Document:

EX-10.6

 Exhibit 10.6 

FORGEROCK, INC. 
 OUTSIDE
DIRECTOR COMPENSATION POLICY 
 ForgeRock, Inc. (the “Company”) believes that providing cash and equity compensation to
its members of the Board of Directors (the “Board,” and members of the Board, the “Directors”) represents an effective tool to attract, retain and reward Directors who are not employees of the Company (the
“Outside Directors”). This Outside Director Compensation Policy (the “Policy”) is intended to formalize the Company’s policy regarding the compensation to its Outside Directors. Unless otherwise defined herein,
capitalized terms used in this Policy will have the meaning given to such terms in the Company’s 2021 Equity Incentive Plan (the “Plan”), or if the Plan is no longer in place, the meaning given to such terms or any similar
terms in the equity plan then in place. Each Outside Director will be solely responsible for any tax obligations incurred by such Outside Director as a result of the equity and cash payments such Outside Director receives under this Policy. 

This Policy will be effective as of the effective date of the first registration statement that is filed by the Company and declared effective
pursuant to Section 12(b) of the Exchange Act, with respect to any class of the Company’s securities (the “Registration Statement”) (such date, the “Effective Date”), and subject to stockholder
approval. 
  

	 	1.	 RETAINERS 

Retainers Paid in Restricted Stock Units 

Absent an election otherwise, each of the retainers under this Section 1 shall be paid in Restricted Stock Units with the applicable Value
(as defined below) described herein. An Outside Director may make an election to receive retainers in cash prior to the applicable grant date of retainers for the year and such election must occur during an open trading window under the
Company’s Insider Trading Policy. Election must occur through notification to the Company’s General Counsel. 
 Any retainers paid
in Restricted Stock Units shall be automatically granted on each annual meeting of the Company’s stockholders (“Annual Meeting”) year with a Value for such Award based on an Outside Director’s expected Board and committee
service for the period of approximately 1-year following each Annual Meeting as of the end of Q1 of that year (each, a “Retainer Award”). A Retainer Award may consist of a Board Service
Retainer and/or a Committee or Chair Service Retainer, each as defined below. Each Retainer Award will have a vesting commencement date of May 20 for the year of the Annual Meeting, and vest as to 1/4 quarterly on the first trading day on or
after August 20, September 20, February 20 and May 20, in each case, subject to the Outside Director continuing to be a Board member with respect to the Board Service Retainer or the applicable role with respect to a Committee or
Chair Service Retainer, in each case, through the applicable vesting date. 
 Notwithstanding anything herein to the contrary, Retainer
Awards for any partial year prior to an Annual Meeting (e.g., retainers of all existing Outside Directors for the year of the Effective Date, a new Outside Director’s initial service year that does not commence at an Annual Meeting and an
Outside Director’s change to a new committee that does not occur at an Annual Meeting) shall be paid in cash. To the extent that any retainers are paid in cash, such retainers will be paid quarterly in arrears on a prorated basis. For the
avoidance of doubt, all Retainer Awards for existing Outside Directors as of the Effective Date will be paid in cash through the first quarter of 2022. 

 Annual Board Service Retainer 

Each Outside Director will be paid an annual retainer with a Value of $35,000 (the “Board Service Retainer”). There are no per-meeting attendance fees for attending Board meetings. 
 Annual Committee Service Retainer 

Each Outside Director who serves as the chair of the Board, the lead independent Director, or the chair or a member of a committee of the Board
listed below will be eligible to earn additional annual retainers with Values as follows (each, a “Committee or Chair Service Retainer”: 
  

					
	 Chair of the Board
	  	$	 20,000	 
	 Lead Independent Director
	  	$	15,000	 
	 Chair of Audit Committee:
	  	$	20,000	 
	 Member of Audit Committee:
	  	$	8,800	 
	 Chair of Compensation Committee:
	  	$	12,000	 
	 Member of Compensation Committee:
	  	$	5,000	 
	 Chair of Nominating Committee:
	  	$	7,500	 
	 Member of Nominating Committee:
	  	$	3,750	 

 For clarity, each Outside Director who serves as the chair of a committee shall receive only the additional
annual retainer as the chair of the committee, and not the additional annual retainer as a member of the committee. 
  

	 	2.	 EQUITY COMPENSATION OTHER THAN
RETAINERS 

 Outside Directors will be eligible to receive all types of Awards
(except Incentive Stock Options) under the Plan (or the applicable equity plan in place at the time of grant), including discretionary Awards not covered under this Policy. All grants of Awards to Outside Directors pursuant to
Section 2 of this Policy will be automatic and nondiscretionary, except as otherwise provided herein, and will be made in accordance with the following provisions: 

(a) No Discretion. No person will have any discretion to select which Outside Directors will be granted any Awards under this
Policy or to determine the number of Shares to be covered by such Awards. 

  
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 (b) Initial Award. Each Outside Director joining the Board after the Registration
Date shall be automatically granted upon first joining the Board (such date, the “Start Date”) an award of Restricted Stock Units with a Value of $350,000 (the “Initial Award”). The Initial Award will vest annually
over three years (on the same day of the month as the Start Date), subject to the Outside Director continuing to be a Service Provider through the applicable vesting date. 

For the avoidance of doubt, if an individual was a member of the Board and also an employee, becoming an Outside Director due to termination
of employment will not entitle the Outside Director to an Initial Award under Section 2(b). 
 (c) Annual Award. On the date of
each annual meeting of the Company’s stockholders following the Effective Date (each, an “Annual Meeting”), each Outside Director will be automatically granted an award of Restricted Stock Units with a Value of $175,000 (an
“Annual Award”). An Outside Director must have served as a Director at least six months prior to an Annual Meeting to be eligible to receive an Annual Award. 

