Amendment to Annual Report - Form 10-K/A

Table of Contents

i

PART III

Item 10. Directors, Executive Officers and Corporate Governance.

Executive Officers

Information regarding the executive officers of the Company is set forth under "Information about our Executive Officers" in Part I, Item 1 of the Original Filing.

Board Composition

The biographies of each of our current directors are included below. Each of the biographies highlights specific experience, qualifications, attributes, and skills that led us to conclude that such person should serve as a director. We believe that, as a whole, our Board of Directors (the "Board") exemplifies the highest standards of personal and professional integrity and the requisite skills and characteristics, leadership traits, work ethic and independence to provide effective oversight. No director or executive officer is related by blood, marriage or adoption to any other director or executive officer. Other than as provided by our Investor Rights Agreement (see the "Investor Rights Agreement" section in Item 13 of this Amendment), no arrangements or understandings exist between any director and any other person pursuant to which such person was selected as a director or nominee. Six of our current directors, Mr. Foley, Mr. Henson, Mr. Massey, Ms. Meinhardt, Ms. Paolillo, and Ms. Williams, were initially designated pursuant to our Investor Rights Agreement (see the "Certain Relationships and Related Person Transactions - Investor Rights Agreement - Designation Rights" in Item 13 of this Amendment).

 Committee Chair     Committee Member

3

Class III Directors

4

5

Class I Directors

6

7

Class II Directors

8

9

Director Nomination and Search Process

The Nominating and Corporate Governance Committee of the Board (the "Nominating and Corporate Governance Committee") is responsible for reviewing the qualifications of potential director candidates and selecting or recommending for the Board's selection those candidates to be nominated for election to the Board. This process may be subject to any obligations and procedures governing the nomination of directors to the Board set forth in our Investor Rights Agreement (see the "Investor Rights Agreement" section of this Amendment). The Nominating and Corporate Governance Committee and the Board considers various factors including: strength of character, mature judgment, familiarity with the Company's business and industry, independence of thought, an ability to work collegially with the other members of the Board, diversity of age, gender, nationality, race, ethnicity, and sexual orientation, existing commitments to other businesses, potential conflicts of interest with other pursuits, legal considerations, corporate governance background, career experience, relevant technical skills or business acumen, and the size, composition and combined expertise of the existing Board. The Board monitors the mix of specific experience, qualifications, and skills of its directors so that the Board, as a whole, has the necessary tools to perform its oversight function effectively in light of the Company's business and structure. Stockholders may also nominate directors for election at the Company's annual stockholders meeting by following the provisions set forth in the By-laws,whose qualifications the Nominating and Corporate Governance Committee will consider.

The Nominating and Corporate Governance Committee also may, but need not, retain a professional search firm in order to assist it in these efforts. The Nominating and Corporate Governance Committee and the Board utilize the same criteria for evaluating candidates regardless of the source of the referral.

Audit Committee

The members of the Audit Committee of the Board (the "Audit Committee") are Regina M. Paolillo (Chair), Daniel S. Henson, Siobhan Nolan Mangini and Erika Meinhardt. All members of the Audit Committee have been determined to be "independent" under SEC rules and New York Stock Exchange ("NYSE") listing standards applicable to boards of directors in general and audit committees in particular, and each member is also financially literate under NYSE listing standards. Additionally, Regina M. Paolillo and Siobhan Nolan Mangini each qualify as an "audit committee financial expert" as defined in applicable SEC rules.

The Audit Committee is responsible for, among other things:

10

The Board has adopted a written charter for the Audit Committee, which is available on the Company's website at investor.alight.com.

Additional Corporate Governance Information

Code of Conduct

The Company has adopted a Code of Conduct which is available on the Company's website at investor.alight.com. Our Code of Conduct has been developed to help directors and employees around the world efficiently resolve ethical issues in our complex global business environment. The Code of Conduct applies to all directors and employees without limitation. The Code of Conduct covers a variety of topics, including those required to be addressed by the SEC. Topics covered include, among other things, conflicts of interest, confidentiality of information, and compliance with applicable laws and regulations. Directors and employees receive periodic updates regarding corporate governance policies and are informed when material changes are made to the Code of Conduct. The Audit Committee oversees, reviews, and periodically updates the Code of Conduct, reviews any significant violations of the Code of Conduct, reviews requests of waivers of the Code of Conduct by executive officers and directors and reviews the Company's systems to monitor compliance with and enforcement of the Code of Conduct.

The Company will make any legally required disclosures regarding amendments to, or waivers of, certain provisions of its Code of Conduct on its website. There were no amendments or waivers of the provisions of the Code of Conduct with respect to any of our officers or directors in the year ended December 31, 2023 ("Fiscal 2023"). The information contained on, or accessible from, the Company's website is not part of this Annual Report, by reference or otherwise. Our Code of Conduct is available free of charge upon request to our Chief Legal Officer and Corporate Secretary at 4 Overlook Point, Lincolnshire, Illinois 60069.

Delinquent Section 16(a) Reports

Pursuant to Section 16(a) of the Exchange Act, the Company's directors and executive officers, and any persons holding more than 10% of its Common Stock, are required to report their beneficial ownership and any changes therein to the SEC and the Company. Specific due dates for those reports have been established, and the Company is required to report any failure to file such reports by those due dates. Based solely on the Company's review of the copies of Forms 3, 4 and 5 furnished to us and written representations by directors and executive officers, the Company believes that during Fiscal 2023, all Section 16(a) filing requirements applicable to such persons were met in a timely manner.

Item 11. Executive Compensation.

Director Compensation

William P. Foley, II, Daniel S. Henson, Richard N. Massey, Erika Meinhardt, Regina M. Paolillo, Kausik Rajgopal, and Denise Williams received compensation for serving on our Board during the year ended December 31, 2023. Employee directors receive no compensation for serving on the Board. All directors are reimbursed for their reasonable out-of-pocketexpenses related to their service as a member of the Board. Historically, directors

11

employed by Blackstone Inc. ("Blackstone") received no compensation for serving on the Board, and accordingly, neither David N. Kestnbaum nor Peter F. Wallace was compensated for service on the Board during Fiscal 2023.

Description of Director Compensation.

With respect to Fiscal 2023, the compensation program for non-employeedirectors (other than directors affiliated with Blackstone) consisted of the following:

(1) For the purpose of clarification, the Board member annual cash retainer is not paid to the Chairperson.

Cash retainers are paid on a quarterly basis. Non-employeedirectors can elect to receive fully vested shares of the Company Class A common stock in lieu of cash payment or split such quarterly payments into designated percentages of cash and shares of the Company Class A common stock.

Effective as of April 1, 2024, the Chairperson of the Board annual cash retainer has been changed to $300,000. In determining the annual cash retainer, the Compensation Committee of the Board (the "Compensation Committee") considered competitive market data for the Chairperson role based on the Peer Group.

