DEF 14A of Logitech International S.A., Jul 23, 2026

DEF 14A of Logitech International S.A.

Filed Jul 23, 2026 · FY20260001032975-26-000037

Open on EDGAR

  1. Members of the Board of Directors

    Members of the Board of Directors The Board of Directors nominees, including their professional background, key skills and qualifications, and other public company directorships are set out below and in our "Board Nominees Skills and Experience Profile."

  2. Members of the Board of Directors

    | Donald Allan, Jr. 62 Years Old Director since 2024 | | | Executive Chair of the Board, Stanley Black & Decker, Inc. U.S. national | Professional highlights: Donald Allan, Jr. is serving as Executive Chair of the Board of Stanley Black & Decker, Inc., a global provider of construction and industrial tools, outdoor products and engineered fastening solutions, until October 1, 2026 when he is expected to retire. He has held the Executive Chair position since October 2025. Mr. Allan joined Stanley Black & Decker in 1999 and held management roles at Stanley Black & Decker since 2006. Mr. Allan served as President (February 2021 to October 2025) while concurrently serving as the Chief Executive Officer (July 2022 to October 2025) and Chief Financial Officer (December 2008 to July 2022). Prior to joining Stanley Black & Decker, Mr. Allan held financial management positions with Loctite Corporation (now Henkel), a global provider of engineering adhesives and other industrial chemicals. Mr. Allan holds a BS degree in Accounting and Finance from the University of Hartford. Key skills and qualifications: Mr. Allan has extensive finance expertise developed through his Chief Financial Officer and other financial leadership positions at Stanley Black & Decker and Loctite Corporation. He brings significant experience in senior leadership, operations, governance and strategy from his 20+ year tenure at Stanley Black and Decker to the Board of Directors. Committees: Mr. Allan currently is the Chairperson of the Compensation Committee and member of the Nominating and Governance Committee. The Board of Directors has determined that he is an independent director. Other public company directorships: •Stanley Black & Decker, Inc. |

  3. Members of the Board of Directors

    | Edouard Bugnion 56 Years Old Director since 2015 | | | Professor & Vice President, EPFL Swiss national | Professional highlights: Edouard Bugnion is a Professor in the School of Computer and Communication Science at the École Polytechnique Fédérale de Lausanne (EPFL) and since January 2025 also the Vice President of Innovation and Impact at EPFL. He previously served as the Vice President for Information Systems at the EPFL from January 2017 to December 2020. Prior to joining the EPFL in August 2012, Dr. Bugnion was a Founder and Chief Technology Officer of Nuova Systems, Inc., a developer of enterprise data center solutions, from October 2005 to May 2008. Nuova Systems was funded by and acquired by Cisco Systems, Inc., a worldwide leader in internet protocol-based networking products and services. He joined Cisco as a Vice President and Chief Technology Officer of Cisco’s Server Access and Virtualization Business Unit from May 2008 to June 2011. Prior to Nuova, Dr. Bugnion was a Founder of VMware, a leading provider of cloud and virtualization software and services, where he held many positions, including Chief Technology Officer, from 1998 to 2005. Dr. Bugnion holds an Engineering Diploma from ETH Zürich, a Master’s degree from Stanford University and a Ph.D. from Stanford University, all in Computer Science. Key skills and qualifications: Dr. Bugnion’s significant expertise in technology, software and cloud computing, and cybersecurity, and his experience founding technology companies and as a member of the senior leadership of leading technology companies, provides the Board of Directors with technology and product strategy expertise as well as senior leadership. Committees: Dr. Bugnion currently is a member on the Technology and Innovation Committee of the Board of Directors (the “Technology and Innovation Committee”). The Board of Directors has determined that he is an independent director. |

  4. Members of the Board of Directors

    | 20 | 2026 Annual General Meeting Invitation, Proxy Statement |

  5. Members of the Board of Directors

    | Table of Contents | CORPORATE GOVERNANCE AND BOARD OF DIRECTORS MATTERS |

  6. Members of the Board of Directors

    | Johanna 'Hanneke' Faber 57 Years Old Director since 2024 | | | Chief Executive Officer, Logitech International S.A. Dutch national | Professional highlights: Johanna 'Hanneke' Faber joined Logitech as Chief Executive Officer in December 2023. Prior to joining Logitech, Ms. Faber served as President of the Global Nutrition Division at Unilever PLC, a multinational consumer goods company, from July 2022 to November 2023, where she oversaw the Nutrition Business Group. She was previously President of the Foods & Refreshment Division of Unilever from May 2019 to June 2022. Ms. Faber joined Unilever as a member of its Executive Committee in January 2018, serving as President Unilever Europe. Prior to Unilever, she was a member of the Executive Committee of Ahold Delhaize N.V. from 2013 to 2017, serving first as Chief Commercial Officer and then as Chief E-Commerce and Innovation Officer. Ms. Faber also serves on the Board of the Swiss American Chamber of Commerce. She holds a Bachelor of Arts in Journalism and a Master of Business Administration from the University of Houston (Texas, USA). Key skills and qualifications: In addition to being the Chief Executive Officer of the Company, Ms. Faber brings significant senior leadership experience at a global scale, including "business-to-business" ("B2B"), "business-to-consumer" ("B2C"), sustainability and governance, to the Board of Directors from her leadership positions at Unilever and Ahold Delhaize. Other public company directorships: •Tapestry Inc. |

  7. Members of the Board of Directors

    | Guy Gecht 61 Years Old Director since 2019 | | | Former Chief Executive Officer, Electronics for Imaging U.S. and Israeli national | Professional highlights: Guy Gecht joined Logitech as a member of the Board of Directors in 2019 and served as Logitech’s interim Chief Executive Officer from June to December 2023. He co-founded and was the Co-CEO of E.Merge Technology Acquisition Corp., a holding company looking to engage in a business combination with a software or internet company, from its founding in June 2020 until its dissolution in September 2022. Mr. Gecht was the Chief Executive Officer of Electronics for Imaging, Inc., a then publicly traded company specializing in digital printing technology, a position he held from January 2000 to October 2018. He also served as President at Electronics for Imaging from May 2012 to October 2018 and from July 1999 to January 2000. Prior to joining Electronics for Imaging, Mr. Gecht worked for several startups in software leadership roles and was the Chief Technology Officer of Apple Israel. Mr. Gecht holds a BS in Computer Science and Mathematics from Ben Gurion University in Israel. Key skills and qualifications: Mr. Gecht brings senior leadership and expertise in technology, AI, cybersecurity, strategy, M&A and governance to the Board of Directors, having led the transformation and growth of Electronics for Imaging into a global leader in digital imaging. Board: Mr. Gecht currently is the Chairperson of the Board. The Board of Directors has determined that he is an independent director. Other public company directorships: •SolarEdge Technologies, Inc. |

  8. Members of the Board of Directors

    | 2026 Annual General Meeting Invitation, Proxy Statement | 21 |

  9. Members of the Board of Directors

    | CORPORATE GOVERNANCE AND BOARD OF DIRECTORS MATTERS | Table of Contents |

  10. Members of the Board of Directors

    | Christopher Jones 57 Years Old Director since 2022 | | | Chief Executive Officer, Artemis Software Works, Inc. U.S. national | Professional highlights: Christopher Jones has over 30 years of experience building products and scaling businesses from multi-national companies to early stage startups. He is the Chief Executive Officer and co-founder of Artemis Software Works, Inc., which was founded to build agents that help individuals manage information overload and work effectively with teams, friends, and family. Before Artemis, he held several positions at Amperity, Inc., a company providing an intelligent customer data platform that empowers global consumer brands, from June 2018 to March 2025. During his tenure he served as interim Chief Executive Officer, Chief Customer Officer, and Chief Product Officer. Prior to joining Amperity, Mr. Jones spent twenty-seven years at Microsoft Corporation, from 1991 to 2018, most recently as Director of Microsoft’s cloud-based AI/ML healthcare innovation initiative Healthcare NExT, from October 2015 to May 2018. At Microsoft, he also served as Corporate Vice President, OneDrive & SharePoint from 2014 to 2015, Corporate Vice President, Outlook.com, OneDrive and Windows Services from 2006 to 2014, Corporate Vice President, Windows from 2000 to 2006. Mr. Jones holds a BS degree in Mathematical and Computational Sciences from Stanford University. Key skills and qualifications: Mr. Jones brings significant expertise in technology, product development, consumer and enterprise software and services, artificial intelligence and cybersecurity, as well as senior leadership and brand identification experience, to the Board of Directors from leading technology companies such as Amperity and Microsoft. Committees: Mr. Jones currently is a member of the Nominating and Governance Committee and is the Chairperson of the Technology and Innovation Committee. The Board of Directors has determined that he is an independent director. |

  11. Members of the Board of Directors

    | Marjorie Lao 52 Years Old Director since 2018 | | | Former Chief Financial Officer, the LEGO Group Philippine and U.K. national | Professional highlights: Marjorie Lao is the former Chief Financial Officer of the LEGO Group, a privately held, family-owned company whose main activity is the development, production, marketing and sales of play materials, a position she held from February 2017 to March 2020. She previously served as the Senior Vice President, Finance from January 2014 to January 2017. Prior to joining the LEGO Group, Ms. Lao was the Vice President, Projects of Seadrill, a deepwater drilling contractor, from February 2013 to December 2013. She served as the Chief Financial Officer and Senior Vice President, Finance of Tandberg ASA, a key player in the videoconferencing industry, from November 2006 to April 2010 and the Vice President, Business Development and M&A from January 2006 to October 2006. Tandberg was acquired by Cisco Systems, Inc., a worldwide leader in Internet Protocol-based networking products and services, and Ms. Lao joined Cisco as the Senior Director, Finance and Senior Director, Strategy and Business Analytics from April 2010 to February 2012. She also served as an Associate and Engagement Manager of McKinsey & Company, an international management consulting firm, from 2002 to 2005 and a Finance Manager and Internal Controls Manager of The Procter & Gamble Company, a consumer brand company, from 1996 to 2000. Ms. Lao holds a BSc degree in Business Administration and Accountancy from the University of the Philippines and an MBA from Harvard Business School. She was certified as a public accountant in the Philippines in 1996. Key skills and qualifications: Ms. Lao has extensive finance expertise developed through her Chief Financial Officer and other leadership positions at companies in Europe, the United States and Asia. She brings to the Board of Directors an understanding of global businesses, the videoconferencing and gaming industries, software and enterprise go-to-market strategies and senior leadership, governance, strategy, M&A and corporate responsibility experience from leading technology and brand and consumer marketing companies. Committees: Ms. Lao currently is a member of the Audit Committee and the Technology and Innovation Committee. The Board of Directors has determined that she is an independent director. Other public company directorships: •LuxExperience B.V. •PT GoTo Gojek Tokopedia Tbk |

  12. Members of the Board of Directors

    | 22 | 2026 Annual General Meeting Invitation, Proxy Statement |

  13. Members of the Board of Directors

    | Table of Contents | CORPORATE GOVERNANCE AND BOARD OF DIRECTORS MATTERS |

  14. Members of the Board of Directors

    | Owen Mahoney 59 Years Old Director since 2024 | | | Former President & Chief Executive Officer, Nexon Co., Ltd. U.S. national | Professional highlights: Owen Mahoney is the former President, Chief Executive Officer and Representative Director of Nexon Co., Ltd., a video game publisher based in Japan, a position he held from March 2014 to March 2024. Mr. Mahoney joined Nexon in July 2010 as Chief Financial Officer, a position he held until he assumed the role of Chief Executive Officer in March 2014. Prior to joining Nexon, Mr. Mahoney served as Senior Vice President of Corporate Development at Electronic Arts Inc., a video game company, from November 2000 until March 2009. He holds a Master’s degree in Asian Studies from the University of California, Berkeley and studied Japanese Law and Political Science at the University of Tokyo. Key skills and qualifications: Mr. Mahoney brings significant expertise in senior leadership, digital gaming and technology, finance, global operations, strategy, M&A, and strategic alliances to the Board of Directors from his leadership positions at video game and software companies in North America and Asia Pacific. Committees: Mr. Mahoney currently is a member of both the Audit Committee and the Technology and Innovation Committee. The Board of Directors has determined that he is an independent director. Other public company directorships: •Hasbro, Inc. |

  15. Members of the Board of Directors

    | Neela Montgomery 51 Years Old Director since 2017 | | | Former Chief Executive Officer, Crate & Barrel U.K. national | Professional highlights: Neela Montgomery is a Senior Advisor at AlixPartners and was recently the Chief Executive Officer of Orveon Global US LLC, a premium beauty company, a position she held from January 2024 to February 2025. Previously, Ms. Montgomery was the President of CVS Pharmacy, the retail and pharmacy division of CVS Health, a global healthcare services company, where she was also an Executive Vice President, from November 2020 to January 2022. Ms. Montgomery was the Chief Executive Officer of Crate & Barrel Holdings, Inc., a global home furnishings retailer and leader in home e-commerce retailing and digital marketing, from August 2017 to August 2020. Ms. Montgomery was a Member of the Executive Board for Multichannel Retail at the Otto Group, GmbH, a globally operating retail and services group, from November 2014 to July 2017, overseeing all Group companies that operate in e-commerce and store-based retail as well as serving as Executive Chairwoman of Otto Group operating companies including Crate & Barrel. Prior to joining the Otto Group, Ms. Montgomery was the UK General Merchandise Director on the UK Board of Tesco Plc, one of the world’s largest retailers, from June 2012 to June 2014, supervising diverse areas such as Home, Electronics & Entertainment from a multichannel perspective. She served at Tesco since 2002, including as UK E-Commerce Director from March 2011 to December 2012 and as Chief Merchant for Tesco Malaysia from July 2007 to May 2011. Ms. Montgomery studied English literature at Oxford University and holds an MBA from INSEAD having studied in France and Singapore. Key skills and qualifications: Ms. Montgomery brings senior leadership, multichannel retail, e-commerce, brand oversight, home electronics and global experience to the Board of Directors from her positions in North America, EMEA and Asia Pacific at Orveon, CVS Health, Crate & Barrel, the Otto Group and Tesco. Committees: Ms. Montgomery currently is a member of the Compensation Committee. The Board of Directors has determined that she is an independent director. Other public company directorships: •Koninklijke Ahold Delhaize N.V. |

