Bunge Global SA

Base Salary

Compensation for responsibilities, skill and experience. A portion of annual cash compensation is paid as base salary to provide NEOs with a competitive level of pay for the execution of their key responsibilities. Base salaries for the NEOs are reviewed on an annual basis, and in connection with a promotion, individual performance or other change in responsibilities. The Human Resources and Compensation Committee establishes base salaries for the NEOs based on several factors, including:

•Evaluation of the executive's scope of responsibilities;

•Experience, contributions, skill level and pay compared to comparable executives in the comparator groups;

•Input and recommendations from its independent compensation consultant; and

•Recommendations from the CEO, in consultation with the CHRO, for each NEO, other than the CEO.

There is no set schedule for base salary increases. Salary increases are periodically provided based on competitive factors or in connection with an increase in responsibilities. Base salaries are generally targeted at approximately the median level for comparable executives in the comparator groups. The Human Resources and Compensation Committee set the base salaries of the NEOs in 2025 as follows:

(1)For 2025, Mr. Garros received a base salary increase associated with his increased responsibilities as Chief Operating Officer and to better align his base salary with comparable positions among the peers in the comparator group. Amounts shown have been converted from Brazilian reals to U.S. dollars at the exchange rate of 0.1807 U.S. dollars per Brazilian real as of December 31, 2025.

The base salary earned by each NEO is set forth in the "Salary" column of the Summary Compensation Table on page 68 of this proxy statement.

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Annual Incentive Plan

Drive achievement of short-term progress toward long-term value creation. The Human Resources and Compensation Committee provides certain NEOs an opportunity to earn cash incentive awards under our Annual Incentive Plan ("AIP"), an annual, performance-based incentive plan that is directly related to the achievement of overall Company financial and predetermined strategic measures, aligned with our long-term strategy and goals. This same plan is available to a broad group of employees.

Target annual cash incentive award opportunities under the AIP are established by the Human Resources and Compensation Committee using analyses of comparable executives in the comparator groups and based on a percentage of each respective NEO's base salary. The Human Resources and Compensation Committee generally sets target annual cash incentive opportunities to be competitive with the median level for comparable executives in the comparator groups.

The following target annual incentive awards were established for our NEOs in 2025:

(1)Amounts shown have been converted from Brazilian reals to U.S. dollars at the exchange rate of 0.1807 U.S. dollars per Brazilian real as of December 31, 2025.

(2)Mr. Dimopoulos participates in the RMOI (as discussed below), therefore, is not eligible for the AIP.

(3)Mr. Mattiske was paid an amount equal to 100% of his target annual incentive award as part of his severance calculation per the terms of the Executive Severance Plan. Amounts shown have been converted from Swiss francs to U.S. dollars at the exchange rate of 1.2660 U.S. dollars per Swiss franc as of December 31, 2025.

For 2025, the target annual incentive award opportunity for the following NEOs increased as a result of a review of their target total direct compensation for comparable positions among the peers in the comparator group, which substantially changed as a result of the Viterra Transaction: Mr. Heckman from 170% to 180%, Mr. Neppl from 100% to 125%, and Mr. Garros from 100% to 150%. The actual annual incentive awards earned by each NEO may be above, at, or below the established target level based on Bunge's financial performance and the respective NEO's individual performance goals attained for the relevant year. In order to receive a partial incentive award under the AIP, a threshold level must be attained before a payout is made. Incentive opportunities are also subject to caps on the amounts that can be earned. For 2025, Messrs. Heckman, Neppl, Garros, Podwika, and Mattiske were eligible to receive a payout ranging from 0% to 240% of their target annual incentive award opportunity shown in the far-right column in the table above. In order to earn a maximum payout, both financial and individual performance must be achieved at maximum levels of 250% and 200% of target, respectively.

For 2025, the Human Resources and Compensation Committee established the following performance weightings for NEOs under the AIP:

(1) Mr. Dimopoulos participates in the RMOI (as discussed below), therefore, is not eligible for the AIP.

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Financial Performance

Maintain focus on One Bunge and overall Company performance. For 2025, we once again operated under our funding approach for the AIP. The funding approach calculates a share of profit that is then allocated based on the individual incentive targets. The funding approach is intended to remove variability driven by difficulty in forecasting our commodity driven business and better align with overall results for shareholders. The main funding mechanism is Adj PBT(I) which represents profit before taxes (EBIT less net interest expense), plus the annual expense for the business results of Bunge's global incentive plans (including social charges), adjusted for notables and timing differences. This may then be modified up or down by the scorecard objectives.