Subject to Section 3 of this Policy, each Annual Award will vest on the earlier of (i) the
one-year anniversary of the date the Annual Award is granted or (ii) the day prior to the date of the Annual Meeting next following the date the Annual Award is granted, in each case, subject to the
Outside Director continuing to be a Service Provider through the applicable vesting date. 
 (d) For purposes of this Policy,
“Value” means the fair market value of a Share based on the average of the closing price of the Common Stock for the 30 trading day period ending on the trading day immediately prior to the date of grant, with the number of Shares
of our Common Stock determined based on that Value, rounded down. 
  

	 	3.	 CHANGE IN CONTROL

 In the event of a Change in Control, each Outside Director’s outstanding Company equity awards will accelerate
and vest. 
  

	 	4.	 LIMITATIONS 

Any compensation granted to an Outside Director shall be subject to the limits provided in Section 11 of the Plan. 

 

	 	5.	 TRAVEL EXPENSES 

Each Outside Director’s reasonable, customary and documented travel expenses to Board or Board committee meetings will be reimbursed by
the Company. 
  

	 	6.	 ADDITIONAL PROVISIONS 

All provisions of the Plan not inconsistent with this Policy will apply to Awards granted to Outside Directors. 

  
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	 	7.	 SECTION 409A 

In no event will cash compensation or expense reimbursement payments under this Policy be paid after the later of (i) 15th day of the 3rd
month following the end of the Company’s fiscal year in which the compensation is earned or expenses are incurred, as applicable, or (ii) 15th day of the 3rd month following the end of the calendar year in which the compensation is earned
or expenses are incurred, as applicable, in compliance with the “short-term deferral” exception under Section 409A of the Internal Revenue Code of 1986, as amended, and the final regulations and guidance thereunder, as may be amended
from time to time (together, “Section 409A”). It is the intent of this Policy that this Policy and all payments hereunder be exempt from or otherwise comply with the requirements of Section 409A so that none
of the compensation to be provided hereunder will be subject to the additional tax imposed under Section 409A, and any ambiguities or ambiguous terms herein will be interpreted to be so exempt or comply. In no event will the Company reimburse
an Outside Director for any taxes imposed or other costs incurred as a result of Section 409A. 
  

	 	8.	 REVISIONS 

The Board may amend, alter, suspend or terminate this Policy at any time and for any reason. No amendment, alteration, suspension or
termination of this Policy will materially impair the rights of an Outside Director with respect to compensation that already has been paid or awarded, unless otherwise mutually agreed between the Outside Director and the Company. Termination of
this Policy will not affect the Board’s or the Compensation Committee’s ability to exercise the powers granted to it under the Plan with respect to Awards granted under the Plan pursuant to this Policy prior to the date of such
termination. 

  
 4EX-10.7

 Exhibit 10.7 

ForgeRock, Inc. 
 Change
of Control and Severance Policy 
 Effective as of July 1, 2021 (the “Effective Date”) 

This Change of Control and Severance Policy (the “Policy”) is designed to provide certain protections to a select group of key
employees of ForgeRock, Inc. (“ForgeRock” or the “Company”) or any of its subsidiaries in connection with a change of control of ForgeRock or in connection with the involuntary termination of their employment under
the circumstances described in this Policy. The Policy is designed to be an “employee welfare benefit plan” (as defined in Section 3(1) of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”)),
and this document is both the formal plan document and the required summary plan description for the Policy. 
 Term: This Policy will have an
initial term of three years commencing on the Effective Date (the “Initial Term”). On the third anniversary of the Effective Date and each anniversary thereafter, this Policy will renew automatically for additional one year terms
(each an “Additional Term”), unless the Company provides each Eligible Employee written notice of non-renewal at least 60 days prior to the date of automatic renewal. Notwithstanding the
foregoing provisions, if (a) a Change of Control occurs when there are fewer than 12 months remaining during the Initial Term or an Additional Term, the term of this Policy will extend automatically through the date that is 12 months following
the effective date of the Change of Control, or (b) if an initial occurrence of an act or omission by the Company constituting the grounds for Good Reason (as defined below) has occurred (the “Initial Grounds”), and the
expiration date of the Cure Period (as defined below) with respect to such Initial Grounds could occur following the expiration of the Initial Term or an Additional Term, then the term of this Policy with respect to an Eligible Employee with Initial
Grounds will extend automatically through the date that is 30 days following the expiration of such cure period, but such extension of the term shall only apply with respect to the Initial Grounds. If an Eligible Employee becomes entitled to
benefits under this Policy during the term of this Policy, the Policy will not terminate until all of the obligations of the parties hereto with respect to this Policy have been satisfied. For clarity, an election by the Company not to renew this
Policy for an Additional Term will not be deemed to be a termination of an Eligible Employee’s employment without Cause or grounds for a resignation for Good Reason and, accordingly, Eligible Employee will not be eligible for severance benefits
set forth herein. 
 Eligible Employee: An individual is only eligible for protection under this Policy if he or she is an Eligible Employee
and complies with its terms (including any terms in the employee’s Participation Agreement (as defined below)). To be an “Eligible Employee,” an employee must (a) have been designated by the Compensation Committee of the
Board (the “Compensation Committee”) as eligible to participate in the Policy and (b) have executed a participation agreement in the form attached hereto as Exhibit A (a “Participation Agreement”). 