  16. Members of the Board of Directors

    | 2026 Annual General Meeting Invitation, Proxy Statement | 23 |

  17. Members of the Board of Directors

    | CORPORATE GOVERNANCE AND BOARD OF DIRECTORS MATTERS | Table of Contents |

  18. Members of the Board of Directors

    | Kwok Wang Ng 59 Years Old Director since 2022 | | | Former Chief Executive Officer, SGS S.A. Swiss and Chinese national | Professional highlights: Kwok Wang Ng served as the Chief Executive Officer of SGS S.A., a testing, inspection and certification company, from March 2015 to March 2024. He held other management roles at SGS from 1994 to 2015, including Executive Vice President, Industrial Services from 2012 to 2015, Executive Vice President, Consumer Testing Services from 2005 to 2012, Regional Managing Director, SGS U.S. Testing North America from 2002 to 2005, Operations Manager, Consumer Testing Services from 1998 to 2002, Division Manager, Consumer Products, Standard Technical Services from 1996 to 1998. Mr. Ng started his career as a Quality Assurance Engineer at Sodeco S.A., a company specializing in metering and phone systems, from 1987 to 1989. Mr. Ng holds a BA degree in Economics and Econometrics from the University of Essex and a Diploma in Engineering from the Engineering School of Geneva. Key skills and qualifications: As former CEO of a globally operating Swiss listed company, and through his broad range of management roles in Europe, China and the U.S., Mr. Ng brings senior leadership, consumer product, operations, Swiss investor base and governance, and global experience to the Board of Directors. Committees: Mr. Ng currently is a member of the Compensation Committee and is the Chairperson of the Nominating and Governance Committee. The Board of Directors has determined that he is an independent director. Other public company directorships: •Sika AG |

  19. Members of the Board of Directors

    | Deborah Thomas 62 Years Old Director since 2020 | | | Retired Executive Vice President and Chief Financial Officer, Hasbro, Inc. U.S. national | Professional highlights: Deborah Thomas was Executive Vice President and Senior Advisor to the CEO of Hasbro, Inc., a global play and entertainment company from May 2023 until her retirement from Hasbro in December 2023. Prior to assuming this role, Ms. Thomas served as Hasbro's Executive Vice President and Chief Financial Officer from March 2013 until May 2023. She previously served at Hasbro as a Senior Vice President and Chief Financial Officer from June 2009 to February 2013, Senior Vice President and Head of Corporate Finance from June 2008 to May 2009, Senior Vice President and Controller from May 2003 to May 2008, and Vice President and Assistant Controller from August 1998 to April 2003. Prior to joining Hasbro, Ms. Thomas held Assurance positions at KPMG Peat Marwick, LLP in the United States and in the United Kingdom from 1986 to 1998. Ms. Thomas is a Certified Public Accountant. She holds a BS degree from Providence College. Key skills and qualifications: As the former Chief Financial Officer of a leading consumer products, gaming, entertainment and media company, and with significant finance and accounting expertise developed over several decades at a global conglomerate and a Big 4 international accounting firm, Ms. Thomas brings senior leadership, governance, finance (including U.S. GAAP), information technology, supply chain, data analytics, M&A, international and multicategory, multi-brand consumer product, gaming, media and services experience to the Board of Directors. Committees: Ms. Thomas currently is the Chairperson of the Audit Committee and a member of both the Compensation Committee and the Nominating and Governance Committee. The Board of Directors has determined that she is an independent director. Other public company directorships: •Samsonite Group S.A. |

  20. Members of the Board of Directors

    | 24 | 2026 Annual General Meeting Invitation, Proxy Statement |

  21. Members of the Board of Directors

    | Table of Contents | CORPORATE GOVERNANCE AND BOARD OF DIRECTORS MATTERS |

  22. Members of the Board of Directors

    | Sascha Zahnd 51 Years Old Director since 2022 | | | Former Chairman, Valora Holding AG Swiss national | Professional highlights: Sascha Zahnd is the former non-executive chairman of Valora Holding AG, a position he held until October 2022. He previously served at Tesla Inc., an automotive and clean energy company, as Vice President EMEA from June 2019 until December 2020 and Vice President, Global Supply Chain from May 2016 to May 2019. Prior to joining Tesla, Mr. Zahnd was the Vice President, Supply & Procurement at ETA S.A./The Swatch Group, a company designing and manufacturing watches and calibers for the watch industry, from 2010 to 2016. From 2001 to 2010, Mr. Zahnd held a series of management positions at IKEA, a multinational conglomerate that designs and sells furniture, appliances and home accessories among other goods and home services, including Head of Supply Division Asia Pacific at IKEA Asia Pacific from 2006 to 2010, Sales Manager and Deputy to General Manager at IKEA Retail from 2005 to 2006, Leader Task Force, Supply Mexico, Turnaround at IKEA Trading (Purchasing), Mexico from 2003 to 2005, Project Leader, European Distribution Strategy at IKEA of Sweden in 2003, and Regional Logistic Manager at IKEA Distribution South Europe from 2001 to 2003. Mr. Zahnd holds an Executive MBA degree from IMD Business School in Lausanne and a BA degree in Business Administration from University of Applied Sciences in Basel. Key skills and qualifications: Mr. Zahnd brings significant expertise in retail, production and supply chain, as well as senior leadership, Swiss investor and governance knowledge, and global experience, to the Board of Directors from his roles as part of Tesla’s leadership team and in leading technology and retail companies in Europe, the U.S., Mexico and Asia/China. Committees: Mr. Zahnd currently is a member of both the Audit Committee and the Nominating and Governance Committee. The Board of Directors has determined that he is an independent director. Other public company directorships: •LuxExperience B.V. |

  23. Members of the Board of Directors

    All members of the Board of Directors currently comply with the limitation on external mandates provided in the Articles of Incorporation.

  24. Members of the Board of Directors

    | 2026 Annual General Meeting Invitation, Proxy Statement | 25 |

  25. Members of the Board of Directors

    | CORPORATE GOVERNANCE AND BOARD OF DIRECTORS MATTERS | Table of Contents |

  26. Elections to the Board of Directors

    Elections to the Board of Directors Directors are elected at the Annual General Meeting of Shareholders, upon proposal of the Board of Directors. The proposals of the Board of Directors are made following recommendations of the Nominating and Governance Committee.

  27. Board Composition

    Board Composition The Nominating and Governance Committee is responsible for reviewing and assessing with the Board of Directors the appropriate skills, experience, and background sought in Board members in the context of our business and the then-current membership on the Board of Directors. The Nominating and Governance Committee has not formally established any specific minimum qualifications that must be met by each candidate for the Board of Directors or specific attributes, qualities, or skills that are necessary for one or more of the members of the Board of Directors to possess. We do not expect or intend that each director will have the same background, skills, and experience; we expect that Board members will have a diverse portfolio of backgrounds, skills, and experiences in order to best assist the Board of Directors as a whole in its oversight and advice concerning our business and operations. The Nominating and Governance Committee's review and assessment of Board candidates and the current Board composition includes numerous factors, such as: diversity with respect to international experience, geographic representation, age, gender, ethnicity, as well as other qualities and attributes that contribute to the total mix of viewpoints and experience represented on the Board. The priorities and emphasis of the Nominating and Governance Committee and of the Board of Directors with regard to these factors change from time to time to take into account changes in our business and other trends, as well as the portfolio of skills and experience of current and prospective Board members. Listed below are a mix of skills and experiences that the Nominating and Governance Committee and the Board of Directors have identified as important for our director nominees to have in light of our current business and structure. We do not expect each director to possess every attribute, but look for a well-balanced Board of Directors with skills and expertise in various areas. The Board Nominees Skills and Experience Profile table below is intended to depict notable areas of focus for each director based on the current composition of the Board of Directors, and not having a mark does not mean that a particular director does not possess that qualification or skill. •Senior Leadership Experience. Directors who have served as CEOs and CFOs are valuable to Logitech because they bring experience and perspective in analyzing, shaping, and overseeing the execution of important operational and policy issues at a senior level. •International Business and M&A Experience. Because we are a global organization with research and development, and sales and other offices in many countries, directors with international business experience provide valuable business and cultural perspectives regarding significant aspects of our business. As we focus on growth opportunities, we may consider acquisitions, investments, and partnerships, making directors with M&A experience valuable on the Board of Directors. •Financial Expertise. Knowledge of financial markets and accounting and financial reporting processes is important because it assists our directors in understanding, advising, and overseeing Logitech’s structure, financial reporting, and internal control of such activities. •Industry Experience. We develop and manufacture hardware and software products, ship them worldwide, and sell our products to both consumers and businesses. Accordingly, experience in B2B and B2C businesses, including sales and marketing, and experience in global supply chain and manufacturing is valuable in understanding and providing insight on the challenges and opportunities of significant aspects of our business including sales, marketing, and manufacturing. •Technology and Cybersecurity Experience. Because we develop design-led, software-enabled hardware, technology experience including in hardware, software, AI, cybersecurity, and product security, is valuable in understanding the opportunities, risks, and challenges of our business and in providing insight and oversight of management. Directors who have indicated technology experience also have experience in AI. •Brand & Marketing. Our brands have significantly contributed to the success of our business and maintaining and enhancing our brands and marketing efforts are important for our future growth and success.

  28. Board Composition

    | 26 | 2026 Annual General Meeting Invitation, Proxy Statement |

  29. Board Composition

    | Table of Contents | CORPORATE GOVERNANCE AND BOARD OF DIRECTORS MATTERS |

  30. Board Composition

    •Sustainability / ESG. Directors with sustainability and ESG experience are important to Logitech because they enable the Board to exercise its oversight with respect to the Company’s operational sustainability initiatives and ESG matters. •People & Compensation. Our success depends on our ability to attract and retain highly skilled executives and employees. Accordingly, having directors with expertise in people and compensation matters are important qualifications for our Board of Directors.

  31. Board Nominees' Skills and Experience Profile(1)

    Board Nominees' Skills and Experience Profile(1)

  32. Board Nominees' Skills and Experience Profile(1)

    | | Allan | Bugnion | Faber | Gecht | Jones | Lao | Mahoney | Montgomery | Ng | Thomas | Zahnd | | Years on Board | 2 | 11 | 2 | 7 | 4 | 8 | 2 | 9 | 4 | 6 | 4 | | CEO / CFO | ü | | ü | ü | ü | ü | ü | ü | ü | ü | | | International Business | ü | | ü | ü | | ü | ü | ü | ü | ü | ü | | Financial Expertise | ü | | | ü | | ü | ü | | | ü | | | B2C | ü | | ü | | | | ü | ü | | ü | ü | | B2B | ü | ü | | ü | ü | ü | | | ü | | | | Operations & Supply Chain | ü | | | | | | | | | ü | ü | | Technology | | ü | | ü | ü | | ü | | | | | | Cybersecurity | ü | ü | | ü | | | | | | ü | | | M&A | ü | | | ü | | ü | ü | | ü | ü | ü | | Brand & Marketing | ü | | ü | | | | ü | ü | | ü | | | Sustainability / ESG | ü | | ü | | | | | | ü | | ü | | People & Compensation | ü | | | | | | | ü | ü | ü | ü |

  33. Board Nominees' Skills and Experience Profile(1)

    (1)A checkmark in the chart indicates a specific area of focus or expertise that is particularly relevant to a director’s service on Logitech’s Board of Directors. The lack of a checkmark does not mean that a director does not also possess experience or skill in that area.

  34. Board Diversity

    Board Diversity The review and assessment of director candidates and the current composition of the Board of Directors by the Nominating and Governance Committee includes an assessment of diversity with respect to international experience, geographic representation, age, gender, ethnicity, as well as other qualities and attributes that contribute to the total mix of viewpoints and experience represented on the Board. In addition, Swiss law requires companies to report publicly on whether the underrepresented gender comprises at least 30% of a company's board of directors. In our current 11-person Board of Directors, seven directors are men and four directors are women (i.e. 36.4% are female directors). Likewise, our director nominees include seven men and four women. If all nominees are re-elected at the 2026 Annual General Meeting, our Board of Directors will remain composed of 36.4% female directors. The nationalities of our director nominees include Swiss, American, British/U.K., Chinese, Israeli, Filipino and Dutch. Four of our director nominees reside in Europe, six reside in the United States, and one resides in Japan.

  35. Board Diversity

    | 2026 Annual General Meeting Invitation, Proxy Statement | 27 |

  36. Board Diversity

    | CORPORATE GOVERNANCE AND BOARD OF DIRECTORS MATTERS | Table of Contents |

  37. Board Diversity

    The following chart summarizes certain voluntarily self-identified demographic information of our nominees. Additional biographical information on each nominee is set out above in "Members of the Board of Directors."

