The monetary value of benefits can add up to more than 20% of your total compensation. Benefits along with salary, equity & bonus comprise what's commonly referred to as 'Total Rewards'. Understanding a company's benefits and their value can help you negotiate competing offers. When faced with two offers with equivalent monetary compensation, benefits can provide the leverage you need to negotiate a higher offer.
On this page, we help you measure and compare benefits across companies. We calculate a monetary value estimate based on commonly used perks. Everyone has specific needs and may use benefits differently. Use these comparisons to evaluate your situation and estimate the value of each company's Total Rewards to you.
Up to $16,000 to cover your medical, dental and vision plan The pre-tax amount you pay per paycheck for health insurance premiums. Cost calculator: https://benefits.netflix.com/united-states/health
Carrot: a fully elective fertility program, reimbursed at 80% of incurred costs, up to an annual max of $10,000 and a lifetime max of $20,000. Egg Freezing
Your coverage offers 1 SMART Cycle per lifetime subject to all applicable plan copays, coinsurance, and deductible requirements on your Collective Health medical plan. Further SMART Cycles are granted if the previous were not successful. Fertility benefits will not be covered unless you receive services from Progyny and the Progyny Patient Care team.
Doordash will reimburse employees and/ or their partners up to $20,000 annually and $20,000 lifetime for claims. Egg Freezing: Carrot fertility benefit
100% of the cost of employee healthcare coverage and 80% of the cost of dependent care coverage in the U.S.; 90% of dependent care coverage for non-U.S.
Annual Out-Of-Pocket Maximum:If your annualized base pay is $50,000 or less: $2,500 for single coverage, $5,000 per family. If your annualized base pay is over $50,000: $4,000 for single coverage, $8,000 per family. Preventive Care is covered 100%, no deductible.
Anthem PPO (annual out-of pocket max: $3,500 per individual, up to $7,000 per family); Anthem HDHP (annual out-of pocket max: individual - $3,000, family - $3,000 per individual, up to $6,000 family); Kaiser HMO (annual out-of pocket max: $2,000 per individual, up to $4,000 per family)
Employees can choose from three national medical plans: a PPO, HRA, or HSA, all administered by BlueCross BlueShield (BCBS) of Illinois. Wellness program: a variety of resources to help employees and their dependents get healthy, stay healthy and make informed decisions. Free, confidential resources.
All of the options cover preventive care, inpatient and outpatient care, routine office visits, prescription drugs, physical therapy, home healthcare, mental health/substance abuse treatment and hospice care.
Unlimited. “Reboot & Recharge” sabbatical program offers long-tenured employees up to six weeks of time away from work after six consecutive years of employment.
16 weeks. Birthing parents qualify for additional pregnancy leave entitlements before birth, covered under Stripe’s medical leave policy for up to 8 weeks.
21 days. Stripe office shuts down during the Holidays (week between Christmas and New Year). The numbers of allowable vacation days vary from year to year, depending on the holidays.
16 weeks. 2 weeks for secondary caregivers; primary caregivers may work locally for one year following their return from the birth or adoption of a child.
8 weeks. 2 weeks for secondary caregivers; primary caregivers may work locally for one year following their return from the birth or adoption of a child.
15 days. Additionally get 1 floating holiday and 2 personal days per year. PTO varies by tenure. 15 days for years 0-4, 20 days for years 5-20, and 25 days for 21 years or more. Company holidays follow NYSE holiday schedule (9 per year).
Short-term counseling for a variety of life events and everyday challenges including Work Stress; Coping with Change; Family/Parenting Issues; Grief or Bereavement; Anxiety or Depression; and Communicating Effectively.
Paternity leave top-up plan pays 50% of the difference between Employment Insurance maternity benefits and our associate’s salary for their entire maternity leave up to 52 weeks.
6 weeks. Paternity leave top-up plan pays 50% of the difference between Employment Insurance parental benefits and our associate’s salary for their entire parental leave up to 35 weeks.
To help you with things like stress, anxiety, depression, chemical dependency, relationship issues, legal issues, parenting questions, financial counseling, and dependent care resources.
