SailPoint Inc

Adoption of Executive Change in Control and Severance Plan

On June 9, 2025, the Board adopted the SailPoint, Inc. Executive Change in Control and Severance Plan (the “Severance Plan”), pursuant to which eligible officers and management employees of the Company will be eligible to receive the severance benefits provided for under the Severance Plan, pursuant to the terms and conditions of the Severance Plan. Capitalized terms used but not otherwise defined in this “Adoption of Executive Change in Control and Severance Plan” section have the meanings assigned to them in the Severance Plan.

In the event an Eligible Employee’s employment ends due to a Qualifying Termination that occurs outside of a Change in Control Protection Period, so long as the Eligible Employee satisfies the Release Requirement and abides by all applicable restrictive covenant obligations, the Eligible Employee will be eligible to receive (i) a cash severance payment in an amount equal to (A) 1.0 (for a Tier 1 Eligible Employee) or 0.75 (for a Tier 2 Eligible Employee), multiplied by (B) the Eligible Employee’s base salary, to be paid in substantially equal installments on the Company’s regular payroll schedule for the period commencing on the Eligible Employee’s date of termination and continuing for 12 months (for a Tier 1 Eligible Employee) or 9 months (for a Tier 2 Eligible Employee); and (ii) an amount equal to (A) 12 (for a Tier 1 Eligible Employee) or 9 (for a Tier 2 Eligible Employee), multiplied by (B) the monthly amount of the Company’s contribution to the premiums for the Eligible Employee’s group health plan coverage (including coverage for the Eligible Employee’s spouse and eligible dependents), determined under the Company’s group health plans as in effect immediately prior to the Eligible Employee’s date of termination (the monthly amount, the “Monthly COBRA Amount”), payable in a lump sum within 60 days after the Eligible Employee’s termination date.

In the event an Eligible Employee’s employment ends due to a Qualifying Termination that occurs during a Change in Control Protection Period, so long as the Eligible Employee satisfies the Release Requirement and abides by applicable restrictive covenant obligations, the Eligible Employee will be eligible to receive (i) an amount equal to (A) 1.5 (for a Tier 1 Eligible Employee) or 1.0 (for a Tier 2 Eligible Employee), multiplied by (B) the Eligible Employee’s base salary; (ii) the Eligible Employee’s target annual bonus; and (iii) an amount equal to (A) 18 (for a Tier 1 Eligible Employee) or 12 (for a Tier 2 Eligible Employee), multiplied by (B) the Monthly COBRA Amount, in each case, payable in a lump sum within 60 days of the Eligible Employee’s termination of employment.

This summary of the Severance Plan does not purport to be complete and is subject to and qualified in its entirety by reference to the copy of the Severance Plan and form of Participation Agreement thereunder filed as Exhibit 10.7 to this Quarterly Report, which are incorporated herein by reference.

Insider Trading Arrangements

None.