  38. Board Diversity

    | Board Diversity Matrix | | | | | | Country of Principal Executive Offices: | Switzerland | | | | | Foreign Private Issuer: | No | | | | | Disclosure Prohibited under Home Country Law: | No | | | | | Total Number of Nominees: | 11 | | | | | | Female | Male | Non-Binary | Did not Disclose Gender | | Gender Identity | 4 | 7 | — | — | | Demographic Background: | | | | | | African American or Black | — | — | — | — | | Alaskan Native or Native American | — | — | — | — | | Asian | 2 | 1 | — | — | | Hispanic or Latinx | — | — | — | — | | Native Hawaiian or Pacific Islander | — | — | — | — | | White | 2 | 5 | — | — | | Two or More Races or Ethnicities | — | — | — | — | | LGBTQ+ | — | | | | | Did Not Disclose Demographic Background | 2* | | | | | Nationalities: | | | | | | Swiss | 3 | | | | | American | 5 | | | | | British/U.K. | 2 | | | | | Israeli | 1 | | | | | Filipino | 1 | | | | | Chinese | 1 | | | | | Dutch | 1 | | | |

  39. Board Diversity

    * Number of director nominees who “Prefer not to answer” the LGBTQ+ question or the race/ethnicity question.

  40. Identification and Evaluation of Nominees for Directors

    Identification and Evaluation of Nominees for Directors Our Nominating and Governance Committee uses a variety of methods for identifying and evaluating nominees for director. It regularly assesses the appropriate size and composition of the Board of Directors, the needs of the Board of Directors and the respective Committees of the Board of Directors, and the qualifications of candidates in light of these needs. The Nominating and Governance Committee typically retains an executive search firm to assist with the identification and evaluation of prospective nominees for the Board of Directors based on criteria established by the Committee. Candidates may also come to the attention of the Nominating and Governance Committee through shareholders, management, or current members of the Board of Directors. The evaluation of these candidates may include information provided to the Committee, discussions with persons familiar with the candidate, interviews with the candidate or other actions the Committee deems appropriate, and typically includes the use of paid third parties to review candidates to ensure the nominees have appropriate qualifications and skills.

  41. Identification and Evaluation of Nominees for Directors

    | 28 | 2026 Annual General Meeting Invitation, Proxy Statement |

  42. Identification and Evaluation of Nominees for Directors

    | Table of Contents | CORPORATE GOVERNANCE AND BOARD OF DIRECTORS MATTERS |

  43. Summary of Fiscal Year 2026 Compensation Actions

    | Named Executive Officer | FY 2026 Base Salary Increase from FY 2025 | FY 2026 Annual Bonus as a Percentage of Target Bonus | FY 2024 PSU Vesting Level(1) | FY 2026 PSU Approved Value(2) | | Johanna 'Hanneke' Faber, Chief Executive Officer | —% | 152% | n/a | $6,000,000 | | Matteo Anversa, Chief Financial Officer | —% | 152% | n/a | $3,000,000 | | Samantha Harnett, Chief Legal Officer | —% | 152% | 193% | $2,000,000 | | Prakash Arunkundrum, former President of Logitech for Business(3) | —% | —% | —% | $2,500,000 |

  44. Summary of Fiscal Year 2026 Compensation Actions

    (1)Not applicable (n/a) as Ms. Faber and Mr. Anversa did not receive fiscal year 2024 PSU award and will receive their first PSU vesting in fiscal year 2027. (2)Reflects the value approved by the Compensation Committee for each NEO which may differ from the stock awards value reflected in the "Summary Compensation Table for Fiscal Year 2026" below, which represents the aggregate grant date fair value of stock awards under the SEC rules. (3)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025 and forfeited his annual bonus and his unvested equity awards. Emphasis on Performance-Based Compensation Our executive compensation program prioritizes variable performance-based pay over fixed pay causing annual compensation for our NEOs to vary year over year based on our corporate financial and operational outcomes, as well as individual performance. In fiscal year 2026, performance-based compensation represented most (86%) of the CEO's total target direct compensation. This included cash under our Annual Bonus Plan, earned based on the achievement of pre-established performance criteria, and performance-based equity awards (PSUs), granted as long-term incentives, the value of which depended on achieving pre-established performance goals. Fixed pay, consisting of base salary, constituted just 14% of the total target direct compensation for the CEO in fiscal year 2026. The following chart shows the percentages of target "variable" performance-based pay, which includes the annual bonus and long-term equity incentives ("LTI") PSUs, versus "fixed" pay which only includes base salary, awarded to our CEO for fiscal year 2026:

  45. Executive Compensation Best Practices

    | ü | Compensation Committee Independence – Our Board of Directors maintains a Compensation Committee which is composed solely of independent directors. | | ü | Independent Compensation Committee Advisors – The Compensation Committee engages its own independent advisors and reviews their independence annually. | | ü | Annual Compensation Review – The Compensation Committee conducts an annual review of our executive compensation philosophy and strategy, including a review of the compensation peer group and other information used for comparative purposes. | | ü | Compensation-Related Risk Assessment – The Compensation Committee conducts an annual evaluation of our compensation programs, policies, and practices to ensure that they are designed to reflect an appropriate level of risk-taking but do not encourage our NEOs or other employees to take excessive or unnecessary risks that could have a material adverse impact on the Company. | | ü | Emphasize Performance-Based Incentive Compensation – The Compensation Committee designs our executive compensation program to use performance-based short-term and long-term incentive compensation awards, aligning the interests of our NEOs with those of our shareholders. In the period of fiscal year 2023 to fiscal year 2026, all NEOs' annual long-term equity awards have been granted entirely in the form of PSUs, and the use of service-based restricted stock units ("RSUs") in the annual equity grant has been eliminated. | | ü | Emphasize Long-Term Equity Compensation – The Compensation Committee uses equity awards to deliver long-term incentive compensation opportunities to our NEOs. These equity awards vest or may be earned over multi-year periods, which better serves our long-term value creation goals and retention objectives. | | ü | Limited Executive Perquisites – We generally do not provide perquisites or other personal benefits to our NEOs. With the exception of providing our CEO with additional medical coverage and a deferred compensation plan contribution, the NEOs generally participate in our health and welfare benefit programs on the same basis as all of our employees. | | ü | Stock Ownership Policy – We maintain a stock ownership policy for our directors, NEOs, and other executive officers, which requires each of them to own a specified amount of our registered shares as a multiple of their base salary or annual board retainer. |

  46. Executive Compensation Best Practices

    | û | No Severance or Change in Control Arrangements – To comply with Swiss corporate law, we have no severance or change in control arrangements (other than acceleration of vesting of equity awards as provided in our equity award agreements) for our NEOs. | | û | No Tax “Gross-Ups” or Payments – We do not provide any “gross-ups” or tax payments in connection with any compensation element for our NEOs, other than for our standard relocation benefits. This means we do not provide any excise tax “gross-up” or tax reimbursement in connection with any change in control payments or benefits. | | û | No Unearned Dividends – We do not pay dividends or dividend equivalents on unvested or unearned RSU or PSU awards. | | û | No Stock Option Repricing – We do not reprice options to purchase our registered shares without shareholder approval. | | û | No Stock Option Awards – We do not grant stock option awards to our NEOs. |

  47. Shareholder Engagement

    Shareholder Engagement We believe ongoing shareholder engagement is an important driver of our Company's success. Through regular engagement with our Swiss and U.S. shareholders led by management and our Board of Directors, we seek shareholder views on business strategy, corporate governance, executive compensation, risk oversight, environmental and social initiatives and other key topics. We consider this feedback in the Company’s and the Compensation Committee’s evaluation of compensation matters requiring a broader shareholder perspective. Our Chairperson of the Board of Directors, the chairs of the Audit and Compensation Committees, and members of our management team actively participated in shareholder discussions. During the fiscal year 2026 shareholder engagement season, we reached out to shareholders representing approximately 49% of our outstanding shares and met with shareholders representing approximately 23% of our outstanding shares. Based on feedback received from these engagement efforts, as well as the 79% shareholder support for our 2025 Say-on-Pay vote, the Compensation Committee determined that the Company’s executive compensation philosophy, objectives and overall program continue to appropriately align with shareholder interest and to support the Company's business strategy. However, based on additional shareholder feedback, the Compensation Committee expects to implement certain changes to our executive compensation program in fiscal 2027, including increased weighting on revenue metrics (in constant currency) in the annual and long-term incentive plans, as follows: •Annual incentive plan metrics will be weighted 50% revenue, 40% non-GAAP operating income and 10% ESG goal; and •Long-term incentive plan metrics will be weighted 55% revenue growth and 45% non-GAAP operating income growth with the continued use of a three-year relative TSR modifier. The Compensation Committee remains committed to its shareholder engagement efforts to evolve our executive compensation program and corporate governance practices to best meet the needs of Logitech and our shareholders. For more information regarding our annual Say-on-Pay proposal for fiscal year 2026 and our binding votes on aggregate compensation, see "Proposal 2 – Advisory Vote to Approve Named Executive Officers Compensation for Fiscal Year 2026," "Proposal 11 – Approval of Compensation for the Board of Directors for the 2026 to 2027 Board Year" and "Proposal 12 – Approval of Compensation for the Group Management Team for Fiscal Year 2028."

  48. Role of the Compensation Committee

    Role of the Compensation Committee The Compensation Committee, among its other responsibilities, establishes our overall compensation philosophy and reviews and approves our executive compensation program, including the specific compensation of our NEOs. The Compensation Committee has the authority to retain compensation consultants and other advisors, including legal counsel, to assist in carrying out its responsibilities. The Compensation Committee’s authority, duties, and responsibilities are described in its charter, which is reviewed annually and updated as warranted. The charter is available on Logitech's website at http://ir.logitech.com. While the Compensation Committee ultimately determines our overall compensation philosophy and approves the compensation of our NEOs, it considers the recommendations of its compensation consultants and other advisors, as well as our CEO, CFO, Head of People & Culture, and compensation department. The Compensation Committee makes all final decisions regarding executive compensation, including base salary levels, target annual cash bonus opportunities, actual cash bonus payments, and long-term incentives in the form of equity awards. The Compensation Committee meets on a regularly-scheduled basis and at other times as needed. The Compensation Committee periodically reviews compensation matters with our Board of Directors. The Chairperson of the Compensation Committee reports to the Board of Directors on the activities of the Compensation Committee at quarterly board meetings, and the minutes of the Compensation Committee meetings are available to the members of the Board of Directors. As noted above, before the beginning of each fiscal year, the Compensation Committee conducts a comprehensive review of Logitech's executive compensation program for our NEOs to ensure that its components, actions, and decisions (i) are well-coordinated, (ii) align with our vision, mission, values, and strategic priorities, (iii) provide appropriate short-term and long-term incentives, (iv) fulfill their intended objectives, and (v) remain competitive with compensation offered to executives in similar roles at peer companies. Based on this evaluation, the Compensation Committee implements any necessary adjustments to existing plans and arrangements or introduces new plans or arrangements to maintain an effective and competitive compensation framework. The Compensation Committee also conducts an annual review of our executive compensation strategy to ensure alignment with the Company's strategic priorities and achievement of our desired objectives. Additionally, the Compensation Committee evaluates market trends and changes in competitive compensation practices, as further described below. The Compensation Committee considered the following factors when determining the target total direct compensation of our NEOs for fiscal year 2026: •Each individual NEO’s performance and contribution to building a high-performing leadership team; •Each individual NEO’s skills, experience, qualifications, and marketability;

  49. Role of Compensation Consultants

    Role of Compensation Consultants In accordance with its charter, the Compensation Committee has full authority to retain compensation consultants and other advisors, including legal counsel, as needed to support its responsibilities. The Compensation Committee oversees all aspects of these engagements, including the selection of advisors, approval of fees, and determination of services provided. Advisors engaged by the Compensation Committee report directly to the Compensation Committee. Additionally, the Compensation Committee may replace its compensation consultants or hire additional advisors at any time. The Compensation Committee historically retained the services of Compensia, Inc. ("Compensia") as its independent U.S. compensation consultant and PwC Switzerland as its Swiss compensation consultant. In September 2025, the Compensation Committee appointed Meridian Compensation Partners, LLC ("Meridian") as its new independent U.S. compensation consultant and continued to retain PwC Switzerland as its Swiss compensation consultant. The Compensation Committee engages compensation consultants to provide information, analysis, and other assistance relating to our executive compensation program on an ongoing basis. The nature and scope of the services provided to the Compensation Committee by the independent compensation consultants in fiscal year 2026 were as follows: •Reviewed and recommended updates to the compensation peer group; •Provided advice with respect to compensation best practices and market trends for NEOs and members of our Board of Directors; •Conducted an analysis of the levels of overall compensation and each element of compensation for our NEOs; •Conducted an analysis of the levels of overall compensation and each element of compensation for the members of our Board of Directors; •Conducted a compensation risk assessment; •Assisted in our equity compensation strategy; and •Provided legislative updates and ad hoc advice and support on compensation matters throughout the year. The independent compensation consultants regularly attend Compensation Committee meetings and also engage with the Compensation Committee outside of formal meetings. While the compensation consultants report to the Compensation Committee, they work with members of management, including our CEO and members of our executive compensation team, for purposes of understanding proposals that management may make to the Compensation Committee. The Compensation Committee evaluates the independence of the compensation consultants annually, taking into account, among other things, the six independence-related factors as set forth in Exchange Act Rule 10C-1 issued by the SEC under the Dodd–Frank Act and the enhanced independence standards and factors set forth in the applicable listing standards of the Nasdaq Stock Market. Besides the services mentioned above, neither Compensia nor Meridian have provided any other services or received compensation other than with respect to the services described above. PwC provided consulting services to the Company and received total fees of approximately $503,000 during fiscal year 2026, of which $57,000 was for NEO compensation consulting services and $446,000 for other consulting services. Following its most recent assessment, the Compensation Committee concluded that its relationship with each independent compensation consultant, as well as the services performed on behalf of the Compensation Committee, do not present any conflict of interest.