The AIP funding rate is evaluated annually by the Human Resources and Compensation Committee and set at a level that ensures 1) the range of outcomes is competitive to market, including payouts consistent with standard levels of probability, 2) no payout is generated unless cost of capital is achieved and 3) the target payout is aligned with our externally stated baseline earnings. The AIP funding rate for 2025 was set at 4.8% of Adj PBT(I), +/- 2.1% based on the modifiers, as established by the Human Resources and Compensation Committee on February 12, 2025. Following the closing of the merger between Bunge and Viterra, the Human Resources and Compensation Committee assessed the impact of the Viterra Transaction on the potential results of the incentive plan. The assessment considered several factors, including the integration of new employees into the plan and the potential impact of the merger on Adj PBT(I). As a result of this assessment, the decision was made to adjust the funding rate accordingly from 4.8% to 4.1% to calculate the award achievement, with a new modifier range of +/- 1.8%. These changes to the AIP funding rate were made to take into account the impact of the Viterra Transaction, while maintaining the rigor of the approach used to set the original funding rate.

The modifiers are designed to advance progress in key strategic areas. In determining the impact of the modifiers, the Human Resource and Compensation Committee considered the following:

•Quality of earnings relative to internal and external benchmarks — working capital usage; structural versus positioning results; and earnings mix

•Sustainability — traceability toward our deforestation goals; achievement of emissions reduction

Based on these accomplishments, The Human Resources and Compensation Committee certified the following actual results on January 30, 2026:

Once the final funding rate is determined, it is multiplied by the Adj PBT(I) to come up with the total funding amount. This amount is divided by the Aggregate AIP Financial Performance Target, which is the sum of the total payout under the financial performance measure if each of the AIP participants were to achieve target payout based on their respective percent of base salary.

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The following table shows the implied Adj PBT(I) that would have resulted in Threshold, Target and Maximum payouts of the financial performance for the 2025 AIP with the 4.9% Final Funding Rate applied (dollar amounts are in millions of USD):

Amounts used to determine performance of financial results are derived from our audited financial statements. Under the terms of the AIP, the Human Resources and Compensation Committee may adjust actual results achieved, in its discretion, if it determines that such adjustment is appropriate to reflect unusual, unanticipated or non-recurring items or events. Consistent with past practice and according to pre-established principles, in calculating payouts for 2025 AIP awards, the Human Resources and Compensation Committee chose to exclude certain gains and charges as disclosed in our earnings release filed on Form 8-K on February 4, 2026. These gains and charges were associated with (1) loss related to the settlement of one of the Company's US defined benefit pension plans, (2) gain on the sale from the disposition of our corn milling business in North America, and (3) acquisition and integration costs related to the Viterra Transaction.

Individual Performance

Reward successful execution of strategic initiatives. In addition to financial performance, each NEO was evaluated on the achievement of individual performance objectives that relate to the achievement of specific aspects of our business plans and strategies, as well as other initiatives relating to the NEO's position.

The individual performance component of the awards provides the Human Resources and Compensation Committee an opportunity to reward NEOs for achievement of performance objectives that drive overall Company success. These objectives are reviewed and approved by the Human Resources and Compensation Committee at the beginning of each year. For 2025, the individual objectives for our NEOs were aligned to three focus areas:

•Business Continuity & Operational Performance — risk management, continuous improvement, Viterra Transaction integration preparedness to ensure business continuity and preserve critical capabilities;

•Growth —customers, projects, initiatives and value creation; and

•People & Purpose —safety, sustainability, company culture and talent for future growth.

2025 Annual Incentive Award Determinations

The Human Resources and Compensation Committee reviews and approves the annual incentive awards based on audited results of the financial performance and the achievement of individual performance objectives, as described above. The Human Resources and Compensation Committee seeks to set rigorous, but achievable, goals at the beginning of the year and evaluates preliminary payouts at year-end to ensure appropriate alignment of pay and performance.

The table below sets forth the actual annual incentive awards paid to each NEO for performance achieved in 2025:

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(1)Amounts shown have been converted from Brazilian reals to U.S. dollars at the exchange rate of 0.1807 U.S. dollars per Brazilian real as of December 31, 2025.

(2)Mr. Dimopoulos participates in the RMOI (as discussed below), therefore, is not eligible for the AIP.

