DEF 14A of Amphenol Corp /De/, Apr 8, 2026

DEF 14A of Amphenol Corp /De/

Filed Apr 8, 2026 · FY20250001104659-26-040688

Open on EDGAR

  1. Director Nominees*

    Director Nominees*

  2. Director Nominees*

    | | Director Tenure | Principal Occupation | Independent | Committee Memberships | | | | | Other Public Company Boards | | Name | | | | AC | CC | EC | FC | NCGC | | | David P. Falck (Lead Independent Director) | Since 2013 | Former Executive Vice President and General Counsel, Pinnacle West Capital Corporation | Y | ● | ● | | | C | | | Nancy A. Altobello | Since 2021 | Former Global Vice Chair, Talent of Ernst & Young | Y | C, F | ● | ● | | | MarketAxess Holdings Inc./Wex Inc. | | Sanjiv Lamba | Since 2026 | Chairman and CEO of Linde PLC | Y | | | | | | Linde PLC | | Rita S. Lane | Since 2020 | Former VP of Operations of Apple Inc. | Y | | | C | ● | ● | L3Harris Technologies, Inc./ Signify N.V. | | Robert A. Livingston | Since 2018 | Former CEO of Dover Corporation | Y | ● F | C | ● | | | RPM International Inc. | | R. Adam Norwitt (Chairman)* | Since 2009 | President and CEO of Amphenol Corporation | N | | | | | | | | Prahlad Singh | Since 2023 | President and CEO of Revvity, Inc. | Y | | ● | | ● | ● | Revvity, Inc. | | Anne Clarke Wolff | Since 2018 | Founder and CEO of Independence Point Advisors | Y | ● F | | | C | ● | Scholastic Corporation |

  3. Director Nominees*

    AC Audit Committee C Chair CC Compensation Committee EC Executive Committee FC Finance Committee F Financial Expert NCGC Nominating/Corporate Governance Committee * Martin H. Loeffler will not stand for re-election at the Annual Meeting, but Mr. Loeffler will continue to serve as Chairman of the Board through the Annual Meeting. Mr. Norwitt has been appointed to serve as Chairman of the Board, effective as of the date of the Annual Meeting.

  4. DIRECTOR NOMINEES

    DIRECTOR NOMINEES

  5. DIRECTOR NOMINEES

    | David P. Falck — Lead Independent Director | | | | | | AGE: 73 | AMPHENOL COMMITTEES | OTHER PUBLIC DIRECTORSHIPS | | | Director Since 2013 | Audit Committee Compensation Committee Nominating/Corporate Governance Committee (Chair) | None | | Mr. Falck has more than 40 years of experience as a legal advisor to public and private companies. From 2009 to 2017, Mr. Falck was Executive Vice President and General Counsel of Pinnacle West Capital Corporation and its primary subsidiary, Arizona Public Service Company, where he had responsibility for the company’s legal affairs and corporate secretary functions, while also serving on the executive risk and strategy committees. He continued as Executive Vice President, Law, from 2017 through April 2018. From 2007 to 2009, he was senior vice president, law for New Jersey-based Public Service Enterprise Group Inc. and served as a member of its executive group. From 1987 to 2007, Mr. Falck was an attorney, a partner and served on the managing board of Pillsbury Winthrop Shaw Pittman LLP. Mr. Falck provided strategic advice for a range of clients in the manufacturing, energy and telecommunications industries in the U.S. and abroad, including the Company. He has advised public company boards on a broad range of corporate governance matters. In his practice, he also advised on mergers and acquisitions both domestically and internationally. Mr. Falck also serves on the non-profit boards of Exeter Health Resources, Inc. and Exeter Hospital. He earned his BA magna cum laude, Phi Beta Kappa from Colgate University and his JD summa cum laude, Order of the Coif from Washington & Lee University School of Law. | | | | | PARTICULAR IMPACT | | | | | Mr. Falck brings to the Board decades of legal and financial acumen, in particular with respect to corporate governance, mergers and acquisitions, financing, compliance and legal matters. | | | | | SKILLS AND QUALIFICATIONS | | | | | • Audit and Finance | | • Business Development and Strategy | | | • Capital Markets | | • Corporate Governance/Compliance | | | • Environmental | | • International | | | • Mergers & Acquisitions | | • Risk Oversight | | | • Talent Development | | | |

  6. DIRECTOR NOMINEES

    | Nancy A. Altobello | | | | | | AGE: 68 | AMPHENOL COMMITTEES | OTHER PUBLIC DIRECTORSHIPS | | | Director Since 2021 | Audit Committee (Chair) Compensation Committee Nominating/Corporate Governance Committee Executive Committee | Current: MarketAxess Holdings Inc. Wex Inc. In the past: Cornerstone OnDemand, Inc. MTS Systems Corporation | | Ms. Altobello was Global Vice Chair, Talent of Ernst & Young (“EY”), where she was responsible for the firm’s global talent and people strategy from July 2014 to June 2018. Prior to that, Ms. Altobello held a number of senior positions at EY, including Americas Vice Chair, Talent; Managing Partner, Northeast Region Audit and Advisory Practices; and Managing Partner, North American Audit Practice. During her time at EY, she also served as the audit partner for a number of leading global, publicly traded corporations. Ms. Altobello is also a Certified Public Accountant and a member of the American Institute of Certified Public Accountants. At MarketAxess Holdings Inc., Ms. Altobello is the chair of the Compensation and Talent Committee and a member of the Nominating and Governance Committee. At Wex Inc. she is the chair of the Nominating and Governance Committee and a member of the Leadership Development and Compensation Committee. Ms. Altobello was on the board at MTS Systems Corporation at the time it was acquired by the Company. Ms. Altobello also serves on the board of Fidelity Charitable, a not for profit organization. Ms. Altobello earned her BS in accounting, with honors, from Fairfield University. She has attended numerous executive leadership programs including at Harvard Business School and Northwestern University. She has earned a certificate in Board Excellence from Harvard Business School and a certificate in Climate Change from Diligent. | | | | | PARTICULAR IMPACT | | | | | Ms. Altobello’s strength in attracting, training and retaining top talent, combined with her experience as an audit partner to large global publicly traded corporations, provides important perspective and depth to the Board. | | | | | SKILLS AND QUALIFICATIONS | | | | | • Audit and Finance | | • Business Development and Strategy | | | • Capital Markets | | • Corporate Governance/Compliance | | | • Environmental | | • International | | | • Mergers & Acquisitions | | • Risk Oversight | | | • Talent Development | | | |

  7. DIRECTOR NOMINEES

    | Sanjiv Lamba | | | | | | AGE: 61 | AMPHENOL COMMITTEES | OTHER PUBLIC DIRECTORSHIPS | | | Director Since 2026 | None | Current: Linde PLC In the past: None | | Mr. Lamba has been serving as the Chief Executive Officer at Linde PLC (“Linde”), a leading global industrial gas and engineering company, since 2022. He has been serving as Chairman of the Board of Linde since January 2026. Prior to serving as Chief Executive Officer at Linde, Mr. Lamba served as the Chief Operating Officer of Linde, where he was responsible for the regional operating segments of the Americas, APAC and EMEA, as well as Linde Engineering, Lincare and certain global functions and businesses. Prior to being named Chief Operating Officer, Mr. Lamba held a number of senior positions at Linde, having spent almost his entire career at Linde and its various businesses. Mr. Lamba earned a Bachelor of Commerce degree with Honors from the University of Calcutta’s St Xavier’s College, and he is qualified as a Chartered Accountant in 1989 from the Institute of Chartered Accountants of India. | | | | | PARTICULAR IMPACT | | | | | Mr. Lamba’s strength lies in his ongoing success as a strong business leader of a global multinational public company with deep understanding of the Asia region. | | | | | SKILLS AND QUALIFICATIONS | | | | | • Audit and Finance | | • Business Development and Strategy | | | • Capital Markets | | • Corporate Governance/Compliance | | | • International | | • Mergers & Acquisitions | | | • Risk Oversight | | • Supply Chain | | | • Talent Development | | • Technology | |

  8. DIRECTOR NOMINEES

    | Rita S. Lane | | | | | | AGE: 63 | AMPHENOL COMMITTEES | OTHER PUBLIC DIRECTORSHIPS | | | Director Since 2020 | Executive Committee (Chair) Finance Committee Nominating/Corporate Governance Committee | Current: L3Harris Technologies, Inc. Signify N.V. In the past: Sanmina Corporation | | Ms. Lane retired from Apple Inc. in 2014 where she had served as Vice President of Operations and oversaw the launch of the iPad® and manufacturing of the Mac® Desktop & Accessories product lines. From 2006 until 2008, Ms. Lane was Senior Vice President Integrated Supply Chain / Chief Procurement Officer at Motorola, Inc. Prior to working at Motorola, Ms. Lane held various senior-level operations roles at IBM for more than 10 years. Ms. Lane also served for five years as a Captain in the United States Air Force. She is a director of L3Harris Technologies, Inc. and Signify N.V. At L3Harris, Ms. Lane is a member of the Ad Hoc Business Review and Nominating and Governance Committees, and at Signify, she is a member of the Nominating & Governance Committee and the Digital Committee. In addition to her public directorships, she currently serves as a member of the Policy and Global Affairs Committee at the National Academy of Sciences. She has previously served on the Purdue University Electrical & Computer Engineering Advisory Board. Ms. Lane earned a BS degree in electrical engineering from the United States Air Force Academy, an MS in electrical engineering from Purdue University and an MBA from UC Berkeley. Purdue University has recognized her as a distinguished electrical engineering alumna (2011) and as a distinguished engineering alumna (2014). | | | | | PARTICULAR IMPACT | | | | | Ms. Lane’s deep technology background, together with her years of experience with leading international global hardware operations, including supply chains, provides the Board with unique and valuable insights. | | | | | SKILLS AND QUALIFICATIONS | | | | | • Business Development and Strategy | | • Corporate Governance/Compliance | | | • Environmental | | • International | | | • Manufacturing | | • Risk Oversight | | | • Supply Chain | | • Talent Development | | | • Technology | | | |

  9. DIRECTOR NOMINEES

    | Robert A. Livingston | | | | | | AGE: 72 | AMPHENOL COMMITTEES | OTHER PUBLIC DIRECTORSHIPS | | | Director Since 2018 | Audit Committee Compensation Committee (Chair) Executive Committee | RPM International Inc. | | Mr. Livingston served as the President and Chief Executive Officer of Dover Corporation from 2008 through 2018 and also served as its Chief Operating Officer in 2008. From 2007 to 2008, Mr. Livingston served as the president and chief executive officer of Dover Engineered Systems, Inc., and served as the president and chief executive officer of Dover Electronics, Inc. from 2004 to 2007. He also served as the president of Vectron International Inc. from 2001 to 2004. Mr. Livingston also currently serves as Lead Director, chair of the Compensation Committee and member of the Executive Committee of RPM International Inc. In addition to his public board service, Mr. Livingston served on the board of a private company, Spectrum Control until January 2024, and he currently serves on the board of trustees of the non-profit Griffin Museum of Science and Industry in Chicago. From 2014 to 2021 he served on the board of the Chicago Council of Global Affairs. Mr. Livingston earned his BS degree in Business Administration from Salisbury University. | | | | | PARTICULAR IMPACT | | | | | Mr. Livingston brings to the Board a successful track record leading a large, publicly-traded U.S. multi- national industrial company, together with his extensive experience in manufacturing, mergers and acquisitions and finance. | | | | | SKILLS AND QUALIFICATIONS | | | | | • Audit and Finance | | • Business Development and Strategy | | | • Capital Markets | | • Corporate Governance/Compliance | | | • International | | • Manufacturing | | | • Mergers & Acquisitions | | • Risk Oversight | | | • Supply Chain | | • Talent Development | | | • Technology | | | |

  10. DIRECTOR NOMINEES

    | R. Adam Norwitt | | | | | | AGE: 56 | AMPHENOL COMMITTEES | OTHER PUBLIC DIRECTORSHIPS | | | Director Since 2009 | None | None | | Mr. Norwitt has been an employee of the Company or its subsidiaries for approximately 27 years. He has been President since 2007 and Chief Executive Officer since 2009. Mr. Norwitt was chief operating officer of the Company from 2007 through 2008. He was senior vice president and group general manager, worldwide RF and microwave products business of the Company during 2006 and vice president and group general manager, worldwide RF and microwave products group of the Company from 2004 until 2006. Prior thereto, Mr. Norwitt served as group general manager, general manager and business development manager with various operating groups in the Company, including approximately five years as a resident in Asia. Prior to joining the Company, Mr. Norwitt was a corporate lawyer at Gibson, Dunn & Crutcher LLP. Mr. Norwitt does not serve on the board of any other public company. Mr. Norwitt graduated with a BS degree in International Politics from the Georgetown University School of Foreign Service. He earned a JD from the University of Michigan Law School and an MBA from INSEAD. He has studied in the United States, Taiwan, China and France, and is fluent in French and Chinese. | | | | | PARTICULAR IMPACT | | | | | Mr. Norwitt has been our chief executive officer for more than 17 years, with a broad array of prior experience within our Company. He brings to the Board vision, market and technology knowledge, merger and acquisition experience, international exposure and knowledge of the day-to-day businesses, operating model and culture of the Company. | | | | | SKILLS AND QUALIFICATIONS | | | | | • Audit and Finance | | • Business Development and Strategy | | | • Capital Markets | | • Corporate Governance/Compliance | | | • Environmental | | • Institutional Knowledge | | | • International | | • Manufacturing | | | • Mergers & Acquisitions | | • Risk Oversight | | | • Supply Chain | | • Talent Development | | | • Technology | | | |

