Bank of America Corporation
Charlotte, NC · founded 1998
Bank of America is the second-largest U.S. bank, a ~213,000-person financial-services giant headquartered in Uptown Charlotte with a heavy retail, wealth-management and investment-banking footprint. Its benefits are genuinely strong on paper — 26 weeks of parental leave, a 401(k) match plus an extra annual company contribution, $7,500 tuition assistance and a $20,000 family-planning reimbursement — and it has made FORTUNE's 100 Best Companies to Work For for eight consecutive years. As with any bank of its scale, expect the trade-offs of a large, hierarchical, compliance-driven institution rather than a startup vibe.
see the full file on Bank of America Corporationdocumented benefits (24)
| Birthing-parent leave | 16 weeks |
|---|---|
| Partner leave | 16 weeks |
| How leave is framed | equal_all_parents |
| Fertility support | yes |
| Fertility allowance | offered |
| Egg freezing | yes |
| Adoption & surrogacy support | $20,000 |
| Backup care | yes |
| Retirement match | Company match up to 5% of eligible pay, plus an annual 2%–3% company contribution based on years of service |
| Retirement match ceiling | 5% |
| Tuition reimbursement | $7,500 |
| Pays for certification exams | yes |
| Financial advising | yes |
| Mental health | yes |
| Therapy platform | Teladoc Health |
| Sabbatical | yes |
| Median filed wage | $155,000 |
| Gender pay gap, median | 21% |
| Gender pay gap, mean | 15.3% |
| Bonus gap, median | 24.7% |
| Women in the top pay quartile | 28% |
| Women in the workforce | 37.8% |
| Life insurance | yes |
| Dental | yes |
what Bank of America Corporation pays
Median of 139 certified wages filed with the US Department of Labor: $155,000.
Half of Bank of America Corporation's certified filings fall between $145,500 and $169,700.
| role | median | filings | range |
|---|---|---|---|
| vice president; software engineer iii | $157,000 | 17 filings | $143,000 to $200,000 |
| vice president; feature lead - technology | $154,669 | 16 filings | $141,500 to $183,500 |
| assistant vice president; software engineer ii | $147,563 | 5 filings | $140,397 to $153,005 |
| senior vice president; senior technology manager | $182,989 | 5 filings | $163,400 to $235,500 |
| vice president; technology manager | $164,000 | 5 filings | $156,998 to $172,500 |
| assistant vice president; production services specialist ii | $150,000 | 5 filings | $130,500 to $156,550 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.
notable perks
- No-cost mindfulness apps and ongoing mindfulness training for teammates
- Unlimited, confidential, free 24/7 phone access to Employee Assistance Program counseling specialists
the legal floor where they are
Set by law, not by Bank of America Corporation. It applies to every employer in Charlotte, NC.
| 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.
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