Document:

EX-10.11

 Exhibit 10.11 

TAYSHA GENE THERAPIES, INC. 

CHANGE IN CONTROL SEVERANCE PLAN 

AND 
 SUMMARY PLAN
DESCRIPTION 
 APPROVED BY THE BOARD OF DIRECTORS: SEPTEMBER 14, 2020 

1.    Introduction. The purpose of this Taysha Gene Therapies, Inc. Change in Control Severance Plan
(the “Plan”) is to provide assurances of specified severance benefits to eligible executives of the Company whose employment is terminated by the Company or a successor under certain circumstances. This Plan is an
“employee welfare benefit plan,” as defined in Section 3(1) of ERISA (as defined below). This Plan shall supersede any individual agreement between the Company and any Covered Employee (as defined below) and any other plan, policy or
practice, whether written or unwritten, maintained by the Company with respect to a Covered Employee, in each case to the extent that such agreement, plan, policy or practice provides for severance benefits upon the Covered Employee’s
separation from the Company. This document constitutes both the written instrument under which the Plan is maintained and the required summary plan description for the Plan. 

2.    Definitions. For purposes of the Plan, the terms below are defined as follows: 

2.1.    “Administrator” means the Board or Compensation Committee prior to a Change in Control; or, after
a Change in Control, one or more members of the successor Board or Compensation Committee or other persons designated by the Company’s Board or Compensation Committee prior to such Change in Control. 

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

2.3.    “Cause” has the meaning ascribed to such term in any written agreement between such Covered
Employee and the Company defining such term, and, in the absence of such agreement, means with respect to such Covered Employee, the occurrence of any of the following events: (i) such Covered Employee’s material failure to follow any
proper and lawful directive of the Board that remains uncured more than thirty (30) days after a written demand is delivered to such Covered Employee that specifically identifies the manner in which the Board believes that such Covered Employee
has failed to follow such instructions, provided, that failure to meet performance targets shall not, in and of itself, be deemed a failure to follow any such instructions; (ii) such Covered Employee’s commission of an act of:
(a) fraud, embezzlement, or theft; or (b) dishonesty that injures the business, business reputation or business relationships of the Company; (iii) such Covered Employee’s commission or conviction of, or pleading guilty or nolo
contendere to, a felony; and (iv) such Covered Employee’s material violation of any agreement between such Covered Employee and Company or of any material Company policy that remains uncured (if curable) more than thirty (30) days
after written notice thereof is delivered to such Covered Employee that specifically identities such violation. The determination of whether a termination is for Cause shall be made by the Administrator in its sole and exclusive judgment and
discretion. 
 2.4.    “Change in Control” has the meaning ascribed to such term in the Stock Plan.

 2.5.    “Change in Control Period” means the time period beginning on the date on which a Change in
Control becomes effective and ending on the first anniversary of the effective date of such Change in Control (except as otherwise set forth in a Participation Agreement). 

 2.6.    “COBRA” means the Consolidated Omnibus Budget
Reconciliation Act of 1985, as amended. 
 2.7.    “Code” means the Internal Revenue Code of 1986, as
amended, including any applicable regulations and guidance thereunder. 
 2.8.    “Company” means
Taysha Gene Therapies, Inc. and any successor. 
 2.9.    “Compensation Committee” means the
Compensation Committee of the Board. 
 2.10.    “Covered Employee” means an employee of the Company
who (i) is the Company’s Chief Executive Officer or has been designated by the Administrator to participate in the Plan, and (ii) has timely and properly executed and delivered a Participation Agreement to the Company. 

2.11.    “Covered Termination” means a Covered Employee’s termination of employment by the Company
(or any parent or subsidiary of the Company) without Cause or as a result of a Covered Employee’s resignation for Good Reason; provided, that, in either case, such termination is not due to the Covered Employee’s death or disability. 

2.12.    “Effective Date” means the date on which the Plan is approved by the Board. 

2.13.    “ERISA” means the Employee Retirement Income Security Act of 1974, as amended. 

2.14.    “Good Reason” has the meaning ascribed to such term in any written agreement between such
Covered Employee and the Company defining such term, and, in the absence of such agreement, means with respect to such Covered Employee, any of the following conditions or actions taken by the Company without Cause and without such Covered
Employee’s consent: (i) a material breach by the Company of an agreement between such Covered Employee and the Company; (ii) the Company significantly reduces such Covered Employee’s base salary or the target percentage
eligibility established for such Covered Employee’s annual bonus, other than any Company-wide reduction in compensation of employees; (iii) the Company significantly reduces such Covered Employee’s duties, authority or
responsibilities relative to such Covered Employee’s duties, authority or responsibilities in effect immediately prior to such reduction; or (iv) the Company relocates the facility that is such Covered Employee’s principal place of
business with the Company to a location more than fifty (50) miles from the immediately preceding location (excluding regular travel in the ordinary course of business); provided, further, that in each case above, in order for the Covered
Employee’s resignation to be deemed to have been for Good Reason, the Covered Employee must first give the Company written notice of the action or omission giving rise to “Good Reason” within thirty (30) days after the first
occurrence thereof; the Company must fail to reasonably cure such action or omission within thirty (30) days after receipt of such notice (the “Cure Period”), and the Covered Employee’s resignation must be effective not
later than thirty (30) days after the expiration of such Cure Period. 
 2.15.    “Participation
Agreement” means an agreement between a Covered Employee and the Company in substantially the form of Appendix A attached hereto, and which may include such other terms as the Administrator deems necessary or advisable in the
administration of the Plan. 
 2.16.    “Severance Benefits” means the compensation and other benefits
the Covered Employee will be provided pursuant to either Section 4. 