15 days. Vacation time increases to four weeks at five years of service, five weeks at 15 years of service and six weeks at 25 or more years of service.
Problem assessment, short-term counseling (up to six sessions), information about and referral to community resources and treatment programs, educational materials and follow-up.
A one time adoption allowance of INR 50,000; flexible working hours for 4 months after adoption; 6 months paid leave for children under 12 months and 3 months for children above 12 months for women; 6 weeks for men.
IBM pays 100% of eligible expenses related to the adoption of a minor child/ children or the attempts to have a child / children through surrogacy, up to a lifetime maximum of $20,000 per family.
Up to $7,500 per year for graduate degrees. American Express Scholarship Program helps employees fund their children's undergraduate college education.
100% tuition reimbursement after successful completion of courses taken at an accredited university. Citadel also reimburses employees for job-related seminars, workshops, certifications and professional memberships.
SoFi refinancing is available to IBMers, their spouses or domestic partners, children, grandchildren and other family members and friends at a 0.25% discount.
The Discover College Commitment—a fully funded bachelor degree program. In addition, Discover provides tuition reimbursement for Associate, Bachelor’s and Graduate Degrees.
Pre-Tax Commuter Benefits, $270 per month for bus, ferry, rail (all public transportation), $270 per month for qualified parking, $540 per month for both public transportation and qualified parking
Commuter Benefits Program — allows eligible employees to use pre-tax dollars to purchase transportation passes, tickets or vouchers, pay a parking facility.
50% match on employee's contribution up to $9500. Google will match up to the greater of (a) 100% of your contributions up to $3,000 or (b) 50% of your contributions up to, the maximum of $9,500 per calendar year. Every dollar of the match is fully vested.
Allows contributions up to 10% of base salary. 15% discount on purchase price of stock. "ESPP offering is 24 months in length and consists of four 6-month purchase periods. At the end of each purchase period, your accumulated contributions will purchase NVIDIA stock at a 15% discount from stock price at either start or end of each purchase period (whichever is lower). Shares can be sold right away or held."
Day Care Flexible Spending Account allows you to put aside up to $5,000 annually in pre-tax dollars to pay for daycare expenses for eligible family members, so that you can work.
100% match on the first 7% of base salary. Capital One gives you 3% even if you don't contribute, then matches 100% of the first 3% that you contribute, plus 50% of the next 3%.
100% match on the first 3% of base salary. EPAM provides 100% match on your contribution up to 2% of your compensation and a 50% match on your next 2% contribution.
50% match on employee's contribution up to $6000. 401 contributions are for US employees and vest immediately. For Dublin employees: 100% match up to 5% of the salary. For London employees: a contribution of 5% of base salary.
100% match on the first 5% of base salary. Eligible employees have at least three ways to save: before-tax, after-tax, or through a Roth 401(k) option – or all three. After 1 year of service IBM contributes 1% to your account regardless of your savings levels.
100% match on the first 10% of base salary. 6% automatic and 50% match on first 8% of employee contribution to give a total of 10% employer contribution
100% match on employee's contribution up to $1500. 100% match on first $1500, 50% match on next $1500, 33% match on next $7500, 10% match the rest. 50% vest after 1 year. 100% vest after 2 years.
100% match on the first 4% of base salary. You can contribute up to 75% of your regular earnings, and up to 85% of your bonus earnings. T-Mobile matches: first 3% at 100%, next 2% at 50%.
Dependent Care Spending Account: employee contribution up to $5000 per year; T-Mobile contributes $200/month if your AHI is $63,000 or less, $125/month if your AHI is between $63,000.01 and $99,000.
100% match on the first 6% of base salary. The annual matching contributions are immediately vested and you must be an active employee on the last day of the plan year, December 31.
87% match on the first 8% of base salary. Match will be contributed annually in a lump sum by the end of the January following the calendar year in which you contribute.
25% match on employee's contribution up to $19500. Match 25% of all your contributions (max amount is the IRA limit for 2021). Contributions vest immediately.