(3)Mr. Mattiske was paid an amount equal to 100% of his target annual incentive award as part of his severance calculation. Amounts shown have been converted from Swiss francs to U.S. dollars at the exchange rate of 1.2660 U.S. dollars per Swiss franc as of December 31, 2025.

The actual amount awarded to each NEO is also set forth in the "Non-Equity Incentive Plan Compensation" column of the Summary Compensation Table on page 68 of this proxy statement.

Annual Risk Management & Optimization Incentive Awards

Mr. Dimopoulos had responsibility for optimizing the financial contribution derived from managing the related physical and financial flows within our Agribusiness segment. This financial contribution results from optimizing the risk created from managing the timing differences of procuring from farmers when they are willing to sell and selling to customers when they are ready to buy. Accordingly, he participated in a separate performance-based annual cash incentive award opportunity in 2025—the annual Risk Management & Optimization Incentive ("RMOI") award.

A portion of this award opportunity reflects the role as executive leader in contributing to the overall success of the Company and is linked directly to the achievement of the same financial performance results as described for the AIP above: Adj PBT(I), modified by our achievement of scorecard objectives. The remainder of this award opportunity reflects the direct impact of Mr. Dimopoulos on the earnings from trading, merchandising and positioning to maximize the earnings at risk in our asset base. The performance metric used for the RMOI award is Risk Adjusted Profit, which we define as the aggregate contribution generated from optimizing the physical and financial flows of our Agribusiness value chains after applying working capital and risk capital charges to take into account the quality of earnings generated relative to the amount of capital utilized during the year. The award opportunity is intended to align the compensation we provide for Mr. Dimopoulos with the compensation provided to comparable executives in commodity-based environments in the comparator groups. The award is subject to a minimum level of performance that must be achieved before a payout under the award will occur. The award is also subject to a maximum for which the payout may not exceed. The following target RMOI award was established by the Human Resources and Compensation Committee in 2025:

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For 2025, target RMOI award opportunity for Mr. Dimopoulos did not change. The actual annual incentive award earned may be above, at, or below the established target level based on Bunge's financial performance and the RMOI performance attained for the relevant year. Incentive opportunities are also subject to caps on the amounts that can be earned. For 2025, Mr. Dimopoulos was eligible to receive a payout ranging from 0% to 250% of his target RMOI award opportunity shown in the far-right column in the table above.

2025 RMOI Award Determinations

The Human Resources and Compensation Committee reviews and approves the RMOI award based on the results achieved against the audited financials and risk metrics as described above. The Human Resources and Compensation Committee seeks to set rigorous, but achievable, goals at the beginning of the year and evaluates payouts at year-end to ensure appropriate alignment of pay and performance. The RMOI goals and actual performance against RMOI goals are not disclosed as the Human Resources and Compensation Committee believes that disclosure could cause competitive harm to the Company.

In order to drive long-term value creation and ensure results are sustainable, the Human Resources and Compensation Committee requires that a portion of the RMOI award payout be deferred over a three-year period and be at risk based on future performance of the Agribusiness value chains. The deferral is eligible to be paid out in three annual installments commencing on the first anniversary of the grant date of the units, subject to reduction or forfeiture in the event of: (i) a cumulative annual risk management loss for the respective value chains during the deferral period; (ii) an executive's voluntary resignation of employment; or (iii) an executive's termination of employment by the Company for "cause."

The table below sets forth the actual RMOI award paid for performance achieved in 2025:

The actual amount awarded is also set forth in the "Non-Equity Incentive Plan Compensation" column of the Summary Compensation Table on page 68 of this proxy statement.

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Long-Term Incentive Plan

Aligns majority of pay with shareholder interests. The long-term equity-based incentive element of our executive compensation program is designed to incentivize actions that will drive sustainable, long-term value creation by providing NEOs with a continuing stake in our long-term success and to serve as an important component of retention. We further emphasize equity ownership by senior executives through the share ownership guidelines described on page 65 of this proxy statement.

Pursuant to the 2024 Long-Term Incentive Plan ("2024 LTIP"), the Human Resources and Compensation Committee grants long-term incentive awards to NEOs in the form of PBRSUs and TBRSUs that vest upon continued service over a specified period of time (and, with respect to PBRSUs, subject to achievement of specified performance goals).

Grants are generally made in the first quarter of each year, when compensation decisions for the year are made and after the public release of our year-end audited financial results. In limited, special situations, long-term incentives may be granted at other times in the event of a new hire, promotion, for retention purposes or to recognize exceptional performance.

