Companies Church & Dwight

Church & Dwight

Ewing

Total Offices: 22

5,075 Total Employees

Year Founded: 1846

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Church & Dwight Compensation & Benefits

Updated on September 09, 2026

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

How are the compensation & benefits at Church & Dwight?

Strengths in healthcare options, retirement programs, and reliable incentives are accompanied by challenges around base pay growth, workload‑to‑compensation alignment, and the length of paid parental leave. Together, these dynamics suggest a solid total rewards package whose benefits bolster overall value while certain pay and leave elements moderate sentiment in specific contexts.

Key Insight for Candidates

Defining tradeoff: standout retirement wealth-building (5% 401(k) match plus profit sharing and ESPP) versus merely average PTO and six-week parental leave. Great for compounding savings; less ideal if you prioritize longer paid leave or more upfront time off.

Evidence in Action

Savings And Profit Sharing — The Savings & Profit-Sharing Plan provides a dollar-for-dollar 401(k) match up to 5% and a targeted 5% profit-sharing contribution, with full vesting after five years and ESPP access. Employees build ownership faster and see annual company-funded savings that boost total compensation predictably.
Zero-Deductible Health Option — The Surest (UHC) zero-deductible medical plan sits alongside Aetna options, and the company pre-funds HSAs ($750 employee-only; $1,500 family). This lowers upfront care costs and gives predictable flexibility, improving access to care without surprise bills.

Positive Themes About Church & Dwight

Retirement Support: Retirement programs include a 401(k) match alongside profit sharing, forming a robust savings package with clear vesting parameters. This structure meaningfully enhances long‑term total rewards.
Healthcare Strength: Medical coverage offers multiple plan choices, including a zero‑deductible option, with company‑funded HSA support and access to mental‑health resources. These features contribute to comprehensive health protection.
Strong & Reliable Incentives: Annual bonuses and performance incentives are common components, adding meaningful value to total compensation. This consistency reinforces pay beyond base salary.

Considerations About Church & Dwight

Stagnant Pay & Limited Progression: Annual increases are often described as modest, which tempers satisfaction with base pay growth over time. This dynamic can mute perceptions of overall compensation momentum.
Poor or Misaligned Recognition & Rewards: Lean staffing and elevated workload expectations leave some roles feeling undercompensated relative to responsibilities. This misalignment can diminish the perceived fairness of pay.
Insufficient Parental & Family Support: Paid parental leave length is viewed as shorter than many would expect relative to market leaders. This reduces the overall strength of otherwise broad family supports.

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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.