SBUX Starbucks Corporation

Confidentiality, Non-Solicitation and Non-Competition Agreement

Coffee Hedging Policy

During your employment with the Company, you will not be required to relocate to the Company’s headquarters (currently in Seattle, Washington). You agree to commute from your residence to the Company’s headquarters (and engage in other business travel) as is required to perform your duties and responsibilities.

From the Start Date until such time as you secure permanent secondary housing arrangements in Seattle, Washington (up to three months following the Start Date), the Company will pay directly, or reimburse you for, the costs of your reasonable temporary housing arrangements in Seattle, Washington and a driver to transport you as necessary while you are in Seattle, Washington.

If you decide to relocate to the Seattle, Washington area, you will be eligible for reimbursement for qualified relocation expenses to Seattle, Washington, pursuant to the Company’s relocation policy.

You will be eligible for an annual cash bonus opportunity, with a target of 225% of your base salary (the “Target Incentive”) and a maximum of 450% of your base salary, the amount of your annual cash bonus based on performance as determined in accordance with the Company’s Executive Management Bonus Plan (or any successor arrangements) and payment thereof subject to your continued service through the last day of the applicable performance period. Your annual cash bonus for FY2024 will be pro-rated based on your Start Date and, notwithstanding anything to the contrary in the foregoing, will be calculated by multiplying (i) the annual cash bonus due based on actual performance for FY2024 by (ii) a fraction, (A) the numerator of which is the number of calendar days from the Start Date through September 30, 2024, and (B) the denominator of which is 366.

The FY2024 annual incentive design is as follows:

•  100% Company/Business Performance

•  40% Revenue

•  60% Operating Income

Commencing in FY2025, you will be eligible for annual equity awards (on a fiscal year basis) with a target grant date fair value of twenty-three-million-dollars ($23,000,000), pursuant to the terms of the Company’s 2005 Long-Term Equity Incentive Plan, as amended and restated (the “LTIP”) (or successor arrangements), and applicable award agreements. Grants for FY2025 will be made in accordance with the Company’s normal annual equity grant cycle, which is anticipated to be in November 2024. For your information, for our NEOs in FY2024, 60% of the target grant value was delivered in performance-based RSUs (“PRSUs”) and 40% of the target grant value was delivered in time-based RSUs (“RSUs”).

For your information, the annual PRSU awards for FY2024 are eligible to vest at the end of the three-year performance period based on the Company’s performance against annual EPS goals, with payouts modified by performance measured by relative total shareholder return (“rTSR”) versus the S&P 500, talent and sustainability goals.

For your information, the annual RSU awards for FY2024 are eligible to vest ratably 25% per year over a four-year period beginning on the date of grant.

You will receive a grant of Company equity in consideration of equity that you are forfeiting by leaving your current employer (the “Replacement Grant”). The Replacement Grant will be for a number of shares of common stock of the Company with a targeted grant date fair value of seventy-five-million-dollars ($75,000,000) calculated using the per share closing price of the Company’s common stock on August 9, 2024; provided, however, that the number of shares covered by the Replacement Grant will be subject to adjustment, such that in no event will the Replacement Grant have a grant date fair value (i) exceeding eighty-million-dollars ($80,000,000) or (ii) less than seventy-five-million-dollars ($75,000,000), in each case, calculated using the per share closing price of the Company’s common stock on the date of grant, which will be on, or as soon as practicable following, the Start Date.

The Replacement Grant will be delivered 60% in the form of PRSUs and 40% in the form of RSUs, pursuant to the terms of the LTIP and applicable award agreements, which will be consistent in all respects with the terms set forth herein (including, for the avoidance of doubt, the terms set forth in the section titled “Effect of Termination on Replacement Grant”).

•  The PRSUs will be eligible to vest based on the Company’s rTSR compared to the S&P 500 over a three-year period beginning on your Start Date, in accordance with the following schedule:

•  75^th percentile: 200% of target

•  65^th percentile: 100% of target

•  40^th percentile: 50% of target

•  The percentage of the target number of PRSUs that vests will be determined using linear interpolation between the above points

•  The RSUs will vest ratably over three years, with one-third of the award vesting on each of the first, second and third anniversaries of the Start Date, provided that you remain employed with the Company through the applicable vesting dates (except as set forth below in the section titled “Effect of Termination on Replacement Grant”).

