SHARE-BASED COMPENSATION (Notes)

6 Months Ended

Apr. 30, 2026

Share-Based Payment Arrangement, Noncash Expense [Abstract]

We account for share-based awards in accordance with the provisions of the authoritative accounting guidance which requires the measurement and recognition of compensation expense for all share-based payment awards made to our employees and directors including employee stock options, restricted stock units, employee stock purchases made under our employee stock purchase plan ("ESPP") and performance share awards granted to selected members of our senior management under the long-term performance plan ("LTPP") based on estimated fair values.

Performance Stock Units. We have two LTPP performance stock award programs, which are administered under the 2018 Stock Plan, for our executive officers and other key employees. Participants in our LTPP Total Stockholders’ Return ("TSR") and LTPP Earnings Per Share ("EPS") programs are entitled to receive shares of the company's stock after the end of a three-year period, if specified performance targets for the programs are met. The LTPP-TSR awards are generally designed to meet the criteria of a performance award with the performance metrics and peer group comparison based on the TSR set at the beginning of the performance period. The LTPP-EPS awards are based on the company’s EPS performance over a three-year period. The performance targets for the LTPP-EPS for year 2 and year 3 of the performance period are set in the first quarter of year 2 and year 3, respectively. For LTPP awards granted in fiscal year 2025, final payout of fiscal year 2025 awards will be further adjusted on achievement of predefined operating margin targets for fiscal year 2027. All LTPP awards granted through fiscal year 2025 are subject to a one-year post-vest holding period. The final LTPP award may vary from 0 percent to 200 percent of the target award. We consider the dilutive impact of these programs in our diluted net income per share calculation only to the extent that the performance conditions are expected to be met. Effective in fiscal year 2026, we have discontinued granting LTPP-EPS awards. In addition, LTPP-TSR awards granted in fiscal year 2026 are no longer subject to a one-year post-vest holding period.

Restricted Stock Units. Restricted stock units generally vest, with some exceptions, at a rate of 25 percent per year over a period of four years from the date of grant. All restricted stock units granted to our executives through fiscal year 2025 are subject to a one-year post-vest holding period. Effective in fiscal year 2026, all restricted stock units granted to our executives are no longer subject to a one-year post-vest holding period.

Stock Options. Stock options granted under the 2018 Stock Plan may be either "incentive stock options", as defined in Section 422 of the Internal Revenue Code, or non-statutory. Options generally vest at a rate of 25 percent per year over a period

of four years from the date of grant with a maximum contractual term of ten years. The exercise price for stock options is generally not less than 100 percent of the fair market value of our common stock on the date the stock award is granted. We issue new shares of common stock when previously granted employee stock options are exercised. Effective in fiscal year 2026, we have discontinued granting employee stock options.

The impact on our results for share-based compensation was as follows:


	Three Months Ended				Six Months Ended
	April 30,				April 30,
	2026		2025		2026		2025
	(in millions)
Cost of products and services	$	10	$	10	$	22	$	22
Research and development	4		3		9		8
Selling, general and administrative	20		17		44		41
Total share-based compensation expense	$	34	$	30	$	75	$	71

At April 30, 2026 and October 31, 2025, there was no share based compensation capitalized within inventory.

The following assumptions were used to estimate the fair value of awards granted.


	Three Months Ended		Six Months Ended
	April 30,		April 30,
	2026	2025	2026	2025
Stock Option Plans:
Weighted average risk-free interest rate	—	4.0%	—	4.1%
Dividend yield	—	0.8%	—	0.7%
Weighted average volatility	—	29%	—	29%
Expected life	—	5.5 years	—	5.5 years
LTPP:
Volatility of Agilent shares	29%	30%	29%	30%
Volatility of selected peer-company shares	17%-59%	16%-62%	17%-59%	16%-62%
Pair-wise correlation with selected peers	24%	29%	24%	29%

Post-vest holding restriction discount for all executive awards(1)	6.5%	6.7%	6.5%	6.7%

_________________________________________________________________________________

(1) For the three and six months ended April 30, 2026, post-vest holding restriction discount assumption relates to LTPP awards granted to our senior management employees before November 1, 2025.

Valuation Assumptions. The fair value of share-based awards for our employee stock option awards was estimated using the Black-Scholes option pricing model. Shares granted under the LTPP-TSR were valued using a Monte Carlo simulation model. The Monte Carlo simulation fair value model requires the use of highly subjective and complex assumptions, including the price volatility of the underlying stock. For the volatility of our LTPP-TSR grants, we used our own historical stock price volatility.

The ESPP allows eligible employees to purchase shares of our common stock at 85 percent of the price at purchase and uses the purchase date to establish the fair market value.

We use historical volatility to estimate the expected stock price volatility assumption for employee stock option awards. In reaching the conclusion, we have considered many factors including the extent to which our options are currently traded and our ability to find traded options in the current market with similar terms and prices to the options we are valuing. In estimating the expected life of our options granted, we considered the historical option exercise behavior of our executives, which we believe is representative of future behavior.

The estimated fair value of restricted stock units and LTPP-EPS awards is determined based on the market price of our common stock on the date of grant adjusted for expected dividend yield. The compensation cost for LTPP-EPS reflects the cost of awards that are probable to vest at the end of the performance period.

All LTPP awards granted to our senior management employees through fiscal year 2025 have a one-year post-vest holding restriction. The estimated discount associated with post-vest holding restrictions is calculated using the Finnerty model. The model calculates the potential lost value if the employees were able to sell the shares during the lack of marketability period instead of being required to hold the shares. The model used the same historical stock price volatility and dividend yield assumption used for the Monte Carlo simulation model and an expected dividend yield to compute the discount.