The mix of long-term incentives for the 2025 annual grant cycle for the NEOs was 60% PBRSUs and 40% TBRSUs.

The Human Resources and Compensation Committee targets the value of the long-term incentive awards granted to the NEOs to provide total compensation opportunities that approximate the median of comparable executives in the comparator groups. The Human Resources and Compensation Committee also considers the following factors in determining the type and amount of long-term incentive awards:

•Feedback from shareholder engagement;

•Input and recommendation from its independent compensation consultant;

•Potential shareholder dilution;

•Share overhang (defined as the number of shares available for grant, plus outstanding stock option and restricted stock unit awards);

•Burn rate or run rate (defined as the number of shares granted divided by the number of registered shares issued and outstanding); and

•Projected cost and accounting expense on our earnings.

In 2025, the Human Resources and Compensation Committee granted the following long-term incentive award amounts to NEOs:

(1) At the closing of the Viterra Transaction, Mr. Mattiske, previously the Chief Executive Officer of Viterra Limited, was appointed as Co-Chief Operating Officer at Bunge. The equity award value set forth above reflects his regular annual equity award granted on July 2, 2025. On such date, he also received a special, one-time award of TBRSUs, with a target grant date fair value of approximately $3,000,000. In addition, Mr. Mattiske's outstanding cash-based long-term incentive awards granted by Viterra were converted into an award of TBRSUs with a grant date fair value equal to approximately $7,600,000 with terms similar to those of the converted awards. Each of these additional awards is described in further detail below.

In determining the number of units granted in 2025, the Human Resources and Compensation Committee used the average of the high and low prices of our registered shares on the date of grant to align the value of the grant with the

Bunge | 2026 Proxy Statement 58 number of shares granted on a specific date. The actual amount awarded to each NEO is also set forth in the "Stock Awards" column of the Summary Compensation Table on page 68 of this proxy statement.

Performance-Based Restricted Stock Unit Awards

Reward achievement of long-term value drivers, EPS and AROIC, and stock price appreciation. PBRSUs are tied to our long-term performance to ensure that NEO pay is directly linked to the achievement of sustained long-term operating performance. Reflective of the desire to balance earnings growth and efficient use of capital, the Human Resources and Compensation Committee has chosen to measure performance in an equal mix of three-year cumulative EPS and three-year average AROIC for Bunge as a whole, with an RTSR modifier. Adjustments used for AROIC account for mark-to-market timing differences and adjust for readily marketable inventories. The Human Resources and Compensation Committee considers EPS and AROIC key drivers of shareholder value and fundamental to long-term value creation.

On February 12, 2025, the Human Resources and Compensation Committee approved the grant of PBRSUs to the NEOs for the 2025-2027 performance period (other than Mr. Mattiske, whose grant was made on July 2, 2025). Payouts of the PBRSUs, if any, will generally be subject to the NEO's continued employment through the vesting date (generally, the third anniversary of the grant date) and will be based (i) 50% on our achievement of cumulative EPS targets and (ii) 50% on our achievement of average AROIC targets established by the Human Resources and Compensation Committee on the grant date. Once the achievement of the financial targets has been calculated, up to an additional 25% may be added or subtracted from the results depending on Bunge's three-year TSR performance relative to the S&P 500 Industrials comparator RTSR. In the event that the RTSR would result in a positive modifier, but Total Shareholder Return of Bunge is negative over the three-year period, the RTSR modifier would not be applied. In no event will the RTSR modifier result in an overall PBRSU achievement greater than the maximum payout attached to the award, for which the 2025 grant is 200% of the award target. Upon vesting, each PBRSU is settled with a Bunge registered share. In addition, dividend equivalents are paid in our registered shares on the date that PBRSUs are otherwise paid out, based on the number of shares vesting. However, in no event will dividend equivalents be paid on any shares in excess of the target award granted.

In setting the 2025-2027 targets, the Human Resources and Compensation Committee considered multiple factors, including:

•Investor expectations;

•Peer and broader market historical performance;

•Industry economic factors;

•Our historical and potential performance;

•Expectations related to mergers and acquisitions;

•Long-range plans and capital investments; and

•Typical distributions of payouts over time.

The resulting EPS and AROIC targets are established at levels that are intended to incentivize achievement of our long-term strategic plans and the continuous improvement of returns above our cost of capital.

