The Jackson Laboratory
The Jackson Laboratory Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about The Jackson Laboratory and has not been reviewed or approved by The Jackson Laboratory.
How are the compensation & benefits at The Jackson Laboratory?
Strengths in retirement and healthcare, along with scheduled increases for some operations roles, are accompanied by concerns about base pay relative to workload and private‑sector benchmarks. Together, these dynamics suggest a mid‑range total rewards experience where strong benefits partially offset uneven cash compensation and variability by role and location.
Key Insight for Candidates
Defining tradeoff: JAX pairs generous, well-structured benefits (notably strong retirement contributions and comprehensive health coverage) with base pay that often trails private‑sector biotech. This makes total rewards feel solid for a nonprofit, but can leave employees feeling underpaid when workloads rise or industry comparisons drive expectations.Evidence in Action
- Site Specific Pay Progression — Regularly scheduled pay increases for animal care/warehouse teams and site-specific starting pay (Maine vs. California) are published; JAX raised its minimum hourly rate from $15 to $18 in August 2021. Predictable raises and location transparency help entry staff budget and see tangible pay growth.
- High Match 403(b) Plan — A 403(b) with employer contributions up to 10% of earnings, administered by Vanguard; the plan earned a 2023 Plan Sponsor of the Year award. Generous, stable retirement funding strengthens financial security and is a standout reason employees value total compensation beyond base salary.
Positive Themes About The Jackson Laboratory
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Retirement Support: Retirement contributions up to 10% and employer‑paid life and disability insurance indicate robust long‑term financial support. The retirement program is positioned as a standout element of the total package.
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Healthcare Strength: Comprehensive medical, dental, and vision coverage, fertility benefits, FSAs, EAP access, and onsite fitness centers point to strong healthcare support. These offerings contribute to a well‑rounded, reliable benefits foundation.
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Pay Growth & Progression: Entry‑level operations roles advertise site‑specific starting pay with regularly scheduled increases. Publicly posted entry rates and promised regular increases can help satisfaction early on.
Considerations About The Jackson Laboratory
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Unfair & Opaque Compensation: Base pay is described as lagging private‑sector biotech and can feel low relative to workload in some roles and locations. Compensation is often benchmarked as average when compared beyond nonprofits and academia.
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Poor or Misaligned Recognition & Rewards: Workload expectations are characterized as heavy in places, including doing the work of multiple people without commensurate pay. The effort‑to‑reward balance can feel misaligned for certain teams.
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Exclusive or Unequal Benefits Coverage: Benefit and pay details vary by role, site, and employment classification, shaping uneven experiences across locations. Eligibility differences and site‑specific practices contribute to uneven perceptions of fairness across teams.
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