DEF 14A of Corebridge Financial, Inc., Aug 5, 2026

DEF 14A of Corebridge Financial, Inc.

Filed Aug 5, 2026 · FY20250001140361-26-031413

Open on EDGAR

  1. Table of Contents

    | | Page | | Pension Plans | 84 | | Potential Payments Upon Termination or Change in Control | 86 | | CEO Pay Ratio | 92 | | Pay Versus Performance | 93 | | Company Policies and Practices Related to the Grant of Certain Equity Awards Close in Time to the Release of Material Nonpublic Information | 97 | | Equity Compensation Plan Information | 98 | | Proposal 3: Ratification of Appointment of Independent Registered Public Accounting Firm | 99 | | Audit Committee Report | 100 | | Pre-Approval Policy | 100 | | Fees Paid to PwC | 101 | | Related Party Transactions | 102 | | Policies and Procedures for Related Party Transactions | 102 | | Relationship and Transactions with AIG | 102 | | Partnership and Transactions with Blackstone | 107 | | Partnership and Transactions with Nippon | 111 | | Historical Related Party Transactions | 114 | | Revenues and Expenses Associated with AIG Agreements | 115 | | Other Transactions | 115 |

  2. Our Director Nominees

    Our Director Nominees The Board has nominated for election to the Board the eleven individuals presented below in “—Director Nominee Information.”

  3. Director Independence Assessment

    Director Independence Assessment NYSE listing standards require that we have a majority of independent members on our Board and that our Audit Committee, Compensation and Management Development Committee and Nomination and Corporate Governance Committee consist only of independent members. A significant majority of our Board is comprised of independent board members. Our Audit Committee, Compensation and Management Development Committee and Nominating and Corporate Governance Committee are fully independent Committees in accordance with NYSE listing standards. The Board, in coordination with the Nominating and Corporate Governance Committee, has assessed the independence of each director nominee and each of the members of the Board who served for all or a portion of 2025 and determined that Mr. Bousa, Mr. Colberg, Mr. Gubbay, Mr. Kimura (who resigned from the Board effective April 20, 2026), Ms. Leone, Mr. Lynch, Dr. Parris, Ms. Schioldager and Mr. Yao do not have a material relationship with the Company and are independent under the NYSE listing standards. The Board also determined that Mr. Inoue, who was elected as a director of the Company effective April 21, 2026, is independent under such standards. The Board’s assessment of independence considers all known relevant facts and circumstances about the relationships bearing on the independence of a director or nominee. The Board reviews these relationships to assess their materiality and determine if any such relationship would impair the independence and judgment of the relevant director. In making the independence determinations, the Board considered the following relationships in determining that certain director nominees are independent:

  4. Director Independence Assessment

    | • | In determining that Mr. Colberg is independent, the Board considered his status as a director of Russell Reynolds Associates (“Russell Reynolds”), which provides recruiting and hiring consulting services to Corebridge, and his status as a director of U.S. Bancorp, from which Corebridge purchased low-income housing tax credits and provided sponsorship. Given Mr. Colberg’s roles with Russell Reynolds and U.S. Bancorp are each limited to being a director and the immaterial financial relationships between Corebridge and both Russell Reynolds and U.S. Bancorp, the Board determined that Mr. Colberg does not have a material relationship with Corebridge. |

  5. Director Independence Assessment

    | • | In determining that Ms. Schioldager is independent, the Board considered her status as a director of Boardspan Inc. (“Boardspan”), which provides board performance assessment services to Corebridge, and her status as a former director of The ODP Corporation (“ODP”), which provides office supplies to Corebridge. Given Ms. Schioldager’s role with each of Boardspan and ODP is or was limited to being a director and the immaterial financial relationships between Corebridge and both Boardspan and ODP, the Board determined that Ms. Schioldager does not have a material relationship with Corebridge. |

  6. Director Independence Assessment

    | • | In determining that Messrs. Gubbay, Kimura, Inoue and Yao are independent, the Board considered, among other things, Mr. Gubbay’s status as a non-employee advisor to Nippon and Mr. Kimura’s, Mr. Inoue’s and Mr. Yao’s status as a senior managing executive officer, an executive officer and a managing executive officer, respectively, at Nippon. The Board determined that such relationships did not impact their ability to exercise independent judgment in carrying out their responsibilities as such relationships did not impact their independence from Corebridge’s management. Further, in the case of Messrs. Kimura, Inoue and Yao, they considered that while Nippon had a limited business relationship with AIG prior to the Majority Holder Threshold Date, the payments from Nippon to AIG and Corebridge in the past three years did not exceed the relevant threshold of NYSE listing standards, as well as certain other facts and circumstances regarding the relationship between Corebridge and Nippon that supported the determination that Messrs. Kimura, Inoue and Yao are independent. |

  7. Director Nominee Information

    Director Nominee Information

  8. Director Nominee Information

    | Alan Colberg Independent Chair of the Board | | | | Director Since: 2022 Age: 65 Committees: Nominating and Corporate Governance (Chair) | | Career Highlights: Assurant, Inc. • Chief Executive Officer, 2021 – 2022 • President and Chief Executive Officer, 2015 – 2021 • Executive Vice President of Marketing and Business Development, 2011 – 2014 Bain & Company, Inc. • Managing Director and various positions, 1987 - 2010 Other U.S. Public Company Directorships: • Current: U.S. Bancorp, since 2023 • Past Five Years: Assurant, Inc., 2015 – 2021 Other Directorships: • Title Resources Group, since 2022 • E. & J. Gallo Winery, since 2023 • Russell Reynolds Associates, since 2024 • Doma Technology LLC, since 2024 Qualifications: Mr. Colberg brings to the Board his expertise developed through his experience as chief executive officer of Assurant and through other senior leadership roles in the financial services, insurance and consulting industries. Further, Mr. Colberg’s extensive background in corporate strategy and finance enables him to provide additional insight to our Board and its Committees. | |

  9. Director Nominee Information

    | Edward Bousa Independent Director | | | | Director Since: 2024 Age: 67 Committees: Audit; Compensation and Management Development | | Career Highlights: Wellington Management Company LLC • Partner and Team Leader of Quality Value Equity Investment Strategies, 2005 – 2020 • Other senior roles, 2000 – 2005 Putnam Investments, LLC • Mutual fund manager, 1992 – 2000 Fidelity Investments, Inc. • Equity research analyst and portfolio manager, 1983 – 1992 Other U.S. Public Company Directorships: • Current: • Omnicell, Inc., since 2021 • Gartner, Inc., since 2026 • Past Five Years: Azenta, Inc., 2024 - 2025 Other Directorships: • Iacocca Family Foundation (not-for-profit), since 2005 • V Foundation (not-for-profit), since 2024 • Lucifer Lighting, Advisory Director, since 2025 Qualifications: Mr. Bousa brings to the Board his expertise developed through extensive experience as an investment professional in a leadership role, as well as experience in crisis and risk management, financial analysis, business and capital strategy and sustainability. | |

  10. Director Nominee Information

    | Marc Costantini Director, President and Chief Executive Officer | | | | Director Since: 2025 Age: 56 Committees: None | | Career Highlights: Corebridge Financial, Inc. • President and Chief Executive Officer, since 2025 Manulife Financial Corporation • Global Head of Strategy and Inforce Management, 2024 – 2025 • Global Head of Inforce Management, 2022 – 2024 Munich Re • President and Chief Executive Officer, Corporate Development, Strategy and Digital Solutions, North America Life & Health, 2020 – 2022 Guardian Life • Executive Vice President, Commercial and Government Markets, 2017 - 2019 • Chief Financial Officer, 2014 - 2017 Other U.S. Public Company Directorships: • None Other Memberships: • Society of Actuaries, Fellow, since 1995 Qualifications: Mr. Costantini brings to the Board his expertise and key leadership skills developed through his extensive experience in the financial services industry, including senior leadership roles responsible for strategy, corporate development, finance, distribution and risk management. Mr. Costantini holds a strong background in insurance and industry perspective as Chief Executive Officer of Corebridge. | |

  11. Director Nominee Information

    | Gilles Dellaert Blackstone Director | | | | Director Since: 2024 Age: 47 Committees: None | | Career Highlights: Blackstone • Global Head, Blackstone Credit and Insurance, since 2023 • Global Head, Blackstone Insurance Solutions, 2020 – 2023 Global Atlantic Financial Group • Co-President and Chief Investment Officer, 2017 – 2019 • Chief Investment Officer, 2013 – 2017 Goldman Sachs • Reinsurance Group & Credit Trading Business, 2003 – 2013 Other U.S. Public Company Directorships: • None Qualifications: Mr. Dellaert brings to the Board his expertise developed through extensive experience in the financial services industry, with a strong background across financial services and insurance. Mr. Dellaert also provides valuable perspective as Global Head of Blackstone Credit and Insurance of Blackstone. | |

  12. Director Nominee Information

    | Keith Gubbay Independent Nippon Director | | | | Director Since: 2025 Age: 71 Committees: Risk | | Career Highlights: Resolution Life US Holdings Inc. • Chief Executive Officer, 2017 – 2024 • President and Chief Actuarial Officer, 2013 – 2017 Sun Life Financial • Chief Actuary, Sun Life Financial, 2010 – 2012 • Chief Actuary, Sun Life Financial, U.S., 2004 – 2010 ING Americas • Various executive positions held, 1998 – 2004; – Executive Vice President, Corporate Development – Chief Actuary – Chief Marketing Officer, ING U.S. Retail Financial Services – President and CEO, Investment Products Distribution – Executive Vice President and Chief Actuary, ING Americas Other U.S. Public Company Directorships: • None Qualifications: Mr. Gubbay brings to the Board his expertise and key leadership skills developed through extensive experience in the life insurance and financial services industries and perspective as the chief executive officer of Resolution Life. | |

  13. Director Nominee Information

    | Hirotaka Inoue Independent Nippon Director | | | | Director Since: 2026 Age: 57 Committees: None | | Career Highlights: Nippon • Executive Officer and Head of Regulatory and Market Intelligence, Global Business Planning, since 2026 • General Manager and Head of Regulatory and Market Intelligence, Global Business Planning, 2024 – 2026 Bank of Japan (Central Bank) • General Manager, Hiroshima Branch, 2022 – 2024 • Deputy Director-General, Monetary Affairs Department and Secretariat of the Policy Board, 2021 – 2022 • Associate Director-General, Institute for Monetary and Economic Studies, 2019 – 2021 • General Manager, Hakodate Branch, 2017 – 2019 • Head, Foreign Exchange Division, Financial Markets Department, 2014 – 2017 Other U.S. Public Company Directorships: • None Qualifications: Mr. Inoue brings to the Board more than 30 years of leadership experience spanning global financial regulation, central banking and the international insurance industry. | |

  14. Director Nominee Information

    | Deborah Leone Independent Director | | | | Director Since: 2024 Age: 61 Committees: Audit; Compensation and Management Development (Chair) | | Career Highlights: Goldman Sachs Group, Inc. • Partner, 2008 – 2019 • Chief Operating Officer, Investment Management Division, 2017 – 2019 • Global Director of Internal Audit, 2011 – 2017 • Global Controller for Investment Management Division, 2008 – 2011 Other U.S. Public Company Directorships: • Organon & Co., since 2021 Other Directorships: • Goldman Sachs Bank USA, since 2017 • GS Donor Advised Philanthropy Fund (formerly Goldman Sachs Philanthropy Fund/Ayco Charitable Foundation) (not-for-profit), since 2020 • Board of Trustees of Syracuse University (not-for-profit), since 2018 Qualifications: Ms. Leone brings to the Board her expertise developed through extensive experience in the financial services industry, with a strong background in business strategy, operations, accounting and risk management. | |

  15. Director Nominee Information

    | Christopher Lynch Independent Director | | | | Director Since: 2021 Age: 68 Committees: Audit (Chair); Risk | | Career Highlights: Independent Consultant • Provides a variety of services to public and privately held companies, since 2007 KPMG • Variety of positions held, 1978 - 2007: – National Partner in Charge, Financial Services – Chair, Americas Financial Services Leadership – Member, Global Financial Services Leadership and the U.S. Industries Leadership – Partner, National Department of Professional Practice Other Memberships: • Practice Fellow, Financial Accounting Standards Board • Member, Audit Committee Chair Advisory Council of the National Association of Corporate Directors Other U.S. Public Company Directorships: • Current: Tenet Healthcare Corporation, since 2019 • Past Five Years: AIG, 2009 – 2022 Other Directorships: • Forum Mobility Inc., since 2023 Qualifications: Mr. Lynch brings to the Board his expertise and key leadership skills developed through extensive experience in the financial services industry, with a strong background across financial audit, accounting services and mergers and acquisitions. | |

