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Organon & Co.OGN

Latest proxy: 2026 · view on SEC ↗ · CIK 0001821825

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CEO total pay

$5,772,848

Joseph Morrissey · 2025

Say on pay

78%

Latest disclosed shareholder vote

CEO pay ratio

CD&A

79 to 1

Median employee: $6,097,395

Compensation committee

CD&A

Not extracted

Per the latest proxy

Filings indexed: 2 · 2026 · 2025

Executive pay

What did they pay them?

From the Summary Compensation Table. Pay mix and YoY are computed from these rows.

ExecutiveRoleTotalYoYPay mixSalaryStockCash incentiveOther
Kevin Ali2025 compensation
Former Chief Executive Officer
$15,813,296↓ 8%
85% at-risk
$1,088,462$10,251,989—$1,222,846
Joseph Morrissey2025 compensation
Interim Chief Executive Officer
$5,772,848↑ 40%
82% at-risk
$819,231$3,365,818$602,433$235,368
Matthew Walsh2025 compensation
EVP and Chief Financial Officer
$5,686,204↓ 1%
80% at-risk
$919,231$3,036,171$532,800$235,504
Juan Camilo Arjona Ferreira, M.D.2025 compensation
EVP and Head of R&D and Chief Medical Officer
$3,822,487↑ 6%
77% at-risk
$734,615$1,892,658$437,760$157,456
Rachel Stahler2025 compensation
EVP and Chief Digital
$3,551,619
76% at-risk
$706,923$1,734,932$411,840$147,924
Kirke Weaver2025 compensation
EVP, General Counsel
$3,542,975
76% at-risk
$676,923$1,734,932$394,560$186,560

Pay mix: base cash incentive equity other

Add to peer comparison →Year-over-year diff →

CD&A excerpt

Compensation discussion & analysis

Opening passage of the loaded filing's CD&A. Use Ask below to query the full text with citations.

Page Page 51 Executive Summary 54 How Compensation Decisions Are Made 52 Our Named Executive Officers 57 NEO Realized Compensation 52 Compensation Philosophy, Policies and Practices 58 Elements of 2025 Compensation Program 53 Executive Compensation Practices 62 2025 Company Scorecard 54 Overview of Pay Elements 72 Talent Committee Report This Compensation Discussion and Analysis (“CD&A”) explains the form and amount of compensation provided to Organon’s NEOs in 2025, as well as the principles and processes that the Talent Committee established and followed in determining NEO compensation for the year. Executive Summary For 2025, our executive compensation program consisted primarily of base salary, Annual Incentive Plan (“AIP”), and long-term incentive (“LTI”) equity awards. Our compensation program is designed to align the NEOs’ pay with our performance and the long-term creation of shareholder value. In furtherance of such goals, the majority of our NEOs’ pay is at-risk and tied to the Company’s achievement of pre-determined performance metrics. Pay outcomes for 2025 were consistent with this approach and reflected alignment with our financial and operational performance as well …

Read the full CD&A on SEC.gov ↗

Peer comparison

Who they benchmark against

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Governance

Policy guardrails

  • hedging

    prohibited

    “As part of our Insider Trading Policy, we prohibit directors and specified key employees, including officers, from engaging in short sales, publicly traded options, hedging transactions and pledging of Organon common sto…”

  • pledging

    prohibited

    “As part of our Insider Trading Policy, we prohibit directors and specified key employees, including officers, from engaging in short sales, publicly traded options, hedging transactions and pledging of Organon common sto…”

  • clawback

    present

    “Clawback Policy”)”

  • stock ownership guidelines

    present

    “Executive Stock Ownership Guidelines”

  • change in control

    Potential Payments Upon Termination or Change in Control

    “Potential Payments Upon Termination or Change in Control”

  • compensation consultant

    independent

    “Independent Compensation Consultant”

  • compensation committee

    FW Cook did not attend any meetings or recommend the amount or form of executive compensation to the Talent Committee during 2025.

    “FW Cook did not attend any meetings or recommend the amount or form of executive compensation to the Talent Committee during 2025.”

Performance markers

Metric facts

  • revenue

    $6.216 billion

    “** * The actual amounts for Revenue and Adjusted EBITDA were adjusted as described in the sections below. ** Result shown is rounded to the nearest whole percentage. Revenue In establishing the Revenue target for 2025, t…”

  • annual incentive payout

    45%

    “· Modified the relative weightings of the 2026 Company Scorecard design while maintaining adjusted EBITDA, constant currency revenue, and the non-financial strategic priorities as the core annual cash incentive plan meas…”

  • time equity mix

    —

    “PSU awards are converted to time-based RSU awards upon a change in control, based on target performance.”

  • say on pay

    78%

    “Shareholder Engagement and Results of 2025 Say on Pay Vote”

  • ceo pay ratio

    79 to 1

    “compensation of our median employee, calculated in the same manner as we calculate total annual compensation for purposes of the Summary Compensation Table, was $77,368. The total annualized compensation for our Interim …”

  • median employee compensation

    $6,097,395

    “in the same manner as we calculate total annual compensation for purposes of the Summary Compensation Table, was $77,368. The total annualized compensation for our Interim CEO, adjusted from 2025 Summary Compensation Tab…”

Ask

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