  11. DIRECTOR NOMINEES

    | Prahlad Singh, PhD | | | | | | AGE: 61 | AMPHENOL COMMITTEES | OTHER PUBLIC DIRECTORSHIPS | | | Director Since 2023 | Compensation Committee Finance Committee Nominating/Corporate Governance Committee | Revvity, Inc. | | Mr. Singh is currently the President and Chief Executive Officer of Revvity, Inc. (which was previously affiliated with PerkinElmer, Inc.). He was promoted to President and Chief Executive Officer effective December 30, 2019 and was appointed to its Board of Directors in August 2019. Prior to his current role, he held various senior executive operating positions within PerkinElmer. Prior to joining PerkinElmer in 2014, Mr. Singh was a General Manager at GE Healthcare, and before that, Mr. Singh held senior executive level roles in strategy, business development and mergers & acquisitions at both GE Healthcare and Philips Healthcare. Earlier in his career, he held leadership roles of increasing responsibility at DuPont Pharmaceuticals and subsequently at Bristol-Myers Squibb Medical Imaging, which included managing the Asia Pacific and Middle East regions. In addition to his public board service, Mr. Singh also serves on the Board of the Analytical, Life Science & Diagnostics Association. Mr. Singh holds a BS degree from Wilson College, Mumbai, India, a PhD in chemistry from the University of Missouri-Columbia and an MBA from Northeastern University. His research work has resulted in several issued patents and publications in peer reviewed journals. | | | | | PARTICULAR IMPACT | | | | | Mr. Singh brings to the Board strong business, operational and merger and acquisition experience with global technology companies including as chief executive officer of a publicly traded company. | | | | | SKILLS AND QUALIFICATIONS | | | | | • Business Development and Strategy | | • Capital Markets | | | • International | | • Manufacturing | | | • Mergers & Acquisitions | | • Risk Oversight | | | • Supply Chain | | • Talent Development | | | • Technology | | | |

  12. DIRECTOR NOMINEES

    | Anne Clarke Wolff | | | | | | AGE: 60 | AMPHENOL COMMITTEES | OTHER PUBLIC DIRECTORSHIPS | | | Director Since 2018 | Audit Committee Finance Committee (Chair) Nominating/Corporate Governance Committee | Scholastic Corporation | | Ms. Wolff is the Founder and Chief Executive Officer of Independence Point Advisors, an independent investment bank and advisory services firm formed in 2021. Previously, Ms. Wolff was a Managing Director at Bank of America from 2011 until 2020, during which time she served as Chairman, Global Corporate and Investment Banking and Head of Global Corporate Banking and Leasing. Prior to that, from 2009 to 2011, Ms. Wolff held senior positions at JP Morgan Chase & Company and from 1998 to 2009 at Citigroup. Ms. Wolff began her career at Salomon Brothers, where she held positions of increasing responsibility from 1989 to 1998. She is also a director and member of the Audit Committee of Scholastic Corporation. Ms. Wolff earned a BA degree from Colby College, where she was also previously Vice Chairman of the Board of Trustees. She has an MBA from Northwestern University — Kellogg School of Management. | | | | | PARTICULAR IMPACT | | | | | Ms. Wolff brings to the Board deep experience in banking and corporate finance, including mergers and acquisitions, investor relations, treasury and capital allocation strategy. | | | | | SKILLS AND QUALIFICATIONS | | | | | • Audit and Finance | | • Business Development and Strategy | | | • Capital Markets | | • Environmental | | | • International | | • Mergers & Acquisitions | | | • Risk Oversight | | • Talent Development | |

  13. DIRECTOR NOMINEES

    THE BOARD OF DIRECTORS RECOMMENDS A VOTE FOR EACH OF THE NOMINEES FOR ELECTION TO THE BOARD OF DIRECTORS.

  14. THE BOARD OF DIRECTORS AND THE COMMITTEES OF THE BOARD

    THE BOARD OF DIRECTORS AND THE COMMITTEES OF THE BOARD

  15. Governance Principles

    Governance Principles Amphenol’s Corporate Governance Principles meet or exceed the Listing Standards of the New York Stock Exchange (the “NYSE Listing Standards”), including guidelines for determining director independence and reporting concerns to non-employee directors and the Audit Committee. The Company’s Corporate Governance Principles, the Code of Business Conduct and Ethics and the charters of each of the Board’s committees are reviewed at least annually and revised as warranted. Amphenol’s Code of Business Conduct and Ethics applies to all employees, directors and officers of the Company and its subsidiaries. The Company posts the following documents on its website at www.amphenol.com under the heading “Investors”, then “Governance,” and then “Governance Documents”: Clawback Policy Code of Business Conduct and Ethics Corporate Governance Principles Global Human Rights Policy Insider Trading Compliance Policy Political Activity Statement Stock Ownership Guidelines — Directors Stock Ownership Guidelines — Executives The Company posts the following charters for its Board committees on its website at www.amphenol.com under the heading “Investors,” then “Governance,” then “Board of Directors” and then “Committee Charters”: Audit Committee Charter Compensation Committee Charter Executive Committee Charter Finance Committee Charter Nominating/Corporate Governance Committee Charter A printed copy of any of these documents will be provided to any stockholder of the Company free of charge upon written request to the Company, c/o Secretary, Amphenol Corporation, 358 Hall Avenue, Wallingford, Connecticut 06492.

  16. Director Independence

    Director Independence The Board has adopted the definition of “independent director” set forth in the NYSE Listing Standards to assist it in making determinations of independence. In addition to applying these guidelines, the Board will consider all relevant facts and circumstances in making an independence determination. The Board has determined that all of the directors are independent of the Company and its management with the exception of Mr. Norwitt who is not considered an independent director because of his current employment with the Company. In addition, Mr. Edward G. Jepsen was independent during his service on our Board in 2025.

  17. Leadership Structure

    Leadership Structure Our Board believes it is important to retain flexibility to determine its optimal leadership structure in light of a variety of factors at any given time, including the particular composition of the Board as well as the specific needs and opportunities of the Company. With any leadership structure, it is critically important to have a strong relationship between the independent directors and management. Following Mr. Loeffler’s announcement that he would not stand for re-election to the Board, the Board determined that implementing a combined Chairman/Chief Executive Officer and Lead Independent Director structure is the appropriate leadership structure at this time to balance between the most effective operation of the Board and independent oversight of management. This leadership transition is the result of robust succession planning and thoughtful deliberation by the full Board. The Board’s decision to combine the roles of Chairman and Chief Executive Officer under Mr. Norwitt reflects the Board’s strong belief that he has demonstrated the leadership and strategic vision necessary to lead the Board and the Company. The Board believes that Mr. Norwitt’s extensive tenure and success with the Company, together with his deep familiarity with the culture of Amphenol and knowledge of the day-to-day business, best positions him to help the Board focus on the issues of greatest importance to the Company and assist the Board in identifying the short-term and long-term risks and challenges facing the Company. The Board also recognizes that with a combined Chairman and Chief Executive Officer structure, it is imperative to have a strong Lead Independent Director with a clearly defined set of responsibilities to provide independent leadership and oversight and to help ensure sound Board decision-making. David P. Falck, who has served as a director since 2013 and as Presiding Director since 2016, has been appointed to serve as Lead Independent Director. Mr. Falck’s extensive experience advising public companies and broad knowledge of our business make him well situated to guide the Board in its oversight of the Company and to foster open dialogue among the independent directors and management. In his role as Lead Independent Director, Mr. Falck will be responsible for developing agendas for executive sessions of independent directors and calling and presiding over the same. Mr. Falck will also serve as a liaison between the Chairman and the independent directors, review meeting agendas and meeting schedules, review stockholder communications directed to the Board and take appropriate action and consult with the Chairman on such other matters as are pertinent to the Board and the Company.

  18. Director Compensation for the 2025 Fiscal Year

    Director Compensation for the 2025 Fiscal Year The following table contains information relating to compensation of the Company’s directors who are not named executive officers. Mr. Lamba did not receive any compensation in 2025 as he was not appointed to the Board until January 2026. The only director who is a named executive officer is Mr. Norwitt. His compensation is described in more detail in the “Summary Compensation Table” on page 43 and in the section entitled Compensation of Named Executive Officers beginning on page 36. Currently, non-employee director compensation consists of an annual retainer fee, committee chair fees and an annual grant of restricted stock, and our Chairman and our Lead Independent Director each received an additional fee in connection with performing such roles.

  19. Director Compensation for the 2025 Fiscal Year

    | Name | Fees Earned or Paid in Cash ($)(1) | Stock Awards ($)(2) | Option Awards ($) | Non-Equity Incentive Plan Compensation ($) | Change in Pension Value and Nonqualified Deferred Compensation Earnings ($)(3) | All Other Compensation ($)(4) | Total ($) | | Nancy A. Altobello | 145,000 | 205,037 | n/a | n/a | n/a | n/a | 350,037 | | David P. Falck | 180,000 | 205,037 | n/a | n/a | n/a | n/a | 385,037 | | Edward G. Jepsen(5) | 42,970 | 0 | n/a | n/a | n/a | n/a | 42,970 | | Rita S. Lane | 135,000 | 205,037 | n/a | n/a | n/a | n/a | 340,037 | | Robert A. Livingston | 135,000 | 205,037 | n/a | n/a | n/a | n/a | 340,037 | | Martin H. Loeffler | 325,000 | 205,037 | n/a | n/a | n/a | n/a | 530,037 | | Prahlad Singh | 115,000 | 205,037 | n/a | n/a | n/a | n/a | 320,037 | | Anne Clarke Wolff | 135,000 | 205,037 | n/a | n/a | n/a | n/a | 340,037 |

  20. Director Compensation for the 2025 Fiscal Year

    (1) This column represents the amount of cash compensation earned for service on our Board and its committees. (2) The grant date fair value of the 2,360 shares of restricted stock granted to each director (other than Mr. Jepsen) on May 16, 2025 was $205,037 computed in accordance with FASB ASC Topic 718. Unless the date of the Annual Meeting is postponed, which is not currently expected, the restricted stock awards granted to each of the directors indicated in the table above will become fully vested on May 20, 2026. (3) The Company does not have a pension plan program applicable to its non-employee directors. Directors who are current or former employees participate in the Company’s Pension Plan (described beginning on page 48) as employees. Messrs. Jepsen and Loeffler participated in the Pension Plan during their prior employment with the Company. Upon retirement, their pension benefits were fixed, and they are no longer accruing any additional benefits under the Pension Plan. (4) The Company does not have any other compensation programs for its non-employee directors, nor did it provide any other benefits which could be deemed to be compensation for their service. (5) Mr. Jepsen did not stand for re-election at the May 15, 2025 Annual Meeting of Stockholders. His 2025 compensation reflects amounts paid to him through such date. The Compensation Committee reviews compensation for the non-employee directors at the beginning of each calendar year. In connection with its review, the Compensation Committee retains Meridian Compensation Partners, LLC (“Meridian”), an independent compensation consultant, to provide market data for director compensation at companies similar in size to Amphenol. For more information on Meridian, see the section entitled Role of Compensation Consultant in Compensation Decisions in the Compensation Discussion and Analysis section. In January 2025, in connection with its regular and ongoing review of Board compensation, the Board adopted changes to the fee amounts earned by the directors as outlined in the table below effective January 1, 2025. These fees were last adjusted in 2022. In connection with such changes, Meridian confirmed that the increased fees were aligned with market practice.

  21. Director Compensation for the 2025 Fiscal Year

    | Annual Fees Earned by Non-Employee Directors | | | | | 2022 to 2024 | 2025 Adjusted Amounts | | Annual Retainer Fee | $100,000 | $115,000 | | Fee for Chairman of the Board | $180,000 | $210,000 | | Fee for Lead Independent Director | $35,000 | $45,000 | | Fee for Audit Committee Chair | $25,000 | $30,000 | | Fee for Other Committee Chairs | $15,000 | $20,000 | | Value of Equity Grant | $180,000* | $205,000* |

  22. Director Compensation for the 2025 Fiscal Year

    * The 2024 Restricted Stock Plan for Directors of Amphenol Corporation (the “Directors Restricted Stock Plan”), which was approved by stockholders in May 2024, provides for annual grants of restricted stock to the non-employee directors on the first business day after each annual meeting of stockholders and interim pro-rated grants for non-employee directors not initially elected at a regular meeting of the Company’s stockholders. On the grant date, each non-employee director will be awarded shares of Common Stock subject to the restrictions and conditions in the Directors Restricted Stock Plan. In 2025, the number of shares granted was determined by dividing $205,000 by the closing price for the Common Stock on the grant date and rounding up to the next whole share amount. The closing price of the Common Stock on May 16, 2025 was $86.88 In February 2026, in connection with its regular and ongoing review of Board compensation and after consultation with Meridian, the Board increased the fee payable to the Lead Independent Director from $45,000 to $50,000. This change was made in anticipation of Mr. Loeffler’s retirement from the Board and the concurrent appointment of Mr. Norwitt, a non-independent director, as Chairman of the Board effective on the date of the Annual Meeting. Upon his appointment, Mr. Norwitt will not be paid the separate Chairman fee for his role as Chairman of the Board. No other changes were made with respect to the fees payable to the Board in 2026. Going forward, the Compensation Committee will continue to monitor and make recommendations to the Company and to the Board regarding the annual retainer fee, committee chair fees, Chairman of the Board fee, if any, Lead Independent Director fee and equity compensation elements of the directors’ compensation program to ensure that total director compensation is fair and reasonable and competitive for the purpose of attracting and retaining qualified directors.

