FORVIS

Birmingham

Total Offices: 3

7,307 Total Employees

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FORVIS Compensation & Benefits

Updated on September 16, 2026

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

How are the compensation & benefits at FORVIS?

Strengths in benefits affordability, retirement contributions, and broad time-off offerings are accompanied by challenges around base pay competitiveness, slower pay growth, and the predictability of retirement matching. Together, these dynamics suggest a package that reads competitive on core benefits but can feel only middling on cash compensation, with outcomes varying by office, service line, and market.

Key Insight for Candidates

Defining tradeoff: base pay and raises often feel below market, offset by strong benefits—especially high employer health-premium support and a discretionary 401(k) profit-share instead of a guaranteed match. This skews value toward benefits and variable retirement funding, reducing predictability of paycheck growth and retirement contributions.

Evidence in Action

Profit-Sharing 401(k) Design — The 401(k) uses a discretionary profit-sharing component rather than a guaranteed employer match. This boosts total rewards in stronger years but reduces predictability, affecting how employees plan retirement saving and tenure.
Modest Raises and Bonuses — During the annual compensation cycle, recurring employee feedback describes modest raises/bonuses for many audit/tax tracks. Employees experience slower cash pay growth and rely more on benefits value when evaluating retention.

Positive Themes About FORVIS

Affordable Benefits: The firm pays a substantial share of medical, dental, and vision premiums and offers HSA funding, which lowers employees’ out-of-pocket costs. Additional FSAs, a lifestyle spending account, and wellness programs further enhance total value.
Retirement Support: A 401(k) with traditional and Roth options is paired with employer-funded discretionary profit sharing, adding company contributions beyond employee deferrals. Official materials describe profit sharing as a pre-tax, employer-funded component.
Leave & Time Off Breadth: Flexible time off, paid firm holidays, and parental/bonding leave provide wide-ranging time-away options. These are positioned as firm-wide pillars across postings and benefits pages.

Considerations About FORVIS

Unfair & Opaque Compensation: Pay is often considered below market for similar workloads, especially in public audit and tax, with outcomes differing by office and practice. Comparisons to larger peers are a recurring sore point and overall sentiment on pay skews only mid-pack.
Stagnant Pay & Limited Progression: Annual raises and bonuses are commonly described as modest, leading to frustration during compensation cycles. This pattern is highlighted around recent cycles and is a particular concern in core assurance and tax tracks.
Inadequate Retirement Support: The program emphasizes discretionary profit sharing rather than a predictable per‑paycheck 401(k) match, making employer contributions feel less certain. In some cases there is little or no match, with vesting and application varying by office and role.

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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.