Policy Benefits: An Eligible Employee will be eligible to receive the payments and benefits set forth in this Policy and his or her
Participation Agreement if his or her employment with the Company or any of its subsidiaries terminates as a result of a Qualified Termination. The amount and terms of any Equity Vesting, Salary Severance, Bonus Severance, and COBRA Payment that an
Eligible Employee may receive on his or her Qualified Termination will depend on whether his or her Qualified Termination is a COC Qualified Termination or a Non-COC Qualified Termination. All benefits under
this Policy payable on a Qualified Termination will be subject to the Eligible Employee’s compliance with the Release Requirement and any timing modifications required to avoid adverse taxation under Section 409A. 

 Equity Vesting: On a Qualified Termination, the applicable percentage (set forth in an Eligible
Employee’s Participation Agreement) of the then-unvested shares subject to each of the Eligible Employee’s then-outstanding time-based equity awards will immediately vest and, in the case of options and stock appreciation rights, will
become exercisable (for avoidance of doubt, no more than 100% of the shares subject to the outstanding portion of an equity award may vest and become exercisable under this provision). In the case of equity awards subject to performance-based
vesting, the treatment of such awards upon a change of control and/or a termination of employment shall be set forth in the individual performance-based award agreement. 

Salary Severance: On a Qualified Termination, an Eligible Employee will be eligible to receive salary severance payment(s) equal to the applicable
percentage (set forth in his or her Participation Agreement) of his or her Base Salary. The Eligible Employee’s salary severance payment(s) will be paid in cash at the time(s) specified in his or her Participation Agreement. 

Bonus Severance: On a Qualified Termination, an Eligible Employee will be eligible to receive bonus severance payment(s) with respect to his or her
annual bonus in the amount set forth in his or her Participation Agreement. The Eligible Employee’s bonus severance payment(s) will be paid in cash at the time(s) specified in his or her Participation Agreement. 

COBRA Payment: Upon a Qualified Termination, if an Eligible Employee makes a valid election under COBRA to continue his or her health coverage, the
Company will pay or reimburse the Eligible Employee for the cost of such continuation coverage for the Eligible Employee and any eligible dependents that were covered under the Company’s health care plans immediately prior to the date of his or
her eligible termination until the earliest of (a) the end of the applicable period set forth in the Eligible Employee’s Participation Agreement, (b) the date upon which the Eligible Employee and/or the Eligible Employee’s
eligible dependents become covered under similar plans or (c) the date upon which the Eligible Employee ceases to be eligible for coverage under COBRA (the “COBRA Coverage”). 

Non-Duplication of Payment or Benefits: If (a) an Eligible Employee’s Qualified Termination occurs
prior to a Change of Control that qualifies Eligible Employee for severance payments and benefits payable on a Non-COC Qualified Termination under this Policy and (b) a Change of Control occurs
within the 3-month period following Eligible Employee’s Qualified Termination that qualifies Eligible Employee for the superior severance payments and benefits payable on a COC Qualified Termination under
this Policy, then (i) the Eligible Employee will cease receiving any further payments or benefits under this Policy in connection with his or her Non-COC Qualified Termination and (ii) the Equity
Vesting, Salary Severance, Bonus Severance, and COBRA Payment, as applicable, otherwise payable upon a COC Qualified Termination under this Policy each will be offset by the corresponding payments or benefits the Eligible Employee already received
under this Policy in connection with his or her Non-COC Qualified Termination. 
 Death of Eligible Employee:
If the Eligible Employee dies before all payments or benefits he or she is entitled to receive under this Policy have been paid, such unpaid amounts will be paid to his or her designated beneficiary, if living, or otherwise to his or her personal
representative in a lump-sum payment as soon as possible following his or her death. 
 Recoupment: If the
Company discovers after the Eligible Employee’s receipt of payments or benefits under this Policy that grounds for the termination of the Eligible Employee’s employment for Cause existed, then the Eligible Employee will not receive any
further payments or benefits under this Policy and, to the extent permitted under applicable laws, will be required to repay to the Company any payments or benefits he or she received under the Policy (or any financial gain derived from such
payments or benefits). 
 Release: The Eligible Employee’s receipt of any severance payments or benefits upon his or her Qualified Termination
under this Policy is subject to the Eligible Employee signing and not revoking the Company’s then-standard separation agreement and release of claims (the “Release” and such requirement, the “Release
Requirement”), which must become effective and irrevocable no later than the 60th day following the Eligible Employee’s Qualified Termination (the “Release Deadline”). If the

  
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Release does not become effective and irrevocable by the Release Deadline, the Eligible Employee will forfeit any right to severance payments or benefits under this Policy. In no event will
severance payments or benefits under the Policy be paid or provided until the Release actually becomes effective and irrevocable. Notwithstanding any other payment schedule set forth in this Policy or the Eligible Employee’s Participation
Agreement, none of the severance payments and benefits payable upon such Eligible Employee’s Qualified Termination under this Policy will be paid or otherwise provided prior to the 60th day following the Eligible Employee’s Qualified
Termination. Except as otherwise set forth in an Eligible Employee’s Participation Agreement or to the extent that payments are delayed under the paragraph below entitled “Section 409A,” on the first regular payroll pay day
following the 60th day following the Eligible Employee’s Qualified Termination, the Company will pay or provide the Eligible Employee the severance payments and benefits that the Eligible Employee would otherwise have received under this
Policy on or prior to such date, with the balance of such severance payments and benefits being paid or provided as originally scheduled. 

