Aptiv PLC Annual Incentive Plan (as Amended and Restated Effective January 1, 2019)

PURPOSE OF THE PLAN

EFFECTIVE DATE AND DURATION OF THE PLAN

PLAN ADMINISTRATION AND ELIGIBILITY

The Plan shall be administered by the Compensation and Human Resources Committee (the “Committee”) of the Aptiv Board of Directors (the “Board”). The Committee may authorize target award grants to employees. The Committee, in its sole discretion, shall determine the performance period, the performance levels at which different percentages of such awards will be earned, the collective amount for all awards to be granted at any one time, whether and to what extent awards are settled in cash, ordinary shares of Aptiv, or a combination thereof, and the individual grants with respect to employees who are officers of Aptiv. The Committee may delegate to the Chief Executive Officer, the officers or such other committee or individual as determined by the Committee responsibility for determining, within the limits established by the Committee, individual award grants for employees who are not officers. All awards granted under the Plan will be denominated in cash (U.S. dollars or local currency equivalent). All awards granted under the Plan shall be paid in cash, unrestricted or restricted ordinary shares of Aptiv (which will be provided under a shareholder-approved equity plan of Aptiv, subject to the terms and conditions of such plan), or a combination of the foregoing, as determined by the Committee.

The Committee shall have full power and authority to construe and interpret the Plan. The Committee shall determine the selection of employees for participation in the Plan and also decide any questions and settle any disputes or controversies that may arise with respect to the Plan. Any person who accepts any award hereunder agrees to accept as final, conclusive, and binding all determinations of the Committee and the Aptiv officers. The Committee has the right, in the case of participants not employed in the United States, to vary from the provisions of the Plan in order to preserve its incentive features.

Only persons who are employees of Aptiv are eligible to receive an award under the Plan. Subject to such additional limitations or restrictions as the Committee may impose, the term “employees” means persons (i) who are employed by Aptiv, or any subsidiary (as defined below), including employees who are also directors of Aptiv or any such subsidiary, or (ii) who accept (or previously have accepted) employment, at

DETERMINATION OF ANNUAL INCENTIVE AWARD

Prior to the grant of any target award, the Committee will establish performance levels for each such award related to Aptiv and its affiliates at which 100% of the award will be earned and a range (which need not be the same for all awards) within which greater and lesser percentages will be earned. The “performance period” will be twelve (12) months or less.

With respect to the performance levels to be established, the Committee will establish the specific measures for each grant at the time of such grant. In creating these measures, the Committee may establish the specific goals based upon or relating to one or more specified criteria. If the Committee determines that a change in the business, operations, corporate structure or capital structure of Aptiv, or the manner in which Aptiv conducts its business, or other events or circumstances render the performance objectives unsuitable, the Committee may modify the performance objectives or the related minimum acceptable level of achievement, in whole or in part, as the Committee deems appropriate and equitable. Performance measures may vary from award to award, and from participant to participant, and may be established on a stand-alone basis, in tandem or in the alternative.

No target award will be granted to any director of Aptiv who is not an employee at the date of grant.

If an employee is promoted during the performance period, a target award may be increased to reflect such employee’s new responsibilities.

The Committee may adjust the performance levels and goals for any performance period and shall have the authority to make appropriate adjustments as it deems equitable in recognition of unusual or non-recurring events affecting Aptiv, changes in applicable tax laws or accounting principles, or such other factors as the Committee may determine to preserve the incentive features of the Plan (including, without limitation, any adjustments that would result in Aptiv paying non-deductible compensation to a participant).

