Mastercard
What's the Work-Life Balance Like at Mastercard?
Frequently Asked Questions
Mastercard promotes sustainable work–life balance, with flexibility built into how work gets done.
Employees benefit from a hybrid work model, flexible scheduling, and programs like “Work from Elsewhere,” meeting-free days, and generous time off, which are designed to help people manage both personal and professional priorities.
Workload is typically manageable on a day-to-day basis, and many employees highlight strong work–life balance and supportive team environments as strengths.
At the same time, like most global organizations, workload can vary depending on the role, team, and business priorities. Employees may experience periods of increased intensity around major launches, client work, or strategic initiatives, and collaboration across global teams can sometimes require flexibility in working hours.
At Mastercard, our ways of working are always evolving and dynamic because there is no single way of working. We know that everyone works best in different ways.
Our hybrid approach gives us flexibility and achieves the right balance of in-person collaboration. We use Team Agreements, which is a principle-based, team-driven approach, to help teams specify when to come together in the office based on the type of work that needs to be done in support of our customers, company, and one another. Non-remote colleagues are expected to join the office an average of 3 days per week.
Our principles on flexibility:
1. We value and offer flexibility through our hybrid model and flexibility programs, which support employees on when and where work gets done, and aid employee wellbeing in managing commitments inside and outside of work.
2. We value in-person connection and collaboration – these moments matter in support of our company, customers, and partners, and one another within our own teams and across functions and regions.
3. We understand that one size doesn't fit all, which is why leaders, and their teams should optimize their time together in support of their best work, while aligning to our hybrid approach and our company-wide principles and guidelines.
4. We trust our employees to do what's right, and we rely on leaders and teams to hold one another accountable in alignment with our hybrid approach, their Team Agreement, team deliverables, and The Mastercard Way.
5. We will continue to invest in our employees, our workplace, tools, technology, and create learning opportunities to enable a connected, inclusive, and best-in-class flexible work experience in support of our company, customers, and one another.
At Mastercard, well-being is treated as a foundation for performance, growth, and innovation. We offer:
- Mental health resources, including well-being programs designed to help manage stress and prevent burnout. Employee and family resource program that includes access to free counseling sessions for employees and their families. Mental Health Champions and well-being resources available in many markets to help employees find support and start conversations.
- Flexibility include a hybrid working model, company-wide meeting-free days, and four "work from elsewhere" weeks.
- Support for caregiving, family, and life challenges including backup eldercare and childcare, family short-term counseling, an employee assistance fund, bereavement leave, and travel assistance.
Mastercard Employee Perspectives
How do leaders or managers at Mastercard show that they prioritize employee well-being? What policies or perks are in place that allow you to take time off, pursue your passions or focus on your mental health?
I have been at Mastercard for over a decade, and I have consistently seen managers and leadership prioritize employee well-being. In addition to a generous vacation policy, Mastercard has great perks that allow for the pursuit of passion, continued education and mental and physical health. These include “Work from Elsewhere” weeks, where employees can work from anywhere in the world for up to four weeks every year; five paid volunteer days every year to give back to causes you care about; companywide meeting-free days, which help us reclaim time for deep work or personal priorities; free counseling sessions and mental health programs to reduce stress and avoid burnout; and educational reimbursement opportunities through tuition reimbursement and funding for certifications.
How has this impacted your life?
During my time at Mastercard, I have been fortunate enough to have the flexibility to pursue four industry cybersecurity certifications and a part-time master’s degree. This is thanks to the flexibility and educational reimbursement policy that Mastercard provides. Managers foster a culture of continued learning and flexibility, encouraging employees to grow professionally. Mastercard’s “Work from Elsewhere” days have also allowed me to spend more time with family and friends living in other states.
What do these policies or actions say about Mastercard and the company culture as a whole?
Mastercard is a great place to work. The culture makes people want to stay. When you are with a group of Mastercard employees and you ask them how long they’ve been with the company, it is not uncommon to hear responses such as five, 10, 15 or even more than 20 years. People feel appreciated, recognized and find value in the work they do.
Mastercard Employee Reviews
What People Are Saying About Mastercard
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Remote or Hybrid Flexibility: Company materials describe a hybrid-by-design environment with team-based in-office expectations and a four-week “work from elsewhere” option, enabling location and cadence flexibility. Feedback suggests many roles blend in-person collaboration with remote work based on local needs rather than a fixed mandate.
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Time Off Access: Benefits include a minimum 16 weeks of new‑parent leave and five paid volunteer days, alongside generous time-off practices. Feedback suggests these programs provide meaningful time away for caregiving, recovery, and personal commitments.
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Mental Health Support: Offerings include free counseling, mental health programs, and quarterly company-wide meeting‑free days to reduce meeting load. Feedback suggests these practices help create focus time and mitigate overload.
Mastercard's Benefits
Offers a flexible time off policy
Offers generous PTO
Offers paid volunteer time
Offers unpaid extended leave
Provides bereavement leave
Provides floating holidays
Provides military leave
Provides paid holidays
Provides paid sick days
Provides sick leave
Provides wellness days
Has employee-led culture committees
Offers an Employee Assistance Program (EAP)
Offers company-sponsored happy hours
Offers company-sponsored outings
Offers Employee Resource Groups
Offers fitness stipend
Offers gym membership
Offers team workouts
Offers wellness initiatives designed to combat burnout and mental fatigue
Offers wellness programs
Partners with nonprofits
Provides access to an onsite gym
Provides employees with ability to schedule focus-time blocks
Provides onsite meditation space
Provides opportunities to volunteer in the local community
Provides recreational clubs
Allows work from home occasionally
Utilizes a flexible work schedule
Utilizes a hybrid work model