Section 409A: The Company intends that all payments and benefits provided under this Policy or otherwise are exempt from, or comply
with, the requirements of Section 409A of the Code and any guidance promulgated thereunder (collectively, “Section 409A”) so that none of the payments or benefits will be subject to the additional tax imposed
under Section 409A, and any ambiguities herein will be interpreted in accordance with this intent. No payment or benefits to be paid to an Eligible Employee, if any, under this Policy or otherwise, when considered together with any other
severance payments or separation benefits that are considered deferred compensation under Section 409A (together, the “Deferred Payments”) will be paid or otherwise provided until such Eligible Employee has a “separation
from service” within the meaning of Section 409A. If, at the time of the Eligible Employee’s termination of employment, the Eligible Employee is a “specified employee” within the meaning of Section 409A, then the
payment of the Deferred Payments will be delayed to the extent necessary to avoid the imposition of the additional tax imposed under Section 409A, which generally means that the Eligible Employee will receive payment on the first payroll date
that occurs on or after the date that is 6 months and 1 day following his or her termination of employment. The Company reserves the right to amend the Policy as it deems necessary or advisable, in its sole discretion and without the consent of any
Eligible Employee or any other individual, to comply with any provision required to avoid the imposition of the additional tax imposed under Section 409A or to otherwise avoid income recognition under Section 409A prior to the actual
payment of any benefits or imposition of any additional tax. Each payment, installment, and benefit payable under this Policy is intended to constitute a separate payment for purposes of U.S. Treasury Regulation
Section 1.409A-2(b)(2). In no event will the Company reimburse any Eligible Employee for any taxes that may be imposed on him or her as a result of Section 409A. 

Parachute Payments: 
 Reduction of
Severance Benefits. Notwithstanding anything set forth herein to the contrary, if any payment or benefit that an Eligible Employee would receive from the Company or any other party whether in connection with the provisions herein or otherwise
(the “Payment”) would (a) constitute a “parachute payment” within the meaning of Section 280G of the Code, and (b) but for this sentence, be subject to the excise tax imposed by Section 4999 of the Code
(the “Excise Tax”), then such Payment will be equal to the Best Results Amount. The “Best Results Amount” will be either (x) the full amount of such Payment or (y) such lesser amount as would result in no
portion of the Payment being subject to the Excise Tax, whichever of the foregoing amounts, taking into account the applicable federal, state and local employment taxes, income taxes and the Excise Tax, results in the Eligible Employee’s
receipt, on an after-tax basis, of the greater amount notwithstanding that all or some portion of the Payment may be subject to the Excise Tax. If a reduction in payments or benefits constituting parachute
payments is necessary so that the Payment equals the Best Results Amount, reduction will occur in the following order: reduction of cash payments; cancellation of accelerated vesting of stock awards; reduction of employee benefits. In the event that
acceleration of vesting of stock award compensation is to be 

  
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reduced, such acceleration of vesting will be cancelled in the reverse order of the date of grant of the Eligible Employee’s equity awards unless the Eligible Employee elects in writing a
different order for cancellation. The Eligible Employee will be solely responsible for the payment of all personal tax liability that is incurred as a result of the payments and benefits received under this Policy, and the Eligible Employee will not
be reimbursed by the Company for any such payments. 
 Determination of Excise Tax Liability. The Company will select a professional
services firm to make all of the determinations required to be made under these paragraphs relating to parachute payments. The Company will request that firm provide detailed supporting calculations both to the Company and the Eligible Employee
prior to the date on which the event that triggers the Payment occurs if administratively feasible, or subsequent to such date if events occur that result in parachute payments to the Eligible Employee at that time. For purposes of making the
calculations required under these paragraphs relating to parachute payments, the firm may make reasonable assumptions and approximations concerning applicable taxes and may rely on reasonable, good faith determinations concerning the application of
the Code. The Company and the Eligible Employee will furnish to the firm such information and documents as the firm may reasonably request in order to make a determination under these paragraphs relating to parachute payments. The Company will bear
all costs the firm may reasonably incur in connection with any calculations contemplated by these paragraphs relating to parachute payments. Any such determination by the firm will be binding upon the Company and the Eligible Employee, and the
Company will have no liability to the Eligible Employee for the determinations of the firm. 
 Administration: The Policy will be administered by the
Compensation Committee or its delegate (in each case, an “Administrator”). The Administrator will have full discretion to administer and interpret the Policy. Any decision made or other action taken by the Administrator with respect
to the Policy and any interpretation by the Administrator of any term or condition of the Policy, or any related document, will be conclusive and binding on all persons and be given the maximum possible deference allowed by law. The Administrator is
the “plan administrator” of the Policy for purposes of ERISA and will be subject to the fiduciary standards of ERISA when acting in such capacity. 

Attorneys Fees: The Company and each Eligible Employee will bear their own attorneys’ fees incurred in connection with any disputes between them.

 Exclusive Benefits: Except as may be set forth in an Eligible Employee’s Participation Agreement, this Policy is intended to be the only
agreement between the Eligible Employee and the Company regarding any change of control or severance payments or benefits, including any acceleration of equity, to be paid to the Eligible Employee on account of a termination of employment whether
unrelated to, concurrent with, or following, a Change of Control. Accordingly, by executing a Participation Agreement, an Eligible Employee hereby forfeits and waives any rights to any severance or change of control benefits set forth in any
employment agreement, offer letter, and/or equity award agreement, except as set forth in this Policy and in the Eligible Employee’s Participation Agreement. 