  16. Director Nominee Information

    | Colin J. Parris Independent Director | | | | Director Since: 2025 Age: 64 Committees: Audit; Nominating and Corporate Governance | | Career Highlights: GE Digital • Senior Vice President and Chief Technology Officer, 2020 – 2024 GE Global Research Center • Vice President, Software and Analytics Research, 2014 – 2020 IBM • Various executive positions held, 1994 – 2014: – Vice President and General Manager, IBM Power Systems – Vice President, Software Development – Vice President, Corporate Technology – Vice President, Systems Research at the IBM T. J. Watson Research Division Other U.S. Public Company Directorships: • APTIV Plc., since 2017 • Diebold-Nixdorf, Inc., since 2024 Qualifications: Dr. Parris brings to the Board his expertise and key leadership skills developed through his extensive experience in the technology industry, with a strong background in digital transformation and risk management. | |

  17. Director Nominee Information

    | Amy Schioldager Independent Director | | | | Director Since: 2021 Age: 63 Committees: Nominating and Corporate Governance; Risk (Chair) | | Career Highlights: BlackRock, Inc. • Senior Managing Director and Global Head of Beta Strategies, 2006 – 2017 • Member of Global Executive Committee, 2012 – 2017 • Vice Chair of Corporate Governance Committee, 2008 – 2015 Other U.S. Public Company Directorships: • Past Five Years: • The ODP Corporation, 2024 - 2025 • AIG, 2019 – 2022 Other Directorships: • Boardspan Inc., since 2017 • The Cal State East Bay Educational Foundation (not-for-profit), since 2021 • Intermediate Capital Group PLC, 2018 - 2024 Qualifications: Ms. Schioldager brings to the Board her expertise and key leadership skills developed through extensive experience in the financial services industry, with a strong background across investment management, corporate governance and accounting services. | |

  18. Director Nominee Information

    | Tomohiro Yao Independent Nippon Director | | | | Director Since: 2025 Age: 55 Committees: Compensation and Management Development; Nominating and Corporate Governance | | Career Highlights: Nippon • Managing Executive Officer, Head of Americas and Head of Europe, since 2026 • Executive Officer, Head of Americas/Europe, 2025 – 2026 • Executive Officer, Regional CEO for Asia Pacific/Head of India, and Chairman, Nippon Life Asia Pacific, 2023 – 2025 • Senior General Manager, Regional CEO for Asia Pacific/Head of India, and Chairman & CEO, Nippon Life Asia Pacific, 2022 – 2023 • General Manager, Global Insurance Business Department, 2019 – 2022 Other U.S. Public Company Directorships: • None Other Directorships: • DWS Group GmbH & Co. KGaA., since 2025 • Nippon Life Americas, Inc., since 2025 • Nippon Life Global Investors Americas, Inc., since 2025 • Nippon Life Global Investors Europe Plc., since 2025 • Nippon Life Schroders Asset Management Europe Limited, since 2025 • Nippon Life Insurance Company of America, since 2025 • Post Advisory Group LLC, since 2025 Qualifications: Mr. Yao brings to the Board his expertise and key leadership skills developed through extensive global experience in the insurance industry and perspective as a senior executive of Nippon. | |

  19. Director Compensation

    Director Compensation

  20. Non-Employee Director Compensation Highlights

    Non-Employee Director Compensation Highlights

  21. Non-Employee Director Compensation Highlights

    | • | Board Chair and Committee chairs receive additional fees to differentiate individual pay based on workload. |

  22. Non-Employee Director Compensation Highlights

    | • | The overall compensation mix emphasizes equity. |

  23. Non-Employee Director Compensation Highlights

    | • | Annual equity grants have a fixed value and vest immediately, but are not settled until the director’s termination of service from the Board. |

  24. Non-Employee Director Compensation Highlights

    | • | Directors do not receive performance-based equity awards. |

  25. Non-Employee Director Compensation Highlights

    | • | Directors are subject to robust stock ownership guidelines to support stockholder alignment. |

  26. Non-Employee Director Compensation Highlights

    | • | No perquisites for non-employee directors. |

  27. Non-Employee Director Compensation Highlights

    In 2025, we used a combination of cash and deferred stock units (“DSUs”) to retain and attract qualified candidates to serve as non-employee directors. In setting non-employee director compensation, the Board considers the significant amount of time that members of our Board spend in fulfilling their duties to Corebridge, as well as the degree of skills and expertise needed to perform their duties.

  28. 2025 Non-Employee Director Compensation Program

    2025 Non-Employee Director Compensation Program The following table provides information regarding the compensation of our non-employee directors in 2025.

  29. 2025 Non-Employee Director Compensation Program

    | Name(1) | Fees Earned or Paid in Cash ($) | Stock Awards(2) ($) | All Other Compensation(3) ($) | Total ($) | | Christina Banthin | — | — | — | — | | Edward Bousa | 120,000 | 165,000 | 5,000 | 290,000 | | Adam Burk | — | — | — | — | | Alan Colberg | 326,250 | 165,000 | — | 491,250 | | Gilles Dellaert | — | — | — | — | | Rose Marie Glazer | — | — | — | — | | Keith Gubbay | 86,000 | 234,100 | — | 320,100 | | Minoru Kimura | — | — | — | — | | Deborah Leone | 145,000 | 165,000 | — | 310,000 | | Christopher Lynch | 155,000 | 165,000 | — | 320,000 | | Colin J. Parris | 86,000 | 234,100 | — | 320,100 | | Amy Schioldager | 135,347 | 165,000 | — | 300,347 | | Tomohiro Yao | — | — | — | — |

  30. 2025 Non-Employee Director Compensation Program

    | (1) Only independent directors are entitled to compensation for their service as a director. While Mr. Kimura and Mr. Yao are independent, neither is entitled to compensation pursuant to the Nippon Stockholder’s Agreement because each is an employee of Nippon. |

  31. 2025 Non-Employee Director Compensation Program

    | (2) The amounts reported in this column represent the aggregate grant date fair value of 5,007 DSUs granted in 2025 in accordance with Financial Accounting Standards Board (“FASB’’) Accounting Standards Codification (“ASC”) Topic 718. In addition, Mr. Gubbay and Dr. Parris each received 2,334 DSUs as an initial prorated equity retainer in connection with their respective appointments to the Board on January 13, 2025. The assumptions made in calculating these amounts can be found in Note 20 of the consolidated financial statements in the 2025 Form 10-K. The grant date fair value is the number of shares granted multiplied by the NYSE closing price of a share on the grant date. As of December 31, 2025, the directors had no outstanding unvested awards. |

  32. 2025 Non-Employee Director Compensation Program

    | (3) This amount reflects charitable contributions disbursed during 2025 under Corebridge’s Matching Grants Program. |

  33. Fiscal 2026 Changes to Director Compensation Program

    Fiscal 2026 Changes to Director Compensation Program In March 2026, changes to the compensation program for the Company’s non-employee directors were recommended by the Nominating and Corporate Governance Committee and approved by the Board. These changes were recommended by the Compensation and Management Development Committee’s independent compensation consultant based on benchmarking of the Company’s non-employee director compensation program compared to peer data. The changes are intended to align director compensation with the competitive market and best practices. The approved changes are as follows:

  34. Fiscal 2026 Changes to Director Compensation Program

    | • | The annual equity retainer was increased from $165,000 to $190,000; and |

  35. Fiscal 2026 Changes to Director Compensation Program

    | • | A $10,000 annual cash retainer was added for serving as a member of the Audit Committee (excluding the Audit Committee Chair who is already entitled to a retainer under the non-employee director compensation program). |

  36. Fiscal 2026 Changes to Director Compensation Program

    We are committed to effective corporate governance practices that are designed to maintain high standards of oversight, accountability, integrity and ethics while promoting the long-term interests of stockholders. The Board regularly reviews our corporate governance documents and makes modifications from time to time to reflect recent developments and investor feedback to ensure their continued effectiveness. In 2025, we formed the Risk Committee to oversee and review our enterprise risk management (“ERM”) framework and the policies and procedures established by management to identify, assess, measure and manage key risks, including those related to market conditions, liquidity, credit, business and operations, catastrophes, legal and regulatory, technology, data privacy and cybersecurity. The Board also completed a comprehensive corporate governance review, including reviews of our Amended and Restated Certificate of Incorporation, By-laws, Committee charters and Corporate Governance Guidelines. As a result of this review, we determined that our Amended and Restated Certificate of Incorporation as adopted at the time of our IPO inadvertently omitted provisions necessary to give operative effect to certain provisions of the By-laws. As a result, our Board called the Special Meeting for stockholders to approve amendments to the Amended and Restated Certificate of Incorporation to expressly authorize the Board to approve amendments to our By-laws and to implement provisions governing stockholder action by written consent, including a requirement that stockholders owning at least 25% of the voting power of the outstanding shares of our capital stock entitled to consent on the action sought to be taken by written consent must submit a written request before the Board is required to fix a record date for stockholders entitled to take action by written consent without Board support. Our stockholders approved these two amendments to the Amended and Restated Certificate of Incorporation and they became effective upon the filing of our Certificate of Incorporation with the Secretary of State of the State of Delaware on July 9, 2025. In addition, as a result of our comprehensive corporate governance review, the Board approved amendments to the charters of the Committees to, among other changes, further clarify the oversight responsibility of the Risk Committee for compliance and other risks. The following table illustrates our current governance practices, including new practices since our 2025 Annual Meeting.

  37. Compensation Philosophy

    | Foundational Principles | Component | | Attract and Retain | Offer market-competitive compensation opportunities to attract and retain the best employees and leaders for business needs | | Pay for Performance | Create a pay-for-performance culture by offering STI and LTI compensation opportunities that reward employees for individual contributions and business performance | | | Provide a market-competitive, performance-driven compensation structure through a four-part program that consists of base salary, STI, LTI and benefits | | | In 2025, added Corebridge PSUs to the Company’s LTI program to incentivize the management team to focus on the Company's long-term goals, sustained profitable growth and stockholder value creation rather than short-term gains | | Align Interests with Stockholders | Align the long-term economic interests of key employees with those of stockholders by ensuring that a meaningful component of their compensation is provided in the form of equity | | | Motivate all employees to deliver long-term, sustainable and profitable growth, while balancing risk to create long-term, sustainable value for stockholders | | | Avoid incentives that encourage employees to take unnecessary or excessive risks that could threaten the value or reputation of the Company | | | Maintain strong compensation best practices by meeting evolving standards of compensation governance and complying with regulations applicable to employee compensation |

  38. 2025 Average Annual Target Direct Compensation of Other NEOs

    | ** We consider stock options to be performance-based for purposes of each NEO’s annual target direct compensation because they encourage long-term performance and they are only valuable if our stock price increases over time, as the awards vest. |

  39. Compensation Components

    | Component | Description | Purpose | Foundational Principles | | Direct Compensation | | | | | Base Salary | Fixed cash compensation | To fairly compensate executives for the responsibilities of their positions, achieve an appropriate balance of fixed and variable pay and provide sufficient liquidity to discourage excessive risk-taking | • Attract and retain the best talent by offering market-competitive compensation opportunities | | STI Awards | Variable annual cash incentive award determined based on performance relative to corporate and individual goals | To drive business objectives and strategies and reward performance delivered during the year | • Attract and retain the best talent by offering market-competitive compensation opportunities • Create a pay-for-performance culture by offering STI compensation opportunities that reward executives for individual contributions and business performance • Provide an opportunity to incentivize and reward key indicators of performance, with a focus on guiding the organization towards balancing profitability, growth and risk | | LTI Awards | Equity-based compensation in the form of Corebridge PSUs, Corebridge RSUs and Corebridge Options | To reward long-term value creation and stock price appreciation, and align executive interests with those of our stockholders | • Attract and retain the best talent by offering market-competitive compensation opportunities • Align the long-term economic interests of our executives with those of stockholders by ensuring that a meaningful component of their compensation is provided in equity • Create a pay-for-performance culture that rewards executives for delivering long-term, sustainable and profitable growth, while balancing risk to create long-term, sustainable value for stockholders |

  40. Compensation Components

    | Component | Description | Purpose | Foundational Principles | | Indirect Compensation | | | | | Retirement, Health and Welfare Programs | Retirement savings, financial protection and other compensation and benefits providing long-term financial support and security for employees | To assist with long-term financial support and security, including retirement savings | • Attract and retain the best talent by offering market-competitive retirement, health and welfare benefit opportunities | | Perquisites | Certain perquisites as described in footnote (8) to the Summary Compensation Table | Allow our NEOs to concentrate on their responsibilities and our future success | • Attract and retain the best talent by offering market-competitive benefits • Recommendations of a third-party security study support our CEO being provided a personal driver and company car | | Termination Benefits | | | | | Severance Benefits | Lump sum payment and other benefits for certain terminations of employment | To treat employees fairly at termination and provide competitive total compensation packages in exchange for a release of employment-related claims | • Attract and retain the best talent by offering market-competitive severance benefits • Mitigate risk of potential employer liability and avoid future disputes or litigation | | Change in Control Benefits | Benefits in the event of termination related to a change in control | To help ensure ongoing retention of executives when considering potential transactions that may create uncertainty as to their future employment and enable us to obtain a release of employment-related claims | • Attract and retain the best talent by offering market-competitive change in control benefits • Mitigate the distraction caused by uncertainty arising in connection with potential transactions • Mitigate risk of potential employer liability and avoid future disputes or litigation |

  41. STI Awards

    STI Awards The 2025 target STI award opportunity for each of our NEOs is listed in the table below. Target STI award opportunities are reviewed annually to determine whether they should be adjusted based on a broad range of factors including role scope, experience, skillset, performance and target STI award opportunities for comparable positions at competitors, as well as internal parity among similarly situated officers. In February 2025, the Compensation and Management Development Committee determined it was appropriate to approve an 8% increase in Mr. Habayeb’s target bonus opportunity for the same reasons described above with respect to Mr. Habayeb’s base salary increase. They also determined it was appropriate to approve a 17% increase in Mr. Hogan’s target STI opportunity as his role materially expanded in complexity and responsibility due to his leading a fully deconsolidated stand-alone public company. This adjustment aligned Mr. Hogan’s compensation with the market data for standalone public-company CEOs, rather than those serving in subsidiary roles.

