Exhibit 10.3

2016 Annual Incentive Plan

February 2016

Primary Objective: the primary objective of the plan to assist in the attraction, retention and motivation of the senior talent critical to deliver on the Strategic Imperatives in 2016, and particularly those that consistently demonstrate the competencies and values that serve as the foundation for One Alere and its culture.

Performance Period: January 1, 2016 – December 31, 2016.

Plan Eligibility: Participation in the incentive plan includes the CEO, the Executive team (E3) and extends to all employees in Director roles (M4) or higher, including individual contributors referred to as Subject Matter Experts (P5). Participants are approved by Alere’s CEO and Alere’s Compensation Committee.

Plan Components: There are two major components to the plan: funding of the incentive pool and distribution of incentives/bonus earned.

Funding: The plan is funded based on the Company’s performance in 2 metrics: Earnings Per Share (EPS) and Organic Growth. Exhibit 1 shows the targets for each, at 50% (minimum,) 100% (target) and 150% (maximum.) Actual performance against EPS and Organic Growth targets is weighed equally (50%) and together will determine the percent of the incentive pool that is actual earned, and funded. If one of the two targets is not met at minimum, the pool would fund at 50% of target. In the event that neither target is met at the minimum level, the plan would be funded at 25% of target, to allow for discretionary recognition of individuals who excelled in their contribution during the year. In 2016, all participants in the plan will share the same Corporate incentive targets.

Distribution: The distribution (or payout) of any earned incentive dollars is based on performance against these targets, and as such, each Executive Team leader will be allotted a corresponding sub-pool of earned funds, which s/he will distribute in accordance with participants’ performance against individual objectives and their overall level of contribution to attaining the results. If one or both of the target areas are not met at minimum, triggering a lower level of funding as noted above, the CEO has responsibility for determining sub pools. If neither target is not met at minimum, the Executive level (E3) will not be eligible for any incentive payout.

Participant Incentive Target Levels: Each participant’s role has been evaluated on a number of factors, including size, complexity, responsibility, experience required, etc. using Alere’s Job Leveling Chart. In addition, each level has been benchmarked externally to ensure incentive targets are competitive. Based on analysis and benchmarking conducted by Aon Radford, Alere’s external executive compensation consultant, below are the incentive opportunities, at target, by level for 2016. Each level was designated to have a different target bonus opportunity for 2016. Those are:

Additional Provisions: Below are some additional plan provisions/conditions:

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