AdaptHealth Corp. Names New CFO; Current CFO to Depart

What Happened

• AdaptHealth Corp. announced the appointment of Harriss Currie as Chief Financial Officer, effective September 9, 2026. Mr. Currie’s employment agreement was signed on September 7, 2026. He previously held senior finance roles including CFO of Luminex Corp. and other healthcare and diagnostics companies, and holds an MBA from UT Austin.
• Current CFO Jason Clemens’ authority as CFO ends at close of business on September 8, 2026, and his employment terminates effective October 1, 2026. He will receive severance and benefits per his existing employment agreement.

Key Details

• Base pay and bonus: Currie’s annual base salary is $670,000 and he’s eligible for a target annual incentive equal to 100% of base salary (prorated for 2026).
• Equity inducement: Currie will receive RSUs valued at $818,462. Vesting: 50% vests in equal annual installments over three years; the remaining 50% cliff-vests on the third anniversary of the start date. He’s eligible for additional equity beginning 2027.
• Termination protections: If AdaptHealth terminates Currie without “cause” or he resigns for “good reason,” and he signs a release and complies with covenants, he is entitled to (i) any earned unpaid annual bonus for completed fiscal years, (ii) 12 months’ continued base salary, (iii) a prorated bonus if qualifying termination occurs on/after April 1 of the year, and (iv) 12 months COBRA continuation at active executive rates.
• Restrictive covenants: Currie agreed to non-compete during employment and for 12 months after, non-solicit for employment plus 24 months after, indefinite confidentiality and invention assignment, and non-disparagement during employment and for two years after.

Why It Matters

• CFO transitions are material for investors because they affect financial leadership and continuity. AdaptHealth has named an experienced healthcare finance executive and provided standard inducements and protections (salary, bonus, RSUs, and severance) to secure the hire.
• The disclosed severance and restrictive covenants reduce near-term risk of leadership disruption but also commit the company to potential cash/benefit payouts (12 months’ salary and COBRA in qualifying terminations) and future equity dilution tied to the RSU grant.