Equity Ownership Guidelines

The Compensation Committee maintains equity ownership guidelines to promote substantial equity ownership by the Board and align their interests with the interests of our stockholders. Each non-employeeDirector who receives compensation for their service on the Board is required to own equity equal to a multiple of their retainer, reflecting such Director's role and level of responsibility. Directors who have not yet met their equity ownership requirements are required to retain 100% of their after-taxshares until the share ownership requirement is met. Directors have five years to meet their ownership requirements after becoming a Director.

12

Director Compensation for 2023

The following table provides summary information concerning the compensation of our directors, other than our employee directors and those affiliated with Blackstone, for the year ended December 31, 2023.

(1) Amounts reported represent annual cash retainers and Committee fees paid to our non-employeedirectors for Fiscal 2023.

(2) Amounts reported represent the aggregate Grant Date (as defined below) fair value of time-vested RSU awards granted to our non-employeedirectors in Fiscal 2023, calculated in accordance with FASB ASC Topic 718. The Grant Date fair value with respect to the time-vested RSUs is calculated by multiplying the number of shares subject to the RSUs by the closing price of the Company Class A common stock on each grant date as follows: February 3, 2023 for Ms. Williams, March 17, 2023 for Mr. Rajgopal, and June 30, 2023 for Mr. Foley, Mr. Henson, Mr. Massey, Ms. Meinhardt, and Ms. Paolillo. The time-vested RSUs vest on the first anniversary of the Grant Date subject to the director's continued active service with Alight through the vesting date, except in the case of death, disability, termination within six months prior to a change-in-controlor within eighteen months following a change-in-control,and certain involuntary terminations. As of December 31, 2023, the number of outstanding RSUs held by our non-employeedirectors was as follows: 16,233 time-vested RSUs held by each of Mr. Foley, Mr. Henson, Mr. Massey, Ms. Meinhardt and Ms. Paolillo, 17,321 time-vested RSUs held by Mr. Rajgopal, and 15,772 time-vested RSUs held by Ms. Williams. As of December 31, 2023, Mr. Foley held 250,000 performance-vested RSUs, which vested on January 16, 2024 at the maximum level of performance resulting in 625,000 performance-vested RSUs.

(3) Mr. Foley elected to receive 75% of his annual cash retainer in the form of unrestricted shares of the Company Class A common stock and 25% in cash.

(4) Mr. Henson elected to receive 100% of his annual cash retainer in the form of cash paid quarterly.

(5) Mr. Massey and Ms. Meinhardt elected to receive 100% of their annual cash retainers in the form of unrestricted shares of the Company Class A common stock paid quarterly.

(6) Ms. Paolillo elected to receive 50% of her annual cash retainer in the form of unrestricted shares of the Company Class A common stock and 50% in cash for the six months ended June 30, 2023 and elected to receive 40% of her annual cash retainer in the form of unrestricted shares of the Company Class A common stock and 60% in cash for the six months ended December 31, 2023.

(7) Mr. Rajgopal elected to receive 80% of his pro-ratedannual cash retainer in the form of unrestricted shares of the Company Class A common stock and 20% in cash for the six months ended June 30, 2023 and elected to receive 50% of his pro-ratedannual cash retainer in the form of unrestricted shares of the Company Class A common stock and 50% in cash for the six months ended December 31, 2023.

(8) Ms. Williams elected to receive 100% of her pro-ratedannual cash retainer in the form of unrestricted shares of the Company Class A common stock for the six months ended June 30, 2023 and elected to receive 75% of her pro-ratedannual cash retainer in the form of unrestricted shares of the Company Class A common stock and 25% in cash for the six months ended December 31, 2023.

Executive Compensation

COMPENSATION DISCUSSION AND ANALYSIS

This Compensation Discussion and Analysis describes our compensation philosophy, objectives, and practices; our compensation setting process; the elements of our executive compensation program; and the compensation of each of the following individuals, who were our named executive officers ("NEOs") for 2023:

* Mr. Jelvez separated from the Company effective July 27, 2023.

13

EXECUTIVE SUMMARY

Compensation Philosophy and Objectives

Our compensation policies and programs are designed to support the achievement of our business plans by motivating, retaining, and attracting exceptional talent. Our ability to compete effectively in the marketplace depends on the knowledge, capabilities, and integrity of our leaders. Our compensation policies and programs help create a high-performance, outcome-driven, and principled culture by holding leaders accountable for delivering results, developing our employees and exemplifying our core values. In addition, we believe our compensation policies and programs for leaders and employees are appropriately balanced, reinforcing short-term and long-term results, and as such would not drive behavior that would have an adverse effect on our business.

The Compensation Committee is responsible for overseeing our executive compensation practices. Each year, the Compensation Committee reviews our executive compensation and benefits programs to assess whether the programs are aligned with our business strategies, the competitive practices of our peer companies and our stockholders' interests. As part of the regular reviews, the Compensation Committee may occasionally utilize retention awards in support of our strategic objectives as necessary.

The three key objectives of our executive compensation programs are:

To achieve our objectives, we developed an executive compensation program that focuses on:

14

Policies and Practices for Establishing Compensation Packages

Elements of Compensation

The table below describes the generally applicable primary elements of our NEOs' compensation for 2023.

2023 Say on Pay Results

We held a stockholder advisory vote on executive compensation in 2023, commonly referred to as a "say-on-payvote," which resulted in stockholder approval by over 98% of the votes cast on the advisory proposal. We take the views of our stockholders seriously and view this vote result as an indication that the principles of our executive compensation program are strongly supported by our stockholders.

Our Board has adopted a policy that is consistent with stockholder preference that we solicit a say-on-payvote on an annual basis.

How We Make Compensation Decisions

As our executive compensation program evolves as a public company, it will reflect the belief that the amount earned by our NEOs must depend on achieving rigorous Company and individual performance objectives

15

designed to enhance stockholder value. We have made and intend to continue to make changes to our executive compensation programs with the goal of aligning our programs with our executive compensation philosophy and also take into consideration recommendations from our CEO based on reviews of individual performance and the feedback received from stockholders via our annual advisory vote on executive compensation.

Competitive Benchmarking

The Compensation Committee establishes the elements of compensation for our executives after a review of compensation market data from the peer group described below. The Compensation Committee reviews each element of compensation independently and in the aggregate to determine the right mix of elements, and associated amounts, for each executive that the Compensation Committee believes best helps further our goals of motivating and retaining our executives, achieving our strategic business plans, and enhancing total shareholder return.

Competitive Peer Group

In determining the design and the amount of each element of compensation, the Compensation Committee, with the assistance of its independent compensation consultant, Mercer (US) Inc., conducts a thorough annual review of competitive market information. The Compensation Committee reviews data from major published surveys and proxy information of peer companies in the professional services and technology-focused industry segments.

