Expedia

Seattle · founded 1996

documented benefits (10)

Median filed wage	$153,317
Gender pay gap, median	7%
Gender pay gap, mean	8.4%
Bonus gap, median	20.9%
Women in the top pay quartile	43%
Women in the workforce	51.5%
Life insurance	yes
Dental	yes
Vision	yes
Disability	yes

what Expedia pays

Median of 96 certified wages filed with the US Department of Labor: $153,317.

Half of Expedia's certified filings fall between $134,550 and $185,037.

role	median	filings	range
software development engineer	$137,259	21 filings	$108,077 to $180,960
senior software development engineer	$189,592	14 filings	$153,317 to $212,202
data engineer	$132,267	11 filings	$108,826 to $182,617
senior manager, software development engineering	$218,317	6 filings	$196,123 to $242,320
product manager	$149,240	5 filings	$111,550 to $167,024
data scientist, analytics	$118,414	4 filings	$100,339 to $129,709

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

notable perks

Expedians work with another team for up to 20% of their time over a period of up to 6 months.
Rotation gigs are full-time experiences where Expedians temporarily step into a new job, assume different role expectations, and work with a new team for a duration of 6-12 months.
That’s why we honor their commitment by matching donations and the value of the time they volunteer – to reinforce their significant efforts and support the organizations they care about most.

the legal floor where they are

Set by law, not by Expedia. It applies to every employer in Seattle.

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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