  50. Compensation Peer Group and Market Data

    Compensation Peer Group and Market Data The Compensation Committee reviews competitive market data and analyses regarding executive compensation practices and pay levels. These materials include information from a peer group selected by the Compensation Committee, as well as broader compensation survey data.

  51. Compensation Peer Group and Market Data

    | 2026 Annual General Meeting Invitation, Proxy Statement | 55 |

  52. Compensation Peer Group and Market Data

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  53. Compensation Peer Group and Market Data

    For fiscal year 2026, at the direction of the Compensation Committee, Compensia evaluated the existing compensation peer group and used the criteria set forth in the following table to objectively identify companies for inclusion in the group:

  54. Compensation Peer Group and Market Data

    | Criteria | Rationale | | Industry | We compete for talent with companies in the technology industry. | | Financial Scope | Our NEOs' compensation should be similar to senior executives at companies that have comparable financial characteristics including revenue and market capitalization. | | Other Factors | When necessary, we apply additional refinement criteria — both objective or subjective — such as revenue growth, profitability, valuation, headcount, geography, or business model. While Logitech is a Swiss company, we primarily compete for executive talent with U.S. publicly traded technology companies, particularly those in the high-tech sector of Silicon Valley. |

  55. Compensation Peer Group and Market Data

    Based on these criteria, the Compensation Committee approved the following peer group of 19 publicly-traded companies, which it used as a reference when making compensation decisions with respect to setting compensation for fiscal year 2026:

  56. Compensation Peer Group and Market Data

    | Ciena Corporation | Keysight Technologies, Inc. | Teradyne, Inc. | | Coherent Corp. | NCR Voyix Corporation | Trimble Inc. | | Electronic Arts Inc. | NetApp, Inc. | Vertiv Holdings Co | | F5, Inc. | Pure Storage, Inc. | Zebra Technologies Corporation | | Garmin Ltd. | Qorvo, Inc. | Zoom Communications, Inc. | | Hubbell Incorporated | Sensata Technologies Holding plc | | | Juniper Networks | Skyworks Solutions, Inc. | |

  57. Compensation Peer Group and Market Data

    Super Micro Computer, Inc. was removed from our peer group due to its accounting violations and as its revenue was no longer aligned with Logitech and its peer companies. The following table sets forth the revenue and market capitalization of compensation peer group as of January 2025, when the peer group was approved, as compared to the same data for Logitech:

  58. Compensation Peer Group and Market Data

    | (in millions) | Revenue | Market Capitalization | | 75th Percentile | $5,337 | $24,772 | | 50th Percentile | $4,628 | $20,458 | | 25th Percentile | $3,711 | $13,474 | | Logitech | $4,556 | $12,991 | | Percentile Rank | 49th | 24th |

  59. Compensation Peer Group and Market Data

    The table reflects available revenue information for four quarters ending January 31, 2025 and 30-day average market capitalization as of January 31, 2025 as provided by Compensia. The market analysis provided by Compensia, and considered by the Compensation Committee in its review of our NEOs’ compensation, uses multiple sources of data: the compensation peer group described above and a broad custom survey of similarly sized technology companies. The broad technology survey data, which is necessary to provide market data where we do not have publicly disclosed information from our peers, is made up of companies that participated in the Radford Global Technology Survey with comparable revenue and market profile to the compensation peer group.

  60. Compensation Peer Group and Market Data

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  61. Compensation Peer Group and Market Data

    | Table of Contents | COMPENSATION REPORT FOR FISCAL YEAR 2026 |

  62. Compensation Peer Group and Market Data

    The Compensation Committee believes that information regarding the compensation practices at other companies is useful in at least two respects. First, the Compensation Committee recognizes that our compensation policies and practices must be competitive in the marketplace. Second, the information is useful in assessing the reasonableness and appropriateness of individual executive compensation elements and our overall executive compensation packages. Competitive market and peer group data is only one of several factors (as described above) that the Compensation Committee considers, however, in making its decisions with respect to the compensation of our NEOs.

  63. Fiscal Year 2026 Compensation Elements

    Fiscal Year 2026 Compensation Elements The three primary elements of our executive compensation programs are (1) base salary, (2) annual cash bonuses, and (3) long-term incentives in the form of equity awards, as described below:

  64. Fiscal Year 2026 Compensation Elements

    | | Base Salary | Annual Cash Bonuses | Long-term Equity Incentive Awards | | What This Compensation Element Rewards | Individual performance, experience, responsibilities and contributions | Achievement of pre-established annual corporate and individual performance objectives | Achievement of pre-established long-term corporate performance objectives and sustained shareholder value creation | | Purpose and Key Features of Element | Provides competitive level of fixed compensation based on the market value of the position, with actual pay established based on the responsibilities, experience, and contributions of each NEO. | Provides a variable annual cash incentive opportunity tied to the achievement of pre-established corporate and individual performance objectives. Performance goals are established to motivate our NEOs to achieve or exceed annual performance objectives. For fiscal year 2026, payouts could range from 0% to 200% of target based on actual performance results. | Provides a long-term, performance-based compensation opportunity designed to align executive and shareholder interests and attract and retain key talent in our industry. Equity awards vest or are earned over multiple years, encouraging sustained performance and supporting retention. Because the value ultimately realized depends on the market price of our registered shares and achievement of performance objectives over an extended period of time, these awards reinforce long-term shareholder value creation. | | Form of Payment | Cash | Cash | Our NEOs receive LTI 100% in the form of PSUs with potential payouts ranging from 0% to 200% following a specified performance period | | Performance Measures | n/a - Fixed Pay | •45% revenue (constant currency) •45% non-GAAP operating income •10% ESG goal | Primary Metrics: •50% revenue growth in constant currency (three, one-year performance periods) •50% non-GAAP operating income growth (three, one-year performance periods) TSR Modifier: cumulative three-year |

  65. Annual Cash Bonuses

    Annual Cash Bonuses Our annual cash bonuses are designed to motivate our NEOs to achieve our short-term financial and operational objectives while advancing progress toward longer-term growth and other strategic priorities. Consistent with our executive compensation philosophy, these annual cash bonuses are intended to help us deliver a competitive total compensation opportunity to our NEOs. Annual cash bonuses are entirely performance-based, are not guaranteed, and may vary materially from year-to-year. The Compensation Committee establishes cash bonus opportunities pursuant to a formal cash bonus plan that measures and rewards our NEOs for our actual corporate and their individual performance over our fiscal year. The annual cash bonus plan is designed to pay above-target bonuses when we exceed our annual corporate objectives and below-target bonuses or no bonus when we do not achieve these objectives. Pursuant to the Annual Bonus Plan, the Compensation Committee established the fiscal year 2026 annual cash bonus opportunities for our NEOs, including the applicable performance measures and related target performance levels. For fiscal year 2026, the target annual cash bonus opportunities for each of our NEOs under the Annual Bonus Plan, expressed as a percentage of their annual base salaries, were as shown in the table below. Mr. Arunkundrum forfeited any cash bonus opportunity for the 2026 fiscal year after termination of his employment. For all NEOs, there were no increases to their target annual cash bonus opportunity in fiscal year 2026.

  66. Annual Cash Bonuses

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  67. Annual Cash Bonuses

    | Table of Contents | COMPENSATION REPORT FOR FISCAL YEAR 2026 |

  68. Annual Cash Bonuses

    | Named Executive Officer | Annual Base Salary | Target Bonus Opportunity (as a percentage of base salary) | Target Bonus Opportunity ($) | | Johanna 'Hanneke' Faber, Chief Executive Officer | $1,350,000 | 125% | $1,687,500 | | Matteo Anversa, Chief Financial Officer | $700,000 | 95% | $665,000 | | Samantha Harnett, Chief Legal Officer | $550,000 | 80% | $440,000 | | Prakash Arunkundrum, former President of Logitech for Business(1) | $605,000 | 80% | $484,000 |

  69. Annual Cash Bonuses

    (1)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025 and forfeited his annual target bonus. When determining the amounts of the target annual cash bonus opportunities for the NEOs, the Compensation Committee takes into account competitive market data, the individual’s role and contribution to performance, as well as the other factors described above. Corporate Performance Objectives For fiscal year 2026, the Compensation Committee continued to use revenue (in constant currency) and non-GAAP operating income as corporate performance measures under the Annual Bonus Plan. The Compensation Committee believes these were appropriate for our business because they provided a balance between growing our business, generating revenue, managing our expenses, and increasing profitability, which it believes most directly influences long-term shareholder value. The Compensation Committee sets target performance levels for each of these measures at levels that it believes to be challenging, but attainable, requiring strong execution of our Board-approved annual operating plan to meet or exceed these targets. The Compensation Committee also continued to use ESG as a component of the Annual Bonus Plan. Beginning in fiscal year 2026, we simplified our ESG goal from a sustainability scorecard that was assessed as a composite score based on several metrics, to one ESG goal of absolute gross carbon reduction. For purposes of the Annual Bonus Plan, the corporate performance measures, their weightings, and calculations are as follows:

  70. Annual Cash Bonuses

    | 45% REVENUE (CC) | Net sales measured in constant currency ("CC"), which excludes the impact of currency exchange rate fluctuations. The target constant currency sales are calculated by translating sales in each local currency at the forecast exchange rate for that currency at the beginning of the performance period. The actual revenue in the performance period is translated in each local currency using the same forecast exchange rate to determine the performance achievement against the performance target. For additional information regarding constant currency sales, please refer to the section entitled “Management’s Discussion and Analysis of Financial Condition and Results of Operations” in our Annual Report. | | 45% NON-GAAP OPERATING INCOME | U.S. GAAP operating income from continuing operations, excluding share-based compensation expense, amortization and impairment of intangible assets, acquisition-related costs, change in fair value of contingent consideration for business acquisition, and restructuring charges, net. | | 10% ESG GOAL | Absolute gross carbon reduction resulting from carbon reductions in our products while also transitioning to renewable energy, and supporting climate-impacted communities. |

  71. Annual Cash Bonuses

    Under the fiscal year 2026 Annual Bonus Plan, bonus payments were contingent upon meeting threshold performance requirements for each of the corporate performance objectives. For the financial metrics, in the event of actual performance between the threshold and target, and target and maximum performance levels, the payment amount was to be calculated ratably between each designated segment determined by straight-line interpolation. The ESG goal is assessed by the Compensation Committee against pre-determined standards for each item and a

  72. Annual Cash Bonuses

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  73. Annual Cash Bonuses

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  74. Annual Cash Bonuses

    composite score is determined between 0% and 200%. Details about each performance objective’s threshold, target, maximum and actuals are below in the “2026 Performance Results and Bonus Decisions” section. Individual Performance The CEO's bonus is determined 100% on corporate performance. For all other NEOs, corporate performance objectives are weighted 75% with the remaining 25% weighting based on each individual's performance. The final score ranges from 0% to 200%. Each of the non-CEO NEO's individual performance scores are reviewed and assessed by our CEO and by the Compensation Committee. 2026 Performance Results and Bonus Decisions For fiscal year 2026, the Compensation Committee established wider performance ranges with the threshold goals set 15% below the target goal while the maximum goals were set at 15% above the target goal. The wider goal ranges were set to account for the uncertainty regarding tariffs, geopolitical tensions and currency volatility in fiscal year 2026. The threshold, target and maximum performance and payment levels for each of the corporate performance measures under the Annual Bonus Plan and determined actual achievement of each measure as follows:

  75. Annual Cash Bonuses

    | Fiscal Year 2026 Annual Bonus Plan | | | | | | | Measure | Weight | Threshold | Target | Maximum | Actual | | Revenue CC | 45% | $3,872 | $4,555 | $5,238 | 4,657* | | Performance Level | | 85% | 100% | 115% | 102% | | Payment Level | | 50% | 100% | 200% | 115% | | Non-GAAP Operating Income | 45% | $659 | $775 | $891 | $911 | | Performance Level | | 85% | 100% | 115% | 118% | | Payment Level | | 50% | 100% | 200% | 200% | | ESG Goal | 10% | 170kt CO2e | 190kt CO2e | 250kt CO2e | 189kt CO2e | | Payment Level | | 50% | 100% | 200% | 99% | | Overall Result | | | | | 152% |

  76. Annual Cash Bonuses

    *Revenue in constant currency is calculated by adjusting the fiscal year planning rates with the fiscal year revenue growth in constant currency. During fiscal year 2026, we exceeded our revenue and non-GAAP operating income goals, resulting in funding of 115% and 200%, respectively. For the ESG goal, our absolute net carbon reduction approximated our target of 190kt CO2e across our products, supply chain and broader value chain. Therefore, our final fiscal year 2026 ESG score was 99% of target. The actual achievement of each measure under the Annual Bonus Plan produced a funding percentage, based on the corporate performance measures, at a 152% level. In determining the actual performance cash bonus awards for our NEOs (other than our CEO, as her bonus is determined 100% on corporate performance), Ms. Faber reviewed each NEO's achievements against the individual performance objectives for fiscal year 2026. Ms. Faber's individual performance scores were then provided to the Compensation Committee for review and approval. Mr. Anversa's and Ms. Harnett's individual performance scores were both set at 152% (funded at the same level as the corporate performance factor) and their fiscal year 2026 achievements are summarized below: •Mr. Anversa: Exceeded Company financial objectives; delivered significant foundational finance operational improvements. •Ms. Harnett: Oversaw and provided strategic oversight on the Company's AI adoption initiatives by navigating complex legal and regulatory requirements; developed and implemented key legal strategies to support the Company's growth and business goals.