Tax Withholding: All payments and benefits under this Policy will be paid less applicable withholding taxes. The Company is authorized to withhold from
any payments or benefits all federal, state, local and/or foreign taxes required to be withheld therefrom and any other required payroll deductions. The Company will not pay any Eligible Employee’s taxes arising from or relating to any payments
or benefits under this Policy. 
 Amendment or Termination: The Board or the Compensation Committee may amend or terminate the Policy at any time,
without advance notice to any Eligible Employee or other individual and without regard to the effect of the amendment or termination on any Eligible Employee or on any other individual. Notwithstanding the preceding, no amendment or termination of
the Policy will be made if such amendment or reduction would reduce the benefits provided hereunder or impair an Eligible Employee’s 

  
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eligibility under the Policy (unless the affected Eligible Employee consents to such amendment or termination), except that the Board or the Compensation Committee may unilaterally and without
consent of any Eligible Employee make any such amendments that are necessary or appropriate to comply with applicable laws. For clarity, an action by the Administrator not to renew the Policy in accordance with the Term provision above will not be
an action that requires an Eligible Employee’s consent. Any action to amend or terminate the Policy will be taken in a non-fiduciary capacity. 

Claims Procedure: Any Eligible Employee who believes he or she is entitled to any payment under the Policy may submit a claim in writing to the
Administrator. If the claim is denied (in full or in part), the claimant will be provided a written notice explaining the specific reasons for the denial and referring to the provisions of the Policy on which the denial is based. The notice will
also describe any additional information needed to support the claim and the Policy’s procedures for appealing the denial. The denial notice will be provided within 90 days after the claim is received. If special circumstances require an
extension of time (up to 90 days), written notice of the extension will be given within the initial 90-day period. This notice of extension will indicate the special circumstances requiring the extension
of time and the date by which the Administrator expects to render its decision on the claim. 
 Appeal Procedure: If the claimant’s claim is
denied, the claimant (or his or her authorized representative) may apply in writing to the Administrator for a review of the decision denying the claim. Review must be requested within 60 days following the date the claimant received the written
notice of their claim denial or else the claimant loses the right to review. The claimant (or representative) then has the right to review and obtain copies of all documents and other information relevant to the claim, upon request and at no charge,
and to submit issues and comments in writing. The Administrator will provide written notice of the decision on review within 60 days after it receives a review request. If additional time (up to 60 days) is needed to review the request,
the claimant (or representative) will be given written notice of the reason for the delay. This notice of extension will indicate the special circumstances requiring the extension of time and the date by which the Administrator expects to render its
decision. If the claim is denied (in full or in part), the claimant will be provided a written notice explaining the specific reasons for the denial and referring to the provisions of the Policy on which the denial is based. The notice will also
include a statement that the claimant will be provided, upon request and free of charge, reasonable access to, and copies of, all documents and other information relevant to the claim and a statement regarding the claimant’s right to bring an
action under Section 502(a) of ERISA. 
 Successors: Any successor to the Company of all or substantially all of the Company’s business
and/or assets (whether direct or indirect and whether by purchase, merger, consolidation, liquidation or other transaction) will assume the obligations under the Policy and agree expressly to perform the obligations under the Policy in the same
manner and to the same extent as the Company would be required to perform such obligations in the absence of a succession. For all purposes under the Policy, the term “Company” will include any successor to the Company’s business
and/or assets which becomes bound by the terms of the Policy by operation of law, or otherwise. 
 Applicable Law: The provisions of the Policy will
be construed, administered, and enforced in accordance with ERISA and, to the extent applicable, the internal substantive laws of the state of California (but not its conflict of laws provisions). 

Definitions: Unless otherwise defined in an Eligible Employee’s Participation Agreement, the following terms will have the following meanings for
purposes of this Policy and the Eligible Employee’s Participation Agreement: 
 “Base Salary” means the Eligible
Employee’s annual base salary as in effect immediately prior to his or her Qualified Termination (or if the termination is due to a resignation for Good Reason based on a material reduction in base salary, then the Eligible Employee’s
annual base salary in effect immediately prior to such reduction) or, if the Eligible Employee’s Qualified Termination is a COC Qualified Termination and such amount is greater, at the level in effect immediately prior to the Change of Control.

  
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 “Board” means the Board of Directors of the Company. 

“Cause” means (i) an act of fraud or material dishonesty made by Eligible Employee in connection with Eligible
Employee’s responsibilities as an employee; (ii) Eligible Employee’s conviction of, or plea of nolo contendere to, a felony or any crime involving fraud or embezzlement; (iii) Eligible Employee’s gross misconduct;
(iv) Eligible Employee’s unauthorized use or disclosure of any proprietary information or trade secrets of the Company or any other party to whom Eligible Employee owes an obligation of nondisclosure as a result of Eligible Employee’s
relationship with the Company; (v) Eligible Employee’s willful breach of any obligations under any written agreement or covenant with the Company; (vi) Eligible Employee’s failure to cooperate in good faith with a governmental or
internal investigation of the Company or its directors, officers or employees, if the Company has requested Eligible Employee’s cooperation; or (vii) Eligible Employee’s continued failure to perform Eligible Employee’s employment
duties after Eligible Employee has received a written demand of performance from the Company which specifically sets forth the factual basis for the Company’s belief that Eligible Employee has not substantially performed his duties and has
failed to cure such non-performance to the Company’s satisfaction within 30 days after receiving such notice. 