 2.17.    “Stock Plan” means the Taysha Gene Therapies,
Inc. 2020 Stock Incentive Plan, as amended or amended and restated from time to time, or any successor thereto. 

2.18.    “Termination Date” means the Covered Employee’s last day of employment with the Company.

 3.    Eligibility for Severance Benefits. An individual is eligible for severance benefits under the Plan, in
the amounts set forth in Section 4, only if such individual is a Covered Employee on the date such individual experiences a Covered Termination. 

4.    Change in Control Severance Benefits. 

4.1.    Covered Termination During the Change in Control Period. If, at any time during the Change in Control
Period, a Covered Employee experiences a Covered Termination, then, subject to the Covered Employee’s compliance with Section 5, the Covered Employee shall receive the following Severance Benefits from the Company: 

4.1.1.    Cash Severance Benefits. The Covered Employee shall receive cash severance in an amount equal to the
Covered Employee’s base salary (as in effect immediately prior to any reduction giving rise to Good Reason, if applicable) for the number of months set forth in the Covered Employee’s Participation Agreement. The cash amount shall be paid
in a single lump sum payment on the 60th day following the Termination Date. 

4.1.2.    Target Annual Bonus Entitlement. The Covered Employee will additionally be entitled to a portion of such
Covered Employee’s target annual bonus (if any), as established by the Board for the year in which the Covered Termination occurs. Such payment shall be in an amount equal to the product of (i) the Covered Employee’s target annual
bonus (if any) and (ii) the applicable multiplier set forth in the Covered Employee’s Participation Agreement. The cash amount shall be paid in a single lump sum payment on the 60th day
following the Termination Date. 
 4.1.3.    COBRA Premiums. Provided the Covered Employee is eligible for and
timely makes the necessary elections for continuation coverage pursuant to COBRA the Company shall pay the applicable premiums (inclusive of premiums for the Covered Employee’s dependents) for such coverage following the date of the Covered
Employee’s Covered Termination for up to the number of months set forth in the Covered Employee’s Participation Agreement (such period of months, the “COBRA Payment Period”) (but in no event after such time as the
Covered Employee is eligible for coverage under a health, dental or vision insurance plan of a subsequent employer or as the Covered Employee and the Covered Employee’s dependents are no longer eligible for COBRA coverage). The Covered Employee
shall notify the Company immediately if the Covered Employee becomes covered by a health, dental, or vision insurance plan of a subsequent employer or if the Covered Employee’s dependents are no longer eligible for COBRA coverage.
Notwithstanding the foregoing, if at any time the Company determines, in its sole discretion, that it cannot provide the COBRA premium benefits without potentially incurring financial costs or penalties under applicable law (including, without
limitation, Section 2716 of the Public Health Service Act), then in lieu of paying COBRA premiums on the Covered Employee’s behalf, the Company will instead pay such Covered Employee on the last day of each remaining month of the COBRA
Payment Period a fully taxable cash payment equal to the COBRA premium for that month, subject to applicable tax withholding (such amount, the “Special Severance Payment”), such Special Severance Payment to be made without regard to
the Covered Employee’s election of COBRA coverage or payment of COBRA premiums and without regard to such Covered Employee’s continued eligibility for COBRA coverage during the COBRA Payment Period. Such Special Severance Payment shall end
upon expiration of the COBRA Payment Period. 

 4.1.4.    Equity Vesting. Each of the Covered Employee’s
then outstanding equity awards, including awards that would otherwise vest only upon satisfaction of performance criteria, shall accelerate and become vested and exercisable as to 100% of the unvested shares subject to the equity award, except any
award granted after the Effective Date that explicitly overrides this provision in writing. Subject to Section 5, the accelerated vesting described in this paragraph shall be effective as of the Termination Date. For purposes of this
Section 4.1.4, any equity awards subject to performance-based vesting shall accelerate based on target performance. Notwithstanding anything herein to the contrary, nothing in the Plan shall limit the Company’s ability to accelerate
vesting and/or exercisability of outstanding equity awards pursuant to the terms of the applicable equity incentive plan of the Company. In order to give effect to the intent of the foregoing provision, notwithstanding anything to the contrary set
forth in the applicable equity incentive plan of the Company or the applicable equity award agreements that provide that any then unvested portion of the Covered Employee’s award will immediately expire upon such Covered Employee’s
termination of service, such Covered Employee’s equity awards shall remain outstanding following such Covered Employee’s Covered Termination to give effect to such acceleration as necessary. 

5.    Conditions to Receipt of Severance. 

5.1.    Release Agreement. As a condition to receiving the Severance Benefits, a Covered Employee must sign a
waiver and release of all claims in favor of the Company and its subsidiaries and affiliates (the “Release”) in such form as may be provided by the Company. The Release must become effective in accordance with its terms, which must
occur in no event more than sixty (60) days following the date of the applicable Covered Termination. In no event shall payment of any benefits under the Plan be made prior to a Covered Employee’s Termination Date or prior to the effective
date of the Release. If the Company determines that any payments or benefits provided under the Plan constitute “deferred compensation” under Section 409A, and the Covered Employee’s Termination Date occurs at a time during the
calendar year when the Release could become effective in the calendar year following the calendar year in which the Covered Employee’s “separation from service” within the meaning of Section 409A of the Code and the final
regulations and any guidance promulgated thereunder (“Section 409A”) occurs, then regardless of when the Release is returned to the Company and becomes effective, the Release will not be deemed effective any
earlier than the latest permitted effective date; provided, that except to the extent that payments may be delayed in accordance with Section 8, on the first regular payroll date following the effective date of a Covered Employee’s
Release, the Company shall (i) pay the Covered Employee a lump sum amount equal to the sum of the Severance Benefits that the Covered Employee would otherwise have received through such payroll date but for the delay in payment related to the
effectiveness of the Release and (ii) commence paying the balance, if any, of the Severance Benefits in accordance with the applicable payment schedule. 