Performance targets for the 2025-2027 cycle are not disclosed prior to the end of the performance period as the Human Resources and Compensation Committee believes that disclosure would cause competitive harm to the Company.

As mentioned above, the Human Resources and Compensation Committee targeted to deliver 60% of the value of the 2025 long-term incentive award in PBRSUs. Information regarding the fair market value and number of PBRSUs that the NEOs may earn at the end of the 2025-2027 performance period, subject to satisfaction of the performance metrics described above, is shown in the Grants of Plan Based Awards Table on page 70 of this proxy statement.

2023-2025 PBRSU Award Determinations. Each year, following the end of a three-year PBRSU performance cycle, the Human Resources and Compensation Committee reviews and certifies the performance attained based on our reported audited financial statements, subject to the Human Resources and Compensation Committee's discretion to adjust such results for unusual, unanticipated or non-recurring items and events. In January 2026, the Human Resources and Compensation Committee reviewed and certified achievement of the performance metrics for the

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PBRSUs granted on March 15, 2023 for the 2023-2025 performance period. Fifty percent of the 2023-2025 awards vest based on three-year cumulative diluted EPS from continuing operations and 50% on three-year average AROIC. The RTSR modifier has the potential to add or subtract up to 25% from the results.

The EPS and AROIC performance targets for 2025 were adjusted to take into account the impact of the Viterra Transaction, while maintaining the approach of the original targets. Adjustments included global accounting changes to AROIC definitions and dilution in the year of close. These adjustments were made pursuant to the authority provided by the Committee to make such adjustments to preserve the intention of the award where there are unusual events or circumstances. Based on the Human Resources and Compensation Committee's determination that performance was at the levels set forth in the table below, PBRSUs were paid out at 59% of awarded target for the 2023-2025 performance period:

(1)Adjusted for the same gains and charges as the Annual Incentive Plan.

(2)The modifier is additive in nature and results that fall between performance levels will be interpolated on a straight-line basis

Time-Based Restricted Stock Unit Awards

Reward stock price appreciation and continued service. For 2025, the Human Resources and Compensation Committee granted TBRSUs with 40% weighting for all NEOs to promote alignment with shareholder interests as the ultimate value received will be a function of stock price performance. TBRSUs also help us maintain competitive compensation levels and retain executive talent through a multi-year vesting schedule. TBRSUs generally vest in full on the third anniversary of the date of grant.

On February 12, 2025, the Human Resources and Compensation Committee approved the grant of TBRSUs to the NEOs effective March 15, 2025 (other than Mr. Mattiske, whose grant was made on July 2, 2025). Information regarding the grant date fair value and the number of TBRSUs awarded to each NEO is set forth in the Grants of Plan Based Awards Table on page 70 of this proxy statement.

In addition to his regular annual equity grant, in connection with his appointment as Co-Chief Operating Officer following the closing of the Viterra Transaction, Mr. Mattiske received (1) a special, one-time award of TBRSUs with a grant date fair value of approximately $3,000,000, which award was scheduled to vest in two equal installments on each of the first two anniversaries of the grant date and (2) his outstanding Viterra long-term incentive cash awards were converted to an equivalent award of TBRSUs with a grant date fair value of approximately $7,600,000, with a vesting period commensurate with the original Viterra award.

Retirement and Executive Benefits

Competitively address basic health, welfare and retirement income needs. We provide employees with a wide range of retirement, health and welfare, insurance, paid time off and other employee benefits similar to, and on the same basis as, our other salaried employees, which are designed to attract and retain employees critical to our long-term success and to reflect the competitive practices of the companies in the peer group. U.S.-based NEOs are eligible for

Bunge | 2026 Proxy Statement 60 retirement benefits under the following plans: (i) Bunge Retirement Savings Plan; (ii) Bunge Excess Contribution Plan; (iii) Bunge Supplemental Excess Contribution Plan; and (iv) Bunge Deferred Compensation Plan. Each non-U.S.-based NEO is eligible to participate in a statutory retirement plan that covers substantially all employees who are employed in the country where the NEO is based. Amounts contributed by Bunge to such plans are set forth in the "All Other Compensation" column of the Summary Compensation Table on page 68 of this proxy statement.

Our executive compensation program also provides NEOs with limited perquisites and personal benefits for the primary purpose of allowing our executives to focus greater attention to important Company endeavors by helping them work more efficiently and minimizing distractions. All taxes payable on the value of these benefits are borne by the recipient of such benefits. The Human Resources and Compensation Committee, in consultation with Semler Brossy, periodically reviews the benefits provided to the NEOs to ensure competitiveness with market practices.

