Amcor (AMCR) investor relations material

Executive summary

• Supplement adds detail on FY26 executive incentive goals and the transaction-based awards tied to Berry Global integration.

Voting matters and shareholder proposals

• The Board continues to recommend a FOR vote on Proposal Three, the advisory say-on-pay vote.

Executive compensation and say-on-pay

• Compensation programs aim to align pay with business strategy and shareholder value, reward high performance, and support executive attraction and retention; FW Cook advised on market data and STI/LTI design in FY26.

• FY26 STI used annual performance-based objectives; adjusted EPS actual was $3.97 against a $4.00 target, while free cash flow was $1,303 and organic volume growth was -1.5%.

• Average STI and LTI payouts over the most recent five fiscal years were 58% and 66% of target, respectively; FY26 payout rates were 52% for STI and 35% for LTI.

• One-time integration T-LTI awards for senior and select key executives, including NEOs, were ~70% PSUs and ~30% options, supporting retention and alignment with merger value-creation commitments.

• PSU payout depends solely on adjusted EBITDA in the final year of the July 1, 2027–June 30, 2028 performance period; the goal requires integration, committed synergies, organic growth and earnings, with no interim measurement or partial payout.

• T-LTI options vest after three years and expire ten years from grant; value depends on share-price appreciation after grant.