Companies The Clorox Company

The Clorox Company

Oakland

Total Offices: 26

7,077 Total Employees

Year Founded: 1913

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The Clorox Company Compensation & Benefits

Updated on September 09, 2026

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

How are the compensation & benefits at The Clorox Company?

Strengths in retirement generosity, time‑off breadth, and family support are accompanied by challenges in overall pay perception, peer‑relative perk competitiveness, and consistency of access across roles. Together, these dynamics suggest a solid total‑rewards foundation that many value, tempered by concerns that compensation and benefit differentiation may limit satisfaction for certain groups.

Key Insight for Candidates

Clorox’s total rewards hinge on an unusually generous 401(k)—4% match plus a 6% annual contribution after one year, with the 6% vesting over five years—while base pay is typically mid‑market. This creates strong long‑term value for tenured employees. Candidates should weigh total comp and vesting over headline salary.

Evidence in Action

10% Retirement Contribution — The 401(k) design provides a 4% company match plus a 6% annual company contribution after one year, with auto-enrollment at 6%. This predictable, substantial retirement funding materially boosts total compensation and long-term savings for employees.
Recharge Weeks Quiet Days — Recharge Weeks and monthly Quiet Days eliminate meetings and email for most U.S. non‑production employees, alongside Flexible Time Off. These enforced downtime rituals normalize disconnection, reduce burnout, and enable employees to take time off without work piling up.

Positive Themes About The Clorox Company

Retirement Support: Retirement plan design is highlighted as generous and positioned as above market, with automatic enrollment and additional company contributions that build long‑term savings. Feedback suggests this is a standout element of the total rewards package.
Leave & Time Off Breadth: Flexible Time Off for many salaried roles, paid holidays, vacation, sick leave, and companywide recharge periods provide substantial flexibility and rest. These offerings support work‑life balance across numerous teams.
Parental & Family Support: Paid parental leave, subsidized backup child/elder care, and family‑forming benefits are emphasized as part of a comprehensive support system. These programs help employees manage caregiving and major life events.

Considerations About The Clorox Company

Unfair & Opaque Compensation: Compensation is frequently described as average to only “good,” with some expressing that pay does not match contributions or local market expectations. Feedback suggests overall pay positioning lags stronger competitors.
Perks & Wellbeing Gaps: Perks and benefits are perceived to trail peer employers, reducing the “wow” factor of the total rewards mix. Some sentiment points to benefits that feel more good‑than‑great in practice.
Exclusive or Unequal Benefits Coverage: Offerings vary by role and location, with flexible time off and certain richer benefits not available to all employees or contingent on plan enrollment. These differences can lead to uneven experiences across sites and functions.

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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.