Retirement Savings Plan

Each U.S.-based NEO is eligible to participate in the Bunge Retirement Savings Plan (the "401(k) Plan")—a tax-qualified retirement plan that covers substantially all U.S.-based salaried and non-union hourly employees. Participants may contribute up to 50% of their compensation on a before-tax and/or Roth basis into their 401(k) Plan accounts. We match an amount equal to 100% for each dollar contributed by participants on the first 3% of their compensation and 50% for each dollar contributed on the next 2% of their compensation. In addition, we contribute a fixed contribution of 5% of compensation to their 401(k) Plan each year.

As the 401(k) Plan is a tax-qualified retirement plan, the Internal Revenue Code limits the "total contribution" that can be made to a participant's 401(k) Plan account each year. For 2025, the total contribution limit was $70,000 ($77,500 if age 50 or older, or $81,250 for ages 60-63 to account for catch-up and super catch-up, respectively). "Total contributions" include both employee contributions (before-tax, Roth, after-tax, and catch-up/super catch-up) and company contributions (Company matching and fixed contributions). In addition, the Internal Revenue Code limits the amount of annual compensation that may be taken into account in computing benefits under the 401(k) Plan. In 2025, this compensation limit was $350,000. Participants may direct the investment of their 401(k) Plan accounts into several investment alternatives, including a Bunge common share fund.

Excess Contribution Plan

Participants in the 401(k) Plan, including the U.S.-based NEOs, are eligible to participate in the Bunge Excess Contribution Plan—an unfunded, non-tax-qualified defined contribution plan that is designed to restore retirement benefits that cannot be paid from the 401(k) Plan due to Internal Revenue Code limits.

The benefit provided under the Excess Contribution Plan is generally equal to the difference between the Company benefit that would have been earned under the 401(k) Plan, without regard to any Internal Revenue Code limits, and the actual Company benefit provided under the 401(k) Plan. A participant's notional account balance is credited with investment return based on the selections he or she made or was defaulted into if no election was made. The investment funds available are similar to the 401(k) Plan, including the Bunge common share fund.

Payments are made from our general assets in a lump sum cash payment following a participant's termination of employment, subject to applicable restrictions set forth in Section 409A of the Internal Revenue Code.

Supplemental Excess Contribution Plan

In addition, each U.S.-based NEO is eligible to participate in the Bunge Supplemental Excess Contribution Plan—an unfunded, non-tax-qualified defined contribution plan that is designed to supplement retirement benefits for designated employees. The Human Resources and Compensation Committee of the Board designates those key employees who are eligible to participate in the Supplemental Excess Contribution Plan.

The benefit provided under the Supplemental Excess Contribution Plan will equal an amount determined as follows: the participant’s compensation multiplied by eight percent, less the maximum amount of employer contributions available to be credited to such participant’s accounts for such calendar year under the Bunge Retirement Savings Plan and the Bunge Excess Contribution Plan or their successor plans. For this purpose, the maximum amount of employer contributions includes: the maximum matching contributions allowed under such other plans and the non-matching employer contributions made on the participant’s behalf under such other plans. A participant's notional account

Bunge | 2026 Proxy Statement 61 balance is credited with investment return based on the selections he or she made or was defaulted into if no election was made. The investment funds available are similar to the 401(k) Plan, including the Bunge common share fund.

Payments are made from our general assets in a lump sum cash payment following a participant's termination of employment, subject to applicable restrictions set forth in Section 409A of the Internal Revenue Code.

Company contributions allocated to the NEOs under the Bunge Excess Contribution Plan and Bunge Supplemental Excess Contribution Plan are shown in the "All Other Compensation Total" column of the Summary Compensation Table on page 68 of this proxy statement.

Deferred Compensation Plan

We also maintain the Bunge Deferred Compensation Plan—an unfunded, non-tax-qualified deferred compensation plan that is designed to provide participants with an opportunity to defer receipt of current income into the future on a tax-deferred basis. For 2025, none of our NEOs, including the CEO, participated in the deferred compensation plan.