“Change of Control” means the occurrence of any of the following events: 

 

	 	(i)	 A change in the ownership of the Company which occurs on the date that any one person, or more than one person
acting as a group (“Person”), acquires ownership of the stock of the Company that, together with the stock held by such Person, constitutes more than 50% of the total voting power of the stock of the Company; provided, however, that
for purposes of this subsection, the acquisition of additional stock by any one Person, who is considered to own more than fifty percent 50% of the total voting power of the stock of the Company will not be considered a Change of Control; or

  

	 	(ii)	 A change in the effective control of the Company which occurs on the date that a majority of members of the
Board is replaced during any 12 month period by directors whose appointment or election is not endorsed by a majority of the members of the Board prior to the date of the appointment or election. For purposes of this clause (ii), if any Person is
considered to be in effective control of the Company, the acquisition of additional control of the Company by the same Person will not be considered a Change of Control; or 

 

	 	(iii)	 A change in the ownership of a substantial portion of the Company’s assets which occurs on the date that
any Person acquires (or has acquired during the 12 month period ending on the date of the most recent acquisition by such person or persons) assets from the Company that have a total gross fair market value equal to or more than 50% of the total
gross fair market value of all of the assets of the Company immediately prior to such acquisition or acquisitions; provided, however, that for purposes of this clause (iii), the following will not constitute a change in the ownership of a
substantial portion of the Company’s assets: (A) a transfer to an entity that is controlled by the Company’s stockholders immediately after the transfer, or (B) a transfer of assets by the Company to: (1) a stockholder of
the Company (immediately before the asset transfer) in exchange for or with respect to the Company’s stock, (2) an entity, 50% or more of the total value or voting power of which is owned, directly or indirectly, by the Company, (3) a
Person, that owns, directly or indirectly, 50% or more of the total value or voting power of all the outstanding stock of the Company, or (4) an entity, at least 50% of the total value or voting power of which is owned, directly or indirectly,
by a Person described in this subsection (iii)(B)(3). For purposes of this clause (iii), gross fair market value means the value of the assets of the Company, or the value of the assets being disposed of, determined without regard to any liabilities
associated with such assets. 

  
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 For purposes of this definition, persons will be considered to be acting as a group if they
are owners of a corporation that enters into a merger, consolidation, purchase or acquisition of stock, or similar business transaction with the Company. 

Notwithstanding the foregoing, a transaction will not be deemed a Change of Control unless the transaction qualifies as a change in control
event within the meaning of Code Section 409A, as it has been and may be amended from time to time, and any proposed or final Treasury Regulations and Internal Revenue Service guidance that has been promulgated or may be promulgated thereunder
from time to time. 
 Further and for the avoidance of doubt, a transaction will not constitute a Change of Control if: (i) its sole
purpose is to change the state of the Company’s incorporation, or (ii) its sole purpose is to create a holding company that will be owned in substantially the same proportions by the persons who held the Company’s securities
immediately before such transaction. 
 “Change of Control Period” will mean the period beginning 3-months prior to a Change of Control and ending 12 months following a Change of Control. 

“COBRA” means the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended. 

“Code” means the Internal Revenue Code of 1986, as amended. 

“Disability” means the total and permanent disability as defined in Section 22(e)(3) of the Code unless the Company
maintains a long-term disability plan at the time of the Eligible Employee’s termination, in which case, the determination of disability under such plan also will be considered “Disability” for purposes of this Policy. 

“Exchange Act” means the Securities and Exchange Act of 1934, as amended. 

“Good Reason” means the Eligible Employee’s termination of his or her employment in accordance with the next sentence
after the occurrence of one or more of the following events without the Eligible Employee’s express written consent: (a) a material reduction of the Eligible Employee’s duties, authorities, or responsibilities relative to the Eligible
Employee’s duties, authorities, or responsibilities in effect immediately prior to such reduction (for the avoidance of doubt, a change in title by itself shall not be considered a material reduction of the Eligible Employee’s duties,
authorities, or responsibilities); (b) a material reduction by the Company in the Eligible Employee’s rate of annual base salary; provided, however, that, a one-time reduction of annual base salary of not
more than 10% that also applies to substantially all other similarly situated executives of the Company will not constitute “Good Reason”; (c) a material change in the geographic location of the Eligible Employee’s primary work
facility or location; provided, that a relocation of less than 35 miles from the Eligible Employee’s then present location will not be considered a material change in geographic location or (d) the failure of a successor to assume the
obligations under this Policy. In order for the Eligible Employee’s termination of his or her employment to be for Good Reason, the Eligible Employee must not terminate employment with the Company without first providing the Company with
written notice of the acts or omissions constituting the grounds for “Good Reason” within 90 days of the initial existence of the grounds for “Good Reason” and a cure period of 30 days following the date of written notice (the
“Cure Period”), such grounds must not have been cured during such time, and the Eligible Employee must terminate his or her employment within 30 days following the Cure Period. 

  
 - 7 - 

 “Qualified Termination” has a meaning set forth in an Eligible
Employee’s Participation Agreement. 
 Additional Information: 

 

			
	Plan Name:	  	ForgeRock, Inc. Change of Control and Severance Policy
		
	Plan Sponsor:	  	ForgeRock, Inc.
		  	201 Mission Street, Suite 2900
		  	San Francisco, CA 94105
		
	Identification Numbers:	  	27-2710676
		
	Plan Year:	  	Company’s Fiscal Year
		
	Plan Administrator:	  	ForgeRock, Inc.
		  	 Attention: Plan Administrator of the ForgeRock, Inc.

Change of Control and Severance Policy

		  	201 Mission Street, Suite 2900
		  	San Francisco, CA 94105
		
	Agent for Service of	  	
	Legal Process:	  	ForgeRock, Inc.
		  	Attention: Chief Legal Officer
		  	201 Mission Street, Suite 2900
		  	San Francisco, CA 94105
		
		  	Service of process may also be made upon the Plan Administrator.
		
	Type of Plan	  	Severance Plan/Employee Welfare Benefit Plan
		
	Plan Costs	  	The cost of the Policy is paid by the Company.

