Companies CNA

CNA

Chicago, Illinois, USA

7,000 Total Employees

Year Founded: 1897

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CNA Compensation & Benefits

Updated on January 31, 2026

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

How are the compensation & benefits at CNA?

Strengths in retirement support, reliable incentives, and broad time‑off are accompanied by challenges around healthcare coverage/costs and the pace of pay progression. Together, these dynamics suggest a total rewards package that is solid overall but with variable perceived value depending on role, healthcare needs, and growth trajectory.

Positive Themes About CNA

Retirement Support: Retirement plan design—with an automatic company contribution plus match—materially boosts total compensation and is highlighted as a standout element. Feedback suggests this structure provides dependable long‑term value beyond base pay.
Strong & Reliable Incentives: Annual bonuses are common across many roles, supporting a predictable incentive component in total compensation. This consistency helps lift overall pay satisfaction in functions where bonus eligibility is standard.
Leave & Time Off Breadth: PTO, paid holidays, and options like PTO purchase and paid family leave create a broad time‑off package. Feedback suggests these elements meaningfully enhance the overall rewards mix.

Considerations About CNA

Weak Healthcare Coverage: Health plan options are perceived as underwhelming in coverage richness. Concerns center on plan design and the adequacy of benefits compared to expectations.
High Benefits Costs: Health plan costs are viewed as high in some cases, which dampens perceived total compensation value. This cost burden can offset strengths in other parts of the package.
Stagnant Pay & Limited Progression: Progression pace and salary growth are described as slow in some teams, with pay compression when new hires approach incumbent pay. These dynamics can reduce perceptions of long‑term pay fairness.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.