Eligible employees who meet the minimum base salary level may participate in the deferred compensation plan. For 2025, the minimum base salary level required to participate in the deferred compensation plan was $350,000. The deferred compensation plan allows participants to voluntarily defer from 1% to 10% of their base salary and up to 100% of their annual incentive compensation. A participant's notional account balance is credited with investment return based on the selections he or she made or was defaulted into if no election was made. The investment funds available are similar to the 401(k) Plan, including the Bunge common share fund.

Subject to the applicable restrictions set forth in Section 409A of the Internal Revenue Code, a participant may elect to defer receipt of income for any period not less than 36 months from the date of deferral and will receive a distribution of his or her account following the end of his or her elected deferral period or death. Subject to applicable restrictions set forth in Section 409A of the Internal Revenue Code, participants may elect to receive payment of their deferred account balance in a lump sum or in up to 15 annual installments. Distributions of a participant's account are made in cash and from our general assets.

Health and Welfare Plans

Active employee benefits such as medical, dental, life insurance and disability coverage are available to U.S. employees through our flexible benefits plan. Employees contribute toward the cost of the flexible benefits plan by paying a portion of the premium costs on a pre-tax basis. Long-term disability coverage can be paid on a pre- or post-tax basis at the employee's option.

Perquisites and Executive Benefits

It is the Human Resources and Compensation Committee's practice to limit special perquisites and executive benefits provided to the Company's executives. The Human Resources and Compensation Committee periodically reviews the perquisites provided to our executive officers under our executive compensation program. For 2025, we provided U.S.-based executive officers, including the NEOs, with corporate-sponsored financial wellness counseling. This offering is a valued planning benefit to help executives navigate complex financial planning. The benefit includes a personal advisor to deliver comprehensive financial guidance and help maximize the value of benefits and compensation provided to the executive by Bunge. Non-U.S. NEOs are provided with an automobile allowance in accordance with Company programs and local market practices. The Company provides relocation assistance and related tax assistance to eligible new and current employees to attract and retain qualified talent and facilitate transitions in job roles. The Company does not provide any gross-up payments to NEOs to cover the taxes due on perquisite related income, other than tax assistance (gross-up payments) on taxable relocation benefits.

In 2025, the Human Resources and Compensation Committee approved a limited budget of $150,000 of incremental cost for non-business use of the company charter aircraft by the CEO, a general market practice among Bunge's peer group and the S&P 500 companies.

Post-Employment and Change of Control Benefits

Focus executives on shareholder interests during periods of uncertainty. Our executive compensation program is designed to provide for the payment of post-employment benefits under certain plans in the event of particular

Bunge | 2026 Proxy Statement 62 terminations of employment. Providing post-employment and change of control benefits assists us in attracting and retaining executive talent and reduces the personal uncertainty that executives are likely to feel when considering a corporate transaction. These arrangements also provide valuable retention incentives that encourage executives to complete such transactions, thus enhancing long-term shareholder value.

Executive Severance Plan

Under our Executive Severance Plan, we have participation agreements with Messrs. Garros, Dimopoulos, Podwika and Mattiske with arrangements that provide post-employment benefits in the event that an executive’s employment is terminated by us or a successor without “cause” or by the executive for “good reason,” and, in the case of a change of control, with such termination occurring before the second anniversary of a “change of control” of the Company, as those terms are defined in the Executive Severance Plan.

The Executive Severance Plan provides that, upon a qualifying termination, the executive would be entitled to a payment equal to (i) 12 months of the executive's base salary and (ii) an amount equal to the executive's annual target bonus for the year in which termination occurs. In addition, each executive would be entitled to a prorated AIP award for the year in which the executive's employment is terminated based on the financial and individual performance achieved for the performance period and reimbursement for the COBRA premiums for the executive (and the executive’s spouse and eligible dependents) for continued participation in the Company’s group health plan for up to 18 months.

The Executive Severance Plan provides that, upon a qualifying termination during the change of control period, the executive would be entitled to a lump sum payment equal to (i) 24 months of the executive’s base salary in effect immediately prior to the termination date, and (ii) an amount equal to two times the executive’s annual target bonus for the year in which the termination occurs. In addition, each executive would be entitled to a prorated AIP award for the year in which the executive's employment is terminated based on the financial and individual performance achieved for the performance period and reimbursement for the COBRA premiums for the executive (and the executive’s spouse and eligible dependents) for continued participation in the Company’s group health plan for up to 18 months. The executive will be entitled to receive accelerated vesting of all outstanding equity awards, with any stock options remaining exercisable for the remainder of their full term, and with unvested performance-based equity awards deemed vested at the greater of (i) actual performance or (ii) target levels with respect to performance goals or other vesting criteria.