5.2.    Other Requirements. A Covered Employee’s receipt of Severance Benefits pursuant to Section 4 will
be subject to such Covered Employee continued material compliance with the terms of the Release, the Participation Agreement, any confidential information agreement, proprietary information and inventions agreement and any other agreement between
the Covered Employee and the Company. Severance Benefits under this Plan shall terminate immediately for a Covered Employee if such Covered Employee is in material violation, at any time, of any legal or contractual obligation owed to the Company.

 5.3.    Section 280G. Any provision of the Plan to the contrary notwithstanding, if any payment or benefit a
Covered Employee would receive from the Company and its subsidiaries or an acquiror pursuant to the Plan or otherwise (a “Payment”) would (i) constitute a “parachute payment” within the meaning of Section 280G of
the Code, and (ii) 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 Higher

 
Amount (defined below). The “Higher Amount” will be either (x) the largest portion of the Payment that would result in no portion of the Payment being subject to the Excise
Tax or (y) the largest portion, up to and including the total, of the Payment, whichever amount, after taking into account all applicable federal, state and local employment taxes, income taxes, and the Excise Tax (all computed at the highest
applicable marginal rate), results in Covered Employee’s receipt, on an after-tax basis, of the greater economic benefit 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” within the meaning of Section 280G of the Code is necessary so that the Payment equals the Higher Amount, reduction will occur in the manner that
results in the greatest economic benefit for a Covered Employee and, to the extent applicable, complies with Section 409A. In no event will the Company, any subsidiary or any stockholder be liable to any Covered Employee for any amounts not
paid as a result of the operation of this Section 5.3. The Company will use commercially reasonable efforts to cause the accounting or law firm engaged to make the determinations hereunder to provide its calculations, together with detailed
supporting documentation, to a Covered Employee and the Company within 15 calendar days after the date on which such Covered Employee’s right to a Payment is triggered (if requested at that time by such Covered Employee or the Company) or such
other time as requested by such Covered Employee or the Company. 

6.    Non-Duplication of Benefits. Notwithstanding any other provision in
the Plan to the contrary, the Severance Benefits provided to a Covered Employee are intended to be and are exclusive and in lieu of any other change in control severance benefits or payments to which such Covered Employee may otherwise be entitled,
either at law, tort, or contract, in equity, or under the Plan, in the event of any termination of such Covered Employee’s employment. The Covered Employee will be entitled to no change in control severance benefits or payments upon a
termination of employment that constitutes a Covered Termination other than those benefits expressly set forth herein and those benefits required to be provided by applicable law or as negotiated in accordance with applicable law (including any
severance benefits that may be included in a severance agreement, employment agreement or similar contract between the Company or a subsidiary of the Company and the Covered Employee). Notwithstanding the foregoing, if a Covered Employee is entitled
to any benefits other than the benefits under the Plan by operation of applicable law or as negotiated in accordance with applicable law, such Covered Employee’s benefits under the Plan shall be provided only to the extent more favorable than
such other arrangement. The Administrator, in its sole discretion, shall have the authority to reduce or otherwise adjust a Covered Employee’s benefits under the Plan, in whole or in part, by any other severance benefits, pay and benefits in
lieu of notice, or other similar benefits payable to such Covered Employee under the Plan that become payable in connection with the Covered Employee’s termination of employment pursuant to (i) any applicable legal requirement, including
the Worker Adjustment and Retraining Notification Act (the “WARN Act”), the California Plant Closing Act or any other similar state law, or (ii) any policy or practice of the Company providing for the Covered Employee to
remain on payroll for a limited period of time after being given notice of termination. The benefits provided under the Plan are intended to satisfy, in whole or in part, any and all statutory obligations of the Company that may arise out of a
Covered Employee’s termination of employment, and the Administrator shall so construe and implement the terms of the Plan. 

7.    Clawback; Recovery. All payments and severance benefits provided under the Plan will be subject to recoupment
in accordance with any clawback policy that the Company is required to adopt pursuant to the listing standards of any national securities exchange or association on which the Company’s securities are listed or as is otherwise required by the
Dodd-Frank Wall Street Reform and Consumer Protection Act or other applicable law. In addition, the Administrator may impose such other clawback, recovery or recoupment provisions as the Administrator determines necessary or appropriate, including
but not limited to a reacquisition right in respect of previously acquired shares of common stock of the Company or other cash or property upon the occurrence of a termination of employment for Cause.

 
No recovery of compensation under such a clawback policy will be an event giving rise to a right to resign for Good Reason, constructive termination, or any similar term under any plan of or
agreement with the Company. 
 8.    Section 409A. Notwithstanding anything to the contrary in
the Plan, no severance payments or benefits will become payable until the Covered Employee has a “separation from service” within the meaning of Section 409A. Further, if some or all of the Covered Employee’s Severance Benefits
are subject to Section 409A and such Covered Employee is a “specified employee” within the meaning of Section 409A at the time of such Covered Employee’s separation from service (other than due to death), then such Severance
Benefits otherwise due to such Covered Employee on or within the six-month period following such Covered Employee’s separation from service will accrue during such
six-month period and will become payable in a lump sum payment (less applicable withholding taxes) on the date six months and one day following the date of the Covered Employee’s separation from service
if necessary to avoid adverse taxation under Section 409A. All subsequent payments, if any, will be payable in accordance with the payment schedule applicable to each payment or benefit. Notwithstanding anything herein to the contrary, if the
Covered Employee dies following such Covered Employee’s separation from service but prior to the six-month anniversary of such Covered Employee’s date of separation, then any payments delayed in
accordance with this paragraph will be payable in a lump sum (less applicable withholding taxes) to the Covered Employee’s estate as soon as administratively practicable after the date of such Covered Employee’s death and all other
benefits will be payable in accordance with the payment schedule applicable to each payment or benefit. Each payment and benefit payable under the Plan is intended to constitute a separate payment for purposes of Section 409A. It is the intent
of this Plan to comply with or be exempt from the requirements of Section 409A so that none of the severance payments and benefits to be provided hereunder will be subject to the additional tax imposed under Section 409A, and any
ambiguities herein will be interpreted to so comply. Notwithstanding the foregoing, the Company makes no representations that the payments and benefits provided under the Plan comply with Section 409A, and in no event shall the Company or any
of its representatives be liable for all or any portion of any taxes, penalties, interest, or other expenses that may be incurred by the Covered Employee on account of non-compliance with Section 409A.

