Leggett & Platt Compensation & Benefits

Key Insight for Candidates

• Healthcare Strength: Healthcare options include medical, dental, vision, prescription coverage, telehealth, and tax‑advantaged accounts, forming a broad core offering. These plans are commonly regarded as solid and reliable, particularly among office and corporate groups.
• Retirement Support: A 401(k) with company match is positioned as a core savings vehicle, with ongoing plan operations and, for some, enhanced matching following the pension transition. This provides a stable path for long‑term savings even where base pay is viewed as only average.
• Leave & Time Off Breadth: Paid vacation, holidays, and personal time are presented as standard components, with details varying by location. Time off is often noted as part of a dependable, traditional benefits suite.

• Stagnant Pay & Limited Progression: Annual raises are described as small or inconsistent, and advancement may require changing roles or locations. This pattern contributes to perceptions that pay can trail local competitors in certain functions.
• High Benefits Costs: Health insurance premiums and out‑of‑pocket costs are said to feel high for some manufacturing and hourly employees. These expenses can dilute the perceived value of the broader package.
• Weak & Unreliable Incentives: Variable pay in sales and similar roles is characterized as irregular, with commission structures that can feel sub‑market and reimbursement inconsistencies. This variability creates uncertainty around total earnings for those roles.