  23. EXECUTIVE OFFICERS WHO ARE NOT DIRECTORS

    EXECUTIVE OFFICERS WHO ARE NOT DIRECTORS

  24. EXECUTIVE OFFICERS WHO ARE NOT DIRECTORS

    | Name and Age | Principal Occupation and Other Information | | Lance E. D’Amico Age 57 | Executive Vice President since 2026, Senior Vice President beginning in 2019 and Secretary and General Counsel of the Company since 2016. From 2014 to 2016, he was Executive Vice President, Chief Administrative Officer and General Counsel at UTi Worldwide Inc, then a Nasdaq-listed company, and from 2006 to 2014, he was Senior Vice President and General Counsel at such company. Prior to that he served for six years as General Counsel and Executive Vice President at Element K Corporation. In addition, prior to that he was an associate for six years at the law firm of Cravath, Swaine & Moore. He does not serve on the board of directors of any public company. Mr. D’Amico has been an employee of the Company for approximately ten years. | | William J. Doherty Age 61 | President, Communications Solutions Division since 2022, Senior Vice President from 2018 to 2021 and Group General Manager, Information Communications and Commercial Products Group of the Company from 2017 to 2021. Mr. Doherty was Vice President from 2016 to 2017 and Group General Manager, IT Communications Products Group of the Company from 2015 to 2016. He was General Manager of the high-speed products division of the Company from 2012 to 2014 and General Manager of the backplane connectors division from 2007 to 2012. Mr. Doherty was employed for approximately three years by the connection systems division of Teradyne, Inc., which was acquired by Amphenol in 2005. He does not serve on the board of directors of any public company. Mr. Doherty has been an employee of the Company or businesses acquired by the Company for approximately 23 years. | | Michael R. Ivas Age 55 | Senior Vice President since 2026, and Vice President, Corporate Controller, beginning in 2015. Mr. Ivas served as Group Controller of the Military, Aerospace and Industrial Group from 2008 until 2015 and upon joining the Company in 2001, served as Director of Internal Audit from 2001 until 2008. Prior to that, Mr. Ivas began his career at PricewaterhouseCoopers in 1994 in Audit and Assurance Services, serving the greater Hartford and Boston areas as a Manager. Mr. Ivas has been an employee of the Company for approximately 24 years. |

  25. EXECUTIVE OFFICERS WHO ARE NOT DIRECTORS

    | Name and Age | Principal Occupation and Other Information | | Craig A. Lampo Age 56 | Executive Vice President since 2026, and Senior Vice President and Chief Financial Officer of the Company beginning in 2015. Mr. Lampo was Vice President and Controller of the Company from 2004 to 2015. He was Treasurer from 2004 through 2006. Mr. Lampo was a senior audit manager with Deloitte & Touche LLP from 2002 to 2004. He was an employee of Arthur Andersen LLP from 1993 to 2002. He does not serve on the board of directors of any public company. Mr. Lampo has been an employee of the Company for approximately 22 years. | | David Silverman Age 48 | Executive Vice President since 2026, Senior Vice President, Human Resources of the Company beginning in 2019, Vice President, Human Resources from 2014 to 2018 and Senior Director, Human Resources from 2013 to 2014. He was General Manager of the Amphenol Alden operating unit from 2010 to 2013. Mr. Silverman was Corporate Business Development Manager of the Company from 2007 to 2010. He does not serve on the board of directors of any public company. Mr. Silverman has been an employee of the Company for approximately 19 years. | | Peter J. Straub Age 58 | President, Interconnect and Sensor Systems Division since January 1, 2024, Vice President and Group General Manager, Sensor Technology Group from 2018 through 2023 and General Manager, Advanced Sensors from 2013 through 2018. Mr. Straub joined the Company in 2013 through the acquisition of GE Advanced Sensors, where he served as Product General Manager. Prior to joining GE in 2001, Mr. Straub served in senior roles at Spirent-Keystone Thermometrics and held roles in engineering at Delphi and General Motors. He does not serve on the board of directors of any public company. Mr. Straub has been an employee of the Company or businesses acquired by the Company for approximately 30 years. | | Luc Walter Age 67 | President, Harsh Environment Solutions Division since 2022, Senior Vice President of the Company from 2004 to 2021 and Group General Manager, Military and Aerospace Operations Group of the Company from 2016 to 2021. Mr. Walter was Group General Manager, International Military, Aerospace and Industrial Operations Group of the Company from 2004 to 2015. He was Director, European Military & Aerospace Operations from 2000 to 2003. He does not serve on the board of directors of any public company. Mr. Walter has been an employee of the Company or its subsidiaries for approximately 42 years. |

  26. COMPENSATION DISCUSSION & ANALYSIS

    Philosophy and Objectives of Compensation Program. The Committee continues to strive to develop, refine and implement a complete, consistent and straightforward compensation program that helps to attract, motivate and retain the executive officers and key management employees, and that remains competitive with comparable companies. The program is designed to promote decision making geared to increasing long-term shareholder value while avoiding excessive risk taking. The Committee believes that to further these objectives, executive compensation packages should include both cash and long-term equity-based compensation as well as reasonable benefits. Elements of Compensation Program. The Committee endeavors to provide an appropriate mix of different elements of compensation, including finding a balance among (i) fixed versus at-risk compensation, (ii) current versus long-term compensation, (iii) cash versus equity-based compensation and (iv) basic benefits. Cash payments primarily reward current year performance and equity-based awards encourage key management employees, including the named executive officers, to continue to deliver results over a longer period of time and serve as a retention tool. The Committee generally strives to provide equity-based compensation at a level sufficient to drive an appropriate amount of focus on the long-term performance of the Company. The compensation program for executive officers and key management employees, including the named executive officers, generally includes the following elements: • Base Salary • Annual Cash Incentive Plans Stock Option Plans Insurance Benefits • Retirement Benefits Base Salary. The Company establishes base salary to provide fixed income at approximately the median level for executives of comparable companies with similar responsibilities. Several elements are considered in setting base salary, including the size, scope and complexity of the executive officer’s or key management employee’s responsibilities, as well as the tenure of the executive officer with the Company. Position, geography and economic and market conditions are also considered, particularly with respect to retention. Base salary must be reasonable, fair and competitive. The Committee also considers the historical, current and forecasted performance of the Company and individual operating units, and the contributions or expected contributions of each executive officer or key management employee to those results when considering proposed adjustments to base salary. Salary levels for all executive officers and key management employees are reviewed and typically adjusted annually. Salary levels are also typically reviewed and may be adjusted in connection with a change in job responsibilities. Annual Cash Incentive Plans. Executive officers and key management employees, including the named executive officers (with the exception of key sales and marketing employees who typically have their own sales incentive or commission plans and from time-to-time certain key employees of newly acquired companies who had or have their own incentive plans), were eligible to receive annual cash payments pursuant to the 2025 Management Incentive Plan (the “2025 Management Incentive Plan”). The Committee has reviewed and approved the 2026 Management Incentive Plan (the “2026 Management Incentive Plan”) with terms that are substantially the same as the 2025 Management Incentive Plan. The 2025 Management Incentive Plan and the 2026 Management Incentive Plan are collectively hereinafter referred to as the “incentive plan.” Target payments under the incentive plan when added to fixed base salary are intended to generate total annual cash compensation that the Company believes is reasonable, fair and competitive with annual cash compensation paid to similarly situated employees at other companies with comparable size and performance. Incentive plan payments have historically totaled in the aggregate less than 2% of the annual consolidated operating income for the Company. There were approximately 570 participants in the 2025 Management Incentive Plan. Payouts under the 2025 Management Incentive Plan totaled approximately $53 million, representing approximately 0.86% of the Company’s Adjusted Operating Income for 2025. There are currently approximately 690 participants in the 2026 Management Incentive Plan who, at achievement of 100% of 2026 performance targets and goals, would be paid an aggregate of approximately $38 million. The incentive plan provides participants with a cash bonus if certain operating unit and/or Company goals are achieved. A “responsibility unit” in the discussion below refers to the group or business unit for which the employee has management responsibility or to which he or she is assigned. For executive officers and key management employees with global headquarters roles (i.e., Company-wide responsibilities), such as Messrs. Norwitt and Lampo, the Company is considered the responsibility unit. For Messrs. Walter, Doherty and Straub, the division over which each served as Division President in 2025 is considered the relevant responsibility unit. The incentive plan is intended to reward participants upon the achievement of the goals for their respective responsibility unit, with discretion for qualitative individual, operating unit and Company performance factors. No annual incentive payments will be made if a threshold performance level of profitability is not achieved for the relevant responsibility unit, absent the occurrence of extenuating circumstances that, in the discretion of the Committee, merit an exception to the threshold profitability performance requirement. As a general rule, no incentive plan payment is made to employees with Company- wide responsibilities if Adjusted Diluted EPS declines year-over-year, nor to other employees if the operating income of their respective responsibility unit declines year-over-year. Incentive plan payment amounts are calculated by multiplying three factors together: (i) a participant’s annual base salary, (ii) a participant’s incentive plan target percentage and (iii) a participant’s incentive plan multiplier. Incentive plan target percentages for each participant are generally established at the beginning of each year. The incentive plan multiplier is determined for each participant after the end of each year by analyzing a number of quantitative factors, subject to qualitative adjustment, as discussed in more detail below. The maximum incentive plan multiplier any recipient may be awarded is 200%. The incentive plan does not guarantee any minimum incentive plan multiplier to any participant. For 2025, participants received incentive plan multipliers ranging from 0% to 200%. A participant’s incentive plan multiplier is based primarily on responsibility unit financial performance against quantitative measures established at the beginning of each year. In addition, adjustments are made, when appropriate, for certain qualitative factors, as well as for reasonableness and consistency. The quantitative portion of the incentive plan multiplier is contingent upon the Company’s achievement and/or the applicable responsibility unit’s achievement of performance targets and/or goals.

  27. COMPENSATION DISCUSSION & ANALYSIS

    | | Responsibility Unit Achievement | | | | | Sales Growth | EPS/Operating Income Growth | Incentive Plan Multiplier | | Threshold | 0% | 0% | 0% | | Target | 7% | 11% | 100% | | Maximum | 17.5% | 27.5% | 200% |