As of the Start Date, you will participate in the Company’s Executive Severance and Change in Control Plan (the “Severance Plan”). You will execute the corresponding Participation Agreement, and such Participation Agreement will reflect that the definition of “Resignation (or Resign) for Good Reason” set forth below will replace such definition in the Severance Plan as it applies to you. Further, a Resignation for Good Reason will constitute a Qualifying Termination (as defined in the Severance Plan) under the Severance Plan, whether prior to, in connection with or following a Change in Control (as defined in the Severance Plan).

“Resignation (or Resign) for Good Reason” shall mean any voluntary termination, by written resignation, of the Active Status of the Participant because of: (a) a material reduction in the Participant’s duties, authority or responsibilities as Chief Executive Officer (without regard to the Participant’s role as Chairman of the Board), other than by reason of the Company having become a part of a larger organization where the Participant continues to perform the core aspects of the Participant’s Chief Executive Officer role with respect to the business of the Company; (b) a material reduction in the Participant’s base salary, unless the material reduction is pursuant to (and consistent in percentage reduction with) a general compensation reduction applicable to all, or substantially all, executive officers of the Company (provided, that, the “substantially all” requirement will only be satisfied if such general compensation reduction applies to all of the Company’s other named executive officers (or their equivalent, if the Company’s securities cease to be publicly traded)); (c) unless the Participant works, or is permitted to work, remotely, the relocation of the Participant’s primary work location more than 50 miles from the Participant’s then-primary work location; or (d) if the Participant

If your employment with the Company is terminated (i) by the Company without Cause, (ii) due to your death or Disability, or (iii) by you for Good Reason, at any time:

•  100% of the Replacement Grant RSUs will continue to vest in accordance with the original vesting schedule, but without the requirement of continued employment; and

•  100% of the Replacement Grant PRSUs will be eligible to vest in full in accordance with the original performance multipliers, such that you may vest in up to 200% of the target number of Replacement Grant PRSUs, with the number of earned Replacement Grant PRSUs that vests determined based on actual performance following the end of the performance period, and without the requirement of continued employment.

Notwithstanding anything in this Annex or any other plan, arrangement or agreement to the contrary:

All payments and benefits under this Annex or otherwise provided to you by the Company may be subject to applicable tax withholding by the Company, and the Company may withhold from such amounts payable or benefits to be provided to you up to the maximum allowable withholding, including in respect of employment taxes.

In the event that any payment or benefit received or to be received by you (whether pursuant to this Annex or any other plan, arrangement or agreement) (all such payments and benefits, the “Total Payments”) would fail to be deductible under Section 280G of the Internal Revenue Code (“280G”) or otherwise would be subject (in whole or part) to the excise tax imposed by Section 4999 of the Internal Revenue Code (the “Excise Tax”), then the payments or benefits to be received by you that are subject to 280G shall be reduced to the minimal extent necessary (and in a manner intended to provide the greatest economic benefit to you) so that no portion of the Total Payments is subject to the Excise Tax, but only if the net amount of such Total Payments, as so reduced (and after subtracting the net amount of federal, state and local income taxes on such reduced Total Payments), is greater than or equal to the net amount of such Total Payments in the absence of a such reduction (after subtracting the net amount of federal, state and local income and employment taxes on such Total Payments and the amount of Excise Tax to which you would be subject in respect of such unreduced Total Payments).

The payments and benefits in this Annex are intended to be exempt from or comply with Section 409A of the U.S. Internal Revenue Code (“409A”). Each such payment and benefit that is payable in installments shall be construed as a separate identified payment for purposes of 409A. You will not be considered to have terminated employment with the Company for purposes of any payments or benefits in connection with termination which are subject to 409A until you have incurred a “separation from service” within the meaning of 409A. If you terminate employment, then solely to the extent necessary to avoid accelerated taxation and / or tax penalties under 409A, any payments and benefits in this Annex that are payable within

Mellody Hobson

Independent Starbucks Board of Directors chair

Brian R. Niccol