  77. Annual Cash Bonuses

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  78. Annual Cash Bonuses

    | Table of Contents | COMPENSATION REPORT FOR FISCAL YEAR 2026 |

  79. Annual Cash Bonuses

    Based on its review of the Company's overall corporate performance and taking into account the CEO’s recommendations with respect to individual performance of the non-CEO NEOs, the Compensation Committee approved bonus payments as follows for our NEOs for fiscal year 2026:

  80. Annual Cash Bonuses

    | Named Executive Officer | Target Annual Cash Bonus Opportunity | Actual Annual Cash Bonus Payment | Percentage of Target Annual Cash Bonus Opportunity | | Johanna 'Hanneke' Faber, Chief Executive Officer | $1,687,500 | $2,565,000 | 152% | | Matteo Anversa, Chief Financial Officer | $665,000 | $1,010,800 | 152% | | Samantha Harnett, Chief Legal Officer | $440,000 | $668,800 | 152% | | Prakash Arunkundrum, former President of Logitech for Business(1) | $484,000 | $— | —% |

  81. Annual Cash Bonuses

    (1)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025 and forfeited his annual target bonus. The annual cash bonuses paid to our NEOs for fiscal year 2026 are set forth in the “Summary Compensation Table for Fiscal Year 2026.”

  82. Long-Term Equity Incentive Awards

    Long-Term Equity Incentive Awards We use long-term incentive compensation in the form of equity awards to align the interests of our NEOs with those of our shareholders. By offering equity awards, we provide them with the opportunity to build ownership in the Company and benefit from the potential appreciation of value of our registered shares. The Compensation Committee views equity awards as inherently variable since the grant date fair value of these awards may not necessarily be indicative of their value when, and if, our registered shares underlying these awards are ever earned or vested. The Compensation Committee further believes these awards enable us to attract and retain key talent in our industry and align our NEOs’ interests with the long-term interests of our shareholders. In fiscal year 2026, the Compensation Committee approved long-term equity awards for our NEOs in recognition of our financial results and each NEO’s individual performance during fiscal year 2025 and expected future contributions. In determining the amount of each NEO’s award, the Compensation Committee took into consideration the factors described above. The Compensation Committee considered the dilutive effect of our long-term incentive compensation practices, and the overall impact that these equity awards, as well as awards to other employees, will have on shareholder value. The Compensation Committee also considered the existing equity holdings of each NEO, including the current economic value of their unvested equity awards and the ability of these unvested holdings to satisfy our retention objectives. The Compensation Committee approved equity award values and shares granted to our NEOs in fiscal year 2026 were as follows:

  83. Long-Term Equity Incentive Awards

    | | PSUs | | | NEOs | Number of Shares | Approved Value(1) | | Johanna 'Hanneke' Faber, Chief Executive Officer | 66,080 | $6,000,000 | | Matteo Anversa, Chief Financial Officer | 33,040 | $3,000,000 | | Samantha Harnett, Chief Legal Officer | 22,027 | $2,000,000 | | Prakash Arunkundrum, former President of Logitech for Business(2) | 27,534 | $2,500,000 |

  84. Long-Term Equity Incentive Awards

    (1)Reflects the value approved by the Compensation Committee for each NEO, which may differ from the stock awards value reflected in the "Summary Compensation Table for Fiscal Year 2026" below, which represents the aggregate grant date fair value of stock awards under the SEC rules. (2)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025 and forfeited his unvested equity awards.

  85. Long-Term Equity Incentive Awards

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  86. Long-Term Equity Incentive Awards

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  87. Long-Term Equity Incentive Awards

    Fiscal Year 2026 Performance-Based Share Units For fiscal year 2026, the Compensation Committee revised the design and structure of the PSU program from fiscal year 2025. In light of continued macroeconomic uncertainty and the challenges of forecasting over a multi-year period, the Compensation Committee established separate annual growth targets for each fiscal year within the three-year performance period at the time of grant. While this structure continues to require the establishment of long-term performance expectations at the beginning of the three-year performance cycle, it reduces the impact of unusually strong or weak results in any single year on overall PSU payouts. The Company's performance metrics will continue to be constant currency revenue growth and non-GAAP operating income growth; however, as noted above, the metrics will be assessed against three distinct sets of growth targets for each fiscal year during the three-year performance period. In addition, fiscal year 2026 grants are still subject to a modifier based on three-year cumulative TSR performance relative to the companies in the Russell 3000 (the "TSR Peer Group"). A definition of each metric and the performance period is described below.

  88. Long-Term Equity Incentive Awards

    | Performance Metrics | Performance Period(s) | | Primary Growth Metrics •50% revenue growth measured in constant currency •50% non-GAAP operating income growth | Measured across three, one-year performance periods 1.Perf. Period 1 = April 1, 2025 to March 31, 2026 2.Perf. Period 2 = April 1, 2026 to March 31, 2027 3.Perf. Period 3 = April 1, 2027 to March 31, 2028 At the end of each year in the performance period, the actual results are measured against our pre-set constant currency revenue growth and non-GAAP operating income growth targets for that year. At the end of the three-year performance period, the average of the annual payout factors will be calculated and are subject to the cumulative, three-year TSR performance modifier described below. The vested percentage attributable to each metric is determined by straight-line interpolation between threshold and target or between target and maximum. | | Modifier Logitech's relative TSR rank against the Russell 3000 over the three-year performance period. •Reduces the vesting level if our TSR is below the median. •Enhances the vesting level if our TSR exceeds the median. | Performance Period: April 1, 2025 to March 31, 2028 Relative TSR reflects (i) the aggregate change in the 30-day average closing price of Logitech shares against the companies in the Russell 3000,and (ii) the value (if any) returned to shareholders in the form of dividends or similar distributions, assumed to be reinvested in shares when paid, each at the beginning and the end of a three-year performance period. The vested percentage attributable to each metric is determined by straight-line interpolation between threshold and target or between target and maximum. |

  89. Long-Term Equity Incentive Awards

    The total number of shares that may vest at the end of the three-year period is capped at 200% of the target number of shares. The Compensation Committee believes that measuring our long-term performance with multiple metrics provides a more complete picture of our performance. The Compensation Committee believes the metric of revenue growth (in constant currency) will motivate top-line performance while the non-GAAP operating income provides balance on bottom-line operational rigor. The modifying metric of relative TSR is well aligned to shareholders' interest as it focuses on relative share performance against other companies in the Russell 3000 index. The Compensation Committee will continue to review the compensation structure annually.

  90. Long-Term Equity Incentive Awards

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  91. Long-Term Equity Incentive Awards

    | Table of Contents | COMPENSATION REPORT FOR FISCAL YEAR 2026 |

  92. Long-Term Equity Incentive Awards

    Fiscal Year 2026 PSUs Earned in Fiscal Year 2026 (Performance Period 1) As discussed in the description of our fiscal year 2026 PSUs above, the first one-year performance period applicable to the primary financial metrics under our fiscal year 2026 PSUs ended on March 31, 2026. Following the performance period, the Compensation Committee assessed the performance as follows:

  93. Long-Term Equity Incentive Awards

    | Fiscal Years 2026 PSUs (granted May 15, 2025) | | | | | | | | | Measure | Weighting | Threshold | Target | Maximum | Actual | | | Primary Metrics: | | | | | | | | FY26 Revenue Growth (CC) | 50% | -15% | 0% | 15% | 4% | | | Vesting Level | | 0% | 100% | 200% | 128% | | | FY26 Non-GAAP Operating Income Growth | 50% | -15% | 0% | 15% | 18% | | | Vesting Level | | 0% | 100% | 200% | 200% | | | Performance Result for First Year | | | | | 164% |

  94. Long-Term Equity Incentive Awards

    Note that the actual shares for the fiscal year 2026 PSUs earned based on fiscal year 2026 performance will not vest or be distributed until the end of the three-year performance period and will be subject to the three-year relative TSR modifier at the end of such performance period, which ranges from -20% to +20% adjustment on the final payout. Fiscal Year 2024 PSUs Earned in Fiscal Year 2026 The fiscal year 2024 PSUs granted in May 2023 completed the three-year measurement period on March 31, 2026 and our performance resulted in the following PSU vesting:

  95. Long-Term Equity Incentive Awards

    | Fiscal Year 2024 PSUs (granted May 15, 2023) | | | | | | | | | Measure | Weighting | Threshold | Target | Maximum | Actual | | | Primary Metrics: | | | | | | | | FY25 & FY26 Average Revenue Growth (CC)(1) | 50% | 2% | 4% | 8% | 5% | | | Vesting Level | | 0% | 100% | 200% | 125% | | | 3-Year Cumulative Non-GAAP Operating Income | 50% | $1,379 | $1,490 | $1,599 | $2,385 | | | Vesting Level | | 0% | 100% | 200% | 200% | | | Modifier: | | | | | | | | 3-Year relative TSR vs Russell 3000 (percentile rank) | | 25th and below | 50th | 75th and above | 73rd | | | Modifier Factor on Vesting Level Achieved Under Primary Metric | | 80% | 100% | 120% | 119% | | | Overall Result (capped at 200%) | | | | | 193% | | (1)The fiscal year 2024 PSU was designed to address the uncertainty in the market in year 1, therefore basing revenue target on an average of year 2 and year 3 growth numbers with a target of 4% average growth (constant currency), as disclosed in the 2024 proxy statement. | | | | | | |

  96. Long-Term Equity Incentive Awards

    Our average stock price at the beginning of the period was $54.01 and our ending average stock price was $95.78 (assuming dividends were reinvested). Therefore, our TSR over the performance period from April 1, 2023 through March 31, 2026 was 77.34% and our stock performed at the 73rd percentile relative to the companies in the Russell 3000, which resulted in a modifier of 119%. Fiscal Year 2024 One-Time Additional PSU Grants In August 2023, the Company granted a one-off equity award to the following NEOs with the following grant date fair values: Ms. Harnett ($1,000,051) and Mr. Arunkundrum ($1,200,035). This award was granted in response to uncertain macro-economic conditions, the operational impact of the prior CEO's departure following an extended tenure, and the importance of maintaining management stability during the transition period while minimizing potential business disruptions. Mr. Arunkundrum's award was forfeited upon his resignation.

  97. Long-Term Equity Incentive Awards

    | 2026 Annual General Meeting Invitation, Proxy Statement | 63 |

  98. Long-Term Equity Incentive Awards

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  99. Long-Term Equity Incentive Awards

    This incentive award was designed to focus management on two key performance metrics: inventory turns and cash flow from operations. Performance is measured over two separate periods: an 18-month performance period from July 1, 2023 to December 31, 2024, and a three-year performance period from July 1, 2023 to June 30, 2026. The payout ranges from a minimum of 0% to a maximum of 200% of the target award. The award vests in two stages. The initial portion vested on February 15, 2025 based on performance during the first 18-month period and was capped at 100% of target. The remaining portion is scheduled to vest on August 15, 2026 based on performance over the full three-year period, reduced by the number of shares previously vested in February 2025. Detailed performance results for the initial 18-month period were disclosed in last year's proxy statement. Performance results for remaining portion of the award will be disclosed in next year's proxy statement following completion of the three-year performance period. Please see the table below for the number of shares that vested on February 15, 2025 and the maximum number of shares eligible to vest as of March 31, 2026 prior to the completion and the calculation of the final payout factor based on the three-year performance period ending on August 15, 2026.

  100. Long-Term Equity Incentive Awards

    | Named Executive Officers | Shares Vested on February 15, 2025 | Max Vestable Shares as of March 31, 2026 (eligible to vest on August 15, 2026) | | Sam Harnett, Chief Legal Officer | 15,247 | 15,247 (200% of target; actual vesting to be determined at end of performance period) | | Prakash Arunkundrum, former President of Logitech for Business | 18,296 | n/a(1) |

  101. Long-Term Equity Incentive Awards

    (1)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025 and forfeited his unvested equity awards.

  102. Equity Award Grant Practices

    Equity Award Grant Practices Determination of long-term equity incentive awards The Compensation Committee is responsible for approving which NEO should receive equity incentive awards, when the awards should be made, the vesting schedule, and the number of shares or other rights to be granted. Long-term equity incentive awards to NEOs may be granted only by the Compensation Committee or the full Board of Directors. The Compensation Committee regularly reports its activity, including approvals of grants, to the Board. Timing of grants Long-term equity incentive award grants to NEOs are typically and predominantly approved at regularly scheduled, predetermined meetings of the Compensation Committee. These meetings are generally scheduled at least 18 months in advance and take place before the regularly scheduled, predetermined meetings of the full Board. On limited occasions, grants may be approved at an interim meeting of the Compensation Committee or by written consent, for the purpose of approving the hiring and compensation package for newly hired or promoted NEOs or for other special circumstances. In fiscal year 2026, grants were made to non-executive officer employees through written consents of the Compensation Committee or regularly scheduled monthly approvals by the CEO pursuant to the authority delegated to the CEO by the Compensation Committee. We do not have any program, plan, or practice to select equity compensation grant dates in coordination with the release of material non-public information, nor do we time the release of information for the purpose of affecting value. We do not backdate options or grant options retroactively.