  42. STI Awards

    | NEO(1) | FY24 Target STI Award ($) | FY25 Target STI Award ($) | Change in Target STI Award (%) | | Elias Habayeb | 1,200,000 | 1,300,000 | 8% | | Lisa Longino | 1,240,000 | 1,240,000 | N/A | | Jonathan Novak | 1,000,000 | 1,000,000 | N/A | | Polly Klane(2) | — | 900,000 | N/A | | Kevin Hogan | 2,250,000 | 2,625,000 | 17% |

  43. STI Awards

    | (1) Mr. Costantini was appointed as President and Chief Executive Officer effective December 1, 2025 and therefore did not participate in the Company’s 2025 STI program or in the prior year’s program. |

  44. STI Awards

    | (2) Ms. Klane was appointed Executive Vice President and General Counsel effective February 10, 2025 and therefore did not participate in the Company’s 2024 STI program. |

  45. STI Awards

    2025 STI awards for our NEOs were earned based on a combination of a quantitative business performance score (the “Business Performance Score”) and an assessment of individual performance (the “Individual Performance Score”) as described below. The calculation was as follows, subject to an overall cap of 200% of the relevant NEO’s 2025 target STI award:

  46. STI Awards

    | 2025 Target STI AwardX | Business Performance Score (up to 150%)X | Individual Performance Score (up to 150%) | = | 2025 Actual STI Award |

  47. Business Performance Score

    | • | Threshold Performance: Achievement of the threshold goal generates a payout equal to 50% of the metric’s weighting. Performance below threshold generates no payout for that metric. |

  48. Business Performance Score

    | • | Target Performance: Achievement of the target goal for a metric generates a payout equal to 100% of that metric’s weighting. |

  49. Business Performance Score

    | • | Stretch Performance: Achievement of the stretch goal generates a payout equal to 125% of the metric’s weighting. |

  50. Business Performance Score

    | • | Maximum Performance: Achievement of the maximum goal generates a payout equal to 150% of the metric’s weighting. Performance above the maximum does not increase the payout beyond 150%. |

  51. 2025 STI Award Payout

    2025 STI Award Payout 2025 performance resulted in the following STI awards for the NEOs(1):

  52. 2025 STI Award Payout

    | NEO | 2025 Target STI Award ($) | Business Performance Score | Individual Performance Score | 2025 Actual STI Award ($) | | Elias Habayeb | 1,300,000 | 122% | 115% | 1,824,000 | | Lisa Longino | 1,240,000 | 122% | 110% | 1,664,000 | | Jonathan Novak | 1,000,000 | 122% | 110% | 1,342,000 | | Polly Klane | 900,000 | 122% | 115% | 1,263,000 | | Kevin Hogan(2) | 2,625,000 | 122% | 100% | 3,202,500 |

  53. 2025 STI Award Payout

    | (1) Mr. Costantini was appointed as President and Chief Executive Officer effective December 1, 2025 and therefore did not participate in the Company’s 2025 STI program. |

  54. 2025 STI Award Payout

    | (2) In connection with Mr. Hogan’s transition from President and Chief Executive Officer to Special Advisor to the Board effective December 1, 2025, Mr. Hogan was entitled to receive a regular STI award payment in respect of 2025 without proration. |

  55. LTI Awards

    LTI Awards

  56. Annual 2025 LTI Awards

    Annual 2025 LTI Awards 2025 target LTI awards consisted of Corebridge PSUs, Corebridge RSUs and Corebridge Options in the proportions set forth below.(1)

  57. Annual 2025 LTI Awards

    | (1) Reflects target proportions for Mr. Hogan, the Company’s President and Chief Executive Officer prior to December 1, 2025. Mr. Costantini, who was appointed as President and Chief Executive Officer effective December 1, 2025, will have the same mix of target LTI awards as other NEOs. |

  58. Annual 2025 LTI Awards

    As part of its annual review and informed by an independent compensation assessment, the Compensation and Management Development Committee determined that total direct compensation for certain NEOs, particularly within the long-term incentive component, was below competitive market levels. In light of the Company’s transition to a standalone public company, the Compensation and Management Development Committee approved targeted increases to 2025 LTI award opportunities for select NEOs to better align compensation with market practice for similarly situated public company executives. In February 2025, following its review of competitive market data and internal pay alignment and after considering the individual performance of NEOs, the Compensation and Management Development Committee approved the following:

  59. Annual 2025 LTI Awards

    | • | A 32% increase to Mr. Habayeb’s target LTI opportunity, consistent with the rationale described above regarding his base salary adjustment and to further align his compensation with competitive market levels. |

  60. Annual 2025 LTI Awards

    | • | A 15% increase to Ms. Longino’s target LTI opportunity to better reflect prevailing market practice and to increase the proportion of her total direct compensation delivered in long-term, performance-based equity. |

  61. Annual 2025 LTI Awards

    | • | In addition, the Committee approved a 93% increase to Mr. Hogan’s target LTI opportunity, aligned with the rationale supporting the adjustment to his target STI opportunity. Prior to this adjustment, his long-term incentive opportunity was positioned materially below market. |

  62. Annual 2025 LTI Awards

    Additionally, in October 2024, the Compensation and Management Development Committee approved a 75% increase to Mr. Novak’s target LTI opportunity in recognition of his qualifications, strong performance, and the significant expansion of his leadership responsibilities, including oversight of optimizing the performance of the Company’s in-force portfolios, including its reinsurance portfolio. The 2025 target LTI awards approved by the Compensation and Management Development Committee for each of our NEOs is listed in the table below. The target LTI award value is reviewed annually and adjusted based on a broad range of factors including role scope, experience, skillset, performance, and salaries for comparable positions at competitors, internal parity among similarly situated officers, and dilution and burn rate considerations.

  63. Annual 2025 LTI Awards

    | NEO(1) | FY24 Target LTI Award ($) | FY25 Target LTI Award ($) | Change in Target LTI Award (%) | | Elias Habayeb | 1,700,000 | 2,250,000 | 32% | | Lisa Longino | 1,360,000 | 1,560,000 | 15% | | Jonathan Novak | 900,000 | 1,575,000 | 75% | | Polly Klane(2) | — | 1,500,000 | N/A | | Kevin Hogan | 4,000,000 | 7,700,000 | 93% |

  64. Annual 2025 LTI Awards

    | (1) Mr. Costantini was appointed as President and Chief Executive Officer effective December 1, 2025 and therefore did not participate in the Company’s 2025 LTI program or in the prior year’s program. Upon commencement of employment, Mr. Costantini received a one-time LTI award of $10,000,000, consisting of Corebridge PSUs, Corebridge RSUs and Corebridge Options in the same proportion as our other executive officers and with the same performance targets and vesting schedules as the grants made to our other NEOs for 2025. Please see “New CEO Hire Package” below for more information. |

  65. Annual 2025 LTI Awards

    | (2) Ms. Klane was appointed Executive Vice President and General Counsel effective February 10, 2025 and therefore did not participate in the Company’s 2024 LTI program. |

  66. Annual 2025 LTI Awards

    The table below sets forth a brief description of the Corebridge PSUs, Corebridge RSUs and Corebridge Options granted to our NEOs in 2025, including the vesting terms, the rationale for the award type and the methodology used to calculate the number of Corebridge PSUs, Corebridge RSUs and Corebridge Options granted.

  67. Annual 2025 LTI Awards

    | Type of Award | Vesting Terms | Rationale | Calculation of Number of Awards Granted | | Corebridge PSUs* (50% of target value) | Corebridge PSUs granted to our NEOs will cliff vest on the third anniversary of the grant date and will be earned based on performance, subject to continued service on the vesting date (see section below entitled “2025 PSU Program” for more information) | Helps ensure that NEOs focus on the company's long-term goals, sustained profitable growth and stockholder value creation rather than short-term gains | Award value was divided by the average closing price of Common Stock over the five trading days preceding the grant date, rounded down to the nearest whole unit | | Corebridge RSUs* (25% of target value) | Corebridge RSUs granted to our NEOs will vest in equal installments on each of the first, second and third anniversaries of the grant date, subject to continued service on each vesting date | Contributes to longer-term retention and promotes long-term performance, as the value of Corebridge RSUs is directly linked to increases and decreases in our stock price, further aligning NEO interests with those of our stockholders Aids in achieving meaningful stock ownership by our NEOs | Award value was divided by the average closing price of Common Stock over the five trading days preceding the grant date, rounded down to the nearest whole unit |

  68. Annual 2025 LTI Awards

    | Type of Award | Vesting Terms | Rationale | Calculation of Number of Awards Granted | | Corebridge Options** (25% of target value) | Corebridge Options granted to our NEOs will vest in equal installments on each of the first, second and third anniversaries of the grant date, subject to continued service on each vesting date | Encourages long-term performance, as Corebridge Options are only valuable if our stock price increases over time, as the awards vest | Award value was divided by the Black-Scholes value of a Corebridge Option on the grant date, rounded down to the nearest whole option |

  69. Annual 2025 LTI Awards

    | * The 2025 Corebridge PSUs and Corebridge RSUs accrue cash dividend equivalents, which are an unfunded and unsecured promise to pay cash to the holder of Corebridge PSUs and Corebridge RSUs in an amount equal to the dividends the holder would have received if the Corebridge RSUs or Corebridge PSUs had been outstanding shares on the dividend record date. Cash dividend equivalents vest and are paid at the same time, and are subject to the same terms and conditions, as the Corebridge PSUs and Corebridge RSUs on which they are accrued (including, for the Corebridge PSUs, satisfaction of the relevant performance measures). |

  70. Annual 2025 LTI Awards

    | ** The 2025 Corebridge Options have a term of ten years and an exercise price of $33.55 ($29.75 for Mr. Costantini), which was the closing price of Corebridge’s Common Stock on the applicable grant date. |

  71. 2025 PSU Program

    2025 PSU Program In the first quarter of 2025, the Compensation and Management Development Committee enhanced the Company’s LTI awards by introducing performance stock units (“PSUs”) as a new award vehicle. Prior to 2025, long-term incentives consisted solely of time-based restricted stock units and stock options. The addition of PSUs increases the proportion of compensation that is explicitly performance-based and reflects the Committee’s commitment to evolving the LTI Plan in line with market practice and stockholder expectations. The PSUs cliff vest on the third anniversary of the grant date and are earned based on performance against two equally weighted metrics over a three-year performance period from January 1, 2025 through December 31, 2027. By linking a meaningful portion of long-term compensation directly to rigorous multi-year performance objectives, the Compensation and Management Development Committee reinforces accountability for sustained profitable growth and long-term stockholder value creation. The two PSU metrics for 2025 were:

  72. 2025 PSU Program

    | • | Adjusted ROAE, measured against annual goals that were established at the beginning of the three-year performance period; and |

  73. 2025 PSU Program

    | • | Total Shareholder Return (“TSR”) over the three-year performance period relative to a performance peer group. |

  74. 2025 PSU Program

    Adjusted ROAE was chosen as it measures profitability and how Corebridge efficiently employs stockholders’ equity. Adjusted ROAE is an externally reported metric measured as adjusted after-tax operating income divided by average adjusted book value and is subject to additional adjustments. Adjusted ROAE is a non-GAAP financial measure. For more information on this measure, see Appendix A. TSR was chosen because it directly aligns executive incentives with the overall performance of the Company as perceived by investors, encouraging decisions that maximize long-term value for stockholders. TSR is measured relative to the following peer companies.