  28. COMPENSATION DISCUSSION & ANALYSIS

    The Company continues to believe that the key drivers to generating shareholder value are revenue growth, operating income growth and EPS growth. In 2025 the quantitative performance criteria for (i) participants with Company-wide responsibilities was based on Company revenue and Adjusted Diluted EPS growth in 2025 over 2024 and (ii) other participants was based on responsibility unit revenue and operating income growth in 2025 over 2024, adjusted for actual operating income in 2025 as compared to 2025 operating income budget. Revenue growth and operating income growth are calculated on a constant currency basis. The specific targets to be achieved by Messrs. Norwitt and Lampo to attain a 100% quantitative portion of the incentive plan multiplier in 2025 were (i) Company revenue growth of 7%, and (ii) Company Adjusted Diluted EPS growth of 11%. To achieve a 200% quantitative portion of the incentive plan multiplier in 2025 would have required Company revenue growth of at least 17.5% and Company Adjusted Diluted EPS growth of at least 27.5%. In calculating the incentive plan multiplier, Company revenue growth and Company Adjusted Diluted EPS growth are given equal weighting. The specific targets to be achieved by Messrs. Walter, Doherty and Straub to attain a 100% incentive plan multiplier under the 2025 incentive plan were (i) responsibility unit revenue growth of 7% and (ii) responsibility unit operating income growth of 11%. In addition, for executives that do not have global headquarters roles, such as Messrs. Walter, Doherty and Straub, the incentive plan multiplier is adjusted up or down based on achievement to operating income budget. To achieve a 200% quantitative portion of the incentive plan multiplier under the incentive plan in 2025 would have required responsibility unit revenue growth of at least 17.5% and responsibility unit operating income growth of at least 27.5%. In calculating the incentive plan multiplier, responsibility unit operating income growth and responsibility unit revenue growth are given equal weighting. If Adjusted Diluted EPS or operating income, as applicable, decline, the impact to the incentive plan multiplier is at the discretion of the Committee, but generally has resulted in an overall incentive plan multiplier of 0%. Once the quantitative portion of the incentive plan multiplier is established, management and/or the Committee, as applicable, consider various qualitative factors and may adjust the incentive plan multiplier accordingly. The qualitative analysis is designed to ensure that a participant is rewarded for responsibility unit performance and individual performance, but also to provide a means to ensure the awards are fair and meet the other goals of the Committee in determining executive compensation. The qualitative portion of the incentive plan may include one or more of the following factors: whether operating margins of the responsibility unit are above or below the average of the Company, balance sheet management including cash flow, operating unit and group contribution to total Company performance, risk management issues, contributions of responsibility unit to achieving the Company’s sustainability goals, industry performance, special market conditions, budget impact and any other factor that the Committee deems relevant under the circumstances. In 2026 there is no change in the quantitative performance criteria for the 2026 Management Incentive Plan as compared to the 2025 Management Incentive Plan. Stock Option Plans. In May 2017, stockholders approved and the Company adopted the 2017 Stock Purchase and Option Plan for Key Employees of Amphenol and Subsidiaries (the “Original 2017 Option Plan”) and in May 2021, stockholders approved and the Company adopted the Amended and Restated 2017 Stock Purchase and Option Plan for Key Employees of Amphenol and Subsidiaries (together with the Original 2017 Option Plan, the “2017 Option Plan”). Granting stock options is a simple and clear means to maintain the alignment of the interests of the Company’s executive officers and key management employees with its stockholders and allows executive officers and key management employees to participate in the long-term value creation of the Company. The Committee believes that granting stock options helps create competitive levels of compensation and provides an opportunity for increased equity ownership by executive officers and key management employees (including the named executive officers). All currently outstanding employee stock option grants have a five-year vesting period, with 20% vesting each year. The Committee believes this extended vesting schedule improves retention of executive officers and key management employees while encouraging them to make decisions that achieve a healthy balance between short- and long-term Company performance. The total expense for options granted each year is typically in the range of approximately 3% to 5% of the Company’s annual budgeted consolidated operating income for such year. The employee stock option plan is administered by the Committee. The Committee will consider recommendations of the Chief Executive Officer and other senior management employees of the Company and determine those employees of Amphenol and its subsidiaries who will be eligible to receive options, the number and the terms and conditions of each option grant, the form of the option agreement and any conditions on the exercise of an option award. For more information on equity grant practices and procedures, including with respect to the timing of awards of stock options, see the section entitled Policies and Practices Related to the Grant of Certain Equity Awards Close in Time to the Release of Material Nonpublic Information beginning on page 62. In determining the number of options to be granted to an individual employee, a value is imputed for each option, with reference to the Company’s then current stock price and the Black-Scholes valuation of each option granted. The Committee also considers information regarding the total amount of options available, an individual’s base salary, the amount of stock options, if any, previously awarded to an individual, an individual’s past and expected future contributions to the Company’s financial performance and an individual’s responsibilities for assisting the Company in achieving its long-term strategic goals. The Committee also considers the estimated dilutive effect of options granted each year. Insurance Benefits. Each executive officer and key management employee (including the U.S.-based named executive officers) is offered the same health and life insurance benefits as other employees working at the same location. The Company also makes a contribution to group term life insurance on behalf of substantially all U.S.-based salaried employees (including the U.S.-based named executive officers) on the same terms and conditions as similarly situated U.S.-based salaried employees for which the Company is required to impute compensation for amounts in excess of $50,000 net of employee payments, see table of All Other Compensation under footnote (4) on page 44. Key management employees outside of the U.S. participate in the same insurance programs on the same terms and conditions as similarly situated salaried employees.

  29. Compensation of Named Executive Officers

    Compensation of Named Executive Officers Company Performance — When determining compensation, the Committee reviewed the Company’s 2025 financial results. The Company’s 2025 financial results were prepared in conformity with accounting principles generally accepted in the United States of America (“GAAP”) and reported in the consolidated financial statements included in the Company’s Annual Report on Form 10-K for the fiscal year ended December 31, 2025 (the “Company’s 2025 Annual Report”). In addition to reviewing relevant GAAP financial measures, the Committee considered non-GAAP measures which it believes are also relevant in gauging year-over-year performance. Thus, Constant Currency Net Sales Growth, Adjusted Operating Income and Adjusted Diluted EPS and other non-GAAP measures are referenced in this proxy statement.2 In 2025, the Company achieved net sales of $23.1 billion, representing an increase of 52% in U.S. Dollars and 51% in constant currencies as compared to 2024. For the years ended December 31, 2025 and 2024, GAAP Diluted EPS was $3.34 and $1.92, respectively. GAAP Diluted EPS in 2025 included (i) excess tax benefits of $246.6 million ($0.19 per share) related to stock-based compensation resulting from stock option exercises, (ii) a discrete tax expense of $100 million ($0.08 per share) and (iii) acquisition-related expenses of $181.2 million ($148.8 million after-tax, or $0.12 per share). GAAP Diluted EPS in 2024 included (i) excess tax benefits of $142.6 million ($0.11 per share) related to stock-based compensation resulting from stock option exercises, (ii) a discrete tax benefit of $18.6 million ($0.01 per share) and (iii) acquisition-related expenses of $145.6 million ($119.3 million after-tax, or $0.09 per share). Excluding these items, Adjusted Diluted EPS in 2025 was $3.34, as compared to $1.89 in 2024, representing an increase of 77%. The non-GAAP financial measures defined below should be read in conjunction with the Company’s financial statements presented in accordance with GAAP. See Part II, Item 7 — Management’s Discussion and Analysis of Financial Condition and Results of Operations of the Company’s 2025 Annual Report for further details. Non-GAAP financial measures related to net sales exclude the impact of foreign currency exchange rates. The non-GAAP financial information contained herein is included for supplemental purposes only and should not be considered in isolation or as a substitute for or superior to the related GAAP financial measures. In addition, these non-GAAP financial measures are not necessarily the same or comparable to similar measures presented by other companies as such measures may be calculated differently or may exclude different items. • Adjusted Diluted EPS is defined as diluted earnings per share (as reported in accordance with GAAP), excluding income and expenses and their specific tax effects that are not directly related to the Company’s operating performance during the years presented. Adjusted Diluted EPS is calculated as Adjusted Net Income attributable to Amphenol Corporation, as defined below, divided by the weighted average outstanding diluted shares as reported in the Consolidated Statements of Income. • Adjusted Net Income attributable to Amphenol Corporation is defined as Net income attributable to Amphenol Corporation, as reported in the Consolidated Statements of Income, excluding income and (2) Explanation of Non-GAAP Financial Measures. In addition to assessing the Company’s financial condition, results of operations, liquidity and cash flows in accordance with GAAP, management and the Committee utilize certain non-GAAP financial measures defined below when assessing employee compensation measures. Management and the Committee believe that these non-GAAP financial measures may be helpful to investors in assessing the Company’s overall financial performance, trends and year-over- year comparative results, in addition to the reasons noted below. Non-GAAP financial measures related to operating income, operating margin, net income attributable to Amphenol Corporation, effective tax rate and diluted EPS exclude income and expenses that are not directly related to the Company’s operating performance during the years presented. Items excluded in the presentation of such non-GAAP financial measures in any period may consist of, without limitation, acquisition-related expenses, refinancing-related costs, gains associated with bargain purchase acquisitions, the excess tax benefits related to stock-based compensation and certain other discrete tax items including but not limited to (i) the impact of tax audits relating to prior periods and (ii) significant changes in tax law. expenses and their specific tax effects that are not directly related to the Company’s operating performance during the years presented. Adjusted Operating Income is defined as Operating income, as reported in the Consolidated Statements of Income, excluding income and expenses that are not directly related to the Company’s operating performance during the years presented. • Adjusted Operating Margin is defined as Adjusted Operating Income (as defined above) expressed as a percentage of Net sales (as reported in the Consolidated Statements of Income). • Constant Currency Net Sales Growth is defined as the year-over-year percentage change in net sales growth, excluding the impact of changes in foreign currency exchange rates. The Company’s results are subject to volatility related to foreign currency translation fluctuations. As such, management evaluates the Company’s sales performance based on actual sales growth in U.S. dollars, as well as Constant Currency Net Sales Growth, and believes that such information is useful to investors to assess the underlying sales trends. • Free Cash Flow is defined as (i) Net cash provided by operating activities (“Operating Cash Flow” — as reported in accordance with GAAP) less (ii) capital expenditures (as reported in accordance with GAAP), net of proceeds from disposals of property, plant and equipment (as reported in accordance with GAAP), all of which are derived from the Consolidated Statements of Cash Flow. Free Cash Flow is an important liquidity measure for the Company, as we believe it is useful for management and investors to assess our ability to generate cash, as well as to assess how much cash can be used to reinvest in the growth of the Company or to return to stockholders through either stock repurchases or dividends. Refer to Part II, Item 7 of the Company’s 2025 Annual Report for definitions and reconciliations of non-GAAP financial measures to their most directly comparable GAAP financial measures. Pay Mix — Compensation programs for the named executive officers emphasize at-risk, performance- based elements geared to encourage management to generate long-term shareholder value, namely stock options and annual incentive plan compensation linked to goals that encourage growth in revenue, operating income and/or Adjusted Diluted EPS. Fixed compensation elements, such as base salary, retirement benefits and other compensation are designed to be market competitive for purposes of retention, and to a lesser extent, recruitment. For the Company’s Chief Executive Officer, fixed compensation elements including salary and “all other compensation” (which includes retirement benefits) comprised approximately 9% of his total 2025 compensation. His at-risk compensation linked to increasing shareholder value comprised approximately 91%

  30. Compensation of Named Executive Officers

    | | Responsibility Unit Achievement* | | | Incentive Plan Multiplier | | | Constant Currency Net Sales Growth | Adjusted Diluted EPS Growth | Adjusted Operating Income Growth | | | Guidelines | | | | | | Threshold | 0% | 0% | 0% | 0% | | Target | 7% | 11% | 11% | 100% | | Maximum | 17.5% | 27.5% | 27.5% | 200% | | Actual 2025 performance | | | | | | Global Headquarters Roles – Messrs. Norwitt and Lampo | 51.2% | 76.7% | n/a | 200% | | Harsh Environment Solutions Division – Mr. Walter | 32.5% | n/a | 40.1% | 200% | | Communications Solutions Division – Mr. Doherty | 90.6% | n/a | 135.4% | 200% | | Interconnect and Sensor Systems Division – Mr. Straub | 14.5% | n/a | 20.6% | 190% |

  31. Compensation of Named Executive Officers

    * Constant Currency Net Sales Growth, Adjusted Diluted EPS Growth and Adjusted Operating Income Growth are Non-GAAP financial measures. See Explanation of Non-GAAP Financial Measures on page 36 to see items excluded. CEO Compensation. In January 2026, Mr. Norwitt’s annual base salary was increased by approximately 5.4% from $1,565,000 to $1,650,000. Mr. Norwitt’s annual incentive plan target percentage pursuant to the 2026 Management Incentive Plan was increased from 180% to 200%. In its deliberations about whether and how to adjust these two elements of Mr. Norwitt’s compensation, the Committee considered the Company’s financial performance in 2025, including in particular the significant growth in net sales and Adjusted Diluted EPS from prior year, as well as annual base salary and target bonus percentages of chief executive officers of similarly sized companies based on information provided by Meridian. Based on calculations described in the section entitled Annual Cash Incentive Plans above, the quantitative portion of Mr. Norwitt’s incentive plan multiplier in 2025 was calculated to be 200%, the same percentage calculated for all named executive officers and key management employees with global headquarters roles. His incentive plan payment pursuant to the 2025 Management Incentive Plan was therefore $5,634,000, representing a product of his 2025 base salary of $1,565,000 multiplied by his incentive plan target percentage of 180%, multiplied by the global headquarters incentive plan multiplier of 200%. This was the maximum possible payout under the 2025 Management Incentive Plan. In May 2025, Mr. Norwitt was awarded 602,344 options pursuant to the 2017 Option Plan with an exercise price of $86.88 and a grant date value of $14,649,006. The option award reflects the Board’s confidence in his leadership and is designed to further align Mr. Norwitt’s interests with the Company’s stockholders to generate long-term shareholder value. In granting this award to Mr. Norwitt, the Committee considered the Company’s ongoing substantial growth in the scale and complexity of the Company during Mr. Norwitt’s tenure as well as the importance of closely aligning Mr. Norwitt’s interests with those of the Company’s stockholders. In 2025, Mr. Norwitt was provided with car and driver and security-related services. The Company expenses associated with the car and driver were $15,694. The Company expenses associated with the security- related services were $9,631. The imputed value of compensation for group term life insurance provided to Mr. Norwitt in 2025 in excess of $50,000, net of employee payments, was $10,062. The Company continues to provide Mr. Norwitt with car and driver and security-related services and to contribute to his group term life insurance in 2026. Mr. Norwitt continues to participate in the Pension Plan (further described in the section entitled Pension Plan Background commencing on page 48), but his benefits under such Pension Plan were frozen effective December 31, 2006. In 2025, Mr. Norwitt received a 401(k) match of $22,250. The Company made notational contributions to a non-qualified supplemental defined contribution plan, or DC SERP, on behalf of Mr. Norwitt for 2025 of $435,445. Mr. Norwitt continues to participate in the 401(k) Plan and the DC SERP in 2026. Other Named Executive Officers’ Compensation. For each of the other named executive officers, in determining annual cash incentive plan payments and stock option awards for 2025, and base salary and incentive plan target adjustments for 2026, the Committee considered each executive’s overall performance, as well as relevant market data from Meridian. In the case of Mr. Lampo, the Committee evaluated the overall performance of the Company and his contributions to that performance. In the case of Messrs. Walter, Doherty and Straub, the Committee evaluated their contributions to the performance and results of the division over which each served as Division President. Mr. Lampo. In January 2026, Mr. Lampo’s annual base salary was increased by approximately 13% from $730,000 to $825,000, to reflect a market adjustment for the increased size and complexity of the Company’s business and his promotion to Executive Vice President. Based on calculations described in the section entitled Annual Cash Incentive Plans above, the quantitative portion of Mr. Lampo’s incentive plan multiplier in 2025 was calculated to be 200%, the same percentage calculated for all named executive officers and key management employees with global headquarters roles. His incentive plan payment pursuant to the 2025 Management Incentive Plan was therefore $1,460,000, representing a product of his 2025 base salary of $730,000 multiplied by his incentive plan target percentage of 100%, multiplied by the global headquarters incentive plan multiplier of 200%. This was the maximum possible payout under the 2025 Management Incentive Plan. Mr. Lampo’s incentive plan target percentage pursuant to the 2026 Management Incentive Plan was increased from 100% to 110% of his base salary, which represents a continued emphasis on performance-based compensation. This variable, at-risk compensation is designed to incentivize performance in line with the core goal of increasing revenue and profit growth for the Company. In May 2025, Mr. Lampo was awarded 172,496 options pursuant to the 2017 Option Plan with an exercise price of $86.88 and a grant date value of $4,195,103. The imputed value of compensation for group term life insurance provided to Mr. Lampo in 2025 in excess of $50,000, net of employee payments, was $7,276. In 2026, the Company continues to contribute to Mr. Lampo’s group term life insurance. Mr. Lampo continues to participate in the Pension Plan, but his benefits under such Pension Plan were frozen effective December 31, 2006 as described in the section entitled Pension Plan Background commencing on page 48. In 2025, Mr. Lampo received a 401(k) match of $22,250. The Company made notational contributions to the DC SERP on behalf of Mr. Lampo for 2025 of $108,398. He also continues to participate in the 401(k) plan and the DC SERP in 2026. Mr. Walter. In January 2026, Mr. Walter’s annual base salary was increased by approximately 4.3% from $815,000 to $850,000, in line with the average increase generally given to other salaried employees of the Company in the United States. Based on calculations described in the section entitled Annual Cash Incentive Plans above, Mr. Walter’s payment pursuant to the 2025 Management Incentive Plan was $1,304,000, representing the product of his 2025 base salary of $815,000 multiplied by his incentive plan target percentage of 80%, multiplied by his incentive plan multiplier of 200%. This was the maximum possible payout under the 2025 Management Incentive Plan. Mr. Walter’s incentive plan target percentage pursuant to the 2026 Management Incentive Plan was increased from 80% to 85% of his base salary, which represents a continued emphasis on performance-based compensation. This variable, at-risk compensation is designed to incentivize performance in line with the core goal of increasing revenue and operating income growth within Mr. Walter’s division. In May 2025, Mr. Walter was awarded 146,824 options pursuant to the 2017 Option Plan with an exercise price of $86.88 and a grant date value of $3,570,760.