  103. Summary Compensation Table for Fiscal Year 2026

    Summary Compensation Table for Fiscal Year 2026 The following table provides information regarding the compensation and benefits earned during fiscal years 2026, 2025, and 2024 by our NEOs. The amounts reflected below may not reconcile to the amounts set forth in the Compensation Tables Audited Under Swiss Law due to different legal disclosure requirements. For more information, please refer to the “Compensation Discussion and Analysis,” as well as the “Narrative Disclosure to Summary Compensation Table and Grants of Plan-Based Awards Table.”

  104. Summary Compensation Table for Fiscal Year 2026

    | Name and Principal Position | Fiscal Year | Salary ($) | Bonus ($) | Stock Awards ($)(1) | Non-equity Incentive Plan Compensation ($)(2) | All Other Compensation ($)(3) | Total ($) | | Johanna 'Hanneke' Faber(4) | 2026 | 1,350,000 | — | 6,000,064 | 2,565,000 | 744,965 | 10,660,029 | | Chief Executive Officer | 2025 | 1,371,483 | — | 5,337,583 | 3,206,250 | 641,692 | 10,557,008 | | | 2024 | 422,075 | 2,679,676 | 2,920,689 | 675,000 | 320,306 | 7,017,746 | | Matteo Anversa(5) | 2026 | 700,000 | 13,188 | 3,000,032 | 1,010,800 | 13,517 | 4,737,537 | | Chief Financial Officer | 2025 | 403,846 | 1,076,166 | 3,929,706 | 732,413 | 7,146 | 6,149,278 | | Samantha Harnett | 2026 | 550,000 | — | 2,000,052 | 668,800 | 13,536 | 3,232,388 | | Chief Legal Officer | 2025 | 550,000 | — | 1,900,041 | 841,500 | 13,862 | 3,305,403 | | | 2024 | 550,000 | — | 2,700,030 | 528,000 | 76,530 | 3,854,560 | | Prakash Arunkundrum(6) | 2026 | 303,596 | — | 2,500,087 | — | 8,432 | 2,812,115 | | former President of Logitech for Business | 2025 | 605,000 | — | 2,400,052 | 919,600 | 14,466 | 3,939,118 | | | 2024 | 575,000 | — | 3,200,043 | 552,000 | 96,472 | 4,423,515 |

  105. Summary Compensation Table for Fiscal Year 2026

    (1)These amounts do not represent the actual economic value realized by the NEOs. Under SEC rules, the values reported in the “Stock Awards” column reflect the aggregate grant date fair value of stock awards granted to each of the listed NEOs in the fiscal years shown. The key assumptions and methodology of valuation of stock awards and stock options are presented in Note 4 to the Consolidated Financial Statements included in Logitech’s Annual Report to Shareholders. The amount shown includes an aggregate grant date fair value of the shares issuable for PSUs at probable achievement. Assuming the highest level of performance is achieved, the maximum possible value of the PSUs based on the grant date fair value of the PSUs would be: For fiscal year 2026: (a) in the case of Ms. Faber, $10,728,749; (b) in the case of Mr. Anversa $5,364,374; (c) in the case of Ms. Harnett, $3,576,304; and (d) in the case of Mr. Arunkundrum, $4,470,420. For fiscal year 2025: (a) in the case of Ms. Faber, $9,526,564; (b) in the case of Mr. Anversa $5,417,012; (c) in the case of Ms. Harnett, $3,391,209; and (d) in the case of Mr. Arunkundrum, $4,283,633; For fiscal year 2024: (a) in the case of Ms. Harnett, $4,946,112 and (b) in the case of Mr. Arunkundrum, $5,866,021. (2)Reflects amounts earned under the Annual Bonus Plan. This cash bonus compensation was earned during the applicable fiscal year but was paid during the next fiscal year in accordance with the terms of the Annual Bonus Plan. (3)Details regarding the various amounts included in this column are provided in the following table entitled “All Other Compensation Table.” (4)Salary reflects prorated base salary amount based on the length of service as CEO in fiscal year 2024. Bonus and Stock Awards represents a replacement amount and replacement award that Ms. Faber received in fiscal year 2024 with respect to compensation that she forfeited from her prior employer. (5)Salary reflects prorated base salary amount based on the length of service as CFO in fiscal year 2025. Bonus and Stock Awards includes the first installment of his replacement amount and award that Mr. Anversa received in fiscal year 2025 with respect to compensation that he forfeited from his prior employer. The fiscal 2026 bonus payment reflects the final cash installment of his replacement award and he did not receive any additional replacement stock awards in fiscal year 2026. (6)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025 and forfeited his annual target bonus and unvested equity awards.

  106. Summary Compensation Table for Fiscal Year 2026

    | 2026 Annual General Meeting Invitation, Proxy Statement | 69 |

  107. Summary Compensation Table for Fiscal Year 2026

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  108. Grants of Plan-Based Awards Table for Fiscal Year 2026

    Grants of Plan-Based Awards Table for Fiscal Year 2026 The following table sets forth certain information regarding grants of plan-based awards to each of our NEOs during fiscal year 2026. For more information, please refer to the “Compensation Discussion and Analysis.”

  109. Grants of Plan-Based Awards Table for Fiscal Year 2026

    | | | | Estimated Future Payouts Under Non-Equity Incentive Plan Awards | | | | Estimated Future Payouts Under Equity Incentive Plan Awards | | | Grant Date Fair Value ($)(3) | | Name and Principal Position | Type | Grant Date (M/D/Y) | Threshold ($)(1) | Target ($)(1) | Maximum ($)(1) | Actual ($)(2) | Threshold (#) | Target (#) | Maximum (#) | | | Johanna 'Hanneke' Faber | PSU | 5/15/25 | — | — | — | — | 33,040 | 66,080 | 132,160 | 6,000,064 | | Chief Executive Officer | Cash Incentive | n/a | 843,750 | 1,687,500 | 3,375,000 | 2,565,000 | — | — | — | — | | Matteo Anversa | PSU | 05/15/25 | — | — | — | — | 16,520 | 33,040 | 66,080 | 3,000,032 | | Chief Financial Officer | Cash Incentive | n/a | 332,500 | 665,000 | 1,330,000 | 1,010,800 | — | — | — | — | | Samantha Harnett | PSU | 05/15/25 | — | — | — | | 11,014 | 22,027 | 44,054 | 2,000,052 | | Chief Legal Officer | Cash Incentive | n/a | 220,000 | 440,000 | 880,000 | 668,800 | — | — | — | — | | Prakash Arunkundrum(4) | PSU | 05/15/25 | — | — | — | | 13,767 | 27,534 | 55,068 | 2,500,087 | | former President for Logitech for Business | Cash Incentive | n/a | 242,000 | 484,000 | 968,000 | — | — | — | — | — |

  110. Grants of Plan-Based Awards Table for Fiscal Year 2026

    (1)The amounts in these columns reflect potential payouts with respect to each applicable performance period for the fiscal year 2026 bonus programs under the Annual Bonus Plan described in “Compensation Discussion and Analysis” above. (2)The amounts in this column reflect actual payouts with respect to the applicable performance period for the fiscal year 2026 bonus program under the Annual Bonus Plan. The actual payout amounts are reflected in the "Non-Equity Incentive Plan Compensation" column of the "Summary Compensation Table for Fiscal Year 2026" above. (3)These amounts do not represent the actual economic value realized by the NEOs. Under SEC rules, these amounts reflect the aggregate grant date fair value of stock awards granted to each of the listed NEOs. The key assumptions and methodology of valuation of stock awards and stock options are presented in Note 4 to the Consolidated Financial Statements included in Logitech’s Annual Report to Shareholders. (4)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025 and forfeited his annual target bonus and unvested equity awards.

  111. Narrative Disclosure to Summary Compensation Table and Grants of Plan-Based Awards Table

    Narrative Disclosure to Summary Compensation Table and Grants of Plan-Based Awards Table

  112. Outstanding Equity Awards at Fiscal Year 2026 Year-End Table

    Outstanding Equity Awards at Fiscal Year 2026 Year-End Table The following table provides information regarding outstanding equity awards which were granted under the 2006 Stock Incentive Plan for each of our NEOs as of March 31, 2026. This table includes unvested PSUs. The market value for PSUs is determined by multiplying the number of shares subject to such awards by the closing price of Logitech shares on the Nasdaq Global Select Market on the last trading day of the fiscal year.

  113. Outstanding Equity Awards at Fiscal Year 2026 Year-End Table

    | | | Stock Awards | | | Name and Principal Position | Grant Date (M/D/Y) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested (#)(1) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested ($) | | Johanna 'Hanneke' Faber | 04/15/24 | 63,249 | 5,763,249 | | Chief Executive Officer | 05/15/25 | 66,080 | 6,021,210 | | | Total | 129,329 | 11,784,459 | | Matteo Anversa | 10/15/24 | 33,393 | 3,042,770 | | Chief Financial Officer | 05/15/25 | 33,040 | 3,010,605 | | | Total | 66,433 | 6,053,375 | | Samantha Harnett | 05/15/23 | 24,432 | 2,226,244 | | Chief Legal Officer | 08/15/23 | 7,623 | 694,608 | | | 04/15/24 | 22,515 | 2,051,567 | | | 05/15/25 | 22,027 | 2,007,100 | | | Total | 76,597 | 6,979,519 | | Prakash Arunkundrum(2) | | — | — | | former President of Logitech for Business | | | |

  114. Outstanding Equity Awards at Fiscal Year 2026 Year-End Table

    (1)The actual conversion, if any, of the PSUs granted in fiscal year 2024, 2025 and 2026 into Logitech shares following the conclusion of the applicable performance period will range between 0% and 200% of that target amount, depending on the achievement of cash flow from operations, inventory turns, weighted average constant currency revenue growth rate ("WACCR"), average revenue growth, non-GAAP operating income, and TSR versus the Russell 3000 TSR benchmark over the performance period, as applicable. (2)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025 and forfeited his unvested equity awards.

  115. Outstanding Equity Awards at Fiscal Year 2026 Year-End Table

    | 72 | 2026 Annual General Meeting Invitation, Proxy Statement |

  116. Outstanding Equity Awards at Fiscal Year 2026 Year-End Table

    | Table of Contents | COMPENSATION REPORT FOR FISCAL YEAR 2026 |

  117. Option Exercises and Stock Vested Table for Fiscal Year 2026

    Option Exercises and Stock Vested Table for Fiscal Year 2026 The following table provides the number of shares acquired and the value realized upon exercises of stock options and the vesting of PSUs and RSUs during fiscal year 2026 by each of our NEOs.

  118. Option Exercises and Stock Vested Table for Fiscal Year 2026

    | | Option Awards | | Stock Awards | | | Name and Principal Position | Number of Shares Acquired on Exercise (#) | Value Realized on Exercise ($)(1) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($)(1) | | Johanna 'Hanneke' Faber, Chief Executive Officer(2) | | | 13,777 | 1,228,040 | | Matteo Anversa, Chief Financial Officer(3) | | | 10,833 | 1,004,761 | | Samantha Harnett, Chief Legal Officer | | | — | — | | Prakash Arunkundrum, former President of Logitech for Business(4) | 38,692 | 3,040,157 | | |

  119. Option Exercises and Stock Vested Table for Fiscal Year 2026

    (1)Based on the closing price of Logitech shares as reported on the Nasdaq Global Select Market on the date of exercising or vesting of the underlying awards. (2)Reflects a replacement award provided to Ms. Faber in fiscal year 2024 for certain compensation that she forfeited from her prior employer. The replacement award partially vested on February 15, 2025 and the remainder vested on February 15, 2026. (3)Reflects a replacement award provided to Mr. Anversa in fiscal year 2025 for certain compensation he forfeited from his prior employer. The replacement award vested on March 15, 2026. (4)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025 and forfeited his unvested equity awards; note, the shares and value shown in the table above reflect stock options which Mr. Arunkundrum exercised within 90 days of his termination.

  120. Non-Qualified Deferred Compensation Table for Fiscal Year 2026

    Non-Qualified Deferred Compensation Table for Fiscal Year 2026 The following table sets forth information regarding the participation by our NEOs in the Logitech Inc. U.S. Deferred Compensation Plan during fiscal year 2026 and at fiscal year-end.

  121. Non-Qualified Deferred Compensation Table for Fiscal Year 2026

    | Name and Principal Position | Executive Contributions in Fiscal Year 2026 ($) | Logitech Contributions in Fiscal Year 2026 ($) | Aggregate Earnings in Fiscal Year 2026 ($)(1) | Aggregate Withdrawals/ Distributions ($) | Aggregate Balance at Fiscal Year 2026 End ($) | | Johanna 'Hanneke' Faber, Chief Executive Officer | — | 120,433 | (2,736) | — | 117,697 | | Matteo Anversa, Chief Financial Officer | — | — | — | — | — | | Samantha Harnett, Chief Legal Officer | 4,442 | — | (67) | — | 4,375 | | Prakash Arunkundrum, former President of Logitech for Business(2) | 704,220 | — | 356,989 | (322,189) | 2,387,027 |

  122. Non-Qualified Deferred Compensation Table for Fiscal Year 2026

    (1)These amounts are not included in the "Summary Compensation Table for Fiscal Year 2026" because plan earnings were not preferential or above market. (2)Mr. Arunkundrum resigned from his positions and terminated his employment relationship with the Company effective September 28, 2025; deferred compensation payments will be paid based on the post-termination distribution selections Mr. Arunkundrum elected during each annual enrollment period. Refer to “Compensation Discussion and Analysis—Compensation Elements—Deferred Compensation Plan” for a discussion of the Logitech Inc. U.S. Deferred Compensation Plan.