 9.    Withholding. The Company will withhold from any Severance Benefits all federal, state, local and other
taxes required to be withheld therefrom and any other required payroll deductions. 
 10.    Administration. The
Plan will be administered and interpreted by the Administrator (in the Administrator’s sole discretion). The Administrator is the “named fiduciary” of the Plan for purposes of ERISA and will be subject to the fiduciary standards of
ERISA when acting in such capacity. Any decision made or other action taken by the Administrator with respect to the Plan, and any interpretation by the Administrator of any term or condition of the Plan, or any related document, will be conclusive
and binding on all persons and be given the maximum possible deference allowed by law. Any decision made or other action taken by the Administrator with respect to the Plan, and any interpretation by the Administrator of any term or condition of the
Plan, or any related document that (i) does not affect the benefits payable under the Plan shall not be subject to review unless found to be arbitrary and capricious or (ii) does affect the benefits payable under the Plan shall not be
subject to review unless found to be unreasonable or not to have been made in good faith. 
 11.    Amendment or
Termination. The Company, by action of the Administrator, reserves the right to amend or terminate the Plan at any time, without advance notice to any Covered Employee and without regard to the effect of the amendment or termination on any
Covered Employee or on any other individual. Any amendment or termination of the Plan will be in writing. Notwithstanding the foregoing, a Covered Employee’s rights to receive payments and benefits pursuant to this Plan under an effective

 
Participation Agreement may not be adversely affected, without the Covered Employee’s written consent, by an amendment or termination of this Plan. 

12.    Claims Procedure. Claims for benefits under the Plan shall be administered in accordance with
Section 503 of ERISA and the Department of Labor Regulations thereunder. Any employee or other person who believes they are entitled to any payment under the Plan (a “claimant”) may submit a claim in writing to the
Administrator within 90 days of the earlier of (i) the date the claimant learned the amount of such claimant’s severance benefits under the Plan or (ii) the date the claimant learned that they will not be entitled to any benefits
under the Plan. In determining claims for benefits, the Administrator or its delegate has the authority to interpret the Plan, to resolve ambiguities, to make factual determinations, and to resolve questions relating to eligibility for and amount of
benefits. 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 Plan on which the denial is based. The notice will also
describe any additional information or material that the Administrator needs to complete the review and an explanation of why such information or material is necessary and the Plan’s procedures for appealing the denial (including a statement of
the applicant’s right to bring a civil action under Section 502(a) of ERISA following a denial on review of the claim, as described below). 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 to the claimant (or representative) 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. If the extension is provided due to a claimant’s failure to provide sufficient
information, the time frame for rendering the decision will be tolled from the date the notification is sent to the claimant about the failure to the date on which the claimant responds to the request for additional information. The Administrator
has delegated the claims review responsibility to the Company’s Chief Financial Officer or such other individual designated by the Administrator, except in the case of a claim filed by or on behalf of the Company’s Chief Financial Officer
or such other individual designated by the Administrator, in which case, the claim will be reviewed by the Company’s Chief Executive Officer. 

13.    Appeal Procedure. If the claimant’s claim is denied, the claimant (or such claimant’s authorized
representative) may apply in writing to an appeals official appointed by the Administrator (which may be a person, committee or other entity) 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 a claim denial or else the claimant will lose the right to such review. A request for review must set forth all the grounds on which such request is based, all facts in support of the request, and any
other matters that the claimant feels are pertinent. In connection with the request for review, the claimant (or representative) 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 written comments, documents, records and other information relating to such claimant’s claim. The review shall take into account all comments, documents, records and other information submitted by the claimant (or
representative) relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination. The appeals official will provide written notice of its decision on review within 60 days after
it receives a review request. If special circumstances require an extension of time (up to 60 days), written notice of the extension will be given to the claimant (or representative) within the initial 60-day
period. This notice of extension will indicate the special circumstances requiring the extension of time and the date by which the appeals official expects to render its decision. If the extension is provided due to a claimant’s failure to
provide sufficient information, the time frame for rendering the decision on review is tolled from the date the notification is sent to the claimant about the failure to the date on which the claimant responds to the request for additional
information. If the claim is denied (in full or in part) upon review, the claimant will be provided a written notice explaining the specific reasons for the denial and referring to the provisions of the Plan on which the denial is based. The notice
shall 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. The Administrator has delegated the appeals review responsibility to the Company’s Chief Financial Officer, except in the case of an appeal filed by or
on behalf of the Company’s Chief Financial Officer, in which case, the appeal will be reviewed by the Company’s Chief Executive Officer. 

