Centene Corporation
St. Louis, MO · founded 1984
Centene Corporation is a managed healthcare company headquartered in St. Louis, Missouri. As a major health insurance provider, Centene offers comprehensive employee benefits emphasizing work-life balance and flexibility, with hybrid and remote work options available across the organization.
see the full file on Centene Corporation216 open roles at Centene Corporation
documented benefits (14)
| Birthing-parent leave | 14 weeks |
|---|---|
| Adoption leave | offered |
| Retirement match | offered |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| Tuition reimbursement | offered |
| Fully remote roles | yes |
| Gym / fitness subsidy | yes |
| Mental health | yes |
| Stock purchase plan | yes |
| FSA | yes |
| Median filed wage | $136,454 |
what Centene Corporation pays
Median of 28 certified wages filed with the US Department of Labor: $136,454.
Half of Centene Corporation's certified filings fall between $128,367 and $148,637.
| role | median | filings | range |
|---|---|---|---|
| senior application development engineer | $140,035 | 9 filings | $122,832 to $151,846 |
| senior data engineer | $118,465 | 4 filings | $105,831 to $128,642 |
| senior business intelligence engineer | $128,367 | 2 filings | $125,173 to $128,367 |
| lead database engineer | $153,751 | 2 filings | $141,833 to $153,751 |
| lead application development engineer | $168,595 | 2 filings | $155,823 to $168,595 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.
the legal floor where they are
Set by law, not by Centene Corporation. It applies to every employer in St. Louis, MO.
| 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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