The Compensation Committee, with assistance from its compensation consultant, developed a competitive peer group, which the Compensation Committee used to review executive compensation for 2023 (the "Peer Group"). The Peer Group consists of companies that reflect a mix of professional services and technology-focused companies that we compete with for executive talent with industry- specific knowledge and experience. The Peer Group also includes companies in the data processing and outsourcing services, application software and human resources and employment services sectors, as well as management and Board recommendations. Additionally, the Peer Group companies were selected to represent companies with median revenues of $3.7 billion and a median market capitalization of $6.83 billion. While the Compensation Committee uses peer group market data percentiles as reference points in setting executive compensation, it does not target specific benchmark percentiles for any element of compensation or total direct compensation for the executive officers.

The following table sets forth the companies included in our Peer Group used to review executive compensation for 2023:

COMPETITIVE PEER GROUP

16

Overview of 2023 Compensation

Annual Base Salary

Our philosophy is to pay base salaries that are commensurate with the applicable NEO's experience and expertise, taking into account, among other things, the recommendation of the Consultant and competitive market data for executives with similar roles and responsibilities. The Compensation Committee does not benchmark to a specific percentile within that data. The Compensation Committee reviews each NEO's base salary annually considering market salary data, relative compensation within the executive group, an assessment of corporate performance, as well as individual performance of each NEO. In 2023, the Compensation Committee approved a base salary increase for Ms. Rooney (10.0%) in recognition of her additional responsibilities when she assumed the Chief Operating Officer role in August 2023.

(1) Messrs. Felli and George joined the Company on January 9, 2023 and June 2, 2023, respectively.

(2) Mr. Jelvez separated from the Company effective July 27, 2023.

Variable Compensation Plan

The VCP provides our NEOs and other eligible employees an opportunity to share in the Company's success by aligning annual incentive compensation with annual performance. The VCP encourages the achievement of our internal annual business goals and rewards attainment of those goals through funding of the Company-wide VCP bonus pool that was approved by the Compensation Committee at the start of the performance year. The bonus pool funding for target performance was determined after considering our financial results from the prior year and the annual operating budget for the performance year. The alignment of the VCP with our internal annual business goals is intended to motivate all participants to achieve and exceed our annual performance objectives which directly impacts the level of funding of the VCP bonus pool. To maintain alignment of pay and performance, the Compensation Committee may exercise discretion to determine the extent to which the VCP bonus pool is funded, as well as the amount of VCP payment received by each NEO.

The table below describes the target VCP participation rate and potential VCP payout range for each named executive officer:

17

VCP Financial Performance Measures

Our priorities for Fiscal 2023 were to drive business growth and create stockholder value. Our 2023 performance measures for VCP payout determinations were Adjusted EBITDA and revenue. Adjusted EBITDA, a non-GAAPfinancial measure, is defined as earnings before interest, taxes, depreciation, and intangible amortization adjusted for the impact of certain non-cashand other items that we do not consider in the evaluation of ongoing operational performance. This result may then be further adjusted to exclude the impact of certain other items determined by the Compensation Committee. Revenues are principally derived from fees paid by clients for services.

We used these two measures because we believe they are key drivers in increasing stockholder value and because every VCP participant can impact them in some way. Adjusted EBITDA is used as an indicator of our earnings performance. Revenues are used as an indicator of our growth. These measures may change from time to time based on business priorities. The Compensation Committee approved the minimum, target and maximum goals for each measure and the corresponding level of VCP bonus pool funding. The bonus percentage for threshold performance was 25% and maximum bonus percentage was 150% of the target participation rate.

The table below shows the Fiscal 2023 total Company performance goals at target for each of our performance measures and the actual Fiscal 2023 achievement of those goals. Actual results for Adjusted EBITDA achieved the threshold goal and revenue performance goals failed to achieve the target goals, which resulted in 38% funding of the VCP bonus pool.

1) See "Management's Discussion and Analysis of Financial Condition and Results of Operations- Review of Results-Key Components of Our Operations-Non-GAAPFinancial Measures" in our Annual Report on Form 10-Kfor a description of Adjusted EBITDA and a reconciliation of Adjusted EBITDA to its comparable GAAP metric."

VCP Individual Performance

For named executive officers other than the CEO, individual performance and assignment of the individual performance payout modifier are based on the CEO's recommendations and assessment of the executive's performance for the entire fiscal year. The CEO's individual performance and assignment of the individual performance payout modifier is based on the Compensation Committee's assessment of Mr. Scholl's performance against his annual objectives, and the Compensation Committee's assessment of his leadership in Fiscal 2023. These objectives are not stated in quantitative terms, and a particular weighting is not assigned to any one of these individual goals. The objectives are not established in terms of how difficult or easy they are to attain; rather, they are used in assessing the overall quality of the individual's achievement of each objective. For Fiscal 2023, the individual factors and other considerations included:

We do not use a formula to measure individual performance.

18

Notwithstanding the establishment of the performance components and the formula for determining the VCP award payment amounts, the Compensation Committee can exercise positive or negative discretion and award a greater or lesser amount to our named executive officers than the amount determined by the VCP award formula if, in the exercise of its business judgment, the Compensation Committee determines that a greater or lesser amount is warranted under the circumstances.

Actual VCP Awards

For Fiscal 2023, the Company's financial performance resulted in 38% funding of each NEO's VCP bonus. The individual performance payout modifier achieved by each NEO is shown in the table below and represents the assessment of the CEO, except for Mr. Scholl who was assessed by the Compensation Committee, of performance against the objectives described above under "VCP individual performance." The table below shows the results used by the Compensation Committee in their assessment and determination of the actual VCP bonus payouts for Fiscal 2023 for each named executive officer. Mr. Jelvez separated from the Company effective July 27, 2023 and was not eligible for a VCP payout for Fiscal 2023.

(1) Mr. Felli joined the Company on January 9, 2023 and was eligible for a pro rata bonus based on the number of days worked in Fiscal 2023.

(2) Mr. George joined the Company on June 2, 2023 and was eligible for a pro rata bonus based on the number of days worked in Fiscal 2023. Based on Mr. George's contributions, the Compensation Committee approved an additional $358,632 to total a bonus payout of $500,000, which approximates a full year bonus.

