Company: ALIT
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0001809104-25-000159
Chunk: 63

Company: Alight, Inc. / Delaware
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 63
---
 by our Compensation Committee to arrive at themeasure for VCP.•The VCP payout based on Company financial performance is subject to anindividual performance modifier based on individual objectives that may beeither financial or non-financial and support our overall business strategy. |
| Long-Term Incentives (“LTI”)       | LTI comprises the majority of our NEOs’ compensation.•50% of LTI is delivered in the form of performance-vested restricted stock units(“PRSUs”) that only vest at the end of the applicable performance period if theCompany meets pre-determined performance criteria. These performancecriteria can include strategic financial metrics tied to our long-term businessplan.•50% of LTI is delivered in the form of time-vested restricted stock units (“RSUs”)that typically vest over a three-year service period.                                                                                                                                      |

| Proxy Statement andMeeting Overview |     | Board ofDirectors |     | CorporateGovernance |     | ExecutiveCompensation |     | AuditorApprovals |     | Say-On-Pay |     | AdditionalInformation |

48 2025 PROXY STATEMENT 2024 Say-on-Pay Results We held a stockholder advisory vote on executive compensation in 2024, commonly referred to as a “say-on-pay vote,” which resulted in stockholder approval by over 95% of the votes cast on the advisory proposal. We take the views of our stockholders seriously and view this vote result as an indication that the principles of our executive compensation program are strongly supported by our stockholders. Our Board has adopted a policy that is consistent with stockholder preference that we solicit a say-on-pay vote on an annual basis and, accordingly, we are holding a say-on-pay vote at this annual meeting. How We Make Compensation Decisions As our executive compensation program evolves as a public company, it will reflect the belief that the amount earned by our NEOs must depend on achieving rigorous Company and individual performance objectives designed to enhance stockholder value. We have made and intend to continue to make changes to our executive compensation programs with the goal of aligning our programs with our executive compensation philosophy and also take into consideration recommendations from our CEO based on reviews of individual performance and the feedback received from stockholders via our annual advisory vote on executive compensation. Competitive Benchmarking The Compensation Committee establishes the elements of compensation for our executives after a review of compensation market data from the peer group described below. The Compensation Committee reviews each element of compensation independently and in the aggregate to determine the right mix of elements, and associated amounts, for each