PERRIGO COMPANY U.S. SEVERANCE POLICY Amended and Restated Effective November 12, 2015 ARTICLE I INTRODUCTION

Perrigo Company (the "Company") hereby establishes the Perrigo Company U.S. Severance Policy (the "Policy"), originally effective December 1, 2013 and amended and restated effective November 12, 2015, for the benefit of certain "Eligible Employees" of the Company and certain Affiliates specified by the Company.  The Policy is intended to apply to United States based "Employees," as described herein.  The Policy shall be binding on any successor to all or substantially all of the Company's assets or business.  Except as otherwise provided herein, the Policy supersedes any prior formal or informal severance plans, programs or policies of the Company or its Affiliates covering Eligible Employees.

Notwithstanding the foregoing, following a Change in Control, "Cause" means (i) the Employee is convicted of a felony, (ii) the Employee's breach of any material duty or obligation imposed upon the Employee by the Company that results in material, demonstrable harm to the Company, or (iii) the Employee divulges the Company's confidential information or breaches or causes the breach of any confidentiality agreement to which the Employee or Company is a party.

The foregoing list of conditions is intended to be illustrative and may not be all inclusive; the Administrator will determine in the Administrator's sole discretion whether an Eligible Employee is eligible for severance pay and severance benefits under the Policy.

Example 1:  The severance for a Band A employee with 5 Years of Service would be 26 weeks, which is the sum of (i) the 16 weeks' minimum severance, plus (ii) 10 weeks (2 weeks of severance for each Year of Service times 5 Years of Service).

Example 2:  The severance for a Band A employee with 4 Years of Service would be 16 weeks, which is the minimum amount of severance for a Band A employee.

Severance will be paid for the number of weeks determined under the above table in equal installments at regularly scheduled payroll intervals, provided the Eligible Employee has executed and submitted a Waiver and Release Agreement and the period during which the Employee is entitled to revoke the Waiver and Release Agreement has expired, with any such severance payments to commence, subject to Section 11.3, on the sixtieth (60) day following the Severance Date.  To the extent permitted by Section 409A of the Code, any severance payable to the Eligible Employee for the period following his/her Severance Date and the date payments commence shall be paid in a lump sum at the time installment payments commence.  To the extent permitted by Section 409A of the Code, in the sole discretion of the Administrator, severance may be paid in a lump sum within sixty (60) days following the Eligible Employee's Severance Date, provided the Eligible Employee has executed and submitted a Waiver and Release Agreement and the period during which the Employee is entitled to revoke the Waiver and Release Agreement has expired.  All legally required taxes and any sums owed the Employer shall be deducted from Policy severance pay.

Severance paid in installments on regularly scheduled payroll dates will continue to be payable upon the death of a former Eligible Employee who was receiving severance payments at the time of death.  The remaining payments will be made in a lump sum to the estate of the former Eligible Employee as soon as possible following death, but in no event later than two (2) years following termination of employment.

If an Employer reemploys an Eligible Employee who is receiving or has received severance pay and benefits under the Policy, the individual shall become ineligible and such pay and benefits shall cease effective as of the reemployment date.  Further, the former Eligible Employee must repay the portion of the severance pay attributable to the period that begins on the date the Eligible Employee was reemployed.  If the Administrator, in its sole discretion, determines that the former Eligible Employee's services address a critical business need, then the Administrator may provide that no such repayment is required.

If an Eligible Employee becomes eligible for severance pursuant to the Policy and elects health care continuation coverage under COBRA for the Eligible Employee and his or her eligible covered dependents equivalent to the coverage which they were receiving immediately prior to the Severance Date, for the Continuation Period (as defined below), the Company shall pay the full premium cost of such coverage, based on the prevailing rate (the "Prevailing COBRA Rate") charged by the Company to persons who elect similar health care continuation coverage under COBRA (the "Health Care Benefits"); provided, however, that the Health Care Benefits shall be reported by the Company as taxable income to the Eligible Employee to the extent reasonably determined by the Company to be necessary to avoid the Health Care Benefits from being considered to have been provided under a discriminatory self-insured medical reimbursement plan pursuant to Code Section 105(h).

For purposes of this Section 5.3(a), the term "Continuation Period" means the number of weeks of pay with respect to which the individual's severance pay is calculated; provided, however, that the Continuation Period shall cease at such time that the Eligible Employee is eligible to receive health care benefits under another employer-provided plan (but no repayment of any previously-paid premium shall be required).

All of the terms and conditions of Employer-sponsored medical, dental and vision benefit plans, as amended from time to time, shall be applicable to an Eligible Employee (and his/her eligible dependents, if applicable) participating in any form of continuation coverage under such Employer-sponsored medical, dental and vision benefit plans.  This Policy is not to be interpreted to expand an Eligible Employee's health care continuation rights under COBRA.  That is, continuation coverage under this Policy will run concurrent with (and not consecutive to) COBRA continuation coverage.  Continuation coverage under this Policy will not extend the maximum COBRA continuation coverage period applicable to an Eligible Employee or to his/her eligible coverage dependents.

