Avery Dennison

Mentor

16,564 Total Employees

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Avery Dennison Compensation & Benefits

Updated on September 16, 2026

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

How are the compensation & benefits at Avery Dennison?

Strengths in healthcare, retirement, and family-inclusive benefits are accompanied by uneven perceptions of pay competitiveness and reward alignment in certain roles and workload contexts. Together, these dynamics suggest a robust total rewards foundation that can be experienced as strong or insufficient depending on job family, location, and how responsibilities and hours translate into compensation.

Key Insight for Candidates

Avery Dennison anchors total rewards in an unusually generous 401(k)—automatic company money plus a match often totaling ~6.5–7%—while medical premiums and first‑year PTO are more typical. This shifts value toward long‑term wealth building, benefiting candidates prioritizing retirement savings.

Evidence in Action

Automatic 401(k) Funding — The U.S. 401(k) uses a safe-harbor design with a 3% automatic company contribution plus a 50% match on the first 7% you contribute, with an annual true-up. Employees build retirement savings from day one and aren’t penalized by paycheck timing, increasing total rewards predictability.
Day-One Health Coverage — U.S. postings state medical, dental, and vision coverage start on day 1, alongside paid vacation and holidays, paid parental leave, an Employee Assistance Program, and tuition reimbursement. New hires avoid coverage gaps and immediately access core benefits, reducing financial risk and stress during onboarding.

Positive Themes About Avery Dennison

Healthcare Strength: Pay and benefits are frequently characterized as decent or good, supported by multiple medical plan options alongside dental, vision, and mental health coverage. Company-paid basic life insurance and short-term disability coverage add to the perceived strength of core protection benefits.
Retirement Support: Retirement support is strengthened by an automatic employer contribution plus an additional employer match tied to employee contributions. The availability of an employee stock purchase plan further broadens long-term savings options beyond the 401(k).
Parental & Family Support: Family-related support is reinforced through parental leave and dedicated adoption and fertility assistance with a stated benefit amount. Domestic partner eligibility and LGBTQIA+ healthcare support features expand coverage for different family structures.

Considerations About Avery Dennison

Unfair & Opaque Compensation: Pay fairness is experienced unevenly, with compensation described as below industry averages in certain engineering and high-workload situations. Concerns also appear when responsibilities increase without corresponding pay or title alignment.
Stagnant Pay & Limited Progression: Earnings progression is seen as constrained when advancement opportunities are limited and wages do not increase as expected over time. This dynamic can make otherwise acceptable pay feel less competitive relative to workload.
Poor or Misaligned Recognition & Rewards: The overall value of compensation can feel misaligned when long hours, mandatory overtime, or heavy workload reduce the perceived return for effort. Inconsistent management practices can further weaken how rewarding pay and rewards feel in day-to-day experience.

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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.