NFP, an Aon company

New York

Total Offices: 15

4,449 Total Employees

View Website

NFP, an Aon company Compensation & Benefits

Updated on September 09, 2026

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

How are the compensation & benefits at NFP, an Aon company?

Strengths in healthcare, time off, and retirement are accompanied by challenges in pay growth, incentive consistency, and uniformity across offices and teams. Together, these dynamics suggest a solid total rewards foundation whose perceived value depends heavily on role, location, and business unit during ongoing integration.

Key Insight for Candidates

Tradeoff: broad, well-liked health/PTO/flex benefits paired with a mid-tier 401(k) match (50% of the first 6%) and three-year graded vesting. This favors near-term wellbeing over retirement richness. Candidates should confirm current match eligibility and vesting timing to avoid surprises.

Evidence in Action

401(k) Match Structure — The 2024 enrollment guide documents a 401(k) plan matching 50% of the first 6% (up to a 3% employer match) with a three-year graded vesting schedule (0/33/67/100%). This creates predictable retirement value while rewarding tenure, influencing contribution planning and retention decisions.
Aon Integration Alignment — The April 25, 2024 Aon acquisition codifies an independent-and-connected platform that drives ongoing compensation and benefits alignment. Employees experience evolving plan designs, carriers, and eligibility by business and geography, making current summaries essential during offers and annual enrollment.

Positive Themes About NFP, an Aon company

Healthcare Strength: Medical, dental, and vision coverage is complemented by mental‑health/EAP and wellness offerings, indicating a robust core health package. Recent plan updates and public benefit overviews point to ongoing investment in comprehensive healthcare options.
Leave & Time Off Breadth: Generous PTO, paid holidays, sick time, bereavement leave, and paid volunteer time are called out alongside flexible/remote work programs that enhance usability. This breadth supports time away for rest, family needs, and community engagement.
Retirement Support: A 401(k) with company match is a standard element of the package and a meaningful component of total rewards. Defined plan features, including a clear match formula and vesting schedule, signal structured long‑term support.

Considerations About NFP, an Aon company

Stagnant Pay & Limited Progression: Pay is often characterized as capped, with corporate limits on annual increases even when workloads rise. This creates concern about long‑term earning growth and progression.
Weak & Unreliable Incentives: Some roles report smaller‑than‑expected payout percentages and uneven bonus outcomes, signaling variability in incentive realization. Such inconsistency can undermine confidence in variable compensation.
Exclusive or Unequal Benefits Coverage: Outcomes differ by office, manager, and geography, with disparities in pay competitiveness and in access to certain perks or flexibility. Ongoing post‑acquisition integration may further drive policy differences by business unit over time.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

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.