In order to receive the severance pay and severance benefits available under the Policy, an Eligible Employee must submit a signed Waiver and Release Agreement form to the Administrator on or within forty-five (45) days after his/her Severance Date or receipt of the Waiver and Release Agreement, whichever occurs later.  The required Waiver and Release Agreement will be limited to a release of the Company and its Affiliates from any and all claims, debts, suits or causes of action, known or unknown, based upon any fact, circumstance, or event occurring or existing at or prior to the Eligible Employee's execution of the Waiver and Release Agreement, including, but not limited to, any claims or actions arising out of or during the Eligible Employee's employment with the Company and/or separation of employment, including any claim under the Age Discrimination in Employment Act, 29 U.S.C. § 621 et seq., as amended, Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., as amended, the Americans with Disabilities Act, 42 U.S.C. § 12101 et seq., the Employee Retirement Income Security Act of 1974, 29 U.S.C. § 301 et seq., as amended, the Older Workers Benefit Protection Act, 29 U.S.C. § 621 et seq., the Family and Medical Leave Act, 29 U.S.C. § 2601 et seq., the Civil Rights Act and any and all other federal, state or local laws, and any common law claims now or hereafter recognized.  In no event will the Waiver and Release Agreement require the Eligible Employee to release claims regarding employee benefits or rights to indemnification, nor shall the Waiver and Release Agreement include restrictive covenants, including, without limitation, any regarding competition and solicitation of customers or employees.

An Eligible Employee may revoke his/her signed Waiver and Release Agreement within seven (7) days of his/her signing the Waiver and Release Agreement.  Notwithstanding any provision of this Policy to the contrary, in no event shall the timing of the Eligible Employee's execution of the Waiver and Release Agreement, directly or indirectly, result in the Eligible Employee designating the calendar year of any severance payment, and if a payment that is subject to execution of the Waiver and Release Agreement could be made in more than one taxable year, payment shall be made in the later taxable year.  Any such revocation must be made in writing and must be received by the Administrator within such seven (7) day period.  An Eligible Employee who timely revokes his/her Waiver and Release Agreement shall not be eligible to receive any severance pay or severance benefits under the Policy.  Eligible Employees shall be advised to contact their personal attorney at their own expense to review the Waiver and Release Agreement form if they so desire.

The Company, or any committee or individual as may be designated by the Company, shall administer the Policy (the "Administrator").  The Administrator may delegate to other persons responsibilities for performing certain of the Administrator's duties under the Policy.  Except as otherwise provided in the Policy and subject to Article VIII, the Administrator shall have the authority to construe the terms of the Policy, including, but not limited to, the making of factual determinations, the determination of questions concerning benefits, and the procedures for claim review.  In the event of a group termination, as determined in the sole discretion of the Administrator, the Administrator shall furnish affected Eligible Employees with such additional information as may be required by law.

The Administrator will make a decision with respect to such an appeal within sixty (60) days after receiving the written request appeal.  The claimant will be advised of the Administrator's decision on the appeal in writing or electronically.  The notice will include the reasons for the decision, references to Policy provisions upon which the decision on the appeal is based, and a statement that the claimant is entitled to receive, upon request, reasonable access to, and copies of, all documents, records or other information relevant to the claimant's claim.  In no event shall a claimant or any other person be entitled to challenge a decision of the Administrator in court or in any other administrative proceeding unless and until the claim and appeal procedures described above have been complied with and exhausted.  No legal action may be brought more than six (6) months following the Administrator's final determination.  Following a Change in Control, all determinations of the Administrator will be subject to de novo review by a court of competent jurisdiction.

The Company by written action of its Board of Directors or any duly authorized designee of the Board reserves the right to amend or to terminate the Policy at any time; provided, however, that following a Change in Control, no amendment or termination of the Policy shall adversely impact the rights of protections of an Eligible Employee under the Policy as of immediately prior to the amendment or termination, including, but not limited to, an amendment that would reduce the amount of severance pay or severance benefits, or change the time of payment of severance pay or benefits, or narrow the conditions under which severance pay or severance benefits are payable or limit the individuals who are eligible for severance pay or severance benefit sunder the Policy.  For the avoidance of doubt, the foregoing prohibition on amendment or termination of the Policy shall also apply to any amendment or termination of the Basic Severance Policy to the extent that it would adversely impact the rights or protections of an Eligible Employee under the Policy.

Recognizing that the disclosure or improper use of Confidential Information will cause serious and irreparable injury to an Employer, Eligible Employees with such access acknowledge that (i) they will not at any time, directly or indirectly, disclose Confidential Information to any third party or otherwise use such Confidential Information for their own benefit or the benefit of others and (ii) in addition to any other remedy permissible by law, payment of severance pay and severance benefits under the Policy shall cease if an Eligible Employee discloses or improperly uses such Confidential Information.  Any Eligible Employee subject to an individual confidentiality agreement or proprietary rights agreement with an Employer or any Affiliate will be deemed to violate the terms of this Article if he/she violates the terms of the individual confidentiality agreement or proprietary rights agreement.

All pay and other benefits (except Policy severance pay and severance benefits) payable to an Eligible Employee as of his/her Severance Date according to the established policies, plans, and procedures of the Employer shall be paid in accordance with the terms of those established policies, plans and procedures.  In addition, any benefit continuation or conversion rights which an Eligible Employee has as of his/her Severance Date according to the established policies, plans, and procedures of the Employer shall be made available to him/her.