Light & Wonder
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Light & Wonder Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Light & Wonder and has not been reviewed or approved by Light & Wonder.
How are the compensation & benefits at Light & Wonder?
Strengths in healthcare breadth, inclusive coverage, and wellbeing perks are accompanied by challenges in pay progression and select benefits areas such as retirement match/vesting and parental leave length. Together, these dynamics suggest a competitive total‑rewards package whose value hinges on whether medical and wellbeing depth outweigh mid‑tier retirement features and shorter paid leave for the individual.
Key Insight for Candidates
Tradeoff: protection‑heavy benefits (broad Aetna plans, fertility/gender‑affirming care, company‑paid life/STD/LTD, HSA match, ESPP/LSA) against mid‑tier cash/retirement and short leave (3.5% 401(k) match with 2‑year vest, four‑week paid parental leave). Best for candidates prioritizing coverage and income security over maximized pay and parental time.Evidence in Action
- Salary-Banded Premiums & Surcharge — Salary-banded premiums and a spousal surcharge of $69.23 per pay period apply to medical coverage. Higher earners pay more and enrolling a spouse with other coverage costs extra, directly shaping plan selection and reducing take-home pay if employees add dependents.
- Lifestyle Spending Account — Lifestyle Spending Account provides a $1,200 annual allowance for wellbeing, remote work, commuter, and family support categories. Employees gain flexible, easy-to-use funds that support daily needs and increase perceived total compensation beyond base pay.
Positive Themes About Light & Wonder
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Healthcare Strength: Aetna medical options with virtual care, plus programs like fertility support and chronic‑condition management, indicate broad and robust medical coverage. Dental and vision through major carriers add to overall depth.
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Inclusive Benefits Coverage: Offerings such as fertility support via Progyny, gender‑affirming care through FOLX Health, and menopause care suggest coverage designed for diverse needs. Second‑opinion and specialized support services further widen accessibility.
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Wellbeing & Lifestyle Benefits: Resources including a ComPsych EAP with counseling, Care.com membership, and RethinkCare parenting tools bolster everyday wellbeing. A Lifestyle Spending Account and wellness/non‑tobacco premium discounts enhance practical value.
Considerations About Light & Wonder
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Stagnant Pay & Limited Progression: Base pay can trail leading tech employers, and annual increases may progress slowly. Inflationary adjustments not keeping pace are highlighted as a concern.
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Inadequate Retirement Support: The 401(k) match is mid‑tier and the company match vests after two years. This structure may feel less competitive than higher or immediately vesting matches.
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Insufficient Parental & Family Support: Paid parental bonding leave is four weeks. The shorter duration can compare unfavorably with longer policies at many large tech firms.
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