Long-Term Incentive Compensation

The Compensation Committee believes a large part of an executive's compensation should be linked to long-term stockholder value creation as an incentive for sustained, profitable growth. Therefore, our long-term incentive awards for our NEOs are in the form of equity awards, both performance and time-vested, and provide reward opportunities competitive with those offered by companies in the Peer Group for similar jobs. Consistent with the other elements of compensation, the Compensation Committee does not target specific benchmark percentiles for long-term incentive awards for our NEOs and uses a number of factors in establishing the long-term incentive award levels for each individual, including a review of each individual's accumulated vested and unvested awards, the current and potential realizable value over time using stock appreciation assumptions, vesting schedules, comparison of individual awards between executives and in relation to other compensation elements, market data, stockholder dilution and accounting expense. Should we deliver against our long-term goals, the long-term equity incentive awards become a significant portion of the total compensation of each executive. For more information on the 2023 long-term equity grants, please see the 2023 Grants of Plan-Based Awards table included in this Annual Report.

LTI Target Levels

The LTI mix for our NEOs in 2023 was 50% RSUs and 50% PRSUs. The Compensation Committee chose this mix of equity-based awards to align the interests of NEOs to our stockholders.

19

Restricted Stock Units

RSUs granted in 2023 vest in three equal annual installments, subject to the continued employment of the applicable NEO. (See the table entitled "Outstanding Equity Awards at Fiscal 2023 Year-End"for details concerning the vesting schedule of the RSUs.)

Performance-Vested RSUs

PRSUs granted in 2023 vest based on the achievement of pre-determinedperformance goals over a three-year performance period. (See the table entitled "Outstanding Equity Awards at Fiscal 2023 Year-End"for details concerning the vesting criteria for the PRSUs.) The key features of the 2023 PRSUs are described below:

The Board has the ability under our 2021 Omnibus Incentive Plan (the "2021 Plan") to make adjustments in the method of calculating the attainment of performance goals for a performance period.

2021 PRSU Performance Period Results

In January 2024, the Compensation Committee reviewed performance for the January 1, 2021 to December 31, 2023 PRSU performance period. The Company's performance against the Cumulative BPaaS Total Contract Value ("TCV") Bookings performance metric resulted in the maximum number (250%) of target shares being earned. Shares earned under the 2021 PRSU awards are detailed as part of the Outstanding Equity Awards at Fiscal 2023 Year-Endtable included in this Annual Report.

2023 Special Long-Term Incentive Awards

Based on the review of each NEO's accumulated vested and unvested awards, the current and potential realizable value over time using stock appreciation assumptions, criticality of the executive's role to executing the Company's strategy, and retention risk, on March 10, 2023, the Compensation Committee awarded special retention RSU awards to Ms. Rooney with a grant value of $2,000,000 and Messrs. Goff and Jelvez each with a grant value of $1,000,000.

For additional details about these long-term equity awards, please see the 2023 Grants of Plan-Based Awards table and Outstanding Equity Awards at Fiscal 2023 Year-Endtable included in this Annual Report.

20

Long-Term Incentive Grant Practices

We do not have any program, plan, or practice to time equity grants to take advantage of the release of material information. During Fiscal 2023, equity awards were granted in March to executive officers at one of our regularly scheduled Compensation Committee meetings.

Other Pay Practices

Securities Trading Policy; No Hedging or Pledging

Directors and executive officers must comply with our Securities Trading Policy and may not engage in any transaction in our securities without first obtaining pre-clearanceof the transaction from our Chief Legal Officer and Corporate Secretary. No director or executive officer is permitted to engage in short sales with respect to our stock. Additionally, no director, executive officer or other employee is permitted to, (i) transact through mechanisms that hedge against our securities (i.e., transactions in put options, call options or other derivative securities on an exchange or in any other organized market, or in any other inherently speculative transactions) or (ii) hold our securities in a margin account or otherwise pledge our securities as collateral for a loan. A director, executive officer or other employee may seek pre-clearancefrom our Board to engage in the transactions set forth in (i) and (ii) in the preceding sentence, but the Board is under no obligation to approve any pre-clearancerequest. Any transaction pre-clearancewill be based on the particular facts and circumstances of each request and may be granted for pledging activity where the requestor wishes to pledge the Company's securities as collateral for a loan and indicates his or her financial capacity to repay the loan without resort to the pledged securities, taking into consideration the percentage of the pledged securities to the requestor's total holdings. Such pre-clearanceis expected to only be granted in exceptional circumstances, and the Board has not yet received any pre-clearancerequests for either a hedging or a pledging transaction by a director or executive. These provisions are part of our overall compliance program to prevent any of our directors, officers, or employees from trading on material non-publicinformation.

Clawback Policy

Effective October 2023, we adopted a standalone clawback policy that is compliant with the requirements of the Dodd-Frank Act, Rule 10D-1of the Exchange Act and NYSE Rule 303A.14. This policy provides that, upon the occurrence of an accounting restatement of the Company's financial statements to correct an error, the Compensation Committee must recoup incentive-based compensation that was erroneously granted, earned or vested to our current and former "officers" (as defined under Rule 16a-1of the Exchange Act) based wholly or in part upon the attainment of any financial reporting measure, subject to limited exceptions. This policy replaces the clawback policy previously adopted by the Compensation Committee in July 2021.

Equity Ownership Guidelines

The Compensation Committee maintains equity ownership guidelines to promote substantial equity ownership by the Company's management and align their interests with the interests of our long-term stockholders. Each executive officer is required to own equity equal to a multiple of his or her base salary, reflecting such executive officer's role and level of responsibility at the Company.

For the purposes of these requirements, all shares owned and any unvested RSUs and time-vested restricted shares are included in the calculation. Unvested PRSUs and performance-vested restricted shares are not

21

included in the calculation. Executive officers have five years from their appointment as an executive officer to attain the required level of ownership. Executive officers who have not yet met their equity ownership requirements are required to retain 100% of their after-taxshares until the share ownership requirement is met. All NEOs have met their applicable equity ownership requirements as of April 29, 2024.

Executive and Broad-based Employee Benefits

Our NEOs are eligible to participate in benefit programs designed for all of our full-time employees during the period of their employment. These programs include a tax qualified 401(k) savings plan, medical, dental, disability, and life insurance programs and a matching charitable gift program. Our NEOs are eligible to participate in a voluntary executive physical program, which is intended to encourage each individual to receive regular comprehensive physical examinations, as their health and well-being are important to our success.

The benefits and perquisites received by our NEOs and their value are described in more detail in the footnotes to the Summary Compensation Table.

Compensation and Risk Assessment

The Compensation Committee regularly reviews the risks arising from our compensation policies and practices applicable to our executive officers and evaluates the policies and practices that could mitigate any such risk. Based on these reviews, the Compensation Committee does not believe that our compensation policies and practices create risks that are reasonably likely to have a material adverse effect on our company.

Severance Arrangements

Our Board believes that severance arrangements are necessary to attract and retain the talent necessary for our long-term success. Our Board views our severance arrangements as recruitment and retention devices that help secure the continued employment and dedication of our named executive officers, including when we are considering strategic alternatives.

