DaVita

Denver · founded 1994

documented benefits (12)

Median filed wage	$128,086
Pet insurance	yes
Stock purchase plan	yes
Gender pay gap, median	-15%
Gender pay gap, mean	-9.35%
Bonus gap, median	34.8%
Women in the top pay quartile	71.43%
Women in the workforce	65.1%
Life insurance	yes
Dental	yes
Vision	yes
Disability	yes

what DaVita pays

Median of 16 certified wages filed with the US Department of Labor: $128,086.

Half of DaVita's certified filings fall between $122,117 and $139,152.

role	median	filings	range
technical lead, software development	$122,117	3 filings	$120,536 to $131,602
data scientist iii	$141,773	2 filings	$139,547 to $141,773
senior analyst, quality assurance	$104,998	2 filings	$91,374 to $104,998

Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.

notable perks

Our paid parental leave program offers a new parent financial support through paid time off or a financial gift.
Surrogacy, Adoption & Fertility Services
Helps teammates and their dependents that are part of the LGBTQ+ community to navigate all aspects of care from finding a mental health provider to navigating gender-affirming care.
Virtual Physical Therapy
Have peace of mind knowing your job is protected with partial pay for caregiver and paid parental leave benefits.
Our employee stock purchase plan (ESPP) gives you the opportunity to purchase company stock at a discount.
Veterinary Pet Insurance through Nationwide offers discounted services and covers thousands of medical issues including accidents, illnesses and poisonings.
The Village Market Place, sponsored by DaVita, offers a wide variety of brand-name products, services and discounts, such as amusement park tickets, travel, movie passes, cell phone service and more.

the legal floor where they are

Set by law, not by DaVita. It applies to every employer in Denver.

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 DaVita and something here is wrong or out of date?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