Rule 10b5-1 trading arrangements” (as defined in Item 408 of Regulation S-K of the Securities Exchange Act of 1934, as amended):

1.) With respect to grants that have not yet vested, assumes shares withheld for tax purposes consistent with the individual’s tax rate. With respect to milestone awards, assumes no milestones are achieved prior to the expiration of the trading plan.

2.) Number of shares to be sold represents the individual's estimated tax liability associated with the vesting of the RSU grants covered by the trading arrangement.

Compensation Arrangements

On July 30, 2024, the Human Capital Committee (the “Committee”) of the Board of Directors of the Company amended the terms governing the Company’s performance-based equity awards (“Awards”) to provide that, in the event of a Change in Control (as defined in the Company’s 2017 Equity Incentive Plan, as amended (the “Plan”)), such Awards will be deemed earned based on the greater of target or actual performance, measured as of the day immediately prior to the Change in Control. Additionally, the terms governing Awards of Options (as defined in the Plan) will be amended to remove the requirement that shares of the Company’s stock issued upon settlement of an Option must not be disposed or transferred by the holder for two years following the vesting date of such Option. These amendments will apply to all outstanding and all future performance-based awards issued under the Plan. All other terms of the awards, including the service-based vesting schedules initially applicable to such Awards and any other provisions relating to termination following a Change in Control, remain unchanged.

Additionally, on July 30, 2024, the Committee amended the Company’s Executive Severance and Change in Control Policy (the "Policy") to provide that, in the case of a COC Qualified Termination (as defined in the Policy), “Tier 1” employees of the Company, currently consisting solely of the Company’s Chief Executive Officer, will receive a lump sum payment of (i) 200% of the executive’s base salary, decreased from 250%, and (ii) 200% of the executive’s target bonus under the Company’s short-term incentive plan, increased from 100%. All other terms of the Policy, including other amounts payable upon a COC Qualified Termination, remain unchanged.

The amendments described herein are qualified entirely by reference to the amended forms of Award agreement and the amended Policy, each of which is filed as an exhibit to this Quarterly Report on Form 10-Q.