  32. Compensation of Named Executive Officers

    The imputed value of compensation for group term life insurance provided to Mr. Walter in 2025 in excess of $50,000, net of employee payments, was $15,310. In 2026, the Company continues to contribute to Mr. Walter’s group term life insurance. Mr. Walter continues to participate in the Pension Plan, but his benefits under such Pension Plan were frozen effective December 31, 2006 as described in the section entitled Pension Plan Background commencing on page 48. In 2025, Mr. Walter received a 401(k) match of $21,759. The Company made notational contributions to the DC SERP on behalf of Mr. Walter for 2025 of $102,611. He also continues to participate in the 401(k) Plan and the DC SERP in 2026. Mr. Doherty. In January 2026, Mr. Doherty’s annual base salary was increased by approximately 8.7% from $750,000 to $815,000, to reflect a market adjustment for the increased size and complexity of the Communications Solutions division. Based on calculations described in the section entitled Annual Cash Incentive Plans above, Mr. Doherty’s payment pursuant to the 2025 Management Incentive Plan was $1,200,000, representing the product of his 2025 base salary of $750,000 multiplied by his incentive plan target percentage of 80%, multiplied by his incentive plan multiplier of 200%. This was the maximum possible payout under the 2025 Management Incentive Plan. Mr. Doherty’s incentive plan target percentage pursuant to the 2026 Management Incentive Plan was increased from 80% to 85% of his base salary, which represents a continued emphasis on performance-based compensation. This variable, at-risk compensation is designed to incentivize performance in line with the core goal of increasing revenue and operating income growth within Mr. Doherty’s division. In May 2025, Mr. Doherty was awarded 146,824 options pursuant to the 2017 Option Plan with an exercise price of $86.88 and a grant date value of $3,570,760. The imputed value of compensation for group term life insurance provided to Mr. Doherty in 2025 in excess of $50,000, net of employee payments, was $11,484. In 2026, the Company continues to contribute to Mr. Doherty’s group term life insurance. In 2025, Mr. Doherty received a 401(k) match of $22,250. The Company made notational contributions to the DC SERP on behalf of Mr. Doherty for 2025 of $103,075. He also continues to participate in the 401(k) Plan and the DC SERP in 2026. Mr. Straub. In January 2026, Mr. Straub’s annual base salary was increased by approximately 5% from $600,000 to $630,000, slightly higher than the average increase generally given to other salaried employees of the Company in the United States due to the increased size and complexity of the Interconnect and Sensor Systems division. Based on calculations described in the section entitled Annual Cash Incentive Plans above, Mr. Straub’s payment pursuant to the 2025 Management Incentive Plan was $912,000, representing the product of his 2025 base salary of $600,000 multiplied by his incentive plan target percentage of 80%, multiplied by his incentive plan multiplier of 190%. This is compared to a maximum possible payout under the 2025 Management Incentive Plan of $960,000. Mr. Straub’s incentive plan target percentage pursuant to the 2025 Management Incentive Plan was increased from 80% to 85% of his base salary, which represents a continued emphasis on performance-based compensation. This variable, at-risk compensation is designed to incentivize performance in line with the core goal of increasing revenue and operating income growth within Mr. Straub’s division. In May 2025, Mr. Straub was awarded 146,824 options pursuant to the 2017 Option Plan with an exercise price of $86.88 and a grant date value of $3,570,760. The imputed value of compensation for group term life insurance provided to Mr. Straub in 2025 in excess of $50,000, net of employee payments, was $5,923. In 2026, the Company continues to contribute to Mr. Straub’s group term life insurance. In 2025, Mr. Straub received a 401(k) match of $31,350, which included (i) $22,250 in Company contributions under the 401(k) plan, received on the same terms and conditions as similarly situated U.S.-based salaried employees, and (ii) a separate Company contribution of $9,100 as compensation for the discontinuation of a pension plan in which Mr. Straub was a participant while employed at a company previously acquired by Amphenol. The Company made notational contributions to the DC SERP on behalf of Mr. Straub for 2025 of $50,713. He also continues to participate in the 401(k) plan and the DC SERP in 2026.

  33. SUMMARY COMPENSATION TABLE

    SUMMARY COMPENSATION TABLE The following table summarizes the total compensation provided by the Company to the named executive officers for 2025, 2024 and 2023.

  34. SUMMARY COMPENSATION TABLE

    | Name and Principal Position | Year | Salary ($) | Bonus ($) | Stock Awards ($) | Option Awards ($)(1) | Non- Equity Incentive Plan Compensation ($)(2) | Change in Pension Value and Nonqualified Deferred Compensation Earnings ($)(3) | All Other Compensation ($)(4) | Total ($) | | R.A. Norwitt President & Chief Executive Officer | 2025 | 1,565,000 | 0 | n/a | 14,649,006 | 5,634,000 | 10,200 | 493,082 | 22,351,288 | | | 2024 | 1,510,000 | 0 | n/a | 10,460,894 | 5,005,650 | 0 | 180,206 | 17,156,750 | | | 2023 | 1,455,000 | 0 | n/a | 9,098,783 | 0 | 8,800 | 382,124 | 10,944,707 | | C.A. Lampo Executive Vice President & Chief Financial Officer | 2025 | 730,000 | 0 | n/a | 4,195,103 | 1,460,000 | 3,000 | 137,924 | 6,526,027 | | | 2024 | 705,000 | 0 | n/a | 3,355,232 | 1,168,538 | 0 | 54,068 | 5,282,838 | | | 2023 | 680,000 | 0 | n/a | 2,981,331 | 0 | 2,600 | 114,786 | 3,715,717 | | L. Walter. President, Harsh Environment Solutions Division | 2025 | 815,000 | 0 | n/a | 3,570,760 | 1,304,000 | 2,100 | 139,680 | 5,831,540 | | | 2024 | 785,000 | 0 | n/a | 2,855,866 | 1,000,875 | 0 | 140,769 | 4,782,510 | | | 2023 | 755,000 | 0 | n/a | 3,484,008 | 1,047,563 | 24,200 | 143,566 | 5,454,337 | | W.J. Doherty President, Communications Solutions Division | 2025 | 750,000 | 0 | n/a | 3,570,760 | 1,200,000 | n/a | 136,809 | 5,657,569 | | | 2024 | 715,000 | 0 | n/a | 2,855,866 | 1,072,500 | n/a | 58,680 | 4,702,046 | | | 2023 | 680,000 | 0 | n/a | 3,484,008 | 0 | n/a | 120,660 | 4,284,668 | | P.J. Straub President, Interconnect and Sensor Systems Division | 2025 | 600,000 | 0 | n/a | 3,570,760 | 912,000 | n/a | 87,986 | 5,170,746 | | | 2024 | 575,000 | 0 | n/a | 2,855,866 | 474,375 | n/a | 50,875 | 3,956,116 |

  35. SUMMARY COMPENSATION TABLE

    (1) The amounts in this column reflect the aggregate grant date fair value computed in accordance with FASB ASC Topic 718. Assumptions used in the calculation of these amounts are included in Note 1 — Summary of Significant Accounting Policies; Stock-Based Compensation and Note 7 — Equity; Stock-Based Compensation; Stock Options to the Company’s 2025 Annual Report, except that rules of the SEC require that the amounts shown in this table and its footnotes exclude the impact of assumed forfeitures, if any, related to service based vesting conditions. The amounts in this column do not correspond to the actual value that may be recognized by the named executive officers when any such option awards are actually exercised. (2) The non-equity incentive plan compensation for each year was paid in January of the following year. In 2006, the Company amended its Pension Plan by freezing accruals effective December 31, 2006 for certain personnel below the age of 50 and/or with certain years of service with the Company. Simultaneously, the Company implemented employer contributions to the Amphenol 401(k) Plan and to a related non-qualified supplemental defined contribution plan, or DC SERP, for those same individuals and for certain new hires. Beginning in 2007, Messrs. Norwitt, Lampo and Walter no longer accrue any additional benefits under the Pension Plan. In 2025, there was an increase in pension values for Messrs. Norwitt, Lampo and Walter of $10,200, $3,000 and $2,100, respectively, because of changes in actuarial assumptions in 2025 as compared to 2024; in 2024, there was a decrease in pension values for Messrs. Norwitt, Lampo and Walter of $5,100, $1,600 and $44,000, respectively, because of changes in actuarial assumptions in 2024 as compared to 2023; and in 2023, there was an increase in pension values for Messrs. Norwitt, Lampo and Walter of $8,800, $2,600 and $24,200, respectively, because of changes in actuarial assumptions in 2023 as compared to 2022. Notwithstanding that their pension benefits were frozen effective December 31, 2006, the value of the frozen benefits fluctuates as related actuarial assumptions change. The changes in pension value in each case represent the increase and decrease, respectively, in the actuarial present value of their respective benefits under the Pension Plan. For years in which changes in actuarial assumptions result in a decrease in pension value, rather than report a negative number, a change of $0 is reported. Messrs. Doherty and Straub do not participate in the Pension Plan. “All Other Compensation” consists of the following:

  36. SUMMARY COMPENSATION TABLE

    | Name | Year | Imputed Compensation for Group Life Insurance in Excess of $50,000 Net of Employee Payments ($) | Car & Driver ($) | Security- Related Expenses (5) | 401(k) Company Contribution ($)(6) | DC SERP Company Contribution ($) | Total ($) | | R.A. Norwitt | 2025 | 10,062 | 15,694 | 9,631 | 22,250 | 435,445 | 493,082 | | | 2024 | 10,062 | 12,114 | 54,630 | 21,850 | 81,550 | 180,206 | | | 2023 | 5,382 | 12,242 | 0 | 21,150 | 343,350 | 382,124 | | C.A. Lampo | 2025 | 7,276 | 0 | 0 | 22,250 | 108,398 | 137,924 | | | 2024 | 7,018 | 0 | 0 | 21,850 | 25,200 | 54,068 | | | 2023 | 3,616 | 0 | 0 | 21,150 | 90,020 | 114,786 | | L. Walter | 2025 | 15,310 | 0 | 0 | 21,759 | 102,611 | 139,680 | | | 2024 | 14,790 | 0 | 0 | 21,850 | 104,129 | 140,769 | | | 2023 | 22,250 | 0 | 0 | 21,150 | 100,166 | 143,566 | | W.J. Doherty | 2025 | 11,484 | 0 | 0 | 22,250 | 103,075 | 136,809 | | | 2024 | 10,930 | 0 | 0 | 21,850 | 25,900 | 58,680 | | | 2023 | 6,760 | 0 | 0 | 21,150 | 92,750 | 120,660 | | P.J. Straub | 2025 | 5,923 | 0 | 0 | 31,350 | 50,713 | 87,986 | | | 2024 | 5,676 | | | 29,099 | 16,100 | 50,875 |

  37. SUMMARY COMPENSATION TABLE

    (5) The amounts reported for Mr. Norwitt in 2025 include monitoring expenses associated with a home security system at his residence. (6) The amount reported for Mr. Straub in 2025 includes (i) $22,250 in Company contributions under its 401(k) plan, received on the same terms and conditions as similarly situated U.S.-based salaried employees, and (ii) a separate Company contribution of $9,100 as compensation for the discontinuation of a pension plan in which Mr. Straub was a participant while employed at a company previously acquired by Amphenol.