 Statement of ERISA Rights: 

Eligible Employees have certain rights and protections under ERISA: 

They may examine (without charge) all Policy documents, including any amendments and copies of all documents filed with the U.S. Department of
Labor, such as the Policy’s annual report (Internal Revenue Service Form 5500). These documents are available for review in the Company’s Human Resources Department. 

They may obtain copies of all Policy documents and other Policy information upon written request to the Plan Administrator. A reasonable charge
may be made for such copies. 

  
 - 8 - 

 In addition to creating rights for Eligible Employees, ERISA imposes duties upon the people
who are responsible for the operation of the Policy. The people who operate the Policy (called “fiduciaries”) have a duty to do so prudently and in the interests of Eligible Employees. No one, including the Company or any other person, may
fire or otherwise discriminate against an Eligible Employee in any way to prevent them from obtaining a benefit under the Policy or exercising rights under ERISA. If an Eligible Employee’s claim for a severance benefit is denied, in whole or in
part, they must receive a written explanation of the reason for the denial. An Eligible Employee has the right to have the denial of their claim reviewed. (The claim review procedure is explained above.) 

Under ERISA, there are steps Eligible Employees can take to enforce the above rights. For instance, if an Eligible Employee requests materials
and does not receive them within 30 days, they may file suit in a federal court. In such a case, the court may require the Administrator to provide the materials and to pay the Eligible Employee up to $110 a day until they receive the
materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator. If an Eligible Employee has a claim which is denied or ignored, in whole or in part, he or she may file suit in a state or federal court.
If it should happen that an Eligible Employee is discriminated against for asserting their rights, he or she may seek assistance from the U.S. Department of Labor, or may file suit in a federal court. 

In any case, the court will decide who will pay court costs and legal fees. If the Eligible Employee is successful, the court may order the
person sued to pay these costs and fees. If the Eligible Employee loses, the court may order the Eligible Employee to pay these costs and fees, for example, if it finds that the claim is frivolous. 

If an Eligible Employee has any questions regarding the Policy, please contact the Plan Administrator. If an Eligible Employee has any
questions about this statement or about their rights under ERISA, they may contact the nearest area office of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration), U.S. Department of Labor, listed
in the telephone directory, or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W. Washington, D.C. 20210. An Eligible Employee may also obtain
certain publications about their rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. 

  
 - 9 - 

 Chief Executive Officer 

EXHIBIT A 

Change of Control and Severance Policy 

Participation Agreement 

This Participation Agreement (“Agreement”) is made and entered into by and between Fran Rosch on the one hand, and ForgeRock,
Inc. (the “Company”) on the other. 
 You have been designated as eligible to participate in the Policy, a copy of which is
attached hereto, under which you are eligible to receive the following severance payments and benefits upon a Qualified Termination, subject to the terms and conditions of the Policy. 

For purposes of this Agreement under the Policy, a “Qualified Termination” means a termination of the Eligible
Employee’s employment: 
 (i) either (A) by the Company other than for Cause, death, or Disability or
(B) by the Eligible Employee for Good Reason, in either case, during the Change of Control Period (a “COC Qualified Termination”) or 

(ii) outside of the Change of Control Period either (A) by the Company other than for Cause, death, or Disability or
(B) by the Eligible Employee for Good Reason (a “Non-COC Qualified Termination”). 
 Non-COC Qualified Termination 
 If your Qualified Termination is a
Non-COC Qualified Termination, you will be entitled to the following benefits, subject to your compliance with the Policy: 
  

	 	•	 	 Salary Severance: Your percentage of Base Salary will be 100%, payable in equal installments over 12
months in accordance with the Company’s regular payroll procedures. 

  

	 	•	 	 COBRA Payment: The Company shall pay or reimburse you for your COBRA continuation coverage for up to 12
months. 

 COC Qualified Termination 

If your Qualified Termination is a COC Qualified Termination, you will be entitled to the following benefits, subject to your compliance with
the Policy: 
  

	 	•	 	 Equity Vesting: Your equity vesting benefit will be 100%. 

 

	 	•	 	 Salary Severance: Your percentage of Base Salary will be 150%, payable in a
lump-sum. 

  

	 	•	 	 Bonus Severance: You will receive a lump-sum payment equal to 150%
of your target annual bonus as in effect for the fiscal year in which your Qualified Termination occurs. 

  

	 	•	 	 COBRA Payment: The Company shall pay or reimburse you for your COBRA continuation coverage for up to 18
months. 

 Other Provisions 

You agree that the Policy and the Agreement constitute the entire agreement of the parties hereto and supersede in their entirety all prior
representations, understandings, undertakings or agreements (whether oral or written and whether expressed or implied) of the parties, and will specifically supersede any severance and/or change of control provisions of any offer letter, employment
agreement, or equity award agreement entered into between you and the Company. 

  
 - 10 - 

 This Agreement may be executed in counterparts, each of which will be deemed an original,
but all of which together will constitute one and the same instrument. 
 By its signature below, each of the parties signifies its
acceptance of the terms of this Agreement, in the case of the Company by its duly authorized officer effective as of the last date set forth below. 
  

									
	FORGEROCK, INC.	 	ELIGIBLE EMPLOYEE

									
					
	By:	 	  
	 		 	    Signature:	 	  

	Date:	 	  
	 		 	    Date:	 	  

 [Signature Page of the Participation Agreement] 

  
 - 11 - 

 Leadership Team Member 

EXHIBIT A 

Change of Control and Severance Policy 

Participation Agreement 

This Participation Agreement (“Agreement”) is made and entered into by and between [NAME] on the one hand, and ForgeRock,
Inc. (the “Company”) on the other. 
 You have been designated as eligible to participate in the Policy, a copy of which is
attached hereto, under which you are eligible to receive the following severance payments and benefits upon a Qualified Termination, subject to the terms and conditions of the Policy. 