  75. 2025 PSU Program

    | 1. | Aflac Incorporated | 7. | MetLife, Inc. | | 2. | Equitable Holdings, Inc. | 8. | Primerica, Inc. | | 3. | F&G Annuities & Life, Inc. | 9. | Principal Financial Group, Inc. | | 4. | Jackson National Life Insurance Company | 10. | Prudential Financial, Inc. | | 5. | Lincoln National Corporation | 11. | Sun Life Financial, Inc. | | 6. | Manulife Financial Corporation | 12. | Voya Financial, Inc. |

  76. 2025 PSU Program

    TSR is calculated using reported share prices that are adjusted for regular and special dividends paid over the performance period, which are assumed to be reinvested on each ex-dividend date. When necessary, share prices will be adjusted for the effects of stock splits and spin-offs. Ending dividend adjusted share prices will ultimately be measured using an average of December 2027 closing prices. Payouts for each metric can range from 0% to 200% and threshold performance must be achieved in order to earn a minimum 50% payout. Payouts are interpolated for performance in between the goals for each metric. The chart below sets forth the design of our 2025 PSU program and the related metrics and goals.

  77. 2025 PSU Program

    | | Performance Goal (% Payout) | | | | Weighting | | | | | Metric | Threshold (50%) | Target (100%) | Stretch (125% - Adjusted ROAE 150% - Relative TSR) | Maximum (200%) | 2025 | 2026 | 2027 | Total | | Adjusted ROAE (Annual Measurement) | 10% | 12% | 14% | 16% | 17% | 17% | 17% | 50% | | TSR (3-year Cumulative Measurement) | 25th percentile | 50th percentile | 75th percentile | 90th percentile | — | — | 50% | 50% | | Total | | | | | 17% | 17% | 67% | 100% |

  78. 2025 PSU Program

    The Compensation and Management Development Committee will determine the results and payouts for each metric and the related goals following completion of the three-year performance period.

  79. 2025 Retention Awards

    2025 Retention Awards In connection with the CEO transition, to assist in maintaining leadership continuity and retaining critical talent, on September 19, 2025, the Compensation and Management Development Committee approved a grant of a retention equity award in the form of Corebridge RSUs to Ms. Longino with a grant date value of $1,500,000 (the “Retention Award”). The Retention Award cliff vests on September 30, 2027, subject to Ms. Longino’s continued employment with the Company through the vesting date, subject to accelerated vesting upon Ms. Longino’s termination of employment without Cause (without regard to Ms. Longino’s date of hire) or resignation for Good Reason, each as defined in the 2022 Corebridge Omnibus Incentive Plan and LTI Plan. Mr. Habayeb also received a retention equity award with a grant date value of $2,000,000 that was subject to the same terms as Ms. Longino's award, which was forfeited for no consideration upon his departure from the Company on April 24, 2026.

  80. 2022 AIG PSU Payout

    2022 AIG PSU Payout Mr. Hogan received AIG PSUs in 2022 when Corebridge was still a wholly owned subsidiary of AIG. The three-year performance period for these AIG PSUs ended on December 31, 2024, and the AIG PSUs were settled in 2025. This award was subject to three performance metrics:

  81. 2022 AIG PSU Payout

    | • | Annual improvement in Accident Year Combined Ratio, as Adjusted (“AYCR, ex-CAT”) (weighted 50%) |

  82. 2022 AIG PSU Payout

    | • | Diluted Normalized Adjusted After-Tax Income (“AATI”) Attributable to AIG Common Shareholders Per Share (weighted 40%) |

  83. 2022 AIG PSU Payout

    | • | Relative Total Shareholder Return (weighted 10%) |

  84. 2022 AIG PSU Payout

    Each metric had threshold, target, stretch and maximum performance goals associated with it and a corresponding level of payout with interpolation for achievements between goals. The AIG PSU Earnout Percentage was 178% as detailed in the table below.

  85. 2022 AIG PSU Payout

    | Performance Metric | Period | Threshold (50%) | Target (100%) | Stretch (150%) | Maximum (200%) | Actual | % Achieved | Weighting | Contribution to AIG PSU Earnout Percentage | | Annual Improvement in Accident Year Combined Ratio, as adjusted* | 2022 | 91.0% | 89.9% | 89.4% | 88.9% | 88.7% | 200% | 16% | 32% | | | 2023 | 91.0% | 89.9% | 88.9% | 87.9% | 87.7% | 200% | 17% | 34% | | | 2024 | 91.0% | 89.9% | 88.4% | 86.9% | 88.2% | 157% | 17% | 27% | | Diluted Normalized AATI Attributable to AIG Common Shareholders Per Share* | Cumulative | $14.10 | $14.80 | $15.10 | $15.50 | $16.66 | 200% | 40% | 80% | | Relative Total Shareholder Return(1) | 3-Years | 6th or 7th | 4th or 5th | 2nd or 3rd | 1st | 6th | 50% | 10% | 5% | | AIG PSU Earnout Percentage: | | | | | | | | | 178% |

  86. 2022 AIG PSU Payout

    | (1) Relative Total Shareholder Return calculated in local currency based on (i) the average AIG stock prices for the month preceding the performance period; and (ii) the average AIG stock prices for the final month of the performance period. AIG’s Relative Total Shareholder Return peers comprised of Chubb, CNA Financial, The Hartford, Markel, Tokio Marine, Travelers and W.R. Berkley. |

  87. 2022 AIG PSU Payout

    As reported AIG share prices are adjusted for regular and special dividends paid over the performance period as well as any stock splits and spin-offs. Beginning dividend-adjusted share prices are measured using the average of December 2021 closing prices. Ending dividend adjusted share prices are measured using the average of December 2024 closing prices.

  88. New CEO Hire Package

    | • | The substantial value of the cash and equity compensation that Mr. Costantini would forfeit upon his departure from his prior employer in both the near- and long-term; |

  89. New CEO Hire Package

    | • | Compensation paid to chief executive officers in Corebridge’s peer group; and |

  90. New CEO Hire Package

    | • | The recommendations of the Compensation and Management Development Committee and its independent compensation consultant. |

  91. New CEO Hire Package

    | Component | Description | Philosophy and Rationale | | Base Salary | Annual base salary of $1,000,000 | Provides a predictable level of income | | Target Annual Cash Short-term Incentive Award | Target annual cash short-term incentive award of $2,500,000 | Ties additional upside earning opportunity to Company and individual performance results | | Target Annual Long-term Incentive Award | Target annual long-term incentive award of $8,000,000 | Provides long-term, equity-based incentives that align executive compensation with stockholder interests. | | One-time Cash Sign-on Bonus Award | $5,500,000, subject to repayment if Mr. Costantini resigns without good reason or is terminated with cause within two years | Provided to replace the estimated value of the 2025 annual cash incentive and a portion of the equity awards Mr. Costantini forfeited when leaving his prior employer to join Corebridge, which would have vested in the near term | | One-time New Hire Long-term Incentive Award | $10,000,000 consisting of Corebridge PSUs, Corebridge RSUs and Corebridge Options in the same proportion as our other executive officers’ annual grant for 2025 | Provided to replace the estimated value of the remaining equity awards Mr. Costantini forfeited when leaving his prior employer to join Corebridge | | One-time Relocation Assistance Stipend | $250,000 | Supports our objective of attracting and retaining a transformative leader |

  92. New General Counsel Hire Package

    New General Counsel Hire Package In connection with Ms. Klane’s appointment as Executive Vice President and General Counsel, in February 2025, the Compensation and Management Development Committee approved two cash transition payments to replace the estimated value of certain bonus and equity awards that would have been earned in the short-term that were forfeited when she resigned from her previous employer. The first payment in the amount of $550,000 was paid in February 2025 and the second payment in the amount of $396,836 was paid in March 2025. In addition, the Compensation and Management Development Committee approved an award in the form of Corebridge RSUs for Ms. Klane with a grant date value of $1,470,398, which was granted in consideration of the estimated value of the remaining equity awards that were forfeited when she resigned from her previous employer. Her award vested 47.5% in March 2026 and will vest 52.5% in March 2027, subject to her continued service through each vesting date.

  93. Termination Benefits

    Termination Benefits The following table provides information regarding the termination benefit arrangements that we have with our NEOs, which include the Corebridge Financial, Inc. Executive Severance Plan (the “ESP”) and the LTI Plan. In December 2025, to promote internal equity, the LTI Plan was amended to eliminate differentiation between those hired before and after April 1, 2022, with respect to LTI treatment in cases of Involuntary Termination without Cause or Retirement (as defined in the LTI Plan). Pursuant to a Transition and Advisory Agreement, dated September 5, 2025, Mr. Hogan received certain compensation and benefits in connection with his providing Corebridge with six months of transition services commencing on December 1, 2025. Mr. Hogan’s employment with the Company terminated following the advisory period, at which point he received cash severance pay and termination benefits as required under the ESP for a termination without cause, and a supplemental health and life insurance benefit. In the event that Mr. Hogan’s employment ended prior to the scheduled termination date due to Mr. Hogan’s resignation or termination for cause, he would not have received such benefits. The following table provides information regarding the termination benefits provided under the ESP and the LTI Plan. Further details of each individual NEO’s termination benefits, including Mr. Hogan’s Transition and Advisory Agreement and estimates of amounts payable in specified circumstances in effect as of the end of 2025, are disclosed under “Potential Payments Upon Termination or Change in Control,” below.

  94. Termination Benefits

    | Termination Benefits | | | Severance and Change in Control Benefits | | | Severance Benefits | Our NEOs are eligible for benefits under the ESP upon termination by the Company without “Cause” or resignation by the executive for “Good Reason.” Benefits include: • a lump sum payment equal to 1 or 1.5 (depending on job grade) multiplied by the sum of the NEO’s salary and three-year average of actual STI payments (or, if such NEO was not employed for all three years that would otherwise be included in the average, the average actual STI payments paid in each such year in which such NEO was employed); • if the covered termination occurs after March 31 of the year in which the termination occurs, a pro-rata annual STI award for the year of termination based on the NEO’s target STI award, adjusted for actual company (and/or, if applicable, business unit or function) performance as determined by the Compensation and Management Development Committee in its sole discretion; and • a $40,000 payment that may be applied towards continued health coverage and life insurance and one year of additional age and service solely for the purpose of determining eligibility to enroll in retiree medical coverage (the “H&W Severance Benefits”) Corebridge may also enter into transition agreements from time to time to ensure a smooth transition | | Change in Control Benefits | If an NEO experiences a covered termination under the ESP within 24 months following a change in control, benefits include: • a lump sum payment equal to 1.5 or 2 (depending on job grade) times the sum of the NEO’s salary and the greater of (a) the average amount of STI awards paid to the NEO for the preceding three completed calendar years and (b) the NEO’s target STI award for the termination year; • a pro-rata annual STI award for the year of termination based on the greater of (a) the NEO’s target STI award and (b) the NEO’s target STI award adjusted for actual company performance; and • the H&W Severance Benefits | | Vesting Upon Retirement, Death or Disability | See “Treatment of LTI Awards Upon Termination” under “Potential Payments Upon Termination or Change in Control,” below. | | Severance and Change in Control Philosophy | | | Attract and Retain | Intended to ease an NEO’s transition due to an unexpected employment termination or retain an NEO through a significant corporate transaction | | Align Interests with Stockholders | Mitigate any potential employer liability and avoid future disputes or litigation | | | Retain and encourage our NEOs to remain focused on our business and the interests of our stockholders when considering or implementing strategic alternatives | | At-Will Employment | The employment of our NEOs is “at will,” meaning we can terminate them at any time, and they can terminate their employment with us at any time |

  95. Termination Benefits

    | Amount and Conditions for Termination Benefits | Severance arrangements should be designed to: (i) provide reasonable compensation to NEOs who leave Corebridge under certain circumstances to facilitate their transition to new employment and (ii) require a departing NEO to sign and not revoke a release of claims acceptable to us as a condition to receiving post-employment termination benefits, which release of claims will include post-termination restrictive covenants (to the extent permissible under applicable law) | | Treatment upon Retirement, Death or Disability | Equity treatment is generally consistent with the practice of many of our peers and encourages our NEOs to remain employed with us | | Double-Trigger Acceleration | “Double trigger” provisions promote morale and productivity and encourage executive retention in the event of a corporate transaction |

  96. Other Compensation Policies

    | Policy | Considerations | Material Features | | Anti-Hedging and Anti-Pledging Policies | Hedging insulates executive officers from stock price movement and reduces alignment with stockholders. Pledging raises potential risks to stockholder value, particularly if the pledge is significant. | Our Insider Trading Policy prohibits all employees and directors from engaging in hedging transactions with respect to any Corebridge securities, including by trading in any derivative security relating to Corebridge securities. Other than pursuant to a compensation or benefit plan or dividend distribution, no employee or director may acquire, write or otherwise enter into an instrument that has a value determined by reference to Corebridge securities, whether or not the instrument is issued by Corebridge. Examples include put and call options, forward contracts, collars and equity swaps relating to Corebridge securities. The policy also prohibits pledging of Corebridge securities. | | Equity Grant Policy | Equity award grants should not be timed to take advantage of the release of material nonpublic information. | Corebridge maintains an Equity Grant Policy, which governs, among other things, the timing of equity award grants to Section 16 Officers. See “Company Policies and Practices Related to the Grant of Certain Equity Awards Close in Time to the Release of Material Nonpublic Information” for more information. |