Pursuant to Mr. Scholl's and Ms. Rooney's respective employment agreements, Mr. Scholl and Ms. Rooney are each entitled to severance benefits if his or her employment is terminated by us without "cause" (as defined in the applicable employment agreement) or by the named executive officer for "good reason" (as defined in the applicable employment agreement). Each of our other named executive officers has entered into a severance letter agreement with us under which each such named executive officer is entitled to severance benefits if he or she is terminated by us without "cause" (as defined in the severance letter agreements) or by him or her for "good reason" (as defined in the severance letter agreements), as applicable. See "-Potential Payments Upon Termination or Change in Control" below for further information regarding the severance arrangements of our named executive officers.

22

Employment Agreements

On August 18, 2021, Alight Solutions LLC ("Alight Solutions"), a subsidiary of the Company, entered into (i) an amended and restated employment agreement with Stephan Scholl, the CEO of Alight Solutions and the Company (the "Scholl Agreement") and (ii) an employment agreement with Katie Rooney, the Chief Financial Officer of Alight Solutions and the Company (the "Rooney Agreement").

The Scholl Agreement

Under the terms of the Scholl Agreement, Mr. Scholl serves as our CEO. His initial term of employment will be five years from the effective date of the Scholl Agreement, which term will automatically extend for successive one-yearperiods unless either party provides written notice not to extend the term. Mr. Scholl receives a base salary of $800,000 per year, which may be increased (but not decreased) from time to time by the Board and is eligible to receive an annual bonus targeted at 200% of his base salary.

The Scholl Agreement also provides that upon a "change in control" (as defined in the Scholl Agreement) of Alight Solutions, any initial equity-based incentive awards granted to Mr. Scholl in connection with the closing of the Company's business combination on July 2, 2021 (the "Initial Grant") will immediately vest in full, subject to Mr. Scholl's continued employment on the date of such change in control. However, if Mr. Scholl's employment is terminated by Alight Solutions without "cause" or by Mr. Scholl with "good reason" (as each term is defined in the Scholl Agreement), in either case, in the six-monthperiod prior to a change in control, Mr. Scholl will be deemed employed as of the date of the change in control for purposes of vesting with respect to the Initial Grant.

Pursuant to the Scholl Agreement, Mr. Scholl is also entitled to (i) reimbursement by Alight Solutions for costs associated with his use of private aviation for business related purposes, in an amount up to an annual average of $6,700 per hour for up to 200 flight hours per year, and (ii) travel first-class on any commercial flight for business purposes. For further information regarding private aviation, please refer to "Certain Relationships and Related-Person Transactions."

As more specifically described and set forth in the Scholl Agreement, Mr. Scholl is also eligible to receive severance benefits following certain terminations of his employment. Upon a termination of Mr. Scholl's employment by us without "cause" or by Mr. Scholl for "good reason" (as each term is defined in the Scholl Agreement), Mr. Scholl will be entitled to receive the following payments and benefits, subject to his timely execution and non-revocationof a general release of claims: (i) a severance payment, payable in equal installments over 24 months following termination and equal to two times the sum of: (A) his annual base salary (at the highest rate in effect in the 6-monthperiod preceding his termination date) and (B) his average annual bonus over the two most recent full completed fiscal years immediately preceding the fiscal year in which his termination date occurs (and if he was not employed by us for two full fiscal years immediately preceding the year in which his termination date occurs, the amount will be based on his average annualized bonus received in respect of the fiscal years in which he was actually employed); (ii) a pro-rataportion of his annual bonus for the year in which the termination occurs based on actual results for such year; (iii) continued participation in our group health plan for up to 12 months following his termination date; and (iv) access to outplacement services for the 12-monthperiod following his termination date.

The Rooney Agreement

Under the terms of the Rooney Agreement, Ms. Rooney serves as our Global Chief Financial Officer and Chief Operating Officer. Her initial term of employment will be three years from the effective date of the Rooney

23

Agreement, which term will automatically extend for successive one-yearperiods unless either party provides written notice not to extend the term. Ms. Rooney receives a base salary of $550,000 per year, which may be increased (but not decreased) from time to time by the Board and is eligible to receive an annual bonus targeted at 100% of her base salary.

As more specifically described and set forth in the Rooney Agreement, Ms. Rooney is also eligible to receive severance benefits following certain terminations of her employment. Upon a termination of Ms. Rooney's employment by us without "cause" or by

Ms. Rooney for "good reason" (as each term is defined in the Rooney Agreement), Ms. Rooney will be entitled to receive the following payments and benefits, subject to her timely execution and non-revocationof a general release of claims: (i) a severance payment, payable in equal installments over 24 months following termination and equal to two times the sum of: (A) her annual base salary (as in effect immediately prior to her termination date or immediately prior to any reduction if her termination is due to a reduction in base salary) and (B) her average annual bonus over the two most recent full completed fiscal years immediately preceding the fiscal year in which her termination date occurs; (ii) continued participation in our group health plan for up to 12 months following her termination date; and (iii) access to outplacement services for the 12-monthperiod following her termination date.

The Employment Agreements also subject Mr. Scholl and Ms. Rooney to certain restrictive covenants, including confidentiality of information, non-competition,non-solicitation,and non-disparagement.The confidentiality and non-disparagementcovenants have an indefinite term, and the non-competitionand non-solicitationcovenants each have terms effective both during the term of Mr. Scholl's and Ms. Rooney's employment and for two years following any termination of employment.

Compensation Committee Report

The Compensation Committee has reviewed and discussed the Compensation Discussion and Analysis with management. Based on that review and its discussions, the Compensation Committee has recommended to the Board that the Compensation Discussion and Analysis be included in this Annual Report.

Members of the Compensation Committee:

Richard N. Massey (Chair)

Daniel S. Henson

Denise Williams

24

Summary Compensation Table

The following table provides compensation information for our Fiscal 2023 NEOs. The table also shows compensation information for fiscal years 2022 and 2021 for current NEOs who were also NEOs during either of those years. The sum and/or computation of individual numerical amounts disclosed in the following tables and related footnotes may not equal the total due to rounding.

(1) Amount reflects a $500,000 sign-onbonus and a $358,632 approved incremental bonus to approximate a full year VCP payout for Mr. George (see "Variable Compensation Plan - Actual VCP Awards" for more details).

(2) Amounts reflect the aggregate grant date fair value of RSU and PRSU awards. If maximum performance conditions are achieved over the entire three-year period, the grant date fair values for the PRSUs granted in Fiscal 2023 would be: Mr. Scholl, $6,600,000; Ms. Rooney, $1,530,000; Mr. Felli, $2,700,000; Mr. George, $5,000,000; Mr. Goff, $1,503,000; and Mr. Jelvez $1,503,000. Additionally, in accordance with a General Release between the Company and Mr. Jelvez, he received pro-ratavesting of his 2021 RSUs and vesting of his 2021 PRSUs based on target performance. Amount includes the incremental fair value of these awards attributable to the approved continued vesting of these awards as of Mr. Jelvez's separation date. For a description of the assumptions used to determine the compensation cost of our awards, see the notes to our audited consolidated financial statements.