For purposes of this Agreement under the Policy, a “Qualified Termination” means a termination of the Eligible
Employee’s employment: 
 (i) either (A) by the Company other than for Cause, death, or Disability or
(B) by the Eligible Employee for Good Reason, in either case, during the Change of Control Period (a “COC Qualified Termination”) or 

(ii) outside of the Change of Control Period by the Company other than for Cause, death, or Disability (a “Non-COC Qualified Termination”). 
 Non-COC Qualified Termination

 If your Qualified Termination is a Non-COC Qualified Termination, you will be entitled to the
following benefits, subject to your compliance with the Policy: 
  

	 	•	 	 Salary Severance: Your percentage of Base Salary will be 50%, payable in equal installments over 6 months
in accordance with the Company’s regular payroll procedures. 

  

	 	•	 	 COBRA Coverage: The Company shall pay or reimburse you for your COBRA continuation coverage for up to 6
months. 

 COC Qualified Termination 

If your Qualified Termination is a COC Qualified Termination, you will be entitled to the following benefits, subject to your compliance with
the Policy: 
  

	 	•	 	 Equity Vesting: Your equity vesting benefit will be 100%. 

 

	 	•	 	 Salary Severance: Your percentage of Base Salary will be 100%, payable in a
lump-sum. 

  

	 	•	 	 Bonus Severance: You will receive a lump-sum payment equal to 100%
of your target annual bonus as in effect for the fiscal year in which your Qualified Termination occurs. 

  

	 	•	 	 COBRA Coverage: The Company shall pay or reimburse you for your COBRA continuation coverage for up to 12
months. 

 Other Provisions 

You agree that the Policy and the Agreement constitute the entire agreement of the parties hereto and supersede in their entirety all prior
representations, understandings, undertakings or agreements (whether oral or written and whether expressed or implied) of the parties, and will specifically supersede any severance and/or change of control provisions of any offer letter, employment
agreement, or equity award agreement entered into between you and the Company.     

  
 - 12 - 

 This Agreement may be executed in counterparts, each of which will be deemed an original,
but all of which together will constitute one and the same instrument. 
 By its signature below, each of the parties signifies its
acceptance of the terms of this Agreement, in the case of the Company by its duly authorized officer effective as of the last date set forth below. 
  

									
	FORGEROCK, INC.	 		 	ELIGIBLE EMPLOYEE

									
					
	By:	 	  
	 		 	    Signature:	 	  

	Date:	 	  
	 		 	    Date:	 	  

 [Signature Page of the Participation Agreement] 

  
 - 13 - 

 Key Executive 

EXHIBIT A 

Change of Control and Severance Policy 

Participation Agreement 

This Participation Agreement (“Agreement”) is made and entered into by and between [NAME] on the one hand, and ForgeRock,
Inc. (the “Company”) on the other. 
 You have been designated as eligible to participate in the Policy, a copy of which is
attached hereto, under which you are eligible to receive the following severance payments and benefits upon a Qualified Termination, subject to the terms and conditions of the Policy. 

For purposes of this Agreement under the Policy, a “Qualified Termination” means a termination of the Eligible
Employee’s employment: 
 (i) by the Company other than for Cause, death, or Disability during the Change of
Control Period (a “COC Qualified Termination”) or 
 (ii) outside of the Change of Control Period, by the
Company other than for Cause, death, or Disability (a “Non-COC Qualified Termination”). 
 Non-COC Qualified Termination 
 If your Qualified Termination is a
Non-COC Qualified Termination, you will be entitled to the following benefits, subject to your compliance with the Policy: 
  

	 	•	 	 Salary Severance: Your percentage of Base Salary will be 25%, payable in equal installments over 3 months
in accordance with the Company’s regular payroll procedures. 

  

	 	•	 	 COBRA Coverage: The Company shall pay or reimburse you for your COBRA continuation coverage for up to 3
months. 

 COC Qualified Termination 

If your Qualified Termination is a COC Qualified Termination, you will be entitled to the following benefits, subject to your compliance with
the Policy: 
  

	 	•	 	 Equity Vesting: Your equity vesting benefit will be 50% of the then-unvested time-based equity awards.

  

	 	•	 	 Salary Severance: Your percentage of Base Salary will be 50%, payable in a
lump-sum. 

  

	 	•	 	 Bonus Severance: You will receive a lump-sum payment equal to 50%
of your target annual bonus as in effect for the fiscal year in which your Qualified Termination occurs. 

  

	 	•	 	 COBRA Coverage: The Company shall pay or reimburse you for your COBRA continuation coverage for up to 6
months. 

  
 - 14 - 

 Other Provisions 

You agree that the Policy and the Agreement constitute the entire agreement of the parties hereto and supersede in their entirety all prior
representations, understandings, undertakings or agreements (whether oral or written and whether expressed or implied) of the parties, and will specifically supersede any severance and/or change of control provisions of any offer letter, employment
agreement, or equity award agreement entered into between you and the Company. 
 This Agreement may be executed in counterparts, each of
which will be deemed an original, but all of which together will constitute one and the same instrument. 
 By its signature below, each of
the parties signifies its acceptance of the terms of this Agreement, in the case of the Company by its duly authorized officer effective as of the last date set forth below. 
  

			
	FORGEROCK, INC.	  	ELIGIBLE EMPLOYEE
		
	By:                                     
                                         
  	  	Signature:                                    
                                        

	Date:                                     
                                       	  	Date:                                     
                                         
      

 [Signature Page of the Participation Agreement] 

  
 - 15 -

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