You may set aside up to $5,000 before tax per year for a Dependent Care FSA if you are unmarried or married and filing a joint tax return, or up to $2,500 before tax per year if you are married and filing separately
For healthcare FSA: if you are enrolled in the HDHP with HSA, you cannot participate in the FSA. For dependent care FSA: you can set aside up to $5,000 per household per year. You must enroll into the program for every year and use all the money, otherwise it will be lost.
100% match on the first 5% of base salary. Marvell will match 100% of the first 4% of your eligible salary contributed and 50% of the next 2% of eligible salary contributed.
Health Care FSA: up to $2,750 each year for out-of-pocket dental and vision expenses; Day Care FSA: up to $5,000 per year for childcare (children up to age 13) and adult care expenses.
125% match on the first 10% of base salary. 5% free base contribution + 75% match results in a 125% overall match if you contribute 10%. Provider is TRowe Price.
Allows contributions up to 10% of base salary. 15% discount on purchase price of stock. Discount is 15% off the lower of the beginning and ending prices of purchase period.
Basic coverage at 3 times your annual base salary including commissions, to a maximum of $2,500,000. Survivor Income Benefit which provides spouses/partners with 50% of, your income up to 10 years (maximum $12,500 per month) and children up to $1,000 per month.
$100 per month contributed by employer. Must be enrolled in the Cigna HDHP Plan and must not have disqualifying coverage. IRS Max Contribution: $3,550 Ind. / $7,100 Fam.
Basic Life insurance 100% company paid is 2x Base Salary. AD&D 100% company paid is 2x Base Salary. Both have max $1M. There are supplemental Life insurance employee can get for Employee, Spouse and Child.
2 dental plans: a higher paycheck deduction and deductible (both in-network and out-of-network dentist); a lower paycheck deduction and no deductible (in-network dentist)
Basic Life Insurance at 2x your annual salary up to a maximum of $1,000,000 plus you may buy supplemental Term Life Insurance on an after-tax basis up to 5X your annual salary st a maximum of $1,000,000
1.5x total annual earnings up to a maximum amount of $500,000 each for basic life and for AD&D. In addition, spouses or domestic partners are covered for $10,000 and each child for $5,000.
After 3 months of employment, your salary will continue during an approved disability at either 100% or 60% depending on length of service for a maximum of 12 weeks.
Short term: Guardian – 60% of your salary up to $2,500/week while approved by treating physician; long term: Guardian – 60% of your salary up to $12,000/month while approved by treating physician
EPAM Systems provides all benefit eligible employees with 1x annual salary (a minimum of $100,000) up to a $500,000 maximum of Basic Term Life and Accidental Death and Dismemberment (AD&D) coverage. These benefits are provided to you at no cost and enrollment is automatic.
For a medical plan with HSA: up to $300 in tax-free HSA contributions for self-only coverage or $850 for family coverage in addition to the company contribution ($500 for self-only or $750 for family).
One times your annual eligible pay, up to a maximum of $1 million. The IBM GLI plan includes a feature that allows terminally ill employees to have access to twenty-five percent (25%) to eighty percent (80%) of their benefits (up to $500,000).
IBM offers two options for vision care: the IBM Vision Plan, which provides benefits for eye exams and eyewear, and the free EyeMed Vision Discount Plan, which helps you save money on eyewear purchases.
Short-term disability: salary continuation payments based upon your pre-disability earnings, up to a maximum of 26 weeks. Long-term disability: The plan pays up to 60 percent of your pre-disability annual earnings ($25,000 maximum monthly benefit).
For Platinum and Gold plan members, the firm will make a base contribution to your HSA. Platinum: $250 for an individual, $500 for a family; Gold: $150 for an individual, $300 for a family.
The IRS maximum allowable annual HSA contributions for 2020 are $3,550 for single coverage and $7,100 for family coverage. If you are age 55 or older by December 31, 2020, you can contribute an additional annual catch-up contribution of $1,000. In case you or a household member is newly diagnosed with cancer, you can receive $500 contribution
Cigna’s Dental PPO plan. 100% coverage for diagnostic and preventive care, 100% coverage for all basic restorative work, 60% for all major restorative work.
