Avery Dennison
Avery Dennison Compensation & Benefits
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
Tradeoff: Base pay often feels average, but retirement and benefits stand out—day‑one health coverage and a 401(k) with an automatic 3% company contribution plus a match. This favors candidates prioritizing long‑term value over the highest immediate salary.Evidence in Action
- Automatic 401(k) Funding — 401(k) plan with a 3% automatic company contribution and a 50% match on the first 7% of pay delivers up to 6.5% employer funding. Employees build retirement savings faster, even during low-contribution periods, reinforcing long-term financial security.
- Inclusive Family-Building Support — Adoption and fertility support provides $15,000 in benefits, with domestic partner eligibility and gender-affirmation coverage including travel reimbursement. Employees receive equitable, comprehensive family-building care regardless of pathway or identity, reducing financial stress and enabling focus at work.
Positive Themes About Avery Dennison
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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.
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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).
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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
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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.
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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.
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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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