Companies Autodesk

Autodesk

San Francisco

Total Offices: 31

13,285 Total Employees

Year Founded: 1982

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Autodesk Compensation & Benefits

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Autodesk and has not been reviewed or approved by Autodesk.

How are the compensation & benefits at Autodesk?

Strengths in time‑off breadth, equity components, and family‑building support are accompanied by challenges around perceived pay fairness, uneven benefit access, and the limited paid portion of parental leave. Together, these dynamics suggest a solid total‑rewards offering whose impact varies by role, location, managerial discretion, and recent organizational changes.

Key Insight for Candidates

Benefits‑forward, time‑off‑centric rewards anchored by a rare six‑week paid sabbatical and discretionary (unlimited) PTO. It meaningfully boosts work‑life balance and total value. The tradeoffs: only six weeks paid parental bonding and a modest 401(k) match, with actual PTO usage dependent on manager norms.

Evidence in Action

Four‑Year Paid Sabbatical — Autodesk’s six‑week paid sabbatical every four years delivers 100% pay and benefits for eligible U.S. employees. This predictable recharge norm signals real recovery time, improving retention and preventing burnout.
Two‑Year Lookback ESPP — Autodesk’s ESPP offers at least a 15% discount with a two‑year lookback and allows contributions up to 15% of eligible pay. Employees build ownership and upside via payroll deductions, enhancing long‑term wealth and engagement.

Positive Themes About Autodesk

Leave & Time Off Breadth: Time away is considered expansive, combining discretionary time off for salaried roles, company holidays/Autodays, and a periodic paid sabbatical. These options provide flexibility beyond standard accrual-based PTO.
Equity Value & Accessibility: Total rewards prominently include RSUs and an employee stock purchase plan with a discount and lookback, alongside annual bonus or commission programs. These elements are available to eligible employees and can materially augment base pay.
Parental & Family Support: Family-building support includes reimbursement for adoption, surrogacy, IVF/co‑maternity, and fertility benefits, plus dedicated coaching and Cleo resources for parenting and caregiving. These services extend support before, during, and after leave.

Considerations About Autodesk

Unfair & Opaque Compensation: Pay is perceived as uneven by role, level, or location, and not everyone feels fairly compensated. Recent reorganizations have also affected how compensation, bonuses, and advancement are experienced.
Exclusive or Unequal Benefits Coverage: Benefit eligibility and usage vary by employment type and manager approval, such as DTO for exempt roles and accruals for hourly roles. This can lead to inconsistent access or outcomes across teams and geographies.
Insufficient Parental & Family Support: The paid bonding component constitutes only a portion of the total parental leave entitlement. This duration may feel limited for some families even alongside other support programs.

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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.