  97. Other Compensation Policies

    | Policy | Considerations | Material Features | | Executive Stock Ownership Guidelines | Stock ownership among our executive officers and non-employee members of the Board encourages incentive alignment with stockholders. | In December 2025, the Compensation and Management Development Committee approved an increase in ownership threshold from 5x to 7x base salary for the CEO and from 3x to 4x base salary for other executives to align with governance best practices. All executives are required to retain 50% of the net shares of Common Stock received as a result of the exercise, vesting or payment of any Corebridge Option, Corebridge RSU or other equity-based award granted by Corebridge until the applicable guideline is achieved. In December 2025, the Compensation and Management Development Committee approved defining Common Stock for purposes of satisfying the guidelines to also include unvested Corebridge RSUs and shares held in benefit plans. Performance-based awards and unexercised stock options do not count towards the ownership requirement Our CEO and all of our executive officers are in compliance with the guidelines | | Corebridge Clawback Policy | We should be able to recoup cash and equity awards in the event of a material financial restatement, awards based on materially inaccurate financial statements or performance metrics, or failure to meet risk management requirements. | The Corebridge Clawback Policy, which applies to all executive officers, all employees who receive equity awards and all employees at Grade Level 27 and above, was adopted by the Board to encourage sound risk management and increase individual accountability. The policy provides that the Board or a designated committee thereof has broad discretionary authority to, in the event of a covered event, provide for the forfeiture, recoupment and/or repayment of all or any portion of outstanding and unpaid incentive compensation (and any incentive compensation received during the 12-month period prior to the covered event). A covered event generally includes a material financial restatement, receipt of an award or covered compensation based on materially inaccurate financial statements or performance metrics, a material adverse impact on Corebridge or any affiliate due to failure to properly identify, assess or sufficiently raise concerns about risk, or an action or omission that materially violates our risk policies or results in material financial or reputational harm to Corebridge or any affiliate. |

  98. Roles and Responsibilities

    | Individual/Entity | Responsibilities | | AIG Compensation and Management Resources Committee | The AIG Compensation and Management Resources Committee consists solely of independent directors of AIG and approved the payout of Mr. Hogan’s AIG PSUs which were granted in 2022, but did not otherwise participate in determining the compensation of our NEOs for fiscal year 2025. The AIG Compensation and Management Resources Committee continues to administer any outstanding AIG Options and AIG PSUs. | | Compensation and Management Development Committee | In 2025, the Compensation and Management Development Committee consisted of three independent directors and, prior to May 14, 2025, one AIG Director. The Committee meets as necessary to review and approve various compensation-related items, including: • Oversees and makes recommendations to the Board with respect to our executive compensation and benefits philosophy, plans and policies • Reviews and approves annual corporate goals, objectives and metrics relevant to the compensation of the CEO, evaluates CEO performance against those goals, objectives and metrics and determines and recommends Board approval of the CEO’s compensation based on its evaluation • Reviews and approves incentive award performance goals, objectives and metrics for Section 16 Officers and evaluates their performance in light of those goals, objectives and metrics, and based on recommendations from the CEO, approves the compensation of Section 16 Officers • Establishes and reviews compliance with stock ownership guidelines for Section 16 Officers • Oversees the assessment of the risks related to compensation programs and policies, and the steps to monitor and control such risk exposures • Oversees human capital management practices and programs • Engages and oversees the services of an independent compensation consultant to advise on executive compensation matters | | Board | The Board approved Mr. Hogan’s compensation based on the Compensation and Management Development Committee’s evaluation and recommendations | | Special Committee | In July 2025, a special committee of the Board approved the new hire package for Mr. Costantini, based on the recommendations of the Compensation and Management Development Committee and the independent compensation consultant | | CEO | The CEO presents recommendations for NEO compensation to the Compensation and Management Development Committee; no other NEO plays a decision-making role in determining the compensation of any other NEO | | Independent Compensation Consultant | The Independent Compensation Consultant reports directly to the Compensation and Management Development Committee and provides independent and objective advice on executive and director compensation and related corporate governance matters. The Compensation and Management Development Committee has determined that Meridian Compensation Partners, LLC is independent within the meaning of applicable SEC rules and NYSE listing standards. |

  99. Use of Market Data

    Use of Market Data Corebridge uses data for its relevant peer groups to support the key principles of its compensation philosophy, including attracting and retaining the best talent and paying for performance. In September 2024, the Compensation and Management Development Committee, in consultation with Meridian Compensation Partners, its independent compensation consultant, approved a compensation peer group for executive compensation in 2024 to inform our NEOs’ compensation level and design. This same peer group was used to inform fiscal 2025 compensation decisions. The peer group companies were selected with an emphasis on companies that were primarily North American-based insurance companies (with consideration to other financial service sectors, particularly if the business lines align with the services or scope of Corebridge’s business) that had revenue ranging from 0.3x to 3x Corebridge’s revenue, with consideration to comparable market cap and total assets under management. This group included the following companies:

  100. Use of Market Data

    | 1. | Aflac Incorporated | 8. | Principal Financial Group, Inc. | | 2. | Ameriprise Financial, Inc. | 9. | Prudential Financial, Inc. | | 3. | Equitable Holdings, Inc. | 10. | Sun Life Financial, Inc. | | 4. | Lincoln National Corporation | 11. | The Hartford Insurance Group, Inc. | | 5. | Manulife Financial Corporation | 12. | Unum Group | | 6. | MetLife, Inc. | 13. | Voya Financial, Inc. | | 7. | Northern Trust Corporation | | |

  101. Use of Market Data

    At the time the peer group was approved in the third quarter of 2024, Corebridge was at the 55th percentile of the 2024 peer group in terms of revenue, at the 33rd percentile of the 2024 peer group in terms of market cap, and at the 75th percentile of the 2024 peer group in terms of total assets under management.

  102. Executive Compensation Risk Management

    | • | Compensation allocation between fixed and variable, STI and LTI, and cash and equity compensation encourages strategy and actions that are in Corebridge’s long-term interests; |

  103. Executive Compensation Risk Management

    | • | Incentive awards are determined based on a variety of performance indicators, thus diversifying the risk associated with any single performance factor; |

  104. Executive Compensation Risk Management

    | • | Design of LTI compensation program rewards executives for driving sustainable, profitable growth for stockholders; |

  105. Executive Compensation Risk Management

    | • | Vesting periods for equity compensation awards encourage executives to focus on sustained stock price appreciation; |

  106. Executive Compensation Risk Management

    | • | Incentive plans are not overly leveraged with maximum payout caps and have design features that are intended to balance pay for performance with an appropriate level of risk-taking; |

  107. Compensation Risk Review

    | • | whether the plan incorporates appropriate risk mitigants to lower risk (including deferrals, clawback conditions, time-based vesting for equity awards and capped payouts); and |

  108. Compensation Risk Review

    | • | whether payments are based on pre-established performance goals, including risk-adjusted metrics and compliance goals. |

  109. 2025 Summary Compensation Table

    2025 Summary Compensation Table The following table presents the total compensation of the NEOs for services performed in the years indicated. The total compensation reported in the following table includes items such as salary and STI awards as well as the grant date fair value of LTI awards. The LTI awards may never become payable or may end up with a value that is substantially different from the value reported here. The amounts in the Total column do not represent “direct compensation” as described in the Compensation Discussion and Analysis.

  110. 2025 Summary Compensation Table

    | Name and Principal Position(1) | Year | Salary ($)(2) | Bonus ($)(3) | Stock Awards ($)(4) | Option Awards ($)(5) | Non-Equity Incentive Plan Compensation ($)(6) | Change in Pension Value and Nonqualified Deferred Compensation Earnings ($)(7) | All Other Compensation ($)(8) | Total ($) | | Marc Costantini President and Chief Executive Officer | 2025 | 88,462 | 5,500,000 | 7,801,472 | 2,499,996 | — | — | 252,300 | 16,142,230 | | Elias Habayeb Former Executive Vice President and Chief Financial Officer | 2025 | 841,155 | — | 3,916,777 | 562,495 | 1,824,000 | 42,102 | 31,773 | 7,218,302 | | | 2024 | 800,000 | — | 1,319,783 | 424,998 | 1,500,000 | — | 31,323 | 4,076,104 | | | 2023 | 800,000 | — | 1,217,411 | 424,996 | 1,670,000 | 58,652 | 29,973 | 4,201,032 | | Lisa Longino Executive Vice President and Chief Investment Officer | 2025 | 800,000 | — | 2,830,602 | 389,994 | 1,664,000 | — | 31,773 | 5,716,369 | | | 2024 | 800,000 | — | 1,055,816 | 339,999 | 1,420,000 | — | 31,323 | 3,647,138 | | | 2023 | 676,924 | 2,181,265 | 1,225,613 | — | 1,720,000 | — | 29,931 | 5,833,733 | | Jonathan Novak Executive Vice President and President of Institutional Markets | 2025 | 675,000 | — | 1,321,367 | 393,743 | 1,342,000 | 17,491 | 41,773 | 3,791,374 | | | 2024 | 626,828 | — | 698,700 | 224,996 | 1,100,000 | — | 49,473 | 2,699,997 | | | 2023 | 600,000 | — | 644,505 | 224,995 | 1,040,000 | 29,703 | 30,098 | 2,569,301 | | Polly Klane Executive Vice President and General Counsel | 2025 | 537,695 | 946,836 | 2,933,741 | 374,996 | 1,263,000 | — | 23,183 | 6,079,451 | | Kevin Hogan Former President and Chief Executive Officer | 2025 | 1,250,000 | — | 6,460,039 | 1,924,998 | 3,202,500 | 128,218 | 151,081 | 13,116,836 | | | 2024 | 1,250,000 | — | 2,042,126 | 1,999,991 | 2,452,500 | — | 66,180 | 7,810,797 | | | 2023 | 1,250,000 | — | 2,927,993 | 999,997 | 3,250,000 | 131,915 | 72,192 | 8,632,097 |

  111. 2025 Summary Compensation Table

    | (1) Mr. Costantini commenced employment with Corebridge on December 1, 2025. Mr. Habayeb ceased serving as Chief Financial Officer effective April 24, 2026. Mr. Hogan ceased serving as President & Chief Executive Officer on December 1, 2025. Ms. Klane commenced employment with Corebridge on February 10, 2025. |

  112. 2025 Summary Compensation Table

    | (2) For Mr. Habayeb, 2025 amount reflects $800,000 salary through March 28, 2025 and $850,000 for remainder of the year. |

  113. 2025 Summary Compensation Table

    | (3) For Mr. Costantini, this column reflects a one-time new-hire cash sign-on award that was paid in December 2025 to replace the estimated value of a cash bonus award and a portion of his equity awards from his prior employer that were forfeited when he departed for Corebridge. For Ms. Klane, this column reflects two cash transition payments that were paid to replace the estimated value of a cash award and a portion of her equity awards from her prior employer that were forfeited when she departed for Corebridge. The first payment in the amount of $550,000 was paid in February 2025 and the second payment in the amount of $396,836 was paid in March 2025. |

  114. 2025 Summary Compensation Table

    | (4) The amounts in this column for 2025 represent the grant date fair value of Corebridge RSUs and Corebridge PSUs granted to each NEO in 2025 including, for Ms. Klane, the new hire Corebridge RSUs granted in February 2025 upon commencement of her role as Executive Vice President and General Counsel to replace the remaining portion of the estimated value of her equity awards from her prior employer that was forfeited when she departed for Corebridge, for Mr. Habayeb and Ms. Longino, the retention Corebridge RSUs granted in September 2025, and for Mr. Costantini, the Corebridge RSUs and Corebridge PSUs granted in December 2025 upon commencement of his role as President and Chief Executive Officer to replace the remaining portion of the estimated value of his equity awards from his prior employer that was forfeited when he departed for Corebridge, determined in accordance with FASB ASC Topic 718. The assumptions made in calculating these amounts can be found in Note 20 of the consolidated financial statements in the 2025 Form 10-K. The grant date fair value of the Corebridge RSUs and the portion of the Corebridge PSUs that are earned based on Adjusted ROAE was based on the closing price of our Common Stock on the date of grant. The grant date fair value of the portion of |

  115. 2025 Summary Compensation Table

    the Corebridge PSUs that are earned based on relative TSR performance was determined using a Monte Carlo simulation performed as of the date of grant by an independent third party. The Corebridge PSUs reflect target performance, which represents the probable outcome of the performance conditions on the grant date. The following are the potential values of the Corebridge PSUs granted to each NEO in 2025 assuming the maximum level of performance is achieved: Mr. Costantini, $10,520,989; Mr. Habayeb, $2,631,233; Ms. Longino, $1,824,371; Mr. Novak, $1,841,886; Ms. Klane, $1,754,155; and Mr. Hogan, $9,004,726. The Corebridge RSUs and Corebridge PSUs are described in more detail in “Compensation Discussion and Analysis—Compensation Components—Annual 2025 LTI Awards”, “Compensation Discussion and Analysis—Compensation Components—2025 PSU Program”, and “Compensation Discussion and Analysis—Compensation Components—Retention Awards”.