14.    Arbitration. No arbitration proceeding shall be brought to recover benefits under the Plan until the claims
procedures described in Sections 12 and 13 have been exhausted and the Plan benefits requested have been denied in whole or in part. Notwithstanding any other provision of the Plan, to ensure the timely and economical resolution of disputes, all
disputes, claims, or causes of action arising from or relating to the enforcement, breach, performance or interpretation of this Plan will be resolved to the fullest extent permitted by law by final, binding and confidential arbitration, by a single
arbitrator, in Dallas, Texas, conducted by JAMS, Inc. (“JAMS”) under the then-applicable JAMS rules (available at the following web address: https://www.jamsadr.com/rules-employment). By agreeing to this arbitration procedure, each
Covered Employee and the Company waive the right to resolve any such dispute through a trial by jury or judge or administrative proceeding. Covered Employees will have the right to be represented by legal counsel at any arbitration proceeding. In
addition, all claims, disputes, or causes of action under this section, whether by a Covered Employee or the Company, must be brought in an individual capacity, and shall not be brought as a plaintiff (or claimant) or class member in any purported
class or representative proceeding, nor joined or consolidated with the claims of any other person or entity. The arbitrator may not consolidate the claims of more than one person or entity, and may not preside over any form of representative or
class proceeding. To the extent that the preceding sentences regarding class claims or proceedings are found to violate applicable law or are otherwise found unenforceable, any claim(s) alleged or brought on behalf of a class shall proceed in a
court of law rather than by arbitration. The arbitrator shall: (a) have the authority to compel adequate discovery for the resolution of the dispute and to award such relief as would otherwise be permitted by law; and
(b) issue a written arbitration decision, to include the arbitrator’s essential findings and conclusions and a statement of the award. The arbitrator shall be authorized to award any or all remedies that a Covered Employee or the
Company would be entitled to seek in a court of law. The Company shall pay all JAMS’ arbitration fees in excess of the amount of court fees that would be required of a Covered Employee if the dispute were decided in a court of law. Nothing in
this paragraph is intended to prevent either a Covered Employee or the Company from obtaining injunctive relief in court to prevent irreparable harm pending the conclusion of any such arbitration. Any awards or orders in such arbitrations may be
entered and enforced as judgments in the federal and state courts of any competent jurisdiction. Any arbitration must be commenced within one year after the Covered Employee’s receipt of notification that their appeal was denied. The foregoing
provisions shall apply to the extent consistent with and permitted by ERISA. 
 15.    Source of Payments. All
severance benefits will be paid in cash from the general funds of the Company; no separate fund will be established under the Plan, and the Plan will have no assets. No right of any person to receive any payment under the Plan will be any greater
than the right of any other general unsecured creditor of the Company. 
 16.    Inalienability. In no event may
any current or former employee of the Company or any of its subsidiaries or affiliates sell, transfer, anticipate, assign or otherwise dispose of any right or interest under the Plan. At no time will any such right or interest be subject to the
claims of creditors nor liable to attachment, execution or other legal process. 
 17.    No Enlargement of
Employment Rights. Neither the establishment nor maintenance of the Plan, any amendment of the Plan, nor the making of any benefit payment hereunder, will be construed to confer upon any individual any right to be continued as an employee of the
Company. The Company 

 
expressly reserves the right to discharge any of its employees at any time, with or without cause. However, as described in the Plan, a Covered Employee may be entitled to benefits under the Plan
depending upon the circumstances of such Covered Employee’s termination of employment. 
 18.    Successors.
Any successor to the Company of all or substantially all of the Company’s business or assets (whether direct or indirect and whether by purchase, merger, consolidation, liquidation or otherwise) will assume the obligations under the Plan and
agree expressly to perform the obligations under the Plan 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 Plan, the term
“Company” will include any successor to the Company’s business or assets which become bound by the terms of the Plan by operation of law, or otherwise. 

19.    Applicable Law. The provisions of the Plan will be construed, administered and enforced in accordance with
ERISA and, to the extent applicable, the internal substantive laws of the State of Texas (except its conflict of laws provisions). 

20.    Severability. If any provision of the Plan is held invalid or unenforceable, its invalidity or
unenforceability will not affect any other provision of the Plan, and the Plan will be construed and enforced as if such provision had not been included. 

21.    Headings. Headings in this Plan document are for purposes of reference only and will not limit or otherwise
affect the meaning hereof. 
 22.    Additional Information. 

 

			
	 Plan Name:
	  	 Taysha Gene Therapies, Inc. Change in Control Severance Plan

		
	 Plan Sponsor:
	  	 Taysha Gene Therapies, Inc.

		  	 2280 Inwood Road

		  	 Dallas, TX 75235

	 	  	(214) 612-0000
		
	 Plan Year:
	  	 Company’s fiscal year ending December 31

		
	 Plan Administrator:
	  	 Taysha Gene Therapies, Inc.

		  	 Attention: Administrator of the Taysha Gene Therapies, Inc. Change in Control Severance
Plan

		  	 2280 Inwood Road

		  	 Dallas, TX 75235

	 	  	(214) 612-0000
		
	 Agent for Service of
	  	 Taysha Gene Therapies, Inc.

	 Legal Process:
	  	 Attention: Administrator of the Taysha Gene Therapies, Inc. Change in Control Severance
Plan

		  	 2280 Inwood Road

		  	 Dallas, TX 75235

	 	  	(214) 612-0000
		
		  	 Service of process may also be made upon the Administrator.

		
	 Type of Plan:
	  	 Severance Plan/Employee Welfare Benefit Plan

		
	 Plan Costs:
	  	 The cost of the Plan is paid by the Company.

 23.    Statement of ERISA Rights. 

As a Covered Employee under the Plan, you have certain rights and protections under ERISA: 

(a)    You may examine (without charge) all Plan documents, including any amendments and copies of all documents filed
with the U.S. Department of Labor. These documents are available for your review in the office of the Company’s Chief Financial Officer. 