  38. GRANTS OF PLAN BASED AWARDS IN FISCAL YEAR 2025

    GRANTS OF PLAN BASED AWARDS IN FISCAL YEAR 2025

  39. GRANTS OF PLAN BASED AWARDS IN FISCAL YEAR 2025

    | Name | Grant Date | Estimated Possible Payouts Under Non-Equity Incentive Plan Awards(1) | | | Estimated Future Payouts Under Equity Incentive Plan Awards | | | All Other Stock Awards: Number of Shares of Stock or Units (#) | All Other Option Awards: Number of Securities Under- lying Options (#) | Exercise or Base Price of Option Awards ($/Sh) | Full Grant Date Fair Value ($)(2) | | | | Threshold ($) | Target ($) | Maximum ($) | Threshold # | Target # | Maximum # | | | | | | R.A. Norwitt | 2/1/25 | 0 | 2,817,000 | 5,634,000 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | | | 5/16/25 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | 602,344 | 86.88 | 14,649,006 | | C.A. Lampo | 2/1/25 | 0 | 730,000 | 1,460,000 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | | | 5/16/25 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | 172,496 | 86.88 | 4,195,103 | | L. Walter | 2/1/25 | 0 | 652,000 | 1,304,000 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | | | 5/16/25 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | 146,824 | 86.88 | 3,570,760 | | W.J. Doherty | 2/1/25 | 0 | 600,000 | 1,200,000 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | | | 5/16/25 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | 146,824 | 86.88 | 3,570,760 | | P.J. Straub | 2/1/25 | 0 | 480,000 | 960,000 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | | | 5/16/25 | n/a | n/a | n/a | n/a | n/a | n/a | n/a | 146,824 | 86.88 | 3,570,760 |

  40. GRANTS OF PLAN BASED AWARDS IN FISCAL YEAR 2025

    (1) Reflects the possible payouts under the Company’s 2025 Management Incentive Plan. The 2025 Management Incentive Plan is a single-year plan with a single-year performance measure that became final and effective when approved by the Company’s Board in January 2025 and terminated December 31, 2025. This plan is described in more detail in Annual Cash Incentive Plans on page 33. The non-equity incentive plan compensation for 2025 for all plan participants including the named executive officers was paid in January 2026. Amounts actually paid to the named executive officers are indicated in the Summary Compensation Table on page 43. Reflects the full grant date fair value of the option awards granted on May 16, 2025, as indicated in the table, calculated in accordance with FASB ASC Topic 718. Assumptions used in the calculation of these amounts are included in Note 1 — Summary of Significant Accounting Policies; Stock-Based Compensation and Note 7 — Equity; Stock-Based Compensation; Stock Options to the Company’s 2025 Annual Report, except that rules of the SEC require that the amounts shown in this table and its footnotes exclude the impact of assumed forfeitures, if any, related to service based vesting conditions. The amounts reflected in this column do not correspond to the actual value that may be recognized by the named executive officers when these options are actually exercised.

  41. OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR END

    OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR END

  42. OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR END

    | Name | Option Awards(1) | | | | | Stock Awards(2) | | | | | | Number of Securities Underlying Unexercised Options (#) Exercisable | Number of Securities Underlying Unexercised Options (#) Unexercisable | Equity Incentive Plan Awards: Number of Securities Underlying Unexercised Unearned Options (#) | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested (#) | Market Value of Shares or Units of Stock That Have Not Vested ($) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units, or Other Rights That Have Not Vested ($) | | R.A. Norwitt | 1,825,000 | 0 | n/a | 22.37 | May 22, 2029 | n/a | n/a | n/a | n/a | | | 1,420,000 | 0 | n/a | 22.55 | May 20, 2030 | n/a | n/a | n/a | n/a | | | 905,600 | 226,400(3) | n/a | 33.30 | May 19, 2031 | n/a | n/a | n/a | n/a | | | 606,100 | 404,068(4) | n/a | 33.80 | May 18, 2032 | n/a | n/a | n/a | n/a | | | 340,778 | 511,168(5) | n/a | 37.90 | May 18, 2033 | n/a | n/a | n/a | n/a | | | 107,733 | 430,934(6) | n/a | 65.96 | May 16, 2034 | n/a | n/a | n/a | n/a | | | 0 | 602,344(7) | n/a | 86.88 | May 15, 2035 | | | | | | C.A. Lampo | 100,000 | 0 | n/a | 21.99 | May 17, 2028 | n/a | n/a | n/a | n/a | | | 644,000 | 0 | n/a | 22.37 | May 22, 2029 | n/a | n/a | n/a | n/a | | | 644,000 | 0 | n/a | 22.55 | May 20, 2030 | n/a | n/a | n/a | n/a | | | 288,000 | 72,000(3) | n/a | 33.30 | May 19, 2031 | n/a | n/a | n/a | n/a | | | 193,200 | 128,800(4) | n/a | 33.80 | May 18, 2032 | n/a | n/a | n/a | n/a | | | 109,300 | 163,952(5) | n/a | 37.90 | May 18, 2033 | n/a | n/a | n/a | n/a | | | 34,554 | 138,217(6) | n/a | 65.96 | May 16, 2034 | n/a | n/a | n/a | n/a | | | 0 | 172,496(7) | n/a | 86.88 | May 15, 2035 | | | | | | L. Walter | 0 | 53,200(3) | n/a | 33.30 | May 19, 2031 | n/a | n/a | n/a | n/a | | | 0 | 101,546(8) | n/a | 43.25 | Jan 2, 2032 | n/a | n/a | n/a | n/a | | | 130,486 | 195,732(5) | n/a | 37.90 | May 18, 2033 | n/a | n/a | n/a | n/a | | | 29,411 | 117,647(6) | n/a | 65.96 | May 16, 2034 | n/a | n/a | n/a | n/a | | | 0 | 146,824(7) | n/a | 86.88 | May 15, 2035 | | | | | | W.J. Doherty | 52,800 | 53,200(3) | n/a | 33.30 | May 19, 2031 | n/a | n/a | n/a | n/a | | | 152,318 | 101,546(8) | n/a | 43.25 | Jan 2, 2032 | n/a | n/a | n/a | n/a | | | 130,486 | 195,732(5) | n/a | 37.90 | May 18, 2033 | n/a | n/a | n/a | n/a | | | 29,411 | 117,647(6) | n/a | 65.96 | May 16, 2034 | n/a | n/a | n/a | n/a | | | 0 | 146,824(7) | n/a | 86.88 | May 15, 2035 | | | | | | P.J. Straub | 44,000 | 0 | n/a | 22.55 | May 20, 2030 | n/a | n/a | n/a | n/a | | | 112,000 | 28,000(3) | n/a | 33.30 | May 19, 2031 | n/a | n/a | n/a | n/a | | | 96,000 | 64,000(4) | n/a | 33.80 | May 18, 2032 | n/a | n/a | n/a | n/a | | | 71,160 | 106,742(5) | n/a | 37.90 | May 18, 2033 | n/a | n/a | n/a | n/a | | | 29,411 | 117,647(6) | n/a | 65.96 | May 16, 2034 | n/a | n/a | n/a | n/a | | | 0 | 146,824(7) | n/a | 86.88 | May 15, 2035 | | | | |

  43. OUTSTANDING EQUITY AWARDS AT 2025 FISCAL YEAR END

    (1) All options currently outstanding vest at a rate of 20% per year over the first five years of the ten-year option term, subject to certain exceptions. (2) No stock awards are contemplated or provided for under the Company’s stock option plans or any other employee plan administered by the Company. (3) Of this unvested portion of stock options, 100% is scheduled to vest on May 20, 2026. (4) Of this unvested portion of stock options, 50% is scheduled to vest on each of May 19, 2026 and May 19, 2027. (5) Of this unvested portion of stock options, 33% is scheduled to vest on each of May 19, 2026, May 19, 2027 and May 19, 2028. (6) Of this unvested portion of stock options, 25% is scheduled to vest on each of May 17, 2026, May 17, 2027, May 17, 2028 and May 17, 2029. (7) Of this unvested portion of stock options, 20% is scheduled to vest on each of May 16, 2026, May 16, 2027, May 16, 2028, May 16, 2029 and May 16, 2030. Of this unvested portion of stock options, 50% is scheduled to vest on each of January 3, 2026 and January 3, 2027.

  44. OPTION EXERCISES AND STOCK VESTED FOR THE 2025 FISCAL YEAR

    OPTION EXERCISES AND STOCK VESTED FOR THE 2025 FISCAL YEAR

  45. OPTION EXERCISES AND STOCK VESTED FOR THE 2025 FISCAL YEAR

    | Name | Option Awards | | Stock Awards | | | | Number of Shares Acquired on Exercise (#) | Value Realized on Exercise ($) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($) | | R.A. Norwitt | 2,075,000 | 116,318,813 | n/a | n/a | | C.A. Lampo | 980,000 | 85,334,320 | n/a | n/a | | L. Walter | 1,091,118 | 78,473,376 | n/a | n/a | | W.J. Doherty | 772,000 | 60,368,145 | n/a | n/a | | P. J. Straub | 220,000 | 23,451,120 | n/a | n/a |

  46. Pension Benefits for the 2025 Fiscal Year

    Pension Benefits for the 2025 Fiscal Year

  47. Pension Benefits for the 2025 Fiscal Year

    | Name | Plan Name | Number of Years of Credited Service (#)(1) | Present Value of Accumulated Benefit ($)(2) | Payments During Last Fiscal Year ($) | | R.A. Norwitt(3) | Pension Plan | 3.0 | 79,600 | 0 | | | SERP | 3.0 | 27,300 | 0 | | C.A. Lampo | Pension Plan | 1.0 | 31,600 | 0 | | | SERP | n/a | n/a | n/a | | L. Walter(4) | Pension Plan | 8.0 | 341,000 | 0 | | | SERP | 8.0 | 393,000 | 0 | | W.J. Doherty(5) | n/a | n/a | n/a | n/a | | P.J. Straub(5) | n/a | n/a | n/a | n/a |

  48. Pension Benefits for the 2025 Fiscal Year

    (1) Credited service was frozen as of December 31, 2006 for Messrs. Norwitt, Lampo and Walter. (2) Computed as of December 31, 2025, the same Pension Plan measurement date used for financial statement reporting purposes with respect to the Company’s audited 2025 financial statements. Calculation of present value reflects FASB ASC Topic 715, “Compensation Retirement Benefits,” disclosure assumptions described in Note 9 — Benefit Plans and Other Postretirement Benefits to the Company’s 2025 Annual Report. (3) Although Mr. Norwitt had been employed with the Company or its subsidiaries for approximately eight years when his credited service was frozen, he has only 3.0 years of credited service in the Pension Plan and the SERP. Prior to becoming directly employed by Amphenol Corporation and joining the Pension Plan and the SERP, Mr. Norwitt was employed by Amphenol East Asia Limited, a Hong Kong subsidiary of the Company. (4) Although Mr. Walter had been employed with the Company or its subsidiaries for approximately 23 years when his credited service was frozen, he has only 8.0 years of credited service in the Pension Plan and the SERP. Prior to becoming directly employed by Amphenol Corporation and joining the Pension Plan and the SERP, Mr. Walter was employed by Amphenol Socapex SAS, a French subsidiary of the Company. (5) Messrs. Doherty and Straub do not participate in the Pension Plan or the SERP. Pension Plan and 401(k) Plan. Beginning on January 1, 2007, non-grandfathered participants in the Pension Plan, including Messrs. Norwitt, Lampo and Walter, and most U.S.-based employees who were not participants in the Pension Plan as of December 31, 2006, including Mr. Doherty and Mr. Straub, have been provided a Company contribution to their Company qualified 401(k) savings plan (the “Amphenol 401(k) Plan”) accounts. In 2025, the Company contribution was equal to 3% of their covered earnings (for which no employee contribution is required) and in addition, the Company matched 50% of the employee’s first 8% contribution of their covered earnings. Covered earnings include base salary and incentive plan compensation. The Company also sponsors a non-qualified supplemental defined contribution plan (the “DC SERP”) for selected non-grandfathered participants in the Amphenol 401(k) Plan. Each of our named executive officers participates in the DC SERP. Participants in the DC SERP are credited with an 8% employer contribution on compensation in excess of the limitations imposed by the Internal Revenue Code. Each participating named executive officer is also permitted to defer up to 8% of his estimated compensation in excess of the limitations imposed by the Internal Revenue Code to a DC SERP account. A participant may elect to defer base salary and non-equity incentive plan compensation under the DC SERP and a participant’s election to defer compensation is made prior to the beginning of each year and is binding for the applicable year. The participant concurrently selects the timing of the distribution of their deferred compensation. Distributions may occur upon termination of employment (which could include retirement, death or disability) or upon a specified future date while still employed (an “in-service distribution”), as elected by the participant. For the named executive officers, any distribution payable on account of termination of employment will not occur until after six months following termination of employment pursuant to Section 409A of the Internal Revenue Code. Compensation deferred by participants and any matching contributions made by the Company are credited to a bookkeeping account that represents the Company’s unsecured obligation to repay the participant in the future.

