PerkinElmer Compensation & Benefits

Key Insight for Candidates

• Retirement Support: Retirement support stands out through strong 401(k) matching and, in places, immediate vesting that can materially increase total rewards. The ability to direct contributions and manage rollover options adds flexibility to long-term savings.
• Leave & Time Off Breadth: Leave offerings are described as fair, with paid holidays, vacation, floating holidays, and paid sick leave included across many roles. Reported PTO amounts (e.g., roughly three weeks or 18 days) suggest a solid baseline even if it varies by site and department.
• Flexible Benefits: Benefits appear broad and customizable, spanning multiple insurance types, spending accounts, wellness programs, and optional coverages like pet insurance. Added programs such as EAP resources, backup care, discount platforms, and tuition reimbursement expand the total rewards footprint beyond core pay.

• Unfair & Opaque Compensation: Compensation competitiveness is questioned, with perceptions of being undervalued and concerns that base pay may lag industry standards for comparable expertise. The idea that pay feels more favorable mainly due to acquisitions contributes to doubts about the company’s underlying pay positioning.
• Low or Inaccessible Equity: Equity and stock-related upside is viewed as an area where improvements could meaningfully raise satisfaction. Requests for better stock options imply that access or perceived value of equity is not consistently meeting expectations.
• High Benefits Costs: Healthcare is sometimes seen as becoming more expensive, which can reduce the perceived value of an otherwise comprehensive benefits package. Rising premiums or out-of-pocket costs create a tradeoff between breadth of coverage and affordability.