Company: ALIT
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0001809104-25-000159
Chunk: 69

Company: Alight, Inc. / Delaware
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 69
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 in August 2024 and his actual bonus was calculated using pro rata earnings based on time of service during the fiscal year. (2) Mr. Heaton was appointed our Chief Financial Officer in May 2024 and his actual bonus was calculated using a pro rata bonus target based on period of time his target was 75% before it was increased to 100% in May. (3) Mr. Goff and Mr. Tulsiani separated from the Company in January and February 2025, respectively, prior to the bonus payout date and were not eligible for a bonus. (4) Mr. Scholl ceased to be an executive officer in August 2024. Pursuant to a transition agreement between the Company, he was eligible for a pro rata bonus based on time of service through August 2024 and an individual performance modifier deemed at 100%.

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

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Long-Term Incentive Compensation The Compensation Committee believes a large part of an executive’s compensation should be linked to long-term stockholder value creation as an incentive for sustained, profitable growth. Therefore, our long-term incentive awards for our NEOs are in the form of equity awards, both performance and time-vested, and provide reward opportunities competitive with those offered by companies in the Peer Group for similar jobs. Consistent with the other elements of compensation, the Compensation Committee does not target specific benchmark percentiles for long-term incentive awards for our NEOs and instead uses a number of factors in establishing the long-term incentive award levels for each individual, including a review of each individual’s accumulated vested and unvested awards, the current and potential realizable value over time using stock appreciation assumptions, vesting schedules, comparison of individual awards between executives and in relation to other compensation elements, market data, stockholder dilution and accounting expense. Should we deliver against our long-term goals, the long-term equity incentive awards become a significant portion of the total compensation of each executive. For more information on the 2024 long-term equity grants, please see the 2024 Grants of Plan-Based Awards table included in this Proxy Statement. LTI Target Levels As part of our Long-term Incentive program, the Company offers annual LTI awards. The LTI mix for our NEOs in 2024 was 50% RS