  49. Nonqualified Deferred Compensation for the 2025 Fiscal Year

    Nonqualified Deferred Compensation for the 2025 Fiscal Year

  50. Nonqualified Deferred Compensation for the 2025 Fiscal Year

    | Name | Executive Contributions in Last Fiscal Year ($)(1) | Registrant Contributions in Last Fiscal Year ($)(2) | Aggregate Earnings in Last Fiscal Year ($)(3) | Aggregate Withdrawals/ Distributions ($)(4) | Aggregate Balance at Last Fiscal Year-End ($)(5) | | R.A. Norwitt | 81,550 | 435,445 | 1,442,067 | 0 | 10,084,528 | | C.A. Lampo | 25,200 | 108,398 | 255,791 | 0 | 1,731,327 | | L. Walter | 0 | 102,611 | 61,355 | (110,740) | 413,063 | | W.J. Doherty | 25,900 | 103,075 | 185,067 | (17,920) | 1,400,207 | | P.J. Straub | 16,100 | 50,713 | 66,384 | 0 | 595,337 |

  51. Nonqualified Deferred Compensation for the 2025 Fiscal Year

    (1) Includes amounts credited in the first ten days of 2026 relating to the 2025 earnings and contributions by the executive. (2) Reflects the Company’s allocation to the DC SERP for the benefit of each named executive officer for the 2025 fiscal year, and are included in the amounts in the table “All Other Compensation” under footnote (4) on page 44 and in the Summary Compensation Table on page 43. This column also includes amounts credited by the Company in the first ten days of 2026 relating to 2025 earnings and contributions of the executive. (3) Reflects the notational earnings of each named executive officer in the DC SERP determined by tracking the increase in value in the bookkeeping account of the hypothetical investment options selected by each named executive officer for the current year and prior year deferred and matching contributions. The notational earnings or losses in this column are not included in the Summary Compensation Table on page 43 because such notational earnings or losses relate to the increase or decrease in value of compensation the individual elected to defer and such increase or decrease is based on market rates that are determined by reference to mutual funds. (4) Messrs. Walter and Doherty had pre-scheduled distributions on January 16, 2025. Reflects the notational amounts in each named executive officer’s DC SERP as of the last day of the 2025 fiscal year. This column does not include amounts credited in the first ten days of 2026 relating to 2025 earnings and contributions by the executive or the Company. The following table indicates the portion of the Aggregate Balance that was reported as compensation as a DC SERP Company contribution reflected in the “All Other Compensation” column in the Summary Compensation Table in the Company’s prior year proxy statements since the DC SERP was initiated in January 2007. Any prior distributions have not been subtracted from the amounts below.

  52. Nonqualified Deferred Compensation for the 2025 Fiscal Year

    | Name | Amounts That Were Reported As Compensation in Prior Year Proxy Statements ($) | | R.A. Norwitt | 1,989,838 | | C.A. Lampo | 395,555 | | L. Walter | 693,059 | | W.J. Doherty | 375,544 | | P.J. Straub | 16,100 |

  53. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL The amount of compensation that may be payable to each named executive officer upon voluntary termination, early retirement, normal retirement, involuntary not-for-cause termination, for-cause termination, termination following a change of control and in the event of disability or death of the executive is shown on the tables on pages 53-55. The amounts shown assume that such termination was effective as of December 31, 2025, and thus include amounts earned through such time and are estimates of the amounts which could have been paid out to the named executive officers in connection with their termination. The actual amounts to be paid can only be determined in the event of and at the time of such executive’s separation from the Company. Payments Made Upon Termination. Regardless of the manner in which a named executive officer’s employment is terminated, he or she is entitled to receive amounts earned during his or her term of employment. Such amounts might include: • unused vacation pay; • amounts accrued and vested through the Company’s retirement plans; • statutory entitlements; and • non-equity incentive compensation relating to the fiscal year. Payments Made Upon Retirement. The plan administrator (currently the Compensation Committee) has the discretion to decide if options will continue to vest following normal retirement at age 65 with at least five years of employment with the Company or upon early retirement at or after age 55 with more than 10 years of employment with the Company. Mr. Walter is currently eligible for normal retirement. Messrs. Doherty, Norwitt, Lampo and Straub are currently eligible for early retirement. Payments Made Upon Involuntary Not for Cause Termination or Involuntary for Good Reason Termination. In the event of involuntary not for cause termination or involuntary for good reason termination of any employee, including a named executive officer, in addition to the benefits which might be made as reflected under the heading Payments Made Upon Termination above, the Board has the discretion to decide if options that are not vested at the time of such termination shall vest and the terms of such vesting. The disclosure in the tables below for involuntary not for cause termination and involuntary for good reason termination assumes that the Board has exercised its discretion to continue vesting of all such options. Payments Made Upon a Change in Control. Pursuant to the 2009 Option Plan, immediately prior to a change in control (as defined in the plan), all outstanding options held by any employee, including a named executive officer, immediately vest and become exercisable at the discretion of the Board. Pursuant to the 2017 Option Plan, the plan administrator (currently the Compensation Committee) has discretion to accelerate options upon a change in control (as defined in the plan). The disclosure in the tables below relating to change in control assumes that the Board has exercised its discretion to cause all shares to vest. Payments Made Upon Death or Disability. In the event of the death or disability of any employee, including a named executive officer, in addition to the benefits which might be made as reflected under the heading Payments Made Upon Termination above, he or she may receive benefits and/or payments under the group term life insurance plan and/or the Company funded disability plan, as appropriate. In the event of death or disability as defined in the Company’s Option Plans, assuming the minimum service requirements have been satisfied, all outstanding options held by such individual will immediately vest. The disclosure in the tables below reflects that the minimum service requirements for all named executive officers have been satisfied. Health Care Benefits. The Company does not currently offer any of the named executive officers any enhanced health care benefits on termination for any reason.

  54. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    | R. Adam Norwitt Benefits and Payments upon Separation | Voluntary Termination ($) | Early Retirement ($) | Normal Retirement ($) | Involuntary Not For Cause Termination\ Involuntary for Good Reason Termination ($) | For Cause Termination ($) | Change in Control ($) | Disability ($) | Death ($) | | Severance payment | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | | Incentive plan compensation(1) | 5,634,000 | 5,634,000 | 5,634,000 | 5,634,000 | 0 | 5,634,000 | 5,634,000 | 5,634,000 | | Pay for covenant not to compete(2) | 1,565,000 | 1,565,000 | 1,565,000 | 1,565,000 | 1,565,000 | 1,565,000 | 1,565,000 | 0 | | Company funded disability(3) | 0 | 0 | 0 | 0 | 0 | 0 | 782,500 | 0 | | Vesting of stock options(4) | 0 | 172,591,939 | 0 | 172,591,939 | 0 | 172,591,939 | 172,591,939 | 172,591,939 |

  55. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    This is the amount actually paid to Mr. Norwitt in January 2026 pursuant to the 2025 Management Incentive Plan. Assuming a termination event as of December 31, 2025, this amount would only have been paid upon approval by the Compensation Committee. (2) Each of the named executive officers is a party to stock option agreements with the Company which contemplate, among other things, that a terminated employee may be paid fifty percent of base salary following his/her termination, at the Company’s discretion, for up to two years, in exchange for a firm undertaking from the terminated employee not to compete with the business of the Company. Mr. Norwitt’s base salary at December 31, 2025 was $1,565,000. Payments are made in the form of salary continuation. (3) The Company funds a short-term disability benefit that provides salary continuation for up to six months for most of its U.S. salaried employees. The potential payout of $782,500 is based on Mr. Norwitt’s base salary at December 31, 2025 and assumes the maximum possible amount is paid, i.e., 100% of base salary for a six-month period. (4) Upon the occurrence of certain triggering events, all unvested options may vest. The indicated amounts under all columns represent the net value (i.e., the excess of the fair market value of the stock minus the exercise price of an option) of all unvested options as of December 31, 2025 based on the closing price of the Company’s Common Stock on the New York Stock Exchange (“NYSE”) of $135.14 on December 31, 2025.

  56. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    | Craig A. Lampo Benefits and Payments upon Separation | Voluntary Termination ($) | Early Retirement ($) | Normal Retirement ($) | Involuntary Not For Cause Termination\ Involuntary for Good Reason Termination ($) | For Cause Termination ($) | Change in Control ($) | Disability ($) | Death ($) | | Severance payment | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | | Incentive plan compensation(1) | 1,460,000 | 1,460,000 | 1,460,000 | 1,460,000 | 0 | 1,460,000 | 1,460,000 | 1,460,000 | | Pay for covenant not to compete(2) | 730,000 | 730,000 | 730,000 | 730,000 | 730,000 | 730,000 | 730,000 | 0 | | Company funded disability(3) | 0 | 0 | 0 | 0 | 0 | 0 | 365,000 | 0 | | Vesting of stock options(4) | 0 | 54,214,274 | 0 | 54,214,274 | 0 | 54,214,274 | 54,214,274 | 54,214,274 |

  57. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    (1) This is the amount actually paid to Mr. Lampo in January 2026 pursuant to the 2025 Management Incentive Plan. Assuming a termination event as of December 31, 2025, this amount would only have been paid upon approval by the Compensation Committee. (2) Each of the named executive officers is a party to stock option agreements with the Company which contemplate, among other things, that a terminated employee may be paid fifty percent of base salary following his/her termination, at the Company’s discretion, for up to two years, in exchange for a firm undertaking from the terminated employee not to compete with the business of the Company. Mr. Lampo’s base salary at December 31, 2025 was $730,000. Payments are made in the form of salary continuation. (3) The Company funds a short-term disability benefit that provides salary continuation for up to six months for most of its U.S. salaried employees. The potential payout of $365,000 is based on Mr. Lampo’s base salary at December 31, 2025 and assumes the maximum possible amount is paid, i.e., 100% of base salary for a six-month period. Upon the occurrence of certain triggering events, all unvested options may vest. The indicated amounts under all columns represent the net value (i.e., the excess of the fair market value of the stock minus the exercise price of an option) of all unvested options as of December 31, 2025 based on the closing price of the Company’s Common Stock on the NYSE of $135.14 on December 31, 2025.

  58. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    | Luc Walter Benefits and Payments upon Separation | Voluntary Termination ($) | Early Retirement ($) | Normal Retirement ($) | Involuntary Not For Cause Termination\ Involuntary for Good Reason Termination ($) | For Cause Termination ($) | Change in Control ($) | Disability ($) | Death ($) | | Severance payment(1) | 0 | 0 | 0 | 815,000 | 0 | 0 | 0 | 0 | | Relocation expense(2) | 0 | 0 | 0 | 280,000 | 0 | 0 | 0 | 0 | | Incentive plan compensation(3) | 1,304,000 | 1,304,000 | 1,304,000 | 1,304,000 | 0 | 1,304,000 | 1,304,000 | 1,304,000 | | Pay for covenant not to compete(4) | 815,000 | 0 | 815,000 | 815,000 | 815,000 | 815,000 | 815,000 | 0 | | Company funded disability(5) | 0 | 0 | 0 | 0 | 0 | 0 | 407,500 | 0 | | Vesting of stock options(6) | 0 | 0 | 49,006,475 | 49,006,475 | 0 | 49,006,475 | 49,006,475 | 49,006,475 |

  59. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    Pursuant to his March 22, 1999 employment letter agreement with the Company, upon an involuntary not for cause termination, Mr. Walter would be entitled to a lump sum severance payment equal to base compensation paid in the last twelve months. (2) Pursuant to his March 22, 1999 employment letter agreement with the Company, upon an involuntary not for cause termination, the Company would be obligated to relocate Mr. Walter to France if he so chooses. The relocation expenses are estimated to be $280,000. (3) This is the amount actually paid to Mr. Walter in January 2026 pursuant to the 2025 Management Incentive Plan. Assuming a termination event as of December 31, 2025, this amount would only have been paid upon approval by the Compensation Committee. (4) Each of the named executive officers is a party to stock option agreements with the Company which contemplate, among other things, that a terminated employee may be paid fifty percent of base salary following his/her termination, at the Company’s discretion, for up to two years, in exchange for a firm undertaking from the terminated employee not to compete with the business of the Company. Mr. Walter’s base salary at December 31, 2025 was $815,000. Payments are made in the form of salary continuation. (5) The Company funds a short-term disability benefit that provides salary continuation for up to six months for most of its U.S. salaried employees. The potential payout of $407,500 is based on Mr. Walter’s base salary at December 31, 2025 and assumes the maximum possible amount is paid, i.e., 100% of base salary for a six-month period. (6) Upon the occurrence of certain triggering events, all unvested options may vest. The indicated amounts under all columns represent the net value (i.e., the excess of the fair market value of the stock minus the exercise price of an option) of all unvested options as of December 31, 2025 based on the closing price of the Company’s Common Stock on the NYSE of $135.14 on December 31, 2025.