(3) Amounts reflect cash incentive amounts earned by the executives under our VCP.

(4) Amounts shown in the All Other Compensation column for Fiscal 2023 are detailed in the table below (see "-Compensation Discussion and Analysis" for more details on the items in the table below):

(a) Amounts reflect imputed income for insurance.

(b) Amounts reflect company matching contributions under our 401(k) Plan.

25

(c) Amounts reflect amounts for participation in the voluntary executive physical program.

(d) Amounts reflect tax payments to Messrs. Scholl, Felli, Goff, and Jelvez and Ms. Rooney for the executive physical program, and tax payment to Mr. Jelvez related to the reimbursement of the cost for his spouse to accompany him on a business trip.

(e) Amounts reflect imputed income for attendance at Alight's top sales leader annual recognition event for Messrs. Scholl ($15,756), Goff ($19,652), and Jelvez ($22,335), tax receivable agreement payment to Ms. Rooney, and reimbursement to Mr. Jelvez for the cost for his spouse to accompany him on a business trip ($14,747).

(f) Amounts reflect severance benefits in connection with Mr. Jelvez's separation from the Company.

2023 Grants of Plan-Based Awards

The following table sets forth summary information regarding all grants of plan-based awards made to our NEOs during Fiscal 2023. The sum and/or computation of individual numerical amounts disclosed in the following tables and related footnotes may not equal the total due to rounding.

(1) The amounts reported for each named executive officer represent the estimated potential payments levels for Fiscal 2023 performance period under the VCP, further described under "-Compensation Discussion and Analysis". The potential payouts were performance-based and, therefore, were completely at risk. The potential threshold, target, and maximum payment amounts assume achievement of 25%, 100%, and 200%, respectively. For executives eligible to receive a bonus under the VCP, the amount earned is reported in the Summary Compensation Table under the column entitled "Non-EquityIncentive Plan Compensation." Mr. Jelvez separated from the Company effective July 27, 2023 and was not eligible for a VCP payout for Fiscal 2023.

(2) For each executive, the amounts shown in these columns reflect, in shares, the target and maximum amounts for PRSUs subject to a three-year performance period beginning in Fiscal 2023 that is further described under "-Compensation Discussion and Analysis." The potential awards are performance-based and, therefore, completely at risk. Mr. Jelvez forfeited his PRSUs as of his separation date.

(3) Reflects time-vested RSUs granted in Fiscal 2023 under the 2021 Plan. Please see footnotes in the table entitled "Outstanding Equity Awards at Fiscal 2023 Year-End"for details concerning the RSUs' vesting schedule. Mr. Jelvez forfeited his time-vested RSUs as of his separation date.

(4) The value of a RSU or PRSU award is based on the fair value as of the grant date of such award determined in accordance with FASB ASC 718. Please refer to the notes to our audited consolidated financial statements included in our Annual Report for the relevant assumptions used to determine the valuation of our awards.

26

(5) Reflects one-timeretention RSU awards to Ms. Rooney and Messrs. Goff and Jelvez. Please refer to "Compensation Discussion and Analysis-Overview of 2023 Compensation-Long-Term Incentive Compensation-2023 Special Long-Term Incentive Awards".

Outstanding Equity Awards at Fiscal 2023 Year-End

The following table provides information regarding outstanding equity awards made to our NEOs as of December 31, 2023:

(1) RSUs granted as part of annual equity awards vest ratably over a three-year period. The vesting schedule for unvested outstanding stock awards generally depends upon continued employment through the applicable vesting date. Other circumstances under which such awards will vest are described in the section entitled "Potential Payments Upon a Termination or Change in Control."

27

(a) 2023 grant RSUs vest 33% on each of March 10, 2024, March 10, 2025, and March 10, 2026.

(b) 2023 one-timeRSUs awarded to Ms. Rooney and Mr. Goff vest on August 10, 2025.

(c) 2023 grant RSUs awarded to Mr. George upon joining the Company vest 33% on each of June 2, 2024, June 2, 2025, and June 2, 2026.

(d) 2023 one-timeRSUs awarded to Mr. George vest on June 2, 2024.

(e) 2022 grant RSUs vest 33% on each of March 10, 2023, March 10, 2024, and March 10, 2025.

(2) Represents the number of stock awards multiplied by $8.53, the closing stock price as of December 29, 2023.

(3) Represents the target number of shares that may be earned under the PRSU award program (see "Compensation Discussion and Analysis" for more details) that vest at the end of a three-year performance period, subject to certification of performance results in the first quarter following the completed performance period. If maximum performance conditions are achieved over the entire three-year period for the 2023 PRSUs, the maximum number of shares earned would be: Mr. Scholl, 744,920; Ms. Rooney, 172,686; Mr. Felli, 304,740; Mr. George, 563,696; and Mr. Goff, 169,638. If maximum performance conditions are achieved over the entire three-year period for the 2022 PRSUs, the maximum number of shares earned would be: Mr. Scholl, 548,848; Ms. Rooney, 208,562; and Mr. Goff, 219,538. 2023 and 2022 grant performance-based RSUs cliff vest on March 1, 2026 and March 1, 2025, respectively. The 2021 PRSUs subsequently vested on January 16, 2024 at the maximum level of performance resulting in 250% of target shares for Messrs. Scholl and Goff and Ms. Rooney. With respect to the 2021 PRSUs granted to Mr. Jelvez, performance was deemed achieved at 100% of target as approved by the Committee in connection with his separation from the Company.

(4) Reflects restricted shares of Company Class A common stock that will vest based on achievement of certain transfer, voting, vesting and other restrictions applicable to "Restricted Stock," as set forth in the issuer's 2021 Omnibus Incentive Plan or if earlier, on July 2, 2024. Mr. Jelvez's restricted shares of Company Class A common stock remained subject to the vesting conditions for six months following his separation from the Company and were forfeited on January 27, 2024. As of December 31, 2023, vesting conditions had been met for 638,015 of Ms. Rooney's restricted shares of Company Class A common stock to vest. Vesting conditions for the remaining outstanding restricted shares had not been achieved.

(5) Reflects restricted shares of Company Class B-1and Class B-2common stock that vest based on achievement of certain transfer, voting, vesting and other restrictions applicable to "Restricted Stock," as set forth in the issuer's 2021 Omnibus Incentive Plan. If any unvested shares do not vest on or before July 2, 2028, such shares will be automatically forfeited and canceled for no consideration. Mr. Jelvez's restricted shares of Company Class B-1and Class B-2common stock remained subject to the vesting conditions for six months following his separation from the Company and were forfeited on January 27, 2024. As of December 31, 2023, the vesting conditions had not been achieved.

