Edgewell Personal Care

Shelton

Total Offices: 12

2,782 Total Employees

View Website

Edgewell Personal Care Compensation & Benefits

Updated on September 14, 2026

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

How are the compensation & benefits at Edgewell Personal Care?

Strengths in retirement programs, leave, and competitive base pay for certain skilled hourly roles are accompanied by challenges in pay progression, incentives, and benefits affordability that vary by site and role. Together, these dynamics suggest a package that is broadly competitive yet uneven in perceived value, with outcomes depending heavily on location and job family.

Key Insight for Candidates

Defining tradeoff: strong, comprehensive core benefits—especially a competitive 401(k) match and structured time off—paired with limited raises and modest bonus upside. This makes pay feel stable rather than high-growth, appealing to those valuing predictability but less so for candidates seeking faster long-term earnings acceleration.

Evidence in Action

6% 401(k) Match — A 401(k) with a 6% company match, eligible after 30 days, is a documented program across U.S. roles. This predictable retirement boost strengthens total compensation and is regularly highlighted in recurring employee feedback as a key benefit.
Together We Care Match — The Together We Care donation match provides up to $5,000 per employee annually in the U.S., Canada, and Puerto Rico. This program extends total rewards into community impact, reinforcing company values and increasing employees’ perceived value of benefits.

Positive Themes About Edgewell Personal Care

Retirement Support: Retirement support features a 401(k) with a competitive company match in many U.S. roles, with company materials noting enhancements following pension changes. This element often stands out within the overall benefits package.
Leave & Time Off Breadth: Leave and time off include PTO and, in some roles, a defined holiday schedule, with examples of generous policies at certain sites. This breadth supports work/life balance across corporate and select manufacturing positions.
Fair & Transparent Compensation: Base pay is considered competitive for many skilled hourly and maintenance roles in certain markets, with overtime during peak seasons boosting overall earnings. This creates a solid baseline for total compensation in those roles.

Considerations About Edgewell Personal Care

Stagnant Pay & Limited Progression: Pay progression and merit increases are described as modest, with internal mobility and long‑term earnings growth often viewed as weak points. This can make compensation feel slow to advance relative to workload or market movements.
Weak & Unreliable Incentives: Incentives outside management are portrayed as limited or inconsistent, with caps or weak bonus structures affecting non‑managerial roles. This reduces the upside potential of total rewards for many teams.
High Benefits Costs: Health insurance out‑of‑pocket costs are considered high by portions of the hourly and plant workforce, which can dilute perceived value. Affordability appears to vary by site and employment status.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

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.