  60. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    | William J. Doherty Benefits and Payments upon Separation | Voluntary Termination ($) | Early Retirement ($) | Normal Retirement ($) | Involuntary Not For Cause Termination\ Involuntary for Good Reason Termination ($) | For Cause Termination ($) | Change in Control ($) | Disability ($) | Death ($) | | Severance payment | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | | Incentive plan compensation(1) | 1,200,000 | 1,200,000 | 1,200,000 | 1,200,000 | 0 | 1,200,000 | 1,200,000 | 1,200,000 | | Pay for covenant not to compete(2) | 750,000 | 750,000 | 750,000 | 750,000 | 750,000 | 750,000 | 750,000 | 0 | | Company funded disability(3) | 0 | 0 | 0 | 0 | 0 | 0 | 375,000 | 0 | | Vesting of stock options(4) | 0 | 49,006,475 | 0 | 49,006,475 | 0 | 49,006,475 | 49,006,475 | 49,006,475 |

  61. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    (1) This is the amount actually paid to Mr. Doherty in January 2026 pursuant to the 2025 Management Incentive Plan. Assuming a termination event as of December 31, 2025, this amount would only have been paid upon approval by the Compensation Committee. (2) Each of the named executive officers is a party to stock option agreements with the Company which contemplate, among other things, that a terminated employee may be paid fifty percent of base salary following his/her termination, at the Company’s discretion, for up to two years, in exchange for a firm undertaking from the terminated employee not to compete with the business of the Company. Mr. Doherty’s base salary at December 31, 2025 was $750,000. Payments are made in the form of salary continuation. (3) The Company funds a short-term disability benefit that provides salary continuation for up to six months for most of its U.S. salaried employees. The potential payout of $375,000 is based on Mr. Doherty’s base salary at December 31, 2025 and assumes the maximum possible amount is paid, i.e., 100% of base salary for a six-month period. Upon the occurrence of certain triggering events, all unvested options may vest. The indicated amounts under all columns represent the net value (i.e., the excess of the fair market value of the stock minus the exercise price of an option) of all unvested options as of December 31, 2025 based on the closing price of the Company’s Common Stock on the NYSE of $135.14 on December 31, 2025.

  62. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    | Peter J. Straub Benefits and Payments upon Separation | Voluntary Termination ($) | Early Retirement ($) | Normal Retirement ($) | Involuntary Not For Cause Termination\ Involuntary for Good Reason Termination ($) | For Cause Termination ($) | Change in Control ($) | Disability ($) | Death ($) | | Severance payment | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | | Incentive plan compensation(1) | 912,000 | 912,000 | 912,000 | 912,000 | 0 | 912,000 | 912,000 | 912,000 | | Pay for covenant not to compete(2) | 600,000 | 600,000 | 600,000 | 600,000 | 600,000 | 600,000 | 600,000 | 0 | | Company funded disability(3) | 0 | 0 | 0 | 0 | 0 | 0 | 300,000 | 0 | | Vesting of stock options(4) | 0 | 34,941,418 | 0 | 34,941,418 | 0 | 34,941,418 | 34,941,418 | 34,941,418 |

  63. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    This is the amount actually paid to Mr. Straub in January 2026 pursuant to the 2025 Management Incentive Plan. Assuming a termination event as of December 31, 2025, this amount would only have been paid upon approval by the Compensation Committee. (2) Each of the named executive officers is a party to stock option agreements with the Company which contemplate, among other things, that a terminated employee may be paid fifty percent of base salary following his/her termination, at the Company’s discretion, for up to two years, in exchange for a firm undertaking from the terminated employee not to compete with the business of the Company. Mr. Straub’s base salary at December 31, 2025 was $600,000. Payments are made in the form of salary continuation. (3) The Company funds a short-term disability benefit that provides salary continuation for up to six months for most of its U.S. salaried employees. The potential payout of $300,000 is based on Mr. Straub base salary at December 31, 2025 and assumes the maximum possible amount is paid, i.e., 100% of base salary for a six-month period. (4) Upon the occurrence of certain triggering events, all unvested options may vest. The indicated amounts under all columns represent the net value (i.e., the excess of the fair market value of the stock minus the exercise price of an option) of all unvested options as of December 31, 2025 based on the closing price of the Company’s Common Stock on the NYSE of $135.14 on December 31, 2025.

  64. Pay Versus Performance Disclosure

    Pay Versus Performance Disclosure The following table sets forth information concerning the compensation of our named executive officers (“NEOs”) for each of the fiscal years ended December 31, 2025, 2024, 2023, 2022 and 2021, and contains certain measures of our financial performance for those fiscal years.

  65. Pay Versus Performance Disclosure

    | Year | Summary Compensation Table Total for PEO ($)(1) | Compensation Actually Paid to PEO ($)* | Average Summary Compensation Table Total for Non-PEO NEOs ($) | Average Compensation Actually Paid to Non-PEO NEOs ($)* | Value of Initial Fixed $100 Investment (2) Based on: | | Net Income ($ million) | Net Sales ($ million) | GAAP Diluted EPS($) | | | | | | | Company Total Shareholder Return ($) | DJUSEC Total Shareholder Return ($)(3) | | | | | 2025(10) | 22,351,288 | 141,580,126 | 5,796,471(4) | 38,425,121 | 432.58 | 236.57 | 4,270 | 23,095 | 3.34 | | 2024 | 17,156,750 | 63,396,927 | 4,680,878(5) | 16,632,620 | 220.64 | 176.57 | 2,424 | 15,223 | 1.92 | | 2023 | 10,944,707 | 31,137,666 | 3,986,208(6) | 9,348,353 | 156.17 | 132.15 | 1,928 | 12,555 | 1.55 | | 2022 | 13,955,683 | (15,652,877) | 4,074,316(7) | (5,362,582) | 118.78 | 103.42 | 1,902 | 12,623 | 1.53 | | 2021 | 13,092,697 | 51,014,697 | 3,261,582(8) | 14,733,296 | 134.93 | 125.35 | 1,590(9) | 10,876 | 1.26 |

  66. Pay Versus Performance Disclosure

    * “Compensation Actually Paid” or CAP to our NEOs represents the “Total” compensation reported in the Summary Compensation Table for the applicable fiscal year, as adjusted as set forth in the tables below, and determined in accordance with SEC rules. For a discussion of how our Compensation Committee assesses performance and our NEOs’ pay each year, please see the Compensation Discussion & Analysis section of the proxy statements reporting pay for the applicable years. “Net Income” represents net income attributable to Amphenol Corporation. “GAAP Diluted EPS” represents net income from continuing operations attributable to Amphenol Corporation per common share. (1) In 2025, 2024, 2023, 2022 and 2021 our PEO, or principal executive officer, was our President and CEO, R. Adam Norwitt. (2) Assumes a $100 fixed investment as of year-end 2020 and continuing through year-end 2021, 2022, 2023, 2024 or 2025, respectively, and that all dividends, if any, were reinvested. (3) Our selected peer group is the Dow Jones U.S. Electrical Components & Equipment Index (DJUSEC). (4) In 2025, our Non-PEO named executive officers were Craig A. Lampo, Luc Walter, William J. Doherty and Peter J. Straub. (5) In 2024, our Non-PEO named executive officers were Craig A. Lampo, Luc Walter, William J. Doherty and Peter J. Straub. (6) In 2023, our Non-PEO named executive officers were Craig A. Lampo, Luc Walter, William J. Doherty and Lance E. D’Amico. In 2022, our Non-PEO named executive officers were Craig A. Lampo, Luc Walter, William J. Doherty and Jean-Luc Gavelle. In 2021, our Non-PEO named executive officers were Craig A. Lampo, Luc Walter, William J. Doherty and Jean-Luc Gavelle. (9) Includes $21.4 million of net income associated with discontinued operations. (10) Footnote of Adjustments — 2025

  67. Pay Versus Performance Disclosure

    | Adjustments | 2025 | | | | PEO | Average non-PEO NEOs | | Deductions for amounts reported under the “Option Awards” column in the Summary Compensation Table for 2025 | (14,649,006) | (3,726,845) | | Increase based on fair value of awards granted during 2025 that remain unvested as of 12/31/2025, determined as of 12/31/2025 | 21,690,407 | 5,518,244 | | Increase based on fair value of awards granted during 2025 that vested during 2025, determined as of the vesting date | 0 | 0 | | Increase/deduction for awards granted during prior years that were outstanding and unvested as of 12/31/2025, determined based on the change in fair value from 12/31/2024 to 12/31/2025 | 96,419,950 | 26,809,018 | | Increase/deduction for awards granted during prior years that vested during 2025 determined based on the change in fair value from 12/31/2024 to the vesting date | 15,777,687 | 4,029,509 | | Deduction of fair value of awards granted during prior years that were forfeited during 2025 | 0 | 0 | | Increase based on dividends or other earnings paid during 2025 prior to the vesting date | 0 | 0 | | Increase based on incremental fair value of options/SARS modified during 2025 | 0 | 0 | | Deduction for change in the actuarial present values reported under the “Change in Pension Value and nonqualified Deferred Compensation Earnings” column of the summary compensation table for 2025(a) | (10,200) | (1,275) | | Increase for service cost and, if applicable, prior service cost for pension plans(b) | 0 | 0 | | Total Adjustments: | 119,228,838 | 32,628,651 |

  68. Pay Versus Performance Disclosure

    (a) In 2006, the Company amended its Pension Plan by freezing accruals effective December 31, 2006 for certain employees, including three of our 2025 NEOs that participated in the Pension Plan, Messrs. Norwitt, Lampo and Walter. Messrs. Doherty and Straub do not participate in the Pension Plan. In 2025, there was an increase in pension values for Messrs. Norwitt, Lampo and Walter because of changes in actuarial assumptions in 2025 as compared to 2024. Notwithstanding that their pension benefits were frozen in 2006, the value of the frozen benefits fluctuates as related actuarial assumptions change. (b) Because the Pension Plan has been frozen for each of our participating NEOs since 2006, the reportable service cost for 2025 is $0.

  69. Pay Versus Performance Tabular List

    Pay Versus Performance Tabular List We believe the following performance measures represent the most important financial performance measures used by us to link compensation actually paid to our NEOs for the fiscal year ended December 31, 2025:

  70. Pay Versus Performance Tabular List

    | For our CEO and CFO | For our Division Presidents | | Net Sales Growth for the Company | Net Sales Growth for the relevant Division | | Adjusted Diluted EPS Growth | Adjusted Operating Income Growth for the relevant Division Performance to Budget for the relevant Division |

  71. Pay Versus Performance Tabular List

    For additional details regarding our most important financial performance measures, please see Annual Cash Incentive Plans in the Compensation Discussion and Analysis on page 33 and see Explanation of Non- GAAP Financial Measures on page 36 to see items excluded.

  72. CEO PAY RATIO

    CEO PAY RATIO As required by Section 953(b) of the Dodd Frank Wall Street Reform and Consumer Protection Act, and Item 402(u) of Regulation S-K, we are providing the following information about the relationship of the annual total compensation of our employees and the annual total compensation of Mr. Norwitt, President and CEO (the “CEO”). The Company is a vertically integrated manufacturer with extensive labor-intensive operations in numerous low-cost countries. As of December 31, 2025, we estimate that our employee population consisted of approximately 170,000 individuals globally, with a majority of those employees based in low-cost countries. The Company’s disclosed ratio may be higher relative to other companies which rely more heavily on outsourced production or otherwise source products and components from low-cost countries without operating their own manufacturing facilities. We believe our compensation levels are competitive with prevailing wage rates in the local markets in which we operate. In 2025, the Company concluded that there were not any changes in the employee population or our compensation practices that would significantly affect our pay ratio disclosure and, consequently, that no change to the employee identified at the median compensation level of the Company as identified in our 2024 compensation analysis (the “Median Employee”) was warranted. For 2025, the total annual compensation (determined in accordance with the summary compensation table rules) of our Median Employee, who was a direct labor employee in one of our China plants, was $18,816 (based on the average US dollar to RMB exchange rate for 2025 of 0.1392 as reported by Bloomberg). In addition, for 2025, the total annual compensation for the employee identified at the median compensation level of US based employees of the Company (the “Median US Employee”) was $66,799 (determined in accordance with the summary compensation table rules). For 2025, our last completed fiscal year, annual total compensation of the CEO for purposes of determining the CEO Pay Ratio was $22,351,288. Based on this information, for 2025, the ratio of the annual total compensation of the CEO to the annual total compensation of the Median Employee is estimated to be 1188:1 and the ratio of the annual total compensation of the CEO to annual total compensation of the Median US Employee is estimated to be 335:1. The pay ratios above are reasonable estimates calculated in a manner consistent with SEC rules based on our payroll and employment records and the methodologies described below. The SEC rules for identifying the median compensated employee and calculating the pay ratio based on that employee’s annual total compensation allow companies to adopt a variety of methodologies, to apply certain exclusions, and to make reasonable estimates and assumptions that reflect their compensation practices. As such, the pay ratio reported by other companies may not be comparable to the pay ratio reported above as other companies may have different employment and compensation practices and may utilize different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios. Moreover, there are a number of factors which make a meaningful comparison of pay ratios difficult, such as industry specific pay differentials, the geographic location of employee populations and a company’s manufacturing strategy (e.g., outsourcing versus insourcing).