Cardinal Health
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Cardinal Health Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Cardinal Health and has not been reviewed or approved by Cardinal Health.
How are the compensation & benefits at Cardinal Health?
Strengths in time off, healthcare breadth, and retirement-related programs coexist with recurring concerns about limited pay growth, uneven incentive access, and increasing employee cost-sharing in health plans. Together, these dynamics indicate a total rewards package that can feel strong on benefits but inconsistent on cash compensation competitiveness and progression.
Key Insight for Candidates
Benefits over cash: Cardinal Health leans on generous PTO/health/retirement while keeping base-pay growth and bonuses modest. Expect small annual raises, limited bonus access outside leadership, and pay compression that blunts tenure rewards. Best fit if you value rich benefits more than rapid salary growth or outsized incentives.Evidence in Action
- Modest Merit Increases — Annual raises are frequently small—reported at $0.00–$0.30 in some roles—with bonuses rare outside executive or retention programs. Employees experience slow pay progression and pay compression versus new hires, prompting heavier reliance on benefits and overtime to feel fairly rewarded.
- Benefits-Heavy Total Rewards — PTO (3 weeks vacation + 5 sick days), paid holidays, a 401(k) match, and myFlexPay earned‑wage access anchor the total‑rewards package. Employees gain predictable rest and financial support, boosting perceived value even when merit increases or bonuses are limited.
Positive Themes About Cardinal Health
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Leave & Time Off Breadth: Paid time off is frequently described as generous, including examples like multiple weeks of vacation, additional sick days, and in some roles even “unlimited” or untracked time off. Parental leave, paid holidays, and volunteer time further broaden the overall leave offering.
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Healthcare Strength: Medical, dental, and vision coverage is positioned as comprehensive, with added supports such as preventive care, telehealth/clinic access, mental health resources, and EAP counseling. Wellness programs and incentives (e.g., premium discounts tied to checkups or healthy lifestyle actions) add to the perceived breadth of healthcare-related support.
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Retirement Support: A 401(k) with company match, along with programs like stock purchase/equity participation and charitable matching, contribute to a stronger total rewards picture beyond base pay. Additional financial supports such as disability coverage and early wage access also enhance the overall package.
Considerations About Cardinal Health
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Stagnant Pay & Limited Progression: Annual increases are often characterized as minimal, with specific examples of very small merit bumps and limited upward movement in pay despite added responsibilities. Pay compression is also described, with new hires sometimes landing close to longer-tenured employees.
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Weak & Unreliable Incentives: Bonus access is portrayed as inconsistent, with limited availability outside executive or select roles and occasional reliance on retention incentives. This uneven incentive coverage reduces the perceived upside in total cash compensation for many positions.
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High Benefits Costs: High-deductible plan designs and rising premium/deductible pressure are associated with higher out-of-pocket exposure, including large stated out-of-pocket maximums for families. These cost-sharing elements can materially reduce the perceived value of otherwise broad health coverage.
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