Aon

London

Total Offices: 36

61,599 Total Employees

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Aon Compensation & Benefits

Updated on September 08, 2026

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

Defining tradeoff: Aon leans on strong, structured benefits and flexibility to offset only-average cash pay. You can get meaningful retirement contributions (match plus annual RAC), but eligibility/vesting gates and use-it-this-year vacation mean planning is essential. Great medical choice, but picking optimally takes homework.

Evidence in Action

401(k) Match + RAC — 401(k) match (100% of first 1% + 50% of next 6%) plus a 2.5% RAC provide up to 6.5%, with eligibility after one Year of Service and two‑year vesting. Employees target 7% deferrals and plan tenure to capture full match and the year‑end RAC.
Multi‑Carrier Medical Choice — Multiple medical carriers/tiers and the Included Health navigation service shape plan selection; out‑of‑pocket costs vary by the option and carrier you choose. Employees do upfront homework to balance premiums, HSA eligibility, and coverage, trading convenience for tailored cost control.

Positive Themes About Aon

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.
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.
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

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.
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.
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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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.