2023 Option Exercises and Stock Vested

The following table includes certain information with respect to shares acquired on the vesting of stock awards for each of our NEOs during Fiscal 2023. None of our NEOs hold options or similar instruments.

(1) Value realized calculated by multiplying the number of vested RSUs by the closing stock price on the vesting date or the last preceding trading day when the vesting date is a non-tradingday (December 31, 2023).

Non-QualifiedDeferred Compensation

The following table sets forth information concerning our Deferred Compensation Plan and the Supplemental Savings Plan for each of our NEOs during Fiscal 2023:

(1) None of Messrs. Scholl, Felli, George, Goff or Jelvez participate in the Deferred Compensation Plan or the Supplemental Savings Plans as these plans are legacy nonqualified deferred compensation plans which were open only to participants who participated in similar plans at Aon prior to our separation from Aon and are now frozen.

28

(2) Amounts reported represent investment earnings (losses) during 2023. No portion of any earnings would be considered above-market or preferential and, accordingly, no earnings are reflected under the "Change in Pension Value and Nonqualified Deferred Compensation Earnings" column of the Summary Compensation Table above.

(3) No amount reported in the "Aggregate Balance at Last FYE" column was reported as compensation in the Summary Compensation Table in prior years.

Pay Ratio Information

The annual total compensation of Mr. Scholl, our CEO, was $7,953,337 in Fiscal 2023, as reflected in the Summary Compensation Table. Based on reasonable estimates, the median annual total compensation of all employees of the company and its consolidated subsidiaries, excluding our CEO, was $51,702 for Fiscal 2023. Accordingly, for Fiscal 2023, the ratio of the annual total compensation of our CEO to the median of the annual total compensation of all of our employees and our consolidated subsidiaries' other employees was 154 to 1.

We identified our median employee based on all taxable wages earned in Fiscal 2023 by each individual who we employed on December 31, 2023. We also converted all relevant employee compensation, on a country-by-countrybasis, to U.S. Dollars based on the applicable year-endexchange rate. Because the SEC rules for identifying the median employee and calculating the pay ratio allow companies to use different methodologies, to apply certain exclusions and to make reasonable estimates and assumptions that reflect their compensation practices, the CEO pay ratio disclosed above may not be comparable to the pay ratio reported by other companies, as other companies may have different employment and compensation practices and may utilize different methodologies, exclusions, estimates and assumptions in calculating their own pay ratio.

Separation Arrangement for Mr. Jelvez

Mr. Jelvez separated from the Company on July 27, 2023. The Compensation Committee approved the following payments and benefits for Mr. Jelvez in connection with his separation from the Company on July 27, 2023. Mr. Jelvez is not included in the subsequent Potential Payments Upon a Termination or Change in Control section as his separation occurred prior to December 31, 2023.

(1) Amount reported reflects income continuation of one times annual base salary for a period of twelve months.

(2) Amount reported reflects the cost of providing continued medical, dental and life insurance coverage as enrolled at the time of termination for a period of twelve months assuming 2024 rates.

(3) Amount reported reflects the maximum potential costs of outplacement services assuming 2024 rates.

(4) Amount reported reflects vesting of the outstanding tranche of time-vested RSUs granted on September 10, 2021, pro-ratedfor the number of days of active service between the last vesting date, December 31, 2022, and the next vesting date, December 31, 2023.

(5) Amount reported reflects vesting of the outstanding performance-vested RSUs granted on September 10, 2021 with performance deemed achieved at 100% of target.

Potential Payments Upon a Termination or Change in Control

The following table describes the potential payments and benefits that would have been payable to our NEOs under existing plans and contractual arrangements assuming (1) a termination of employment and/or (2) a "Sale of the Company" (as defined in the amended and restated limited liability company agreement of Alight and referred to herein as a "change in control" or a "CIC") occurred on December 29, 2023, the last business day of our last completed fiscal year.

29

The amounts shown in the table do not include payments and benefits to the extent they are provided generally to all salaried employees upon termination of employment and do not discriminate in scope, terms, or operation in favor of the NEOs. These include distributions of previously vested plan balances under our 401(k) Plan, the Deferred Compensation Plan, and the Supplemental Savings Plan. Furthermore, the amounts shown in the table do not include amounts that may have been payable to a named executive officer upon the sale or purchase of his or her vested equity pursuant to the exercise of call rights. As previously disclosed, Mr. Jelvez separated from the Company effective July 27, 2023, with his severance arrangement disclosed above under "-Separation Arrangement for Mr. Jelvez".

(1) Amounts reported reflect a cash severance payment which includes the following:

(2) Amounts reported reflect the cost of providing the executive officer with continued medical, dental and life insurance coverage as enrolled at the time of his or her termination for a period of twelve months assuming 2024 rates.

(3) Amounts reported reflect the maximum potential costs of outplacement services for each executive assuming 2024 rates.

(1) Amounts reported for Mr. Scholl reflect accelerated vesting of his initial equity-based incentive awards in connection with the closing of the Company's business combination on July 2, 2021. For purposes of valuing the portion of Mr. Scholl's performance- vested RSUs that will accelerate and vest upon a change in control without termination on December 29, 2023, we have assumed that the performance-vested RSUs will vest, with the performance metrics being achieved at 100% of target performance as of the change in control. This assumption, however, should not be interpreted as our expectation of future performance. No amounts are reported for Ms. Rooney, Mr. George, Mr. Felli or Mr. Goff as their individual award agreements provide for accelerated vesting of all outstanding time-vested RSUs and performance-vested RSUs only upon a change in control with termination.

(2) Amounts reported for Ms. Rooney assume a change in control would have resulted in Blackstone receiving cash proceeds in respect of its Class A-1Units of Alight such that Ms. Rooney's remaining restricted shares of Class A common stock would have vested. As of December 29, 2023, the equity value of Alight had not appreciated to a level that would have resulted in the vesting of each of Messrs. Scholl and Goff's restricted shares of Class A common stock. Therefore, no amounts are reported for Messrs. Scholl or Goff.

30

(1) Amounts reported reflect a cash severance payment which includes the following:

(2) Amounts reported reflect the cost of providing the executive officer with continued medical, dental and life insurance coverage as enrolled at the time of his or her termination for a period of twelve months assuming 2024 rates.

(3) Amounts reported reflect the maximum potential costs of outplacement services for each executive assuming 2024 rates.

(4) Amounts reported reflect accelerated vesting of all outstanding time-vested RSUs and performance-vested RSUs, with the performance-vested RSUs deemed achieved at 100% of target in the event the named executive officer experiences a termination of employment by the Company or any subsidiary without cause or by the named executive officer for good reason on or within the six months prior to, or within the 18 months following, a change in control.