DETERMINATION AND PAYMENT OF FINAL AWARD

Except as otherwise provided in the Plan, the percentage of each target award to be distributed to an employee will be determined by the Committee on the basis of the performance levels established for such award and the performance of the applicable enterprise or specified portion thereof, as the case may be, during the performance period. Following determination of the final payout percentage, the Committee may, including upon the recommendation of the Chief Executive Officer (for all participants other than the Chief Executive Officer), make adjustments to awards (including adjustments that result in an employee receiving no payout) for officers to reflect individual performance or any other business factor during such

Payment of any final award (or portion thereof) to an employee is subject to the satisfaction of the conditions precedent that such employee: (i) continue to render services as an employee through the end of the performance period, unless waived by the Committee, (ii) refrain from engaging in any activity through the end of the performance period which, in the opinion of the Committee, is competitive with any activity of Aptiv or any subsidiary (except that employment at the request of Aptiv with an entity in which Aptiv has, directly or indirectly, a substantial ownership interest, or other employment specifically approved by the Committee, may not be considered to be an activity which is competitive with any activity of Aptiv or any subsidiary) and from otherwise acting, either prior to or after termination of employment, in any manner inimical or in any way contrary to the best interests of Aptiv, and (iii) furnish to Aptiv such information with respect to the satisfaction of the foregoing conditions precedent as the Committee may reasonably request.

Final awards shall vest at the end of the performance period and shall be paid as soon as practicable following the end of the applicable performance period, but in no event later than March 15 following the last day of the applicable performance period unless the Committee, in its sole discretion, provides for the deferral of a payout under a nonqualified deferred compensation plan or program maintained by Aptiv, subject to the terms and conditions of such plan or program.

TREATMENT OF AWARDS UPON EMPLOYEE’S DEATH OR TERMINATION OF EMPLOYMENT

If an employee (i) is terminated for Cause at any time during the performance period, (ii) is terminated without Cause during the performance period but prior to having been employed for six months during the performance period, or (iii) voluntarily quits employment (not due to Retirement) at any time during the performance period, except as otherwise determined by the Committee, no award will be paid to the employee.

If, upon death or a Qualified Termination of an employee’s employment prior to the end of any performance period, other than an involuntary termination without Cause prior to having been employed for six months during the performance period, the Committee determines to waive the condition precedent of continuing to render services as provided in paragraph 5(b), then the target award granted to such employee with respect to such performance period will be reduced pro rata based on the number of days remaining in the performance period after the month of death or termination, and is subject to further adjustment (including adjustments that result in an employee receiving no payout) to reflect individual performance or any other business factor; provided further that such actions would not cause any payment to result in deferred compensation that is subject to the additional tax under Section 409A of the Code. The final award for such employee will be determined by the Committee, including upon the recommendation of the Chief Executive Officer (for all participants other than the Chief Executive Officer), (i) on the basis of the performance levels established for such award (including the minimum performance level) and the performance level achieved through the end of the performance period and (ii) in the discretion of the Committee, on the basis of individual performance or any other business factor during the period prior to death or termination, and will be paid in accordance with paragraph 5(c).

CHANGE IN CONTROL

Upon the effective date of a Change in Control, all outstanding unvested awards granted under this Plan will vest on a pro rata basis based on the greater of target award or actual performance during the applicable performance period up to the date of the Change in Control. The pro-rated award shall be paid as a single lump sum payment as soon as reasonably practicable following the date of the Change in Control, but in no event later than March 15 of the calendar year following the year in which the Change in Control occurs.

The term “Change in Control” means the occurrence of any one or more of the following events:

PLAN AMENDMENT, MODIFICATION, SUSPENSION OR TERMINATION

GOVERNING LAW

MISCELLANEOUS

No employee, participant or other person shall have any claim to be granted any award under the Plan, and there is no obligation for uniformity of treatment of employees, participants or holders or beneficiaries of awards under the Plan. The grant of an award under the Plan shall not be construed as giving an employee the right to be retained in the employ of, or to continue to provide services to, Aptiv or any subsidiary. Further, Aptiv or the applicable subsidiary may at any time dismiss an employee, free from any liability, or any claim under the Plan, unless otherwise expressly provided in the Plan.

All final awards which have been awarded in accordance with the provisions of the Plan will be paid as soon as practicable following the end of the related performance period but prior to March 15 of the following year. If Aptiv has any unpaid claim against an employee arising out of or in connection with the employee’s employment with Aptiv, such claim may be offset against awards under the Plan. Such claim may include, but is not limited to, unpaid taxes or corporate business credit card charges.

