Cable One, Inc.

Rule 10b5-1 Trading Plans

During the three months ended June 30, 2025, none of our directors or officers (as defined in Rule 16a-1(f) under the Exchange Act)adopted orterminated any contract, instruction or written plan for the purchase or sale of our securities that was intended to satisfy the affirmative defense conditions of Rule 10b5-1(c) under the Exchange Act or any "non-Rule 10b5-1 trading arrangement" (as defined in Item 408(c) of Regulation S-K).

Adoption of the Cable One, Inc. 2025 Executive Severance Plan

On July 29, 2025, the Compensation and Talent Management Committee of the Board approved the adoption of the Cable One, Inc. 2025 Executive Severance Plan (the “Plan”) effective as of July 29, 2025. The Plan was adopted in order to provide severance benefits to eligible employees whose employment with the Company and its Affiliates (as defined in the Plan) terminates upon certain circumstances (other than in connection with a change in control transaction).

The Plan covers certain executives of the Company, including the Company’s Chief Executive Officer, Chief Operating Officer, Chief Financial Officer, Chief People Officer and other executive officers with a title of Senior Vice President or Vice President, and will provide severance benefits in the event of a termination of employment that constitutes a “Qualifying Event” (as defined in the Plan), which means (i) the Company’s termination of the participant’s employment without “Cause” (as defined in the Plan); or (ii) the participant’s voluntary resignation of employment for “Good Reason” (as defined in the Plan). The Plan does not provide for any excise tax gross-up provisions and is not intended to duplicate any benefits under other Company plans or programs, including any benefits that may become payable under the Company’s 2022 Senior Executive Severance Pay Plan.

If benefits under the Plan are triggered, then the participants generally would be entitled to receive (a) a lump sum cash payment equal to 18 months (for Vice Presidents, 9 months) of such participant’s base salary; (b) a lump sum cash payment equal to such participant’s target annual cash incentive bonus for the year of the Qualifying Event; (c) accelerated vesting in full of such participant’s outstanding equity awards that were granted prior to January 1, 2026, with performance-based vesting restricted stock units vesting at target levels if the Qualifying Event occurs prior to completion of the applicable performance period; and (d) a lump sum cash payment equal to 18 times (for Vice Presidents, 9 times) the monthly premium required to continue group health care coverage based on monthly COBRA premiums in effect at the time of termination of employment.

Any benefits payable under the Plan are subject to execution of an agreement by the Plan participant releasing claims against the Company. Under the terms of the Plan, participants are also obligated to comply with the non-compete, non-solicitation and other restrictive covenants set forth in the Company’s Clawback Policy, equity award agreements and any other agreements between the participant and the Company. In the event that a participant violates the restrictive covenants applicable to him or her, then such participant would be obligated to repay their Plan benefits to the Company and would forfeit all unpaid benefits under the Plan.

The foregoing summary is qualified in its entirety by the Plan, which is filed as Exhibit 10.2 to this Quarterly Report on Form 10-Q.