(5) Amounts reported for Ms. Rooney assume a change in control would have resulted in Blackstone receiving cash proceeds in respect of its Class A-1Units of Alight such that Ms. Rooney's remaining restricted shares of Class A common stock would have vested. As of December 31, 2023, the equity value of Alight had not appreciated to a level that would have resulted in the vesting of each of Messrs. Scholl's and Goff's restricted shares of Class A common stock. Therefore, no amounts are reported for Messrs. Scholl or Goff.

(1) Amounts reported for each named executive officer reflect a full year VCP bonus at target performance in the event of death of the named executive officer. In addition to amounts reported in the table above in the event of death of a named executive officer, each named executive officer will receive benefits from third-party payors under our employer-paid premium life insurance plans. All of our executives are eligible for two times annual base salary at death (up to $5,000,000). Therefore, if such benefits were triggered for the named executive officers on December 31, 2023 under our life insurance plans, the legally designated beneficiary(ies) of each named executive officer would have received the following amounts: Mr. Scholl, $1,600,000; Ms. Rooney, $1,100,000; Mr. George, $1,000,000, Mr. Felli, $900,000; and Mr. Goff, $950,000.

(2) Amounts reported reflect accelerated vesting of one-thirdof the outstanding time-vested RSUs, pro-ratedfor the number of days of active service between the last vesting date and the next vesting date, in the event of death of the named executive officer.

(3) Amounts reported reflect accelerated vesting of all outstanding performance-vested RSUs with performance deemed achieved at 100% of target in the event of death of the named executive officer.

(1) Amounts reported for each named executive officer reflect a full year VCP bonus at target performance in the event of the disability of the named executive officer.

(2) Amounts reported reflect accelerated vesting of one-thirdof the outstanding time-vested RSUs, pro-ratedfor the number of days of active service between the last vesting date and the next vesting date, in the event of disability of the named executive officer.

(3) Upon the named executive officer's termination due to disability, a portion of the named executive officer's performance-vested RSUs will remain outstanding and eligible to vest on the certification date following the end of the applicable performance period, subject to the achievement of the applicable performance metrics. The portion of the performance-vested RSUs that become vested and earned will be pro-ratedfor the number of days during the applicable performance period in which that the named executive officer was in active service. For purposes of valuing the portion of the named executive officer's performance-vested RSUs that will remain outstanding and eligible to vest upon a termination due to disability on December 31, 2023, we have assumed the performance metrics being achieved at 100% of target performance at the end of the performance period. This assumption, however, should not be interpreted as our expectation of future performance.

31

Item 12. Security Ownership of Certain Beneficial Owners and Management and Related Stockholder Matters.

Equity Compensation Plan Information

The following table sets forth information about our existing equity compensation plans (including individual compensation arrangements) as of December 31, 2023:

(1) Includes our 2021 Plan and 2022 Employee Stock Purchase Plan ("2021 ESPP").

(2) Amounts reported include the number of shares to be issued pursuant to 8,061,613 outstanding time-vested RSUs and 13,017,010 outstanding performance-vested RSUs that were granted under the 2021 Plan, assuming achievement of the performance levels for purposes of the performance-vested RSUs at target performance. The number of shares, if any, to be issued pursuant to the outstanding performance-vested RSUs will be determined upon the actual achievement of the predetermined performance goals related to our performance over the three-year performance period.

(3) The outstanding time-vested and performance-vested RSUs do not have exercise prices.

(4) Calculated based on the number of shares authorized and available for issuance under the 2021 Plan, less (a) shares issued in connection with the settlement of vested RSUs and (b) shares expected to be issued in the future upon the vesting and settlement of outstanding RSUs. The 2021 Plan provides for an authorized share pool of 92,267,687 shares of Company Class A common stock that may be issued pursuant to awards granted thereunder, and the 2021 ESPP provides for an authorized share pool of 13,461,281 shares of Company Class A common stock that may be issued pursuant to rights granted under the 2021 ESPP. The 98,390,394 figure in the table reflects the potential number of aggregate shares remaining as of December 31, 2023 which could be issued pursuant to future awards under the 2021 Plan of (in an amount equal to 86,428,864 shares remaining) and pursuant to future issuances under the 2021 ESPP (in an amount equal to 11,961,530 shares remaining). As of December 31, 2023, there were no shares subject to purchase pursuant to outstanding rights under the 2021 ESPP. Note that the following shares may return to the 2021 Plan and be available for issuance in connection with a future award: (i) shares covered by an award that expires or otherwise terminates without having been exercised in full; (ii) shares that are forfeited or awards which are canceled and regranted in accordance with the terms of the 2021 Plan; (iii) shares covered by an award that may only be settled in cash per the terms of the award which do not count against the 2021 Plan's award pool; (iv) shares withheld to cover payment of an exercise price or cover applicable tax withholding obligations; and (v) shares tendered to cover payment of an exercise price. Pursuant to the terms of the 2021 Plan, the number of shares available for issuance pursuant to awards granted thereunder will be automatically increased on the first day of each fiscal year following 2023 in an amount equal to the lesser of (x) 26,922,562 shares of Company Class A common stock, (y) 5% of the total number of shares of Company Class A common stock and shares of Company Class V common stock outstanding on the last day of the immediately preceding fiscal year, and (z) a lower number of shares of Company Class A common stock as determined by the Board. Additionally, pursuant to the terms of the ESPP, the number of shares available for issuance pursuant to rights granted thereunder will be automatically increased on the first day of each fiscal year following 2022 in an amount equal to the lesser of (x) 1% of the total number of shares of Company Class A common stock and Company Class V common stock outstanding on the last day of the immediately preceding fiscal year and (y) a lower number of shares of Company Class A common stock as determined by the Board.

Security Ownership of Certain Beneficial Owners and Management

The following table sets forth information regarding the beneficial ownership of shares of Alight's Class A common stock and Class V common stock as of April 24, 2024 by:

Beneficial ownership is determined according to the rules of the SEC, which generally provide that a person has beneficial ownership of a security if he, she, or it possesses sole or shared voting or investment power over that security, including options and warrants that are currently exercisable or exercisable within 60 days.

The percentage of beneficial ownership of shares of Alight's Common Stock is calculated based on the following outstanding shares as of April 24, 2024: (i) an aggregate of 550,346,093 shares of Class A common stock and (ii) an aggregate of 734,248 shares of Class V common stock.

32

Unless otherwise indicated, we believe that all persons named in the table have sole voting and investment power with respect to all shares beneficially owned by them. Unless otherwise noted, the business address of each of the following entities or individuals is 4 Overlook Point, Lincolnshire, Illinois 60069.