(b)    You may obtain copies of all Plan documents and other Plan information upon written request to the Administrator.
A reasonable charge may be made for such copies. 
 In addition to creating rights for Covered Employees, ERISA imposes duties upon the
people who are responsible for the operation of the Plan. The people who operate the Plan (called “fiduciaries”) have a duty to do so prudently and in the interests of you and the other Covered Employees. No one, including the
Company or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a benefit under the Plan or exercising your rights under ERISA. If your claim for a severance benefit is denied, in whole or in
part, you have a right to know why it was denied, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules. The claim review procedure is explained in Sections 12 and 13,
above. 
 Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of Plan documents and
do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the Administrator to provide the materials and to pay you up to $110 a day until you receive the materials, unless the materials
were not sent because of reasons beyond the control of the Administrator. If you have a claim which is denied or ignored, in whole or in part, you may file suit in a federal court. If it should happen that you are discriminated against for asserting
your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to
pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. 

If you have any questions regarding the Plan, please contact the Administrator. If you have any questions about this statement or about your
rights under ERISA, you may contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in your 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. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits
Security Administration at 1-866-444-3272. 

 APPENDIX A 

TAYSHA GENE THERAPIES, INC. 

CHANGE IN CONTROL SEVERANCE PLAN 

Participation Agreement 

Taysha Gene Therapies, Inc. (the “Company”) is pleased to inform you, [name], that you have been selected to
participate in the Company’s Change in Control Severance Plan (the “Plan”) as a Covered Employee. A copy of the Plan was delivered to you with this Participation Agreement. Your participation in the Plan is subject to all
of the terms and conditions of the Plan. The capitalized terms used but not defined herein will have the meanings ascribed to them in the Plan. 

In order to become a Covered Employee under the Plan, you must complete and sign this Participation Agreement and return it to [name]
no later than [date]. 
 The Plan describes in detail certain circumstances under which you may become eligible for Severance
Benefits and the amount of those benefits. As described more fully in the Plan, you may become eligible for certain Severance Benefits if you experience a Covered Termination. [For purposes of the Plan, “Change in Control Period” shall
mean the time period beginning three months prior to the date on which a Change in Control becomes effective and ending on the first anniversary of the effective date of such Change in Control.]1

 If you become eligible for Severance Benefits under Section 4.1 of the Plan, then subject to the terms and conditions of the Plan,
you will receive: 
  

			
	 Cash
Severance Benefits
	  	
[    ] months

	
Target Annual Bonus Entitlement
	  	
[    ]x

	 COBRA
Premiums
	  	
[    ] months

 In order to receive any Severance Benefits for which you otherwise become eligible under the Plan, you must
sign and deliver to the Company the Release, which must have become effective and irrevocable, and otherwise comply with the requirements under Section 5 of the Plan. 

In accordance with Section 6 of the Plan, the benefits, if any, provided under the Plan are intended to be the exclusive benefits for you
related to your termination of employment in connection with a change in control of the Company and will supersede and replace any change in control severance benefits to which you otherwise would eligible to participate in any other Company change
in control severance policy, plan, agreement or other arrangement (whether or not subject to ERISA). 
 By your signature below, you and the
Company agree that your participation in the Plan is governed by this Participation Agreement and the provisions of the Plan. Your signature below confirms that: (i) you have received a copy of the Plan; (ii) you have carefully read this
Participation Agreement and the Plan and you acknowledge and agree to its terms, including, but not limited to, Section 6 of the Plan; and (iii) decisions and determinations by the Administrator under the Plan will be final and binding on
you and your successors. 
  

	1 	 Note to Draft: Applies to CEO only. 

									
	 TAYSHA GENE THERAPIES, INC.
  
	 		  	 COVERED EMPLOYEE
  

	 		 
	Signature	 	  	  	Signature
					
	 Name:
	 		 		  	     Name:
	 	
		 	  
	 		  		 	  

					
	 Title:
	 		 		  	     Title:
	 	
		 	  
	 		  		 	  

					
	 Date:
	 		 		  	     Date:
	 	
		 	  
	 		  		 	  

 Attachment: Taysha Gene Therapies, Inc. Change in Control Severance PlanEX-10.12

 Exhibit 10.12 

Taysha Gene Therapies, Inc. 
 [Date] 

[Name, Address] 
 Dear [Name], 

As you know, you were employed by Taysha Gene Therapies, Inc. (the “Company”) pursuant to the terms of the offer letter you entered into with
the Company on [Date] (the “Offer Letter”). You and the Company hereby agree to amend and restate the Offer Letter. The terms and conditions set forth in this offer letter (the “Amended Offer Letter”) shall become
effective as of [Date] (the “Effective Date”), and shall supersede and replace the terms and conditions set forth in the Offer Letter. 

1.        Position. You will continue to be employed in the position of [Title] for the Company, and
will continue to report to the Company’s [Title]. You will continue to work full-time. This position remains an exempt position, which means you will be expected to work the Company’s normal business hours as well as additional hours as
required by the nature of your work assignments, and you will not be eligible for overtime compensation. You will perform duties and responsibilities as may be assigned to you from time to time. You agree to devote your best efforts to the
performance of your duties and to the furtherance of the Company’s interests. 
 2.        Salary. 

(a)        Base Compensation. Provided that the Company consummates its planned initial
public offering (“IPO”), and effective as of the date of the pricing of such IPO, you will be paid a base salary rate of $[        ] annually, payable in accordance with the standard payroll
practices of the Company and subject to all withholdings and deductions as required by law. 