  123. Non-Qualified Deferred Compensation Table for Fiscal Year 2026

    | 2026 Annual General Meeting Invitation, Proxy Statement | 73 |

  124. Non-Qualified Deferred Compensation Table for Fiscal Year 2026

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  125. Payments upon Termination or Change in Control

    Payments upon Termination or Change in Control We have entered into agreements that provide for payments under specified circumstances in the event of termination of employment or service of our NEOs. These agreements include: •PSU and RSU award agreements that provide for the accelerated vesting of the shares subject to the award agreements under specified circumstances described below. •Employment or other agreements with our NEOs, under which each of them is eligible to receive a twelve- or nine-month notice period or becomes subject to non-competition provisions if we terminate his or her employment or if he or she resigns. Other than as set forth above, there are no agreements or arrangements for the payment of compensation or acceleration of equity awards or any other payments to a NEO upon a change in control or in the event of his or her involuntary termination with or without cause.

  126. Table of Potential Payments Upon Involuntary Termination After Change in Control

    Table of Potential Payments Upon Involuntary Termination After Change in Control The table below estimates the amount of compensation that would be paid in the event of an involuntary termination of employment of a NEO without cause or the NEO resigns for good reason after a change in control, assuming that each of the terminations was effective as of March 31, 2026, subject to the terms of the PSU and RSU award agreements with each of the listed NEOs. Since December 2015, we do not have any cash payment related to termination of employment or change in control in compliance with applicable Swiss regulations. As of March 31, 2026, no compensation amounts were payable to any NEOs in the event of a mutual agreement to terminate employment, whether upon retirement or otherwise. The price used for determining the value of accelerated vesting of outstanding and unvested equity awards in the tables below was the closing price of Logitech’s shares as reported on the Nasdaq Global Select Market on March 31, 2026, the last business day of the fiscal year, of $91.12 per share.

  127. Table of Potential Payments Upon Involuntary Termination After Change in Control

    | 74 | 2026 Annual General Meeting Invitation, Proxy Statement |

  128. Table of Potential Payments Upon Involuntary Termination After Change in Control

    | Table of Contents | COMPENSATION REPORT FOR FISCAL YEAR 2026 |

  129. POTENTIAL PAYMENTS UPON INVOLUNTARY TERMINATION

    POTENTIAL PAYMENTS UPON INVOLUNTARY TERMINATION

  130. Pay Ratio

    Pay Ratio For fiscal year 2026: •The median of the annual total compensation of all employees of our company (other than our CEO) was $48,110 and •The total compensation of Ms. Johanna 'Hanneke' Faber, our CEO, was $10,660,029. Based on this information, for fiscal year 2026 the ratio of the annual total compensation of Ms. Faber to the median of the annual total compensation of all employees was 222 to 1. This ratio is a reasonable estimate calculated in a manner consistent with Item 402(u) of Regulation S-K under the Securities Exchange Act of 1934. As permitted by SEC rules, to identify our median employee, we selected base pay, which we calculated as annual base pay using a reasonable estimate of the hours worked during fiscal year 2026 for hourly employees and using annual salary levels for our remaining employees, as the compensation measure to be used to compare the compensation of our employees as of January 31, 2026 for the ten-month period from April 1, 2025 through January 31, 2026. We annualized base pay for any permanent employees who commenced work during fiscal year 2026. We did not include any contractors or other non-employee workers in our employee population. Using this approach, we selected the individual at the median of our employee population, who was an employee based in China. We then calculated annual total compensation for this individual using the same methodology we use for the CEO as set forth in our "Summary Compensation Table for Fiscal Year 2026." We determined that such individual’s annual total compensation for the fiscal year ended March 31, 2026 was $48,110. During fiscal year 2026, Ms. Faber served as our CEO. We determined Ms. Faber's annual total compensation for the fiscal year ended March 31, 2026 was $10,660,029, as reported in our "Summary Compensation Table for Fiscal Year 2026."

  131. Pay Ratio

    | 2026 Annual General Meeting Invitation, Proxy Statement | 75 |

  132. Pay Ratio

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  133. Pay Versus Performance

    Pay Versus Performance As required by pay versus performance Rule 402(v) of Regulation S-K adopted by the SEC in 2022 (“PVP Rules”), we are providing the following information about the relationship between specified financial performance measures of the Company and the executive compensation actually paid ("Compensation Actually Paid"). For further information concerning the Company’s pay-for-performance philosophy and how we align executive compensation with our performance, refer to the “CD&A.” In the below pay versus performance table, we provide information about compensation of our NEOs for each of the last five fiscal years (the “Covered Years”). Additionally, we provide information about the results for specified financial performance measures during the Covered Years. Although the PVP Rules require us to disclose Compensation Actually Paid, these amounts do not necessarily reflect compensation that our NEOs actually earned or were paid in the Covered Years. Instead, Compensation Actually Paid reflects a calculation computed in accordance with the PVP Rules, including adjusted values relating to the fair value of unvested and vested equity awards during the Covered Years based on either year-end or vesting date stock prices, and various accounting valuation assumptions. Compensation Actually Paid generally fluctuates due to stock price achievement and actual achievement of performance goals. The PVP Rules require that we: •Show information about our cumulative TSR, the cumulative TSR of a peer group or index ("Peer Group TSR") (we have chosen to use Standard & Poor’s 500 Information & Technology Index), and our U.S. GAAP net income for the Covered Years; and •Designate one “company-selected measure” as the financial performance measure that is most important to link pay to performance in fiscal year 2026 (we have selected revenue in constant currency basis). As discussed in our CD&A, revenue in constant currency continues to be viewed as a core driver of our performance and shareholder value creation and, accordingly, was utilized as a component in both our bonus program and the fiscal year 2026 performance-based equity awards. Please refer to our CD&A above on how we calculate revenue in constant currency.

  134. Pay Versus Performance

    | Fiscal Year | Summary Compensation Table Total for CEO 1 ($) | Compensation Actually Paid for CEO 1 ($) | Summary Compensation Table Total for CEO 2 ($) | Compensation Actually Paid for CEO 2 ($) | Summary Compensation Table Total for CEO 3 ($) | Compensation Actually Paid for CEO 3 ($) | | | (a) | (b) | (a) | (b) | (a) | (b) | | 2026 | 10,660,029 | 11,144,620 | — | — | — | — | | 2025 | 10,557,008 | 10,999,910 | — | — | — | — | | 2024 | 7,017,746 | 6,901,041 | 1,185,508 | 1,185,508 | 7,792,025 | (2,881,140) | | 2023 | — | — | — | — | 8,553,084 | 6,564,384 | | 2022 | — | — | — | — | 10,497,190 | 4,327,581 |

  135. Pay Versus Performance

    | 76 | 2026 Annual General Meeting Invitation, Proxy Statement |

  136. Pay Versus Performance

    | Table of Contents | COMPENSATION REPORT FOR FISCAL YEAR 2026 |

  137. Pay Versus Performance

    | | Average Summary Compensation Table Total for Non-CEO NEOs ($) | Average Compensation Actually Paid for Non-CEO NEOs ($) | Value of Initial Fixed $100 Investment Based On: | | Net Income ($) | Company- Selected Measure: Revenue ($) | | Fiscal Year | | | TSR ($) | Peer Group TSR ($) | | | | | (c) | (d) | (e) | (f) | (g) | (h) | | 2026 | 3,594,013 | 1,368,301 | 93 | 221 | 711,187,000 | 4,657,000,000 | | 2025 | 3,136,700 | 731,081 | 85 | 172 | 631,529,000 | 4,610,000,000 | | 2024 | 4,531,848 | 6,534,991 | 88 | 164 | 612,143,000 | 4,274,000,000 | | 2023 | 1,845,399 | 1,119,341 | 57 | 113 | 364,575,000 | 4,718,000,000 | | 2022 | 2,672,034 | 848,535 | 72 | 120 | 644,513,000 | 5,549,000,000 |

  138. Pay Versus Performance

    (a)The amounts reported are the total compensation reported in the Summary Compensation Table for the applicable year: •Fiscal years 2026 and 2025: Johanna 'Hanneke' Faber served as the CEO for the entirety of each fiscal year. •Fiscal year 2024: Johanna 'Hanneke' Faber (“CEO 1”) served as CEO from December 1, 2023 to March 31, 2024; Guy Gecht (“CEO 2”) served as Interim CEO from June 13, 2023 to December 1, 2023; and Bracken Darrell (“CEO 3”) served as CEO from April 1, 2023 to June 13, 2023. •Fiscal years 2023 and 2022: Bracken Darrell served as the CEO. (b)Amounts reported are the Compensation Actually Paid, as computed in accordance with the PVP Rules, based on total compensation reported in the Summary Compensation Table for the indicated fiscal years and adjusted under the PVP Rules as shown in the table below. For information on the calculation of Compensation Actually Paid for fiscal years 2022 to 2025, please see the “Pay versus Performance” disclosure in our 2023 to 2025 definitive proxy statements which were filed with the SEC.

  139. Pay Versus Performance

    | CEO 1 | | | | Fiscal year 2026 | | | | | Summary Compensation Table - Total Compensation | $10,660,029 | | - | Grant Date Fair Value of Stock Awards Granted in Fiscal Year | $(6,000,064) | | + | Fair Value at Fiscal Year End of Outstanding and Unvested Stock Awards Granted in Fiscal Year | $6,137,972 | | + | Change in Fair Value of Outstanding and Unvested Stock Awards Granted in Prior Fiscal Years | $259,232 | | + | Fair Value at Vesting of Stock Awards Granted in Fiscal Year That Vested During Fiscal Year | $— | | + | Change in Fair Value as of Vesting Date of Stock Awards Granted in Prior Fiscal Years for Which Applicable Vesting Conditions Were Satisfied During Fiscal Year | $87,451 | | - | Fair Value as of Prior Fiscal Year End of Stock Awards Granted in Prior Fiscal Years That Failed to Meet Applicable Vesting Conditions During Fiscal Year | $— | | = | Compensation Actually Paid | $11,144,620 |

  140. Pay Versus Performance

    Equity Award Valuations: Equity values are calculated in accordance with FASB ASC Topic 718. (c)Amounts reported are the average of the total compensation reported in the Summary Compensation Table for the applicable fiscal years for the non-CEO NEOs. •For fiscal year 2026 the non-CEO NEOs were: Matteo Anversa, Prakash Arunkundrum, and Samantha Harnett. •For fiscal year 2025 the non-CEO NEOs were: Matteo Anversa, Prakash Arunkundrum, Samantha Harnett, Charles Boynton, and Meeta Sunderwala. •For fiscal year 2024 the non-CEO NEOs were: Prakash Arunkundrum, Samantha Harnett, and Charles Boynton. •For fiscal year 2023 the non-CEO NEOs were: Prakash Arunkundrum, Samantha Harnett, Charles Boynton, and Nate Olmstead. •For fiscal year 2022 the non-CEO NEOs were: Prakash Arunkundrum, Samantha Harnett, and Nate Olmstead.

  141. Pay Versus Performance

    | 2026 Annual General Meeting Invitation, Proxy Statement | 77 |

  142. Pay Versus Performance

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  143. Pay Versus Performance

    (d)Amounts reported represent the Compensation Actually Paid to the non-CEO NEOs for the applicable fiscal years, based on the average amounts of total compensation reported in the Summary Compensation Table and adjusted under the PVP Rules as shown in the table below (based on the averages for each category). For information on the calculation of Compensation Actually Paid for fiscal years 2022 to 2025, please see the “pay versus performance” disclosure in our 2023 to 2025 definitive proxy statements which were filed with the SEC.

  144. Pay Versus Performance

    | | Non-CEO NEO Average | | | | Fiscal year 2026 | | | | Summary Compensation Table - Total Compensation | $3,594,013 | | - | Grant Date Fair Value of Stock Awards Granted in Fiscal Year | $(2,500,057) | | + | Fair Value at Fiscal Year End of Outstanding and Unvested Stock Awards Granted in Fiscal Year | $1,705,002 | | + | Change in Fair Value of Outstanding and Unvested Stock Awards Granted in Prior Fiscal Years | $778,203 | | + | Fair Value at Vesting of Stock Awards Granted in Fiscal Year That Vested During Fiscal Year | $— | | + | Change in Fair Value as of Vesting Date of Stock Awards Granted in Prior Fiscal Years For Which Applicable Vesting Conditions Were Satisfied During Fiscal Year | $34,982 | | - | Fair Value as of Prior Fiscal Year End of Stock Awards Granted in Prior Fiscal Years That Failed to Meet Applicable Vesting Conditions During Fiscal Year | $(2,243,842) | | = | Compensation Actually Paid | $1,368,301 |

  145. Pay Versus Performance

    Equity Award Valuations: Equity values are calculated in accordance with FASB ASC Topic 718. (e)Logitech’s TSR is calculated by assuming that a $100 investment was made in our stock on the day prior to the first fiscal year reported above and that all dividends were reinvested until the last day of each reported Covered Year. (f)Peer Group TSR is calculated by assuming that a $100 investment was made in the Standard & Poor’s 500 Information & Technology Index, an independently prepared index that includes companies in the IT industry, on the day prior to the first fiscal year reported above and that all dividends were reinvested until the last day of each reported fiscal year. (g)The PVP Rules require the disclosure of our U.S. GAAP net income for each year. The dollar amounts reported reflect the amount of net income disclosed in the Company’s audited financial statements for the applicable year. (h)As discussed above, we believe that revenue in constant currency is the appropriate "Company-Selected Measure" as defined in the PVP Rules.