  116. 2025 Summary Compensation Table

    | (5) The amounts in this column for 2025 represent the grant date fair value of Corebridge Options granted to each NEO in 2025 including, for Mr. Costantini, the Corebridge Options granted in December 2025 upon commencement of his role as President and Chief Executive Officer, determined in accordance with FASB ASC Topic 718. The assumptions made in calculating these amounts can be found in Note 20 of the consolidated financial statements in the 2025 Form 10-K. The grant date fair value of the Corebridge Options was determined using the Black-Scholes option pricing model based on the fair market value on the date of grant. The Corebridge Options are described in more detail in “Compensation Discussion and Analysis—Compensation Components—Annual 2025 LTI Awards.” |

  117. 2025 Summary Compensation Table

    | (6) For 2025, this column represents the STI awards for 2025 performance as determined in the first quarter of 2026. 100% of each award was vested and paid in February 2026. |

  118. 2025 Summary Compensation Table

    | (7) The amounts in this column represent the total change of the actuarial present value of the accumulated benefit, including any payments made during the year, under AIG’s defined benefit pension plans, including the Qualified Retirement Plan and the Non-Qualified Retirement Plan, as applicable. The pension plans are described in “2025 Pension Benefits.” Present values include benefits payable from the Retirement Plan and Non-Qualified Retirement Income Plan, if applicable. To determine the change in pension values, the retirement age assumption is the normal retirement age of 65, or current age if older. The discount rate assumption is 5.40% for the Qualified Retirement Plan. The discount rate assumption is 5.21% for the Non-Qualified Retirement Plan. The mortality assumptions are based on the Pri-2012 annuitant white collar mortality table projected using the AIG improvement scale. Mr. Costantini and Mses. Longino and Klane did not participate in the Qualified Retirement Plan and the Non-Qualified Retirement Plan. |

  119. 2025 Summary Compensation Table

    | (8) This column includes the following incremental costs of 2025 perquisites and other benefits: |

  120. 2025 Summary Compensation Table

    | Item | Description | | Tax Preparation Services | Mr. Hogan - $16,330 Reflects cost of tax preparation services related to a prior international assignment | | Company-Paid Life Insurance Premiums | Mr. Costantini – $11 Ms. Klane – $221 All other NEOs - $273 | | 401(k) Plan | Mr. Costantini - $0 Ms. Klane - $22,962 All other NEOs - $31,500 Reflects employer matching and non-elective contributions | | Personal Use of Company Car | Mr. Costantini - $2,289 Mr. Hogan - $62,412 Reflects incremental costs of driver overtime compensation, fuel and maintenance attributable to personal use of a Company car. A third-party security study recommended a company car and personal driver for commutation and limited personal use. | | Relocation Assistance Stipend | Mr. Costantini - $250,000 | | Spousal Travel Expenses | Mr. Hogan - $10,566 Reflects expenses related to spousal travel in connection with Company-sponsored events where the presence of spouses was expected | | Personal Use of Company Provided Aircraft | As permitted under our Private Aircraft Use Policy, Mr. Hogan’s spouse accompanied him on the private aircraft during business travel, which did not result in any incremental cost to the Company | | Legal Services | Mr. Hogan - $30,000 Reflects executive’s attorneys’ fees incurred in connection with Transition and Advisory Agreement | | Corebridge Matching Grants Program | Mr. Novak - $10,000 Reflects employer matching donations under the Corebridge Matching Grants Program, under which the Company will match donations to eligible charitable organization of $25 to $10,000 on a 1:1 basis |

  121. 2025 Grants of Plan-Based Awards

    2025 Grants of Plan-Based Awards The following table details all equity and non-equity plan-based awards granted to each of the NEOs in 2025.

  122. 2025 Grants of Plan-Based Awards

    | | | Estimated Future Payouts Under Non-Equity Incentive Plan Awards(1) | | | Estimated Future Payouts Under Equity Incentive Plan Awards(2) | | | All Other Stock Awards: Number of Shares of Stock or Units (#)(3) | All Other Option Awards: Number of Securities underlying Options (#)(4) | Exercise or Base Price of Option Awards ($/Sh)(4) | Grant Date Fair Value of Stock and Option Awards ($)(5) | | Name | Grant Date | Threshold ($) | Target ($) | Maximum ($) | Threshold ($) | Target ($) | Maximum ($) | | | | | | Marc Costantini | | | | | | | | | | | | | 2025 Corebridge RSUs | 12/01/25 | | | | | | | 85,411 | | | 2,540,977 | | 2025 Corebridge Options | 12/01/25 | | | | | | | | 314,861 | 29.75 | 2,499,996 | | 2025 Corebridge PSUs | 12/01/25 | | | | 85,412 | 170,823 | 341,646 | | | | 5,260,495 | | Elias Habayeb | | | | | | | | | | | | | 2025 STI | | — | 1,300,000 | 2,600,000 | | | | | | | | | 2025 Corebridge RSUs | 02/19/25 | | | | | | | 17,050 | | | 572,028 | | 2025 Corebridge Options | 02/19/25 | | | | | | | | 65,712 | 33.55 | 562,495 | | 2025 Corebridge PSUs | 02/19/25 | | | | 17,051 | 34,101 | 68,202 | | | | 1,315,622 | | 2025 Retention Corebridge RSUs | 09/19/25 | | | | | | | 61,977 | | | 2,029,127 | | Lisa Longino | | | | | | | | | | | | | 2025 STI | | — | 1,240,000 | 2,480,000 | | | | | | | | | 2025 Corebridge RSUs | 02/19/25 | | | | | | | 11,821 | | | 396,595 | | 2025 Corebridge Options | 02/19/25 | | | | | | | | 45,560 | 33.55 | 389,994 | | 2025 Corebridge PSUs | 02/19/25 | | | | 11,822 | 23,644 | 47,288 | | | | 912,186 | | 2025 Retention Corebridge RSUs | 09/19/25 | | | | | | | 46,482 | | | 1,521,821 | | Jonathan Novak | | | | | | | | | | | | | 2025 STI | | — | 1,000,000 | 2,000,000 | | | | | | | | | 2025 Corebridge RSUs | 02/19/25 | | | | | | | 11,935 | | | 400,419 | | 2025 Corebridge Options | 02/19/25 | | | | | | | | 45,998 | 33.55 | 393,743 | | 2025 Corebridge PSUs | 02/19/25 | | | | 11,936 | 23,871 | 47,742 | | | | 920,948 | | Polly Klane | | | | | | | | | | | | | 2025 STI | | — | 900,000 | 1,800,000 | | | | | | | | | 2025 New Hire Corebridge RSUs | 02/10/25 | | | | | | | 50,598 | | | 1,675,300 | | 2025 Corebridge RSUs | 02/19/25 | | | | | | | 11,367 | | | 381,363 | | 2025 Corebridge Options | 02/19/25 | | | | | | | | 43,808 | 33.55 | 374,996 | | 2025 Corebridge PSUs | 02/19/25 | | | | 11,367 | 22,734 | 45,468 | | | | 877,078 | | Kevin Hogan | | | | | | | | | | | | | 2025 STI | | — | 2,625,000 | 5,250,000 | | | | | | | | | 2025 Corebridge RSUs | 02/19/25 | | | | | | | 58,351 | | | 1,957,676 | | 2025 Corebridge Options | 02/19/25 | | | | | | | | 224,883 | 33.55 | 1,924,998 | | 2025 Corebridge PSUs | 02/19/25 | | | | 58,351 | 116,702 | 233,404 | | | | 4,502,363 |

  123. 2025 Grants of Plan-Based Awards

    | (1) Amounts shown reflect the range of possible STI awards for 2025 performance. Actual amounts earned are reflected in the 2025 Summary Compensation Table under the “Non-Equity Incentive Plan Compensation” column. For more information on the 2025 STI awards, including the applicable performance metrics, please see “Compensation Discussion and Analysis—Compensation Components—STI Awards.” |

  124. 2025 Grants of Plan-Based Awards

    | (2) Amounts shown reflect the potential range of 2025 Corebridge PSUs granted to NEOs. Actual amounts earned are based on achieving pre-established adjusted ROAE (weighted 50%) and relative TSR (weighted 50%) goals measured over the 2025-2027 performance period. Holders of 2025 Corebridge PSUs are also entitled to dividend equivalent rights in the form of cash beginning with the first dividend record date following the applicable grant date, which cash amount is subject to the |

  125. 2025 Grants of Plan-Based Awards

    same vesting conditions as the related Corebridge PSUs and is paid if and when such related shares are delivered. For more information on these awards, please see “Compensation Discussion and Analysis—Compensation Components—Annual 2025 LTI Awards” and “Compensation Discussion and Analysis—Compensation Components—2025 PSU Program”.

  126. 2025 Grants of Plan-Based Awards

    | (3) Amounts shown reflect the grant of 2025 Corebridge RSUs made to the NEOs. For Mr. Habayeb and Ms. Longino, amounts shown also reflect retention awards received in the form of Corebridge RSUs. Ms. Longino’s retention award cliff vests on September 30, 2027, subject to her continued employment with the Company through the vesting date. Mr. Habayeb’s retention award, which had the same vesting terms as Ms. Longino’s retention award, was forfeited for no consideration upon his departure from the Company on April 24, 2026. For Ms. Klane, amounts shown also reflect a new hire award in the form of Corebridge RSUs in consideration of equity forfeited from prior employer, which vested 47.5% in March 2026 and will vest 52.5% in March 2027, subject to her continued service through each vesting date. Holders of 2025 Corebridge RSUs are also entitled to dividend equivalent rights in the form of cash beginning with the first dividend record date following the applicable grant date, which cash amount is subject to the same vesting conditions as the related Corebridge RSUs and is paid if and when such related shares are delivered. For more information on these awards, please see “Compensation Discussion and Analysis—Compensation Components—Annual 2025 LTI Awards” and “Compensation Discussion and Analysis—Compensation Components—Retention Awards”. |

  127. 2025 Grants of Plan-Based Awards

    | (4) Amounts shown reflect the grant of 2025 Corebridge Options made to the NEOs. Stock options granted in 2025 have an exercise price equal to the closing price of Common Stock on the NYSE on the date of grant. For more information on these awards, please see “Compensation Discussion and Analysis—Compensation Components—2025 Annual LTI Awards,” and Note 20 of the consolidated financial statements in the 2025 Form 10-K. |

  128. 2025 Grants of Plan-Based Awards

    | (5) Amounts shown represent the grant date fair value of the awards determined in accordance with FASB ASC Topic 718. The assumptions made in calculating these amounts can be found in Note 20 of the consolidated financial statements in the 2025 Form 10-K. Also see footnotes (3), (4) and (5) to the Summary Compensation Table for more information. |

  129. Outstanding Equity Awards as of December 31, 2025

    Outstanding Equity Awards as of December 31, 2025 The following table sets forth outstanding equity-based awards held by each NEO as of December 31, 2025.

  130. Outstanding Equity Awards as of December 31, 2025

    | | | | Option Awards(1) | | | | Stock Awards | | | | | Name | Grant Date | Award Type | | | Exercise Price ($) | Expiration Date | Unvested (Not Subject to Performance Conditions)(2) | | Equity Incentive Plan Awards (Unearned and Unvested)(4) | | | | | | Number of Securities underlying Unexercised Options (Exercisable) (#) | Number of Securities underlying Unexercised Options (Unexercisable) (#) | | | Number of shares or units of stock that have not vested (#) | Market value of shares or units of stock that have not vested ($)(3) | Number of unearned shares, units or other rights that have not vested (#) | Market or payout value of unearned shares, units or other rights that have not vested ($)(5) | | Marc Costantini | 12/1/2025 | 2025 Corebridge Options | | 314,861 | $29.75 | 12/1/2035 | | | | | | | 12/1/2025 | 2025 Corebridge RSUs | | | | | 85,411 | $2,576,850 | | | | | 12/1/2025 | 2025 Corebridge PSUs | | | | | | | 170,823 | $5,153,730 | | Elias Habayeb | 2/19/2025 | 2025 Corebridge Options | | 65,712 | $33.55 | 2/19/2035 | | | | | | | 2/19/2025 | 2025 Corebridge RSUs | | | | | 17,050 | $514,399 | | | | | 2/19/2025 | 2025 Corebridge PSUs | | | | | | | 34,101 | $1,028,827 | | | 9/19/2025 | 2025 Corebridge RSUs | | | | | 61,977 | $1,869,846 | | | | | 2/20/2024 | 2024 Corebridge Options | 30,335 | 60,671 | $25.34 | 2/20/2034 | | | | | | | 2/20/2024 | 2024 Corebridge RSUs | | | | | 34,722 | $1,047,563 | | | | | 2/21/2023 | 2023 Corebridge Options | 45,920 | 22,961 | $20.30 | 2/21/2033 | | | | | | | 2/21/2023 | 2023 Corebridge RSUs | | | | | 19,991 | $603,128 | | | | Lisa Longino | 2/19/2025 | 2025 Corebridge Options | | 45,560 | $33.55 | 2/19/2035 | | | | | | | 2/19/2025 | 2025 Corebridge RSUs | | | | | 11,821 | $356,640 | | | | | 2/19/2025 | 2025 Corebridge PSUs | | | | | | | 23,644 | $713,339 | | | 9/19/2025 | 2025 Corebridge RSUs | | | | | 46,482 | $1,402,362 | | | | | 2/20/2024 | 2024 Corebridge Options | 24,268 | 48,537 | $25.34 | 2/20/2034 | | | | | | | 2/20/2024 | 2024 Corebridge RSUs | | | | | 27,778 | $838,062 | | | | | 2/21/2023 | 2023 Corebridge RSUs | | | | | 9,362 | $282,452 | | | | Jonathan Novak | 2/19/2025 | 2025 Corebridge Options | | 45,998 | $33.55 | 2/19/2035 | | | | | | | 2/19/2025 | 2025 Corebridge RSUs | | | | | 11,935 | $360,079 | | | | | 2/19/2025 | 2025 Corebridge PSUs | | | | | | | 23,871 | $720,188 | | | 2/20/2024 | 2024 Corebridge Options | 16,059 | 32,120 | $25.34 | 2/20/2034 | | | | | | | 2/20/2024 | 2024 Corebridge RSUs | | | | | 18,382 | $554,585 | | | | | 2/21/2023 | 2023 Corebridge Options | 24,310 | 12,156 | $20.30 | 2/21/2033 | | | | | | | 2/21/2023 | 2023 Corebridge RSUs | | | | | 10,583 | $319,289 | | |