(b)        Discretionary Bonus. In addition, you will continue to be eligible to receive
discretionary incentive compensation on an annual basis, which shall initially be set at a target amount of up to [        ]% of your base salary, subject to all withholdings and deductions (the
“Performance Bonus”). Whether you earn the Performance Bonus and the actual bonus payment amount will be based upon your achievement of mutually agreed upon performance metrics, as well as any other criteria the Company deems
relevant. The Company will pay you this Performance Bonus, if any, no later than March 15th of the following calendar year. The bonus is not earned until paid and no pro-rated amount will be paid if your
employment terminates for any reason prior to the payment date. 
 The Company reserves the right to prospectively modify your compensation, including the
terms of your Performance Bonus from time to time in its discretion, to the extent permitted by applicable law. 

 3.        Equity. The Company previously granted to
Executive a restricted stock unit award with respect to [        ] shares of the Company’s Common Stock (the “Grant”). The Grant will continue to be governed by the applicable grant
documents and the Company’s 2020 Equity Incentive Plan (the “Plan”). 

4.        Benefits. You will remain eligible to participate in benefit plans and programs in effect from
time to time as are made available to other similarly situated employees of the Company, in accordance with and subject to the eligibility and other provisions of such plans and programs. You will remain eligible to accrue up to four (4) weeks
of vacation each year pursuant to the Company’s policies and practices. 
 5.        Company
Policies; Confidentiality. You will be expected to continue to adhere to the general employment policies and practices of the Company that may be in effect from time to time. Additionally, in connection with this Amended Offer Letter, you must
sign and comply with the attached Employee Confidential Information and Inventions Agreement (the “Confidentiality Agreement”), which prohibits unauthorized use or disclosure of the Company’s proprietary information, among
other obligations. 
 6.        Prior Obligations. You confirm that you are able to accept this job
and carry out the work involved without breaching any legal restrictions on your activities, such as restrictions imposed by a current or former employer. You also confirm that you will inform the Company about any such restrictions and provide the
Company with as much information about them as possible, including copies of any agreements between you and your current or former employer describing such restrictions on your activities. 

You further confirm that you will not remove or copy any documents or proprietary data or materials of any kind, electronic or otherwise, from your current or
former employer to the Company without written authorization from your current or former employer, nor will you use or disclose any such confidential information during the course and scope of your employment with the Company. If you have any
questions about the ownership of particular documents or other information, discuss such questions with your former employer before removing or copying the documents or information. You also agree to honor all obligations to former employers during
your employment with the Company. 
 7.        At-Will Employment.
Your employment will remain at-will, meaning that you or the Company may terminate the employment relationship at any time, with or without Cause (as defined below), and with or without advance notice. In
addition, as part of your at-will employment, the Company reserves the right to, in its sole discretion, modify or rescind any of the terms set forth in this letter at any time during the course of your
employment. 

  
 2 

 8.        Severance. 

(a)        Termination for Any Reason. In the event that your employment with the
Company terminates for any reason, the Company shall pay you any unpaid base salary earned through your last day of employment (the “Date of Termination”) and expense reimbursements accrued but unpaid as of the Date of Termination
(the “Accrued Benefit”). 
 (b)        Termination without Cause or
Resignation for Good Reason. If: (i) your employment is terminated by the Company without Cause (as defined herein) or if you resign from the Company for Good Reason (as defined herein); and (ii) provided that you comply with the
conditions set forth in Section 8(e); then you shall be entitled to the following severance benefits (collectively, the “Severance Benefits”): 

(i)        Salary Continuation. The Company shall pay you an amount equal to twelve
(12) months of your then-current base salary, less applicable deductions and withholdings, paid in equal installments on the Company’s normal payroll schedule over the twelve (12) month period immediately following the Date of
Termination date, provided, however, that no payments will be made prior to the 60th day following the Date of Termination. On the 60th day following the Date of Termination, the Company will pay you in a lump sum the salary continuation that
you would have received on or prior to such date under the original schedule but for the delay while waiting for the 60th day in compliance with Code Section 409A and the effectiveness of the
Release (as defined below), with the balance of the salary continuation being paid as originally scheduled. 

(ii)        COBRA Severance. If you timely elect continued coverage under COBRA for you
and your covered dependents under the Company’s group health plans following such termination of employment, then the Company will pay your COBRA premiums to continue your coverage (including coverage for eligible dependents, if applicable)
through the period (the “COBRA Premium Period”) starting on the Date of Termination and ending on the earliest to occur of the following: (i) twelve (12) months following the Date of Termination; (ii) the date you become
eligible for group health insurance coverage through a new employer; or (iii) the date you cease to be eligible for COBRA continuation coverage for any reason, including plan termination. 

(c)        Termination in Connection with a Change in Control. You will be
eligible to participate in the Company’s Change in Control Severance Plan, pursuant to the terms of that Plan. For the avoidance of doubt, under no circumstances will you be entitled to receive the benefits under both Sections 8(b) and 8(c).

 (d)        Termination for Cause or Resignation Without Good Reason. In the event
your employment is terminated by the Company for Cause or you resign without Good Reason; then the Company’s sole obligation shall be to pay you the amount of the Accrued Benefit. 

(e)        Conditions for Receipt of Severance Benefits. The Severance Benefits, as
applicable, are further conditioned on the following: (i) if you hold any other positions with the Company, including as member of the Board or any boards of directors of any subsidiaries, you resign such position(s) to be effective no later
than the Date of Termination (or such other date as requested by the Board); (ii) you return all Company property; (iii) your timely execution and delivery to the Company an effective release of claims in favor of and in a form acceptable to
the Company (the “Release”) within the timeframe set forth therein, and you do not revoke the Release; and (iv) your continued compliance with all of your duties and obligations to the Company, including but not limited to,
obligations under this Agreement and the Confidentiality Agreement. 

  
 3 

 (f)        Definitions. 