Short-Term Disability ( a percentage of base salary up to 25 weeks); Long-Term Disability (pays 60% of Health and Welfare Eligible Earnings up to $20,000 a month).
Provider: Chubb. Up to USD $500,000 medical benefit maximum, medical evacuation and repatriation included (when traveling outside of your assigned work country).
Coverage for mental health and substance use disorder support services
Physical Health Support
Health coaching, virtual doctor visits, Cancer Support Program, diabetes management program, free second-opinion service, 24/7 NurseLine for health advice
Employees are encouraged to take a break from normal work duties and spend time bonding and getting to know one another both individually, and as a team, outside of the office.
8-week-long summer camp at EPAM’s facilities, Family day, Father-Daughter day, a Santa Party, and many more other activities for employees' kids.
Education & Development
EPAM offers internal and external courses, academy programs, webinars, coaching programs, professional international and domestic conferences, meet-ups, and language courses in 9+ languages.
Up to $5,000 for every successful referral who is hired by IBM.
IBM MoneySmart
A comprehensive program providing financial education and planning designed to help U.S. IBMers ‘get smart’ about personal finance, is offered at no cost to you.
Mental Health Care Program
Inpatient and outpatient treatment for emotional and psychological problems, substance abuse and related conditions.
LTIP units are not equity in Indeed. Instead, they are representative of a bonus that will be paid based on a defined formula. Units vest and are paid out after three years.
Transgender-inclusive health insurance coverage and provides same-sex partner benefits.
Military Benefits
Employees enlisted in any branch of the U.S. Military Reserve or National Guard who are called for training or active duty receive their full salary for up to 24 months and a continuation of benefits.
Digital credentials for mastery of in-demand tech skills, including digital acumen, data visualization, business analytics, and artificial intelligence
Buy or sell your home with a Redfin Agent and get extra savings.
50,000 miles to a charity of your choice if you volunteer 50 hours/year. Max donation 100,000 miles for 100 hours of volunteering. Several miles matching programs for $ or miles donated
Unlimited space available travel for free for all employees, domestic partners/spouses, children, parents/in-laws (small fee) and 16 buddy passes/year (small fee). Can travel anywhere, anytime on AA, Delta, United and all other partner airlines.
16 weeks of 100% paid leave in a 12-month period, includes: parental bonding, serious health condition, family care, military care, and military emergency.
Mental health (Kip)
Blend covers 100% of your first session, the next four sessions are covered by Blend at 75%
Center-based and in-home care is available 24/7 for loved ones of any age, in any U.S. location, whether they are healthy or mildly ill. Gilead covers the majority of costs and provides up to 80 hours of care per year.
2nd.MD
An expert medical consultation and navigation service for all employees (regardless of medical plan enrollment), spouses, children, parents, grandparents, and siblings.
Up to $1000 one time to help set up your home office, $50 a month to pay for the internet, and $75 per week for food.
Mental Health Care
On-demand access to professional counselors in the areas of depression, marital and family concerns, alcohol and drug problems, and grief and traumatic events.
Remote Work Benefits
Funds to level up your home office and internet, a weekly lunch allowance, free Headspace access, monthly snack boxes delivered to your door.
Support networks for women, members of the LGBTQ community, colleagues from minority ethnic groups, parents of special-needs children, and colleagues with disabilities.
For eligible children of employees, makes available scholarships of $5,000 per year.
The S&P Global Wellbeing Program
You can be reimbursed 100% up to $500 annually for eligible wellbeing activities
Annuity Retirement Plan
100% paid by Abbott
Childcare Solutions
In-home care and personal services
Family Medical Leave Act
2 weeks of unpaid, job-protected leave in a 12-month period.
Freedom 2 Save
Employees who are currently repaying a student loan, and these payments equal at least two percent of their eligible pay, will receive a five percent company match deposited into their Abbott Stock Retirement Plan (SRP) account without having to make contributions to the SRP.
Legal Services
Milk Stork
Free, convenient breast milk delivery service for Abbott moms traveling domestically or internationally on business.
Wellness Programs
Seminars and online resources on health-related topics; health fairs and fitness events.
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