  131. Outstanding Equity Awards as of December 31, 2025

    | | | | Option Awards(1) | | | | Stock Awards | | | | | Name | Grant Date | Award Type | | | Exercise Price ($) | Expiration Date | Unvested (Not Subject to Performance Conditions)(2) | | Equity Incentive Plan Awards (Unearned and Unvested)(4) | | | | | | Number of Securities underlying Unexercised Options (Exercisable) (#) | Number of Securities underlying Unexercised Options (Unexercisable) (#) | | | Number of shares or units of stock that have not vested (#) | Market value of shares or units of stock that have not vested ($)(3) | Number of unearned shares, units or other rights that have not vested (#) | Market or payout value of unearned shares, units or other rights that have not vested ($)(5) | | | 2/21/2021 | 2021 AIG Options | 19,230 | — | $44.10 | 2/22/2031 | | | | | | | 5/27/2020 | 2020 AIG Options | 2,475 | — | $31.51 | 5/27/2030 | | | | | | | 3/11/2020 | 2020 AIG Options | 23,391 | — | $32.43 | 3/11/2030 | | | | | | | 3/18/2019 | 2019 AIG Options | 24,570 | — | $44.28 | 3/18/2029 | | | | | | | 3/13/2018 | 2018 AIG Options | 14,632 | — | $55.94 | 3/13/2028 | | | | | | Polly Klane | 2/10/2025 | 2025 Corebridge RSUs | | | | | 50,598 | $1,526,542 | | | | | 2/19/2025 | 2025 Corebridge Options | | 43,808 | $33.55 | 2/19/2035 | | | | | | | 2/19/2025 | 2025 Corebridge RSUs | | | | | 11,367 | $342,942 | | | | | 2/19/2025 | 2025 Corebridge PSUs | | | | | | | 22,734 | $685,885 | | Kevin Hogan | 2/19/2025 | 2025 Corebridge Options | | 224,883 | $33.55 | 2/19/2035 | | | | | | | 2/19/2025 | 2025 Corebridge RSUs | | | | | 58,351 | $1,760,450 | | | | | 2/19/2025 | 2025 Corebridge PSUs | | | | | | | 116,702 | $3,520,899 | | | 4/5/2024 | 2024 Corebridge Options | 43,233 | 86,468 | $28.68 | 4/5/2034 | | | | | | | 4/5/2024 | 2024 Corebridge RSUs | | | | | 23,408 | $706,219 | | | | | 2/20/2024 | 2024 Corebridge Options | 71,377 | 142,755 | $25.34 | 2/20/2034 | | | | | | | 2/20/2024 | 2024 Corebridge RSUs | | | | | 27,233 | $821,620 | | | | | 2/21/2023 | 2023 Corebridge Options | 108,049 | 54,025 | $20.30 | 2/21/2033 | | | | | | | 2/21/2023 | 2023 Corebridge RSUs | | | | | 15,679 | $473,035 | | | | | 2/21/2023 | 2023 AIG PSUs | | | | | 52,220 | $4,467,421 | | |

  132. Outstanding Equity Awards as of December 31, 2025

    | (1) AIG Options. All of the stock options granted to our NEOs prior to 2023 were granted by AIG and linked to the performance of AIG common stock. The AIG Options have an exercise price equal to the closing price of the underlying shares of AIG common stock on the NYSE on the date of grant and have a 10-year term from the date of grant. All of the AIG Options had a three-year vesting period, subject to continued service through each vesting date, and are vested in full. |

  133. Outstanding Equity Awards as of December 31, 2025

    Corebridge Options. All of the stock options granted to our NEOs in or after 2023 were granted by Corebridge and linked to the performance of Common Stock. The Corebridge Options have an exercise price equal to the closing price of the underlying shares of Common Stock on the NYSE on the date of grant and have a 10-year term from the date of grant. All of the Corebridge Options vest in three equal installments on the first, second and third anniversaries of the grant date, subject to continued service through each vesting date.

  134. Outstanding Equity Awards as of December 31, 2025

    | (2) Corebridge RSUs. All of the 2025 Corebridge RSUs, 2024 Corebridge RSUs and 2023 Corebridge RSUs (other than Ms. Longino’s 2023 Corebridge RSUs, Mr. Habayeb and Ms. Longino’s 2025 retention Corebridge RSUs and Ms. Klane’s new hire Corebridge RSUs in consideration of equity forfeited from prior employer) will vest in three equal installments on the first, second and third anniversaries of the grant date, subject to continued service through each vesting date. The 2023 Corebridge RSUs granted to Ms. Longino vest 50% on February 21, 2024, 30% on February 21, 2025 and 20% on February 21, |

  135. Outstanding Equity Awards as of December 31, 2025

    2026, subject to continued service through each vesting date. The amount with respect to Ms. Longino’s 2023 Corebridge RSUs reflects an adjustment to the number of RSUs granted on February 21, 2023 to conform to the final terms of the executive’s equity buy-out. The 2025 Corebridge retention RSUs granted to Ms. Longino cliff vest on September 30, 2027, subject to her continued service through the vesting date. Mr. Habayeb’s retention RSUs, which had the same vesting terms as Ms. Longino’s retention RSUs, were forfeited for no consideration upon his departure from the Company on April 24, 2026. The 2025 Corebridge new hire RSUs granted to Ms. Klane vested 47.5% in March 2026 and will vest 52.5% in March 2027, subject to her continued service through each vesting date. 2023 AIG PSUs. The amount represents the number of 2023 AIG PSUs that were earned based on actual achievement against pre-established performance goals over a three-year performance period, based on the following performance metrics: annual improvement to AYCR, ex-CAT (weighted 25%), achievement of AIG parent company expense targets (weighted 25%), cumulative diluted normalized AATI (weighted 30%), and TSR relative to a group of General Insurance peer companies (weighted 20%). The AIG Compensation and Management Resources Committee certified the level of achievement on February 17, 2026, and 161% of the PSUs were earned and vested on January 1, 2026.

  136. Outstanding Equity Awards as of December 31, 2025

    | (3) Values for Corebridge RSUs are based on the closing price of Common Stock on the NYSE on December 31, 2025 of $30.17. Values for AIG PSUs are based on the closing price of AIG common stock on the NYSE on December 31, 2025 of $85.55 per share. |

  137. Outstanding Equity Awards as of December 31, 2025

    | (4) The 2025 Corebridge PSUs will be earned based on actual achievement over pre-established adjusted ROAE (weighted 50%) and relative TSR (weighted 50%) goals measured over the 2025-2027 performance period. Any earned 2025 Corebridge PSUs will vest on the third anniversary of the grant date, subject to continued service through the vesting date. Pursuant to SEC rules, the number of shares and the payout value for the Corebridge PSUs reflect payout at target based on performance through the end of the first year of the three-year performance period. |

  138. Outstanding Equity Awards as of December 31, 2025

    | (5) Values for Corebridge PSUs are based on the closing price of Common Stock on the NYSE on December 31, 2025 of $30.17 per share. |

  139. 2025 Option Exercises and Vesting of Stock-Based Awards

    2025 Option Exercises and Vesting of Stock-Based Awards The following table sets forth the amounts realized by each NEO as a result of stock option exercises and the vesting of stock-based awards in 2025. None of our NEOs exercised options in 2025.

  140. 2025 Option Exercises and Vesting of Stock-Based Awards

    | | Stock Awards | | | Name | Number of Shares Acquired on Vesting (#)(1) | Value Realized on Vesting ($)(2) | | Marc Costantini | — | — | | Elias Habayeb | 61,501 | 2,024,798 | | Lisa Longino | 32,000 | 1,057,372 | | Jonathan Novak | 32,559 | 1,071,940 | | Polly Klane | — | — | | Kevin Hogan | 142,401 | 6,953,278 |

  141. 2025 Option Exercises and Vesting of Stock-Based Awards

    | (1) The number of shares realized for stock awards set forth above reflect (i) 209,677 Corebridge RSUs that vested and settled in 2025, and (ii) 58,784 AIG PSUs that vested at the end of the performance period in 2024 but were settled in shares of AIG common stock in 2025. |

  142. 2025 Option Exercises and Vesting of Stock-Based Awards

    | (2) The value realized upon vesting is based on (i) $6,817,331 fair value of our Common Stock upon vesting for Corebridge RSUs, and (ii) $4,290,056 fair value of AIG common stock upon vesting for AIG PSUs. |

  143. 2025 Pension Benefits

    2025 Pension Benefits The following table details the accumulated benefits under the pension plans in which certain of our NEOs participate. These accumulated benefits are presented as if they were payable upon the NEOs’ normal retirement at age 65. However, it is important to note that the Non-Qualified Retirement Plan benefits shown for the NEOs may be at least partially unvested and could be received at lower levels due to reduced benefits or forfeited entirely. Mr. Costantini and Mses. Longino and Klane do not participate in the Retirement Plans. No payments were made under the plans in 2025.

  144. 2025 Pension Benefits

    | Name | Plan Name | Years of Credited Service (#)(1) | Present Value of Accumulated Benefit ($)(2) | | Marc Costantini | Qualified Retirement Plan | N/A | N/A | | | Non-Qualified Retirement Plan | N/A | N/A | | Elias Habayeb | Qualified Retirement Plan | 7.917 | 175,434 | | | Non-Qualified Retirement Plan | 6.917 | 246,943 | | Lisa Longino | Qualified Retirement Plan | N/A | N/A | | | Non-Qualified Retirement Plan | N/A | N/A | | Jonathan Novak | Qualified Retirement Plan | 2.667 | 62,052 | | | Non-Qualified Retirement Plan | 2.667 | 109,115 | | Polly Klane | Qualified Retirement Plan | N/A | N/A | | | Non-Qualified Retirement Plan | N/A | N/A | | Kevin Hogan | Qualified Retirement Plan | 25.917 | 768,100 | | | Non-Qualified Retirement Plan | 25.917 | 956,968 |

  145. 2025 Pension Benefits

    | (1) The NEOs had the following years of service as of December 31, 2025: Mr. Hogan – 36.50; Mr. Habayeb – 19.33; Mr. Novak – 13.71. Each NEOs credited service under the Retirement Plans are explained below: |

  146. 2025 Pension Benefits

    Mr. Hogan. Mr. Hogan has 10.583 fewer years of credited service under the Retirement Plans than actual service with AIG and Corebridge because the Retirement Plans were frozen on January 1, 2016 and because at the time he was initially hired, employees were required to wait one year after commencing employment with AIG before becoming participants in these Retirement Plans and received credit for service retroactive to six months of employment. Mr. Hogan was employed by AIG from September 1984 to November 2008 and accrued pension benefits under the Retirement Plans during this employment. Mr. Hogan did not receive a distribution from the Retirement Plans at the time of his initial resignation. Upon his rehire in October 2013, benefit accruals commenced immediately under the Retirement Plans calculated under the cash balance formula, and prior service, pursuant to the terms of the plans, was recognized for vesting and eligibility purposes. The Retirement Plans were frozen effective January 1, 2016 and credited service accruals ceased under these plans as of December 31, 2015. Mr. Habayeb. Mr. Habayeb has 11.413 fewer years of credited service under the Qualified Retirement Plan than actual service with AIG and Corebridge because the Retirement Plans were frozen on January 1, 2016 and because at the time he was initially hired, employees were required to wait one year after commencing employment with AIG before becoming participants in these Retirement Plans and received credit for service retroactive to six months of employment. Mr. Habayeb was employed by AIG from September 2005 to May 2009. Upon his rehire in June 2010, benefit accruals commenced immediately under the Retirement Plans, and prior service, pursuant to the terms of the plans, was recognized for vesting and eligibility purposes. His actual service under the Non-Qualified Retirement Plan reflects the one-year freeze period in the Non-Qualified Plan pursuant to rules established by the U.S. Treasury Special Pay Master (1/1/2012-12/14/2012). Mr. Novak. Mr. Novak has 11.05 fewer years of credited service under the Retirement Plans than actual service with AIG and Corebridge because the Retirement Plans were frozen on January 1, 2016 and because at the time he was initially hired, employees were required to wait one year after commencing employment with AIG before becoming participants in these Retirement Plans.