(i)        “Cause” shall mean termination of employment for one or more of the
following reasons: (A) material failure to follow any proper and lawful directive of the Board that remains uncured more than thirty (30) days after a written demand is delivered to you that specifically identifies the manner in which the
Board believes that you have failed to follow such instructions, provided, that failure to meet performance targets shall not, in and of itself, be deemed a failure to follow any such instructions; (B) your commission of an act of:
(a) fraud, embezzlement, or theft; or (b) dishonesty that injures the business, business reputation or business relationships of the Company; (C) your commission or conviction of, or pleading guilty or nolo contendere to, a felony;
and (D) material violation of any agreement between you and Company or of any material Company policy that remains uncured (if curable) more than thirty (30) days after written notice thereof is delivered to you that specifically
identities such violation. 
 (ii)        “Good Reason” shall mean a
resignation of employment by you as a result of the occurrence of one or more of the following events without your consent: (A) a material breach by the Company of an agreement between you and the Company; (B) the Company significantly
reduces your base salary or the percentage eligibility established for the Performance Bonus, other than any Company-wide reduction in compensation of employees; (C) the Company significantly reduces the Executive’s duties, authority or
responsibilities relative to Executive’s duties, authority or responsibilities in effect immediately prior to such reduction; or (D) the Company relocates the facility that is the Executive’s principal place of business with the
Company to a location more than fifty (50) miles from the immediately preceding location (excluding regular travel in the ordinary course of business). In order to resign for Good Reason, you must provide written notice to the Company’s
President within 30 days after the first occurrence of the event giving rise to Good Reason setting forth the basis for your resignation, allow the Company at least 30 days from receipt of such written notice to cure such event, and if such event is
not reasonably cured within such period, you must resign from all positions you then hold with the Company not later than 30 days after the expiration of the cure period. 

9.        Section 409A. All benefits and payments provided under this Amended Offer Letter intended
to satisfy the requirements for an exemption from application of Section 409A of the Internal Revenue Code of 1986, as amended, and the regulations thereunder (together, “Section 409A”) to the maximum extent
that an exemption is available and any ambiguities herein shall be interpreted accordingly; provided, however, that to the extent such an exemption is not available, the benefits provided under this Amended and Restated Offer Letter are intended to
comply with the requirements of Section 409A to the extent necessary to avoid adverse tax consequences and any ambiguities herein shall be interpreted accordingly. To the extent any benefit or payment under this Amended and Restated Offer
Letter may be classified as a “short-term deferral” within the meaning of Section 409A, such benefit or payment shall be deemed a short-term deferral, even if it may also qualify for an exemption from Section 409A under another
provision of Section 409A. Any termination of service referenced in this Amended and Restated Offer Letter is intended to mean a “separation from service,” as such term is defined in Treasury Regulation Section 1.409A-1(h) (or any successor provision thereof). To the extent any expense reimbursement is determined to be subject to (and not exempt from) Section 409A, the amount of any such expenses eligible
for reimbursement in one calendar year shall not affect the expenses eligible for reimbursement to be provided in any other calendar year, in no event shall any expenses be reimbursed after the last day of the calendar year following the calendar
year in which you incurred such expenses, and the right to reimbursement is not subject to liquidation or exchange for another benefit. Payments pursuant to this Amended and Restated Offer Letter are intended to constitute separate payments for
purposes of Section 1.409A-2(b)(2) of the Treasury Regulations under Section 409A. Notwithstanding anything to the contrary herein, to the extent (i) any payments to which you become
entitled under this Amended and Restated Offer Letter, or any agreement or plan referenced in this Amended and Restated Offer Letter, in connection with your termination constitute deferred compensation subject to Section 409A and (ii) you
are deemed at the time of such termination of employment to be a “specified” employee under Section 409A, then such payment or payments shall not be made or commence until the earlier of (i) the expiration of the six-month period measured from your termination; or (ii) as soon as administratively practicable after the date of your death following such termination; provided, however, that such deferral shall only be
effected to the extent required to avoid adverse tax treatment to you, including (without limitation) the additional 20% tax for which you would otherwise be liable under Section 409A(a)(1)(B) in the absence of such deferral. Upon the
expiration of the applicable deferral period, any payments which would have otherwise been made during that period (whether in a single sum or in installments) in the absence of this paragraph shall be paid to you or your beneficiary in one lump sum
(without interest). 

  
 4 

 10.        Entire Agreement. This letter, together
with your Confidentiality Agreement, forms the complete and exclusive statement of your employment agreement with the Company. It supersedes any other agreements (including but not limited to, the Offer Letter) or promises made to you by anyone,
whether oral or written. Changes in your employment terms, other than those changes expressly reserved to the Company’s discretion in this letter, require a written modification signed by an officer of the Company. If any provision of this
offer letter agreement is determined to be invalid or unenforceable, in whole or in part, this determination shall not affect any other provision of this offer letter agreement and the provision in question shall be modified so as to be rendered
enforceable in a manner consistent with the intent of the parties insofar as possible under applicable law. This letter may be delivered and executed via facsimile, electronic mail (including pdf or any electronic signature complying with the U.S.
federal ESIGN Act of 2000, Uniform Electronic Transactions Act or other applicable law) or other transmission method and shall be deemed to have been duly and validly delivered and executed and be valid and effective for all purposes. 

  
 5 

 [Signature Page Follows] 

  
 6 

 Taysha Gene Therapies, Inc. 

If you wish to accept this position, please sign and date below, and the enclosed Confidentiality Agreement, and return them to me within 10 days. 

I look forward to hearing from you. 
 Yours sincerely, 

 

	
	
	  

	R.A. Session II
	President
	On behalf of Taysha Gene Therapies, Inc.

  

	
	
	  

	[Name]
	
	Date:

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