Dolby Laboratories
San Francisco, CA · founded 1965
Dolby is the audio and video technology company behind Dolby Digital, Dolby Atmos and Dolby Vision — the surround-sound and HDR standards baked into cinemas, TVs, phones and streaming apps worldwide. It is an unusual Bay Area employer: a profitable, patient, licensing-driven business (public on the NYSE as DLB, ~$1.35B revenue) with a deep engineering and signal-processing culture rather than a move-fast consumer-app one. The pace and stability read closer to a research-heavy hardware company than a startup, and the total-rewards package leans traditional-generous (401(k) match plus profit sharing, ESPP, 9/80 every-other-Friday-off schedule, year-end shutdown). It fits people who want to do deep technical work in audio, video or media tech with sane hours and long tenure, more than people chasing startup-style equity upside. As always, your specific team and manager shape the day-to-day most.
see the full file on Dolby Laboratoriesdocumented benefits (18)
| Dental | yes |
|---|---|
| Vision | yes |
| Life insurance | yes |
| Disability | yes |
| On-site gym | yes |
| On-site cafeteria | yes |
| Birthing-parent leave | offered |
| Partner leave | offered |
| How leave is framed | birthing_partner |
| Retirement match | offered |
| Stock purchase plan | yes |
| Tuition reimbursement | offered |
| Commuter benefit | yes |
| 4-day / compressed work week | yes |
| Flexible hours | yes |
| Office policy | Hybrid under "Flex Work Principles": most employees are in the office more than zero and fewer than five days a week. |
| Offices | Atlanta, San Francisco, Sunnyvale, Burbank, London, Nuremberg |
| Countries with offices | US, United Kingdom, Germany, Poland, Australia, China |
notable perks
- 9/80 schedule: every other Friday off for most US employees
- Company-wide year-end shutdown on top of 11 paid holidays
- Buy Dolby stock twice a year at a discount through the ESPP
- Dolby Cares: employee volunteering across 20+ countries (youth tutoring, senior meal delivery, pro bono legal work)
the legal floor where they are
Set by law, not by Dolby Laboratories. It applies to every employer in CA.
| IVF cycles the state covers | California requires IVF from 1 January 2026, and only from large employers. SB 729 (2024) rewrote Health and Safety Code § 1374.55 so that a large group health care service plan contract 'issued, amended, or renewed on or after January 1, 2026, shall provide coverage for the diagnosis and treatment of infertility and fertility services, including a maximum of three completed oocyte retrievals with unlimited embryo transfers', following ASRM guidelines and using single embryo transfer where medically appropriate. Large group means 100 or more employees. Small group plans need only be OFFERED the coverage rather than provide it, religious employers are excluded, Medi-Cal managed care is exempt, and CalPERS plans are delayed to 1 July 2027. The original 1 July 2025 date was pushed back a budget trailer bill, AB 116 (2025). THE LIMIT THAT DECIDES WHETHER THIS REACHES YOU: a state insurance mandate binds only fully insured plans. A self-funded employer plan is governed federally under ERISA and is preempted, and KFF's 2025 employer survey puts 67% of covered workers — 80% at firms of 200 or more — in a self-funded plan. At most large California employers this law therefore does not apply, and the fertility benefit on the page is the company's own choice. (Senate Bill 729 (2024), which repealed and added Section 1374.55 of the Health and Safety Code and amended Section 10119.6 of the Insurance Code; the operative date was moved from 1 July 2025 to 1 January 2026 by Assembly Bill 116 (2025).) |
|---|---|
| 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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