Your benefits can be worth 30%+ of your salary. Learn what each one means, how to maximize it, and what to ask before you sign.
Your benefits package isn't just paperwork — it's part of your total compensation. A great 401(k) match, HSA, and PTO policy can add tens of thousands of dollars to your annual value.
This guide walks through the six categories you'll see in most offer letters and benefits portals. Tap any section to expand the details, then run the numbers in our paycheck and Roth IRA calculators.
Retirement accounts let you save tax-advantaged money for the future. Take the employer match — it's free money — then aim for the annual cap.
Pre-tax retirement contributions reduce today's taxable income. 2024 limit: $23,000 (under 50) / $30,500 (50+).
Same limits as 401(k), but you pay tax now and withdraw tax-free in retirement. Great if you expect a higher tax rate later.
The 401(k) equivalent for nonprofits, schools, and government workers. Same limits, slightly different fund options.
A defined-benefit plan paid by your employer for life. Rare in the private sector, common in public service.
Healthcare benefits can save you thousands a year. Compare premiums, deductibles, and out-of-pocket maxes — not just the monthly cost.
PPOs offer flexibility; HMOs cost less but require referrals. HDHPs have higher deductibles but pair with an HSA.
Triple tax-advantaged: tax-free in, growth, and out (for qualified expenses). Available with HDHP plans only.
Pre-tax dollars for medical expenses, but use-it-or-lose-it each year. Better for predictable costs.
Usually low premiums for routine cleanings, exams, and basic frames. Check annual coverage caps.
Equity compensation aligns your reward with the company's growth. Read the fine print — vesting, taxes, and lockups vary widely.
A right to buy company shares at a set price. Valuable if the share price rises above the strike.
Restricted stock units that convert to shares when they vest. Taxed as ordinary income at vesting.
Buy company stock at a 5–15% discount via payroll deduction. Often a near-guaranteed return if you sell at vesting.
Standard schedule: 4 years, 1-year cliff, then monthly. You forfeit unvested shares if you leave.
Time off has real monetary value — and protects your mental health. Read the policies before accepting an offer.
Days vary widely — 10 to unlimited. Ask whether unused days roll over or pay out at termination.
May be separate from PTO. Some states mandate paid sick days; check local rules.
Federal FMLA gives 12 weeks unpaid; many employers add paid weeks on top. Often differs for primary vs. secondary caregivers.
Flexibility is a benefit. Confirm in writing — and check if there's a stipend for home office equipment.
The "extras" can add up to thousands in value. Some benefit you immediately, others build long-term wealth.
Group life insurance is often free up to 1–2× salary. Long-term disability replaces income if illness or injury keeps you out.
Up to $5,250/year is tax-free. Lifetime value if you're pursuing a degree or certifications.
Some employers contribute directly to your loan principal — up to $5,250/yr is tax-free under current rules.
Pre-tax transit passes, gym stipends, and EAPs (employee assistance programs) for therapy and counseling.
Before accepting any offer, ask these. Most are decided up front — and getting answers in writing now saves regrets later.