  146. Compensation of Non-Employee Directors

    Compensation of Non-Employee Directors For fiscal year 2026, the compensation of the members of the Board of Directors that are not Logitech employees ("Non-Employee Directors") was determined by the Compensation Committee, consisting entirely of independent directors, and recommended to the full Board of Directors for approval. The general policy is that compensation for Non-Employee Directors should consist of a mix of cash and equity-based compensation. For fiscal year 2026, to assist the Compensation Committee in its annual review of director compensation, Compensia provided a written analysis of director pay practices and compensation data compiled from the annual reports and proxy statements of companies within our compensation peer group. For fiscal year 2026, cash compensation of Non-Employee Directors consisted solely of annual retainers based on Board and committee service. Non-Employee Directors also received an annual RSU grant based on a fixed market value. During fiscal year 2026, these annual RSU grants were made on the day of our Annual General Meeting. All RSU grants vest on the grant date anniversary, or earlier on the date of the next annual general meeting following the grant date if the non-executive board member is not re-elected as a director at the annual general meeting. Members of the Board of Directors who are Logitech employees do not receive any compensation for their service on the Board of Directors. Non-Employee Director compensation for the 2025 to 2026 Board Year consists of the following elements:

  147. Compensation of Non-Employee Directors

    | | Amount (CHF) | Amount ($)(1) | | Annual cash retainer | 60,000 | 75,499 | | Additional annual cash retainer for the Non-Executive chair | 340,000 | 427,829 | | Additional annual retainer for Lead Independent Director | 20,000 | 25,166 | | Additional annual retainer for the Audit Committee chair | 40,000 | 50,333 | | Additional annual retainer for the Compensation Committee chair | 40,000 | 50,333 | | Additional annual retainer for the Nominating & Governance Committee chair | 15,000 | 18,875 | | Additional annual retainer for the Technology & Innovation Committee chair | 15,000 | 18,875 | | Additional annual retainer for non-chair Audit Committee members | 20,000 | 25,166 | | Additional annual retainer for non-chair Compensation Committee members | 15,000 | 18,875 | | Additional annual retainer for Nominating & Governance Committee members | 6,500 | 8,179 | | Additional annual retainer for Technology & Innovation Committee members | 6,500 | 8,179 | | Annual RSU grant | 200,000 | 251,664 | | Reimbursement of reasonable expenses for non-local travel (business class) | | |

  148. Compensation of Non-Employee Directors

    (1)Amounts in Swiss Francs were converted using the exchange rate on the Annual General Meeting date of 1 Swiss Franc to approximately 1.2583 U.S. Dollars. Non-Employee Directors may elect to receive their annual cash retainers in shares, net of withholding at the market price on the date of the Annual General Meeting. Any such shares are to be issued under the 2006 Stock Incentive Plan.

  149. Compensation of Non-Employee Directors

    | 2026 Annual General Meeting Invitation, Proxy Statement | 81 |

  150. Compensation of Non-Employee Directors

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  151. Compensation of Non-Employee Directors

    The following table summarizes the total compensation earned or paid during fiscal year 2026 to Non-Employee Directors who served on the Board of Directors during the year. Because the table is based on Logitech’s fiscal year, and annual service for purposes of Board compensation is measured between the dates of Logitech’s Annual General Meetings, usually held in September each year, the amounts in the table do not necessarily align with the description of Board compensation above.

  152. NON-EMPLOYEE DIRECTOR COMPENSATION TABLE FOR FISCAL YEAR 2026

    NON-EMPLOYEE DIRECTOR COMPENSATION TABLE FOR FISCAL YEAR 2026

  153. NON-EMPLOYEE DIRECTOR COMPENSATION TABLE FOR FISCAL YEAR 2026

    | Name | Fees Earned in Cash ($)(1) | Stock Awards ($)(1,2) | Total ($) | | Donald Allan, Jr. | 116,479 | 248,124 | 364,603 | | Wendy Becker(3) | 226,243 | n/a | 226,243 | | Edouard Bugnion | 83,678 | 248,124 | 331,802 | | Guy Gecht | 326,062 | 248,124 | 574,186 | | Christopher Jones | 97,822 | 248,124 | 345,946 | | Marjorie Lao | 108,845 | 248,124 | 356,969 | | Owen Mahoney(4) | 108,845 | 248,124 | 356,969 | | Neela Montgomery | 94,374 | 248,124 | 342,498 | | Kwok Wang Ng(5) | 108,959 | 248,124 | 357,083 | | Deborah Thomas | 152,886 | 248,124 | 401,010 | | Sascha Zahnd(5) | 96,600 | 248,124 | 344,724 |

  154. NON-EMPLOYEE DIRECTOR COMPENSATION TABLE FOR FISCAL YEAR 2026

    (1)Amounts in Swiss Francs were converted using the exchange rate on the Annual General Meeting date of 1 Swiss Franc to approximately 1.2583 U.S. Dollars. (2)These amounts do not represent the actual economic value realized by the Non-Employee Directors. Under SEC rules, these amounts reflect the aggregate grant date fair value of stock awards granted to each of the Non-Employee Directors. The key assumptions and methodology of valuation of stock awards and stock options are presented in Note 4 to the Consolidated Financial Statements included in Logitech’s Annual Report to Shareholders. (3)Ms. Becker did not stand for re-election as a non-employee Board member at the Annual General Meeting in September 2025. She served as the Chair of the Board and was a member of the NGC until the Annual General Meeting in September 2025. (4)Mr. Mahoney elected to receive a portion of his Board fees in shares. (5)A portion of the cash fees shown for Messrs. Ng and Zahnd were paid as pension contributions in the amount of USD 18,204 and 12,245, respectively, as they are not exempted from mandatory occupational benefit plans in Switzerland. As a result, fees paid to them in cash were reduced by the same amount and excluded from the total column.

  155. NON-EMPLOYEE DIRECTOR COMPENSATION TABLE FOR FISCAL YEAR 2026

    | 82 | 2026 Annual General Meeting Invitation, Proxy Statement |

  156. NON-EMPLOYEE DIRECTOR COMPENSATION TABLE FOR FISCAL YEAR 2026

    | Table of Contents | COMPENSATION REPORT FOR FISCAL YEAR 2026 |

  157. NON-EMPLOYEE DIRECTOR COMPENSATION TABLE FOR FISCAL YEAR 2026

    The following table presents additional information with respect to the equity awards held as of March 31, 2026 by Non-Employee Directors. The market value for RSUs is determined by multiplying the number of shares subject to the award by the closing price of Logitech shares on the Nasdaq Global Select Market on the last trading day of the fiscal year.

  158. OUTSTANDING EQUITY AWARDS FOR NON-EMPLOYEE DIRECTORS AT FISCAL YEAR 2026 YEAR-END

    OUTSTANDING EQUITY AWARDS FOR NON-EMPLOYEE DIRECTORS AT FISCAL YEAR 2026 YEAR-END

  159. OUTSTANDING EQUITY AWARDS FOR NON-EMPLOYEE DIRECTORS AT FISCAL YEAR 2026 YEAR-END

    | | | Stock Awards | | | Name | Grant Date (M/D/Y) | Number of Shares or Units of Stock That Have Not Vested (#)(1) | Market Value of Shares or Units of Stock That Have Not Vested ($) | | Donald Allan, Jr. | 9/9/2025 | 2,338 | 213,039 | | Wendy Becker(2) | — | — | — | | Edouard Bugnion | 9/9/2025 | 2,338 | 213,039 | | Guy Gecht | 9/9/2025 | 2,338 | 213,039 | | Christopher Jones | 9/9/2025 | 2,338 | 213,039 | | Marjorie Lao | 9/9/2025 | 2,338 | 213,039 | | Owen Mahoney | 9/9/2025 | 2,338 | 213,039 | | Neela Montgomery | 9/9/2025 | 2,338 | 213,039 | | Kwok Wang Ng | 9/9/2025 | 2,338 | 213,039 | | Deborah Thomas | 9/9/2025 | 2,338 | 213,039 | | Sascha Zahnd | 9/9/2025 | 2,338 | 213,039 |

  160. OUTSTANDING EQUITY AWARDS FOR NON-EMPLOYEE DIRECTORS AT FISCAL YEAR 2026 YEAR-END

    (1)These annual RSU grants vest on the grant date anniversary, or earlier on the date of the next annual general meeting following the grant date if the non-executive board member is not re-elected as a director at the annual general meeting. If the Non-Employee Director ceases to provide services prior to the applicable vesting date (for reasons other than death or disability), all unvested stock awards are forfeited. If the Non-Employee Director dies or has a separation of service due to disability, all shares subject to the stock award will vest. (2)Ms. Becker did not stand for re-election as a Non-Employee Director at the Annual General Meeting in September 2025 and therefore does not have outstanding equity awards.

  161. OUTSTANDING EQUITY AWARDS FOR NON-EMPLOYEE DIRECTORS AT FISCAL YEAR 2026 YEAR-END

    | 2026 Annual General Meeting Invitation, Proxy Statement | 83 |

  162. OUTSTANDING EQUITY AWARDS FOR NON-EMPLOYEE DIRECTORS AT FISCAL YEAR 2026 YEAR-END

    | COMPENSATION REPORT FOR FISCAL YEAR 2026 | Table of Contents |

  163. Board of Directors

    Board of Directors

  164. Board of Directors

    | | Mandates in public companies | Function | Mandates in private companies | Function | | Donald Allan, Jr. | Stanley Black & Decker, Inc. | Executive Chair | Andersen Corporation | Lead Director | | | | | Weber Blackstone Holdings, LLC | Board Member | | Edouard Bugnion | no external mandates | | | | | Guy Gecht | Solaredge Technologies, Inc. | Board Member | | | | Christopher Jones | | | Artemis Software Works, Inc. | Chief Executive Officer | | Marjorie Lao | LuxExperience B.V. (fka MYT Netherlands Parent B.V.) | Vice-Chairperson | Sitecore Holding II A/S | Board Member | | | PT GoTo Gojek Tokopedia Tbk | Board Member | Monde Nissin (UK) Limited | Board Member | | Owen Mahoney | Hasbro, Inc. | Board Member | | | | Neela Montgomery | | | KIBO Commerce, Inc. | Board Member | | Kwok Wang Ng | Sika AG | Board Member | | | | Deborah Thomas | Samsonite Group S.A. | Board Member | Rhode Island Airport Corporation | Board Member | | Sascha Zahnd | LuxExperience B.V. (fka MYT Netherlands Parent B.V.) | Supervisory Board Member | BERNEXPO AG | Board Member | | | Valeo SE | Board Member | Saz Vision AG/Saza Vision AG | Board Member |

  165. Group Management Team

    Group Management Team

  166. Group Management Team

    | | Mandates in public companies | Function | Mandates in private companies | Function | | Johanna 'Hanneke' Faber | Tapestry, Inc. | Board Member | | | | Matteo Anversa | Strattec Security Corporation | Board Member | AAL Scientifics Inc. | Board Member | | Samantha Harnett | no external mandates | | | |

  167. Group Management Team

    | 88 | 2026 Annual General Meeting Invitation, Proxy Statement |

  168. Group Management Team

    | Table of Contents | COMPENSATION REPORT FOR FISCAL YEAR 2026 |

  169. Group Management Team

    As of March 31, 2025, members of the Board of Directors and Group Management Team held the following external mandates in comparable functions at other companies with an economic purpose.

  170. Board of Directors

    Board of Directors

  171. Board of Directors

    | | Mandates in public companies | Function | Mandates in private companies | Function | | Donald Allan, Jr. | Stanley Black & Decker, Inc. | Chief Executive Officer | Andersen Corporation | Lead Director | | Wendy Becker | Sony Group Corporation | Vice-Chairperson | | | | | GSK plc | Board Member | | | | Edouard Bugnion | no external mandates | | | | | Guy Gecht | Solaredge Technologies, Inc. | Board Member | | | | Christopher Jones | | | Artemis Software Works, Inc. | Chief Executive Officer | | Marjorie Lao | MYT Netherlands Parent B.V. | Vice-Chairperson | Sitecore Holding II A/S | Board Member | | | PT GoTo Gojek Tokopedia Tbk | Board Member | Monde Nissin (UK) Limited | Board Member | | Owen Mahoney | Hasbro, Inc. | Board Member | | | | Neela Montgomery | | | Fetch Rewards, Inc. | Board Member | | Kwok Wang Ng | Sika AG | Board Member | | | | Deborah Thomas | Samsonite Group S.A. | Board Member | Rhode Island Airport Corporation | Board Member | | Sascha Zahnd | MYT Netherlands Parent B.V. | Supervisory Board Member | BERNEXPO AG | Board Member | | | Valeo SE | Board Member | Arboloom Cup AG | Board Member | | | | | Nokera AG | Board Member | | | | | Saz Vision AG/Saza Vision AG | Board Member |