Aon
Aon Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Aon and has not been reviewed or approved by Aon.
How are the compensation & benefits at Aon?
Strengths in benefits affordability and breadth, together with retirement-oriented support, are accompanied by ongoing concerns about base pay levels, limited progression, and incentive strength in some areas. Together, these dynamics suggest a total rewards profile that is attractive on benefits but may fall short for employees prioritizing market-competitive cash growth and dependable bonuses.
Key Insight for Candidates
As a benefits consultancy, Aon leans benefits-forward: affordable healthcare, flexible PTO, and strong retirement, while base pay and raises often trail market. This suits candidates prioritizing total rewards and flexibility; cash-first candidates may feel underpaid and see slow progression.Evidence in Action
- RAC-Enhanced 401(k — Aon Savings Plan adds a 2.5% Retirement Account Contribution (RAC) and matches 100% of 1% plus 50% of the next 6%, totaling up to 6.5% with one‑year eligibility and two‑year vesting. Employees gain predictable retirement value, though delayed eligibility and vesting reduce perceived near‑term rewards.
- Use-It-Or-Lose-It PTO — Vacation accrues at 15/20/25 days with 10 holidays and 2 personal days, and unused vacation generally does not roll over. Employees get predictable time off but must plan annually to avoid forfeiting days.
Positive Themes About Aon
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Leave & Time Off Breadth: Flexible paid time off and regular paid time off are emphasized as part of the package. Flexible hours further support the ability to take time when needed.
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Affordable Benefits: Healthcare coverage is often characterized as low‑cost or very affordable. Voluntary benefits and protections help reduce out‑of‑pocket exposure across health, life, disability, and financial needs.
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Retirement Support: A 401(k) plan is described as relatively good, with programs oriented toward long‑term financial security. Executive benefits specifically target income protection and retirement savings for key personnel.
Considerations About Aon
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Stagnant Pay & Limited Progression: Base pay is frequently described as on the lower side with minimal raises, and progression is considered difficult in some roles. Moving teams or leaving the company is cited as a path to achieve stronger salary growth.
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Weak & Unreliable Incentives: Some roles report little to no bonus opportunity, reducing the impact of variable pay. Incentives are portrayed as inconsistent or insufficient to feel rewarding.
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Unfair & Opaque Compensation: Compensation is often considered not competitive with the market, leading to perceptions of being underpaid and undervalued. Pay levels are recalled as on the low end in parts of the organization.
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