Delta Air Lines, corporate roles

Atlanta, GA · founded 1925

Delta Air Lines is a major US airline headquartered in Atlanta with a legacy of unionized workforces and strong benefits packages. The company invests significantly in employee compensation including profit-sharing and offers family-friendly benefits like 12-week birthing parent leave and up to $30,000 adoption support, reflecting both industry standards for large carriers and competitive positioning as a major employer.

see the full file on Delta Air Lines, corporate roles

documented benefits (21)

Birthing-parent leave	12 weeks
Retirement match	Company matches up to 6%
Retirement match ceiling	6%
Fertility support	yes
Lactation rooms	yes
Dental	yes
Vision	yes
Offices	Atlanta, Austin, Boston, Detroit, Los Angeles, Minneapolis
Median filed wage	$147,420
Partner leave	2 weeks
Adoption & surrogacy support	$30,000
Breast milk shipping	yes
Backup care	yes
Help paying for childcare	yes
Life insurance	yes
Disability	yes
HSA	yes
Commuter benefit	yes
Employee discount portal	yes
Leisure travel stipend / credit	yes
Labour-law sanction	1 concluded US Department of Labor case with violations found

what Delta Air Lines, corporate roles pays

Median of 17 certified wages filed with the US Department of Labor: $147,420.

Half of Delta Air Lines, corporate roles's certified filings fall between $141,000 and $150,000.

role	median	filings	range
senior software development engineer	$154,548	4 filings	$148,431 to $156,832
software development engineer	$122,000	2 filings	$114,972 to $122,000

Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.

notable perks

Annual profit sharing paid to every employee worldwide including hourly ground staff: $1.3 billion for 2025, an 8.9% payout of eligible earnings
Profit-sharing formula: employees receive 10% of the first $2.5 billion of profit and 20% of profit above that
Unlimited standby travel privileges anywhere Delta flies
Shared Rewards monthly operational incentive, up to $1,200 a year
Lactation support and breastmilk shipping

the legal floor where they are

Set by law, not by Delta Air Lines, corporate roles. It applies to every employer in Atlanta, GA.

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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