UHY-US
UHY-US Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about UHY-US and has not been reviewed or approved by UHY-US.
How are the compensation & benefits at UHY-US?
Strengths in healthcare breadth, retirement options, and time‑off practices are accompanied by challenges around out‑of‑pocket costs, mid‑market pay positioning versus larger firms, and uneven progression dynamics. Together, these dynamics suggest a solid mid‑market package whose realized value depends heavily on office, role, and local execution.
Key Insight for Candidates
UHY trades top-tier cash for a complete benefits package. Because premiums can be high and busy-season hours spike, the real value of compensation often feels mid-pack unless you prioritize coverage and stability over maximizing salary.Evidence in Action
- Consultant Overtime Premium — The Consultant Care program specifies overtime at time-and-a-half (1.5x) for eligible consulting roles. This directly rewards peak-period hours with predictable extra pay, improving earnings consistency and perceived fairness during high-demand projects.
- Connecticut Premium Subsidy — A documented Connecticut office medical premium contribution covers 95% for employees and dependents. This lowers out-of-pocket health costs significantly for that location, raising total compensation value and easing benefit affordability for families.
Positive Themes About UHY-US
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Healthcare Strength: Health coverage includes medical, dental, vision, life and disability, with some locations citing strong employer contributions. Consultant materials also outline multiple plan choices and HSA access.
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Leave & Time Off Breadth: Time off includes paid holidays and accrued PTO, and consultant roles are eligible for time-and-a-half overtime. Local write-ups also reference full maternity and paternity leaves in at least one market.
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Retirement Support: Savings options include a 401(k) with pre-tax, after-tax, and Roth features. Feedback suggests retirement benefits are viewed favorably in some cases.
Considerations About UHY-US
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High Benefits Costs: Feedback suggests benefits can be expensive or high-deductible in some cases, and value varies by office and plan selection. Cost perceptions appear to influence overall satisfaction.
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Unfair & Opaque Compensation: Pay is described as competitive for a mid-market firm but often below larger-firm packages, especially at more senior levels. This dynamic can make compensation feel less competitive in certain roles and markets.
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Stagnant Pay & Limited Progression: Feedback suggests advancement pace and variability in raises and bonuses differ by office and team, affecting earnings growth over time. Inconsistent execution across groups can dampen perceived progression.
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