Brown & Brown Insurance
Brown & Brown Insurance Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Brown & Brown Insurance and has not been reviewed or approved by Brown & Brown Insurance.
How are the compensation & benefits at Brown & Brown Insurance?
Strengths in healthcare breadth, retirement matching with immediate vesting, and accessible equity participation are accompanied by challenges in base‑pay growth, certain medical plan costs, and uneven PTO experiences. Together, these dynamics suggest a total‑rewards package that is attractive for benefits and ownership while salary progression and some plan cost or time‑off nuances may temper overall satisfaction depending on role and location.
Key Insight for Candidates
Benefits and ownership perks outshine base pay and annual raises. Brown & Brown leans on robust health/mental‑health support (Lyra) and an ESPP/401(k) to make total rewards feel competitive, while salary growth is often modest. Candidates prioritizing wealth‑building and wellbeing may feel well‑compensated; confirm premiums and out‑of‑pocket costs.Evidence in Action
- Teammate Ownership Emphasis — The Teammate Stock Purchase Plan and ownership emphasis mean 56% of U.S. teammates are shareholders, with about 20% of the company owned by teammates. This turns compensation into shared equity-building, boosting retention and engagement by aligning employees’ rewards with long‑term company performance.
- Accessible Mental-Health Support — Lyra mental-health benefits provide up to eight free coaching or therapy sessions per person, per year for teammates and covered dependents. This normalizes accessible care, reduces out‑of‑pocket barriers, and supports sustained performance and well‑being during workload spikes and personal challenges.
Positive Themes About Brown & Brown Insurance
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Healthcare Strength: Healthcare offerings are broad, spanning medical/Rx, dental, vision, life, disability, and added programs alongside Lyra access with up to eight no‑cost coaching or therapy sessions for teammates and covered dependents. Breadth extends to fertility/adoption solutions, second‑opinion services, diabetes care, and Medicare advocacy.
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Retirement Support: The 401(k) program includes an employer match up to 4% (100% of the first 3% plus 50% of the next 2%) with immediate vesting. Savings support is positioned as a core element of the total‑rewards package.
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Equity Value & Accessibility: An Employee Stock Purchase Plan is available, and the company emphasizes an ownership mindset with a large share of teammates as shareholders. This creates accessible equity participation alongside retirement savings.
Considerations About Brown & Brown Insurance
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Stagnant Pay & Limited Progression: Pay is considered average to below market in several roles, and annual merit increases are often small or infrequent. Experiences can hinge on role and office, leaving some cohorts feeling pay growth is limited.
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High Benefits Costs: Medical coverage can include added costs such as spousal surcharges, with indications of rising premiums or out‑of‑pocket exposure. Plan navigation can also feel complex, affecting perceived value.
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Limited Leave & Time Off: PTO is offered (including a Culture Day and a floating holiday), yet access can feel limited or closely managed in certain areas. This results in mixed time‑off experiences across the organization.
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