Our people


We know that supporting the physical, financial and emotional wellbeing of our employees in their personal life also supports them in their work life — so they can be the best at work and at home.

Support for working families

We believe the way we value and support our teammates is a reflection of who we are as a company. This has always been important to us ― it’s the right thing to do and core to being a sustainable, successful company. We are an industry leader in establishing an internal minimum rate of pay for our U.S. hourly employees and have made regular increases over the past several years. Most recently on November 4, 2019, we announced that our minimum hourly wage for U.S. employees will be raised to $20 before the end of the first quarter of 2021. In addition, for the past eight years from 2012 to 2020, we have kept medical premiums flat ― with no increases ― for those who earn less than $50,000 a year.

Some of the other ways that we support teammates and their families include:

  • We offer up to 40 days of back-up child and adult care available when regular arrangements aren't available.
  • We offer 16 weeks of paid parental leave — maternity, paternity and adoption — in the U.S. to employees working 20 or more hours per week, to allow colleagues time to bond with their new child.
  • In 2017, we enhanced our paid bereavement leave globally to an industry-leading 20 days for full-time employees who experience the loss of a spouse, partner or child. This increase is in addition to our existing policy of generally five days of paid time off for the loss of other family members such as parent, grandparent, grandchild, sibling or person with whom the employee has a close relationship.
  • In 2016, we announced an enhancement to our parental leave policy for fathers and non-primary caregivers in all of our Asia Pacific locations — making us among the leaders of large employers in the region to offer this benefit. We now provide up to 10 days of paid time off (increased from five days) for fathers and non-primary caregivers to bond with their new child.
  • Maternity workshops and a ‘buddy’ system in the UK for anyone expecting a child, with one-on-one maternity coaching for our senior women. Workshops for managers are also offered to those who have a team member taking leave. Our Parents & Careers Network and availability of 20 days’ emergency childcare/career leave per year are additional benefits that support employees with family commitments. We also offer unpaid parental leave, allowing parents to take additional periods off work in five-10 day blocks.

Physical wellness

Our approach to health is built on the things we can do together with our employees to help manage physical wellness, achieve personal health goals and manage costs. Our focus involves providing opportunities for employees to become more knowledgeable about their wellness, as well as tools and resources for maintaining good health. For example:

  • We have kept health care cost increases for our U.S. employees at or below the national average for a number of years.
  • The average cost of health care coverage for an employee’s family of four is just over $25,000. On average, we subsidize 75 percent of health care costs across our employee population, giving each employee with family coverage an average benefit value of about $18,750.
  • While the benefits are the same, regardless of compensation level, we take a progressive approach to employee paid premiums. Employees earning less than the median U.S. household pay an average annual premium of about $2,600 for family coverage, meaning we subsidize about 90 percent of their total coverage costs. This subsidy gradually decreases as compensation increases, with the highest compensated employees paying more than 60 percent of the premium.
  • In 2011, we reduced annual family coverage medical premiums by 50 percent for U.S. employees who earn less than $50,000 a year, and we have kept those premiums flat for eight consecutive years. For employees earning between $50,000 and $100,000 per year, we reduced premiums by 15 percent, and have limited premium growth to approximately one-third of the national trend.

Awareness about healthy lifestyles and taking action to improve their wellness continued to be key areas of focus for our employees in 2019 with:

  • Health screenings: In 2019, 85 percent of employees, spouses, and partners completed voluntary health screenings and assessments.
  • Get Active!: In 2013, we launched a voluntary program to respond directly to employee feedback about not getting enough physical activity. In each team-based challenge, participants can earn a reward (or choose to donate their reward to a charity) by taking 56,000 steps per week to improve their overall health. More than 37,000 employees at all levels participated in our 2019 Get Active! challenge and collectively walked 11.7 billion steps in the spirit of healthy competition and fun.

Emotional wellness

In addition to our focus on physical health and wellness, we offer support to help employees with everyday challenges, special moments, and critical life events.

Teammates also have access to our Employee Assistance Program that provides up to six, face-to-face confidential counseling sessions per issue and unlimited, telephone consultations with a specialist, available 24/7 — at no cost to our employees and eligible household members.

In the moments that matter most, our Life Event Services team — a group of internal, highly specialized leaders — provide resources, benefits information and other personalized support for employees, including retirement; grieving the death of a loved one; impacted by domestic violence; undergoing a gender transition; or being impacted by natural and manmade disasters. Since 2014, more than 100,000 employees have utilized our Life Event Services team.

Financial wellness

We believe that the more informed people are about their money, the clearer their financial outlook can be. This applies not just to our customers, but to our employees, as well.

The business case for financial wellness — integrated with physical and emotional wellness — is clear: If employees are not financially well, there is a greater chance that they may not be physically and emotionally well.

This is why we offer robust financial offerings that focus on driving better behaviors across life priorities and the financial spectrum — budgeting, planning, saving, investing and more.

Our competitive financial benefits help employees address money issues in the here-and-now, prepare for retirement and protect their family in the long term. Benefits include:

  • We provide our eligible U.S. employees with matching 401(k) contributions of up to 5 percent of eligible pay. This is in addition to an automatic annual company contribution of 2 percent of eligible pay (3 percent after 10 years with the company). We also offer free, personalized retirement and benefits guidance. In 2019, 91 percent of our eligible employees made employee contributions to their 401(k) accounts.
  • Our health care accounts offer employees a beneficial, tax-advantaged resource to manage their health care expenses. Over the past few years, we have increased our communications and education efforts, so employees can better understand the features and purpose of all the health care accounts we offer. From videos and comparison charts that describe the differences between health care accounts, to targeted communications for Health Savings Account (HSA) participants that detail the savings and investing features of HSAs, the additional tools and resources have provided employees with a greater understanding of these tax-advantaged benefits.
  • We offer a variety of financial education resources to encourage employees to save for a healthier future and that meet a variety of financial objectives. Our Benefits Education & Planning Center (BEPC) provides free, personalized guidance for budgeting, debt management, retirement planning and more, while our Employee Financial Services group provides access to a full range of discounted banking and investing products and services to help employees pursue their short- and long-term financial goals. Additionally, through our partnership with non-profit online educator Khan Academy, we provide Better Money Habits®, a free education resource available to anyone, anywhere.
  • We also offer a Financial Wellness tool, available through Benefits OnLine®, to help employees better assess, understand and take action where needed to improve their overall financial health.

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