As a condition to receiving the severance benefits, an executive must timely execute and deliver a general release of employment-related claims against the Company in substantially the form attached to the Executive Severance Plan. Executives are bound by a 24-month non-competition and non-solicitation covenants. The Executive Severance Plan does not provide for a tax gross-up.

Amounts payable to Mr. Mattiske in connection with his involuntary termination without "cause" on December 31, 2025 were made pursuant to the Executive Severance Plan's provisions related to a qualifying termination during a change of control period as described above and quantified later in Potential Payments Upon Termination of Employment or Change of Control.

Equity Acceleration Under the Long-Term Incentive Plans

Under the 2016 EIP, and for awards granted prior to 2025 under the 2024 LTIP, a participant's long-term equity-based incentive award will be subject to the following treatment upon a termination of employment (except as otherwise may be provided under an individual award agreement or employment agreement):

•Generally, for all terminations of employment other than for Cause or voluntary resignation, all TBRSU and PBRSU awards vest pro rata through the date of termination (for PBRSUs, subject to satisfaction of applicable performance goals and a minimum one-year service period).

•In the event of a change of control of the Company, outstanding long-term equity-based incentive awards will be subject to the terms and conditions of the Executive Severance Plan.

There are no unvested stock options remaining under any of our long-term equity-based incentive plans.

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Executive Employment Agreements

Consistent with Swiss corporate law requirements, Messrs. Heckman and Neppl are subject to an Executive Employment Agreement (the "Employment Agreement") with respect to their base salary, existing target annual bonus opportunity, eligibility to receive long-term equity-based incentive awards, and eligibility for employee and other fringe benefits. The Employment Agreements also provide for certain Notice Period Payments and Non-Compete Payments (as defined below) in the event of written notice by either the Company or the executive, as applicable, that the applicable executive’s employment with the Company will be terminated. The material terms of such payments are the following:

•12 months’ advance written notice must be provided by either the Company or the executive to terminate his employment, unless the termination is by the Company for “cause” or by the executive without “good reason” (as such terms are defined in the Employment Agreements) (the “Notice Period”).

•The parties will determine the extent, duration, and nature of the applicable executive’s active employment services to be provided during the Notice Period, and the time at which such active services cease will be the beginning of the “Garden Leave Period.”

•Messrs. Heckman and Neppl will receive continued payments during the Notice Period (the “Notice Period Payments”) equal to the following: continued payments of (1) base salary, (2) an amount equal to (A) a pro-rata portion of the executive’s annual bonus under the AIP that he would have been entitled to receive for the then-applicable performance period in which the Garden Leave Period commences based on actual performance (with such pro-ration to be based on the length of the Notice Period prior to the Garden Leave Period) and (B) a pro-rata portion of the executive’s target annual bonus under the AIP (with such pro-ration to be based on the length of the Garden Leave Period), and (3) reimbursement for healthcare continuation premiums for the executive and his spouse and dependents (the “Healthcare Reimbursements”).

•In addition to the equity acceleration described above, upon a termination without “cause” or for “good reason,” any equity awards held by Messrs. Heckman and Neppl that are subject to performance-based vesting will vest based on the actual performance level attained for the applicable performance period (but subject to pro-ration as set forth in the applicable award agreement or long-term incentive plan), and, for Mr. Heckman, any stock options held by him will remain exercisable for (a) 36 months following the expiration of the Notice Period if the Notice Period expires outside of a change of control period (or, if the remainder of their full term is less than 36 months, for the remainder of such full term), and (b) the remainder of their full term if the Notice Period expires during a change of control period.

•Messrs. Heckman and Neppl will receive payments during the one year period following expiration of the Notice Period in exchange for their compliance with non-competition, non-solicitation, and other restrictive covenant obligations (the “Non-Compete Payments”) equal to the following: (1) one year of base salary, (2) the executive’s target annual bonus under the AIP and (3) up to 12 months of Healthcare Reimbursements.

•Both the Non-Compete Payments and the Notice Period Payments are subject to offset and/or reduction in the event that Messrs. Heckman or Neppl materially breach any of their restrictive covenant obligations or earn compensation from new employment (and/or other activity) that exceeds a certain threshold amount set forth in the Employment Agreements.

•Certain of the Notice Period Payments and Non-Compete Payments will be subject to the applicable executive’s execution and non-revocation of a release of claims in favor of the Company.