Altria Group

Richmond · founded 1985

documented benefits (13)

Disability	yes
Adoption & surrogacy support	$35,000
Retirement match ceiling	7%
Retirement match	Dollar-for-dollar 401(k) match up to 7% of eligible pay after 12 months of service; some positions match up to 3%
Retirement plan	yes
Birthing-parent leave	12 weeks
Partner leave	12 weeks
Adoption leave	12 weeks
Caregiver leave	offered
How leave is framed	equal_all_parents
Fertility support	yes
Student loan repayment	yes
Tuition reimbursement	offered

notable perks

Eye exams and lenses every 12 months, frames every 24 months for adults and every 12 months for children
A Company-paid Short-Term Disability Plan for disabilities lasting up to 26 weeks at full pay
A Company-paid Long-Term Disability Plan after you have exhausted 26 weeks of Short-Term Disability
For employees who want to create a family through surrogacy or adoption, the company will reimburse up to $35,000 per surrogacy arrangement or adoption
Unlimited lifetime maximum for infertility treatment services (medical diagnosis required)
Infertility treatment with no lifetime cap at all
Dollar-for-dollar 401(k) match up to 7% of pay
$35,000 per surrogacy arrangement or adoption
Altria pays money straight onto your student loans
Paid time off for a child's school activities, and for emergency care for a child, parent, spouse or partner

the legal floor where they are

Set by law, not by Altria Group. It applies to every employer in Richmond.

IVF cycles the state covers	THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
Adoption leave the law gives	12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.)
Pay when you are ill	No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.)

Every claim above is sourced and dated. See sources on the full page.

Work at Altria Group and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.