  147. 2025 Pension Benefits

    | (2) All present values of accumulated benefits are based on service and earnings as of December 31, 2025 (the pension plan measurement date for purposes of AIG’s financial statement reporting). The actuarial present values of the accumulated benefits under the Retirement Plans are calculated based on payment of a life annuity beginning at age 65, or current age if older, consistent with the assumptions described in Note 21 to the consolidated financial statements included in AIG’s |

  148. 2025 Pension Benefits

    2025 Annual Report on Form 10-K. The actuarial present value of the benefit payable to Mr. Hogan would be $53,432 higher than the amounts in the table above if Mr. Hogan’s benefit commenced as of December 31, 2025 as a result of his employment termination for any reason other than disability or death. For Mr. Costantini and Mses. Longino and Klane, the amount shown in this column is zero because they do not participate in the Retirement Plans. The discount rate assumption is 5.4% for the Qualified Retirement Plan. The discount rate assumption is 5.21% for the Non-Qualified Retirement Plan. The mortality assumptions are based on the Pri-2012 annuitant white collar mortality table projected using the AIG improvement scale.

  149. Pension Plans

    Pension Plans Corebridge does not maintain any active or frozen pension plans. However, certain of our NEOs have balances in the Qualified Retirement Plan and the Non-Qualified Retirement Plan (collectively, the “Retirement Plans”). The Qualified Retirement Plan is a tax-qualified defined benefit plan, and the Non-Qualified Retirement Plan provides for retirement benefits in excess of those permitted under the Qualified Retirement Plan. Effective January 1, 2016, benefit accruals under the Retirement Plans were frozen. At that time, the Retirement Plans were closed to new participants, and existing participants ceased to accrue additional benefits after December 31, 2015. In the case of the Qualified Retirement Plan, all participants (including the participating NEOs) are vested in their benefits and, in the case of the Non-Qualified Retirement Plan, participants vest once they attain either (1) age 60 with five or more years of service or (2) age 55 with ten or more years of service. Corebridge employees (including the participating NEOs) were deemed to terminate employment for purposes of the Qualified Retirement Plan on September 19, 2022, the date of the closing of the IPO. For purposes of the Non-Qualified Retirement Plan, however, Corebridge employees (including the participating NEOs) continue to be treated as active employees so long as they continue to be employed by Corebridge.

  150. Nonqualified Deferred Compensation

    Nonqualified Deferred Compensation None of the NEOs participate in a nonqualified deferred compensation plan.

  151. Potential Payments Upon Termination or Change in Control

    Potential Payments Upon Termination or Change in Control

  152. CEO Pay Ratio

    CEO Pay Ratio The 2025 annual total compensation of the median employee identified by Corebridge (as described below) was $154,291, and Mr. Costantini’s annualized 2025 total compensation for his role as Corebridge’s President and Chief Executive Officer during 2025 was $19,551,912. This amount equals Mr. Costantini’s compensation as reported in the Summary Compensation Table plus an additional amount that reflects the annualizing of his base salary and nonequity incentive plan compensation for 2025 consistent with the applicable SEC guidance. Accordingly, Corebridge’s estimated 2025 pay ratio was 1 to 127. We note that a substantial portion of Mr. Costantini’s total compensation for 2025 was a one-time cash bonus of $5,500,000 and a one-time LTI award with a grant date fair value of $10,000,000, which he received in accordance with his employment agreement. Excluding the two sign-on awards, which were granted in recognition of Mr. Costantini’s forfeiture of 2025 short-term and long-term incentive awards from his prior employer, the ratio would have been 1 to 76. As permitted by SEC rules, to identify the median employee, Corebridge used its active employee population (including both full-time and part-time employees) as of December 31, 2025 and used 2024 annual total compensation for that population comprising (1) annual base salary, (2) overtime payments, (3) target STI and LTI awards, in each case using 2025 targets for employees hired during 2024 who were not eligible for 2024 awards and (4) sales incentives. For employees hired in 2025 (who therefore did not have 2024 compensation), Corebridge used 2025 annual total compensation comprising (1) annual base salary, (2) overtime payments, (3) 2025 or 2026 target STI and LTI awards and (4) an estimate of annual sales incentives based on a calculation of median 2024 sales incentives. As required by SEC rules, after identifying our median employee (who is located in the U.S.), we calculated 2025 annual total compensation for both our median employee and Mr. Costantini using the same methodology that we use to determine our NEOs’ annual total compensation for the Summary Compensation Table. SEC rules for identifying the median employee and calculating the pay ratio based on that employee’s annual total compensation allow companies to adopt a variety of methodologies, to apply certain exclusions, and to make reasonable estimates and assumptions that reflect their employee populations and compensation practices. As a result, the pay ratio reported by other companies may not be comparable to the pay ratios reported above, as other companies have different employee populations and compensation practices and may utilize different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios. In addition, the median employee’s annual total compensation is unique to that individual and therefore is not an indicator of the annual total compensation of any other individual or group of employees.

  153. Pay Versus Performance

    Pay Versus Performance The following table provides information regarding “Compensation Actually Paid” (“CAP”) to our NEOs as determined and defined under SEC rules and does not reflect compensation actually earned, realized or received by them. The Corebridge Compensation and Management Development Committee did not consider this information in making its pay decisions for 2025.

  154. Pay Versus Performance

    | Year | Summary Compensation Table Total for Kevin Hogan(1) ($) | Summary Compensation Table Total for Marc Costantini(1) ($) | Compensation Actually Paid to Kevin Hogan(1) ($) | Compensation Actually Paid to Marc Costantini(1) ($) | Average Summary Compensation Table Total for Other NEOs(1) ($) | Average Compensation Actually Paid to Other NEOs(1) ($) | Value of Initial Fixed $100 Investment based on:(2) | | Net Income(3) ($ Millions) | Normalized Operating EPS(4) | | | | | | | | | TSR ($) | Peer Group TSR ($) | | | | 2025 | 13,116,836 | 16,142,230 | 13,325,246 | 16,102,000 | 5,701,374 | 5,451,305 | 183.27 | 157.38 | (390) | $5.40 | | 2024 | 7,810,797 | — | 12,903,410 | — | 3,274,727 | 4,482,113 | 176.40 | 151.20 | 2,203 | $4.99 | | 2023 | 8,632,097 | — | 12,115,440 | — | 3,981,082 | 4,248,724 | 123.50 | 119.23 | 1,036 | $3.59 | | 2022 | 8,881,597 | — | 14,151,089 | — | 4,261,914 | 4,107,460 | 99.03 | 109.12 | 8,479 | $2.94 |

  155. Pay Versus Performance

    | (1) This table presents pay versus performance information for 2022 for Kevin Hogan (“CEO 1”) and Elias Habayeb, Terri Fiedler, Sabra Purtill, Todd Solash, Robert Scheinerman and Geoffrey Cornell (the “Other NEOs”), and 2023 for Kevin Hogan (“CEO 1”) and Elias Habayeb, Lisa Longino, Terri Fiedler, Jonathan Novak and Constance Hunter (the “Other NEOs”), and 2024 for Kevin Hogan (“CEO 1”) and Elias Habayeb, Lisa Longino, Terri Fiedler, and Jonathan Novak (the “Other NEOs”), and 2025 for Kevin Hogan (“CEO 1”), Marc Costantini (“CEO 2”), and Elias Habayeb, Lisa Longino, Jonathan Novak, and Polly Klane (the “Other NEOs”). CAP for 2022 was calculated based on the change in value from AIG equity pre-IPO on 12/31/2021 for Corebridge awards through 12/31/2022. AIG equity remained valued using AIG share prices on both dates. CAP for 2023 was calculated based on the change in value from AIG equity pre-IPO on 12/31/2022 for Corebridge awards through 12/31/2023. Corebridge equity awards remained valued using Corebridge prices on both dates. AIG equity awards remained valued using AIG share prices on both dates. CAP for 2024 was calculated based on the change in value from Corebridge equity awards on 12/31/2023 through 12/31/2024. AIG equity awards remained valued using AIG share prices on both dates. CAP for 2025 reflects the following adjustments to the applicable amounts in the Summary Compensation Table (“SCT”): |

  156. Pay Versus Performance

    | | Mr. Hogan ($) | Mr. Costantini ($) | Average of Other NEOs ($) | | 2025 Total Reported in SCT | 13,116,836 | 16,142,230 | 5,701,374 | | Less value of stock and option awards reported in SCT | (8,385,037) | (10,301,468) | (3,180,929) | | Less change in Pension Value in 2025 | (128,218) | — | (14,898) | | Plus year-end value of awards granted in 2025 that were unvested and outstanding as of 12/31/2025(a) | 6,318,255 | 10,261,238 | 2,764,369 | | Plus change in fair value of prior year awards that were unvested and outstanding as of 12/31/2025(b) | 1,976,078 | — | 22,400 | | Plus change in fair value of prior year awards that vested in 2025(c) | 427,332 | — | 158,989 | | Plus value of awards granted in 2025 that vested in 2025 | — | — | — | | Compensation Actually Paid for 2025 | 13,325,246 | 16,102,000 | 5,451,305 |

  157. Pay Versus Performance

    | (a) December 31, 2025 fair value of Corebridge RSUs, Corebridge PSUs and Corebridge Options was calculated based on the closing Corebridge stock price on that date. |

  158. Pay Versus Performance

    | (b) December 31, 2025 fair value of Corebridge RSUs and Corebridge Options was calculated based on the closing stock price on that date. December 31, 2025 fair value of AIG PSUs was calculated based on the closing AIG stock price on that date. |

  159. Pay Versus Performance

    | (c) Change in fair value for awards that vested in 2025 was calculated based on the closing price on the applicable vesting date. |

  160. Pay Versus Performance

    | (2) The Peer Group TSR uses the S&P 500 Insurance Index, which we also use in the stock performance graph included in our 2025 Annual Report. The comparison assumes $100 was invested for the period starting September 15, 2022, the IPO date, through the end of the listed year for purposes of calculating the cumulative TSR of the Company and the S&P 500 Insurance Index over the measurement period. Historical stock performance is not necessarily indicative of future stock performance. |

  161. Pay Versus Performance

    | (3) Net Income is derived from our Audited Consolidated Financial Statements. |

  162. Pay Versus Performance

    | (4) We determined Normalized Operating EPS to be the most important financial performance measure used to link Company performance to CAP in 2025. Normalized Operating EPS is a non-GAAP financial measure. For more information on this measure and how it is calculated, including certain adjustments that were made to reflect the Venerable transaction, see “Compensation Discussion and Analysis—Business Performance Score” on page 54 and Appendix A. Normalized Operating EPS was not included as a metric in the Company’s STI plan in 2022 or 2023 and Normalized Operating EPS figures for 2022 and 2023 represent Operating EPS as recast following the Venerable transaction, without any additional adjustments or normalizations. |

  163. Description of Pay Versus Performance Data

    Description of Pay Versus Performance Data In accordance with Item 402(v) of Regulation S-K under the Exchange Act, the charts below show the relationship between CAP to our NEOs and the Company’s financial performance as measured by TSR, net income and Normalized Operating EPS, as well as a comparison of TSR and Peer Group TSR for the years shown in the Pay Versus Performance Table above. A significant portion of the compensation of our NEOs is comprised of long-term incentive awards that are tied to the future performance of the Company. As a result, the changes in CAP year-over-year are in line with TSR and Normalized Operating EPS. While net income reflects a company’s financial performance over a specific period, it may not fully capture the long-term nature of the liabilities and obligations of a life and retirement insurance company such as ours, as we often have to make long-term investments to match long-term liabilities, which can result in fluctuations in net income due to changes in items such as interest rates, investment returns and actuarial assumptions.

  164. Relationship Between Compensation Actually Paid and TSR(1)

    Relationship Between Compensation Actually Paid and TSR(1)

  165. Relationship Between Compensation Actually Paid and TSR(1)

    | (1) TSR on the graph begins on Corebridge’s IPO date whereas CAP begins as of the prior fiscal year end. |

  166. Relationship Between Compensation Actually Paid and Net Income

    Relationship Between Compensation Actually Paid and Net Income

  167. Relationship Between Compensation Actually Paid and Normalized Operating EPS

    Relationship Between Compensation Actually Paid and Normalized Operating EPS