LivaNova

London

Total Offices: 28

2,946 Total Employees

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LivaNova Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at LivaNova?

Strengths in incentives, core healthcare, and retirement support are accompanied by uneven experiences across roles and locations, limited progression in some areas, and workload–reward tensions. Together, these dynamics suggest compensation and benefits are competitive and often well-regarded, but satisfaction varies and may hinge on team context and job family.

Key Insight for Candidates

Defining pattern: LivaNova strongly emphasizes well-being, notably offering $0‑copay mental‑health services in the U.S. alongside a global EAP. This materially lowers barriers to care and boosts perceived total-reward value, even if other elements (like the retirement match) are more market‑standard.

Evidence in Action

Defined 401(k) Match — A 401(k) match of 100% on the first 3% of pay and 50% on the next 2% is the documented formula. Employees are incentivized to contribute at least 5% to capture the full employer contribution and build retirement savings faster.
Zero-Copay Mental Health — A global Employee Assistance Program and $0 copay U.S. mental‑health services are formal parts of Total Rewards. Employees access confidential counseling and support without cost barriers, improving timely care and overall well‑being.

Positive Themes About LivaNova

Strong & Reliable Incentives: Incentive structures including performance bonuses and share-based awards are prominently featured and described as meaningful components of total rewards. Participation in an employee stock purchase plan and recognition programs further extends compensation beyond base salary.
Healthcare Strength: Core medical, dental, and vision coverage, plus an Employee Assistance Program and U.S. mental‑health support with low barriers to access, are highlighted as solid pillars. Healthcare affordability is cited positively alongside well-rated plan options.
Retirement Support: A clearly defined 401(k) match and broad eligibility are presented as part of the package. The retirement program is characterized as a solid, market-aligned element of total rewards.

Considerations About LivaNova

Exclusive or Unequal Benefits Coverage: Offerings and experiences depend on role, team, and geography, producing uneven perceptions of compensation and benefits. Certain incentives, equity elements, and flexibility vary by jurisdiction and position.
Stagnant Pay & Limited Progression: Growth and progression are perceived as limited in some areas, which can dampen enthusiasm for overall compensation. Pay is described as average in certain functions, reinforcing concerns about advancement-linked momentum.
Poor or Misaligned Recognition & Rewards: Good pay is frequently paired with a lean organization and heavy workloads or overtime, suggesting rewards are not always aligned with effort. These tradeoffs can temper overall satisfaction with compensation despite strong program components.

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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.