Form 4: Church & Dwight EVP Earns Performance Stock Units

Carlos G. Linares, EVP Chief Technology & Global New Product Development at Church & Dwight, earned 850 performance stock units following the achievement of performance criteria.

Summary

• Carlos G. Linares, EVP Chief Technology & Global New Product Development at Church & Dwight Co Inc, earned 850 shares of common stock.
• These shares represent Performance Stock Units (PSUs) awarded for achieving performance criteria during a period that concluded on December 31, 2025.
• The achievement of these criteria was certified by the Compensation and Human Capital Committee on January 27, 2026.
• The PSUs are scheduled to vest on March 1, 2026, and will be settled with the delivery of common stock shares thereafter, contingent on Mr. Linares's continued employment with the company through the vesting date.
• Following this transaction, Mr. Linares's direct beneficial ownership stands at 3,736.8102 shares, with an additional 193.063 shares held indirectly through a Profit Sharing/Saving Plan Trust.

Sentiment

Score: 7

Explanation: StockSavvy.ai views this as a moderately positive development, reflecting the achievement of performance targets and aligning executive incentives with shareholder interests, which is generally well-received by the market.

Positives

• EVP Carlos G. Linares earned 850 performance stock units, indicating successful achievement of performance criteria for the period ending December 31, 2025.
• The vesting of these PSUs on March 1, 2026, aligns management incentives with long-term shareholder value.

Risks

• The vesting of the 850 performance stock units is contingent upon Carlos G. Linares's continued service to Church & Dwight Co Inc through the vesting date of March 1, 2026.

Future Outlook

The PSUs are set to vest on March 1, 2026, and will be settled with shares of common stock thereafter, subject to the reporting person's continued service. This indicates a future event tied to executive compensation.

Industry Context

StockSavvy.ai notes that the granting and vesting of performance-based equity awards like PSUs are standard practice in executive compensation across the consumer staples industry. This mechanism is designed to align executive incentives with long-term company performance and shareholder returns, a common strategy employed by peers to retain key talent and drive strategic objectives.

Comparison to Industry Standards

• The use of Performance Stock Units (PSUs) as a component of executive compensation is a widely adopted practice among large consumer goods companies, including peers like Procter & Gamble (PG), Colgate-Palmolive (CL), and Kimberly-Clark (KMB).
• These companies frequently tie a significant portion of executive equity awards to the achievement of specific financial or operational performance metrics over multi-year periods, similar to Church & Dwight's approach.
• The vesting schedule, contingent on continued service, is also a standard retention mechanism seen in comparable executive compensation plans.

Corporate Governance

Stakeholder Impact

• Shareholders: Positive, as the earning of PSUs suggests the company met performance targets, potentially leading to increased shareholder value. It also indicates alignment of executive interests with shareholder interests.
• Employees: No direct impact mentioned, but successful performance leading to executive compensation can signal overall company health.
• Management: Carlos G. Linares benefits directly from the earned PSUs, contingent on continued service, providing an incentive for retention and future performance.

Next Steps

• The earned performance stock units are scheduled to vest on March 1, 2026.
• Shares of common stock will be delivered to Carlos G. Linares after the vesting date, contingent on his continued service.

Key Dates

Recommendation

This Form 4 filing details a routine executive compensation event where performance stock units were earned due to the achievement of pre-defined performance criteria. While positive as it indicates successful company performance and aligns executive incentives, it does not present new fundamental information that would warrant a change in an investor's existing position. It confirms the ongoing execution of the company's compensation strategy and operational performance.

Keywords

Church & Dwight, CHD, Form 4, Insider Transaction, Performance Stock Units, PSUs, Executive Compensation, Carlos G. Linares, Beneficial Ownership