All payments and distributions will be paid from the general assets of Aptiv. Nothing contained in the Plan, and no action taken pursuant to its provisions, will create or be construed to create a trust of any kind or a fiduciary relationship between Aptiv and any employee, former employee, or any other person.

The expenses of administering this Plan will be borne by Aptiv.

Except as otherwise determined by the Committee, with the exception of transfer by will or the laws of descent and distribution, no target or final award is assignable or transferable and, during the lifetime of the employee, any payment of any final award will only be made to the employee.

In the event of death, the executor(s) or administrator(s) of the employee’s estate, or such other person(s) as determined by a court of competent jurisdiction, may receive payment, in accordance with and subject to the provisions of this Plan, provided the executor(s), administrator(s), or other person supplies documentation satisfactory to Aptiv to so act. Upon making such determination, Aptiv is relieved of any further liability regarding any award to the deceased employee.

If Aptiv is required to prepare an accounting restatement due to the material noncompliance of Aptiv, as a result of misconduct, with any financial reporting requirement under the securities laws, and if the participant knowingly or grossly negligently engaged in the misconduct, or knowingly or grossly negligently failed to prevent the misconduct, or if the participant is one of the individuals subject to automatic forfeiture under Section 304 of the United States Sarbanes-Oxley Act of 2002 (and not otherwise exempted), the participant shall reimburse Aptiv the amount of any payment in settlement of any award under the Plan earned or accrued during the twelve-month period following the first public issuance or filing with the United States Securities and Exchange Commission (whichever first occurred) of the financial document not in compliance with such financial reporting requirement. Rights, payments and benefits under any award under the Plan shall be subject to repayment to or recoupment (clawback) by Aptiv in accordance with such policies and procedures as the Committee or Board may adopt from time to time, including policies and procedures to implement applicable law, stock market or exchange rules and regulations or accounting or tax rules and regulations.

Aptiv shall be authorized to withhold from any payment due or transfer made under any award under the Plan or from any compensation or other amount owing to a participant the amount (in cash, ordinary shares of Aptiv, other awards, other property, net settlement or any combination thereof) of applicable withholding taxes due in respect of an award, its exercise or settlement or any payment or transfer under such award or under the Plan and to take such other action (including providing for elective payment of such amounts in cash or ordinary shares of Aptiv by the participant) as may be necessary in the opinion of Aptiv to satisfy all obligations for the payment of such taxes.

With respect to awards subject to Section 409A of the Code, the Plan is intended to comply with the requirements of Section 409A of the Code, and the provisions of the Plan shall be interpreted in a manner that satisfies the requirements of Section 409A of the Code, and the Plan shall be operated accordingly. If any provision of the Plan or any term or condition of any award would otherwise frustrate or conflict with this intent, the provision, term or condition will be interpreted and deemed amended so as to avoid this conflict. If an amount payable under an award as a result of the participant’s termination of employment (other than due to death) occurring while the participant is a “specified employee” under Section 409A of the Code constitutes a deferral of compensation subject to Section 409A of the Code, then payment of such amount shall not occur until six months and one day after the date of the participant’s termination of employment, except as permitted under Section 409A of the Code. If an award includes a “series of installment payments” (within the meaning of Section 1.409A-2(b)(2)(iii) of the Treasury Regulations), the participant’s right to the series of installment payments shall be treated as a right to a series of separate payments and not as a right to a single payment. Notwithstanding the foregoing, the tax treatment of the benefits provided under the Plan is not warranted or guaranteed, and in no event shall Aptiv be liable for all or any portion of any taxes, penalties, interest or other expenses that may be incurred by the participant on account of non-compliance with Section 409A of the Code.

By participating in the Plan, the participant consents to the holding and processing of personal information provided by the participant to Aptiv or any subsidiary, trustee or third party service provider, for all purposes relating to the operation of the Plan. These include, but are not limited to: (i) administering and maintaining participant records; (ii) providing information to Aptiv, subsidiaries, trustees of any employee benefit trust, registrars, brokers or third party administrators of the Plan; (iii) providing information to future purchasers or merger partners of Aptiv or any subsidiary, or the business in which the participant works; and (iv) transferring information about the participant to any country or territory that may not provide the same protection for the information as the participant’s home country.