GitLab
Remote · founded 2011
GitLab is a DevOps platform and distributed version control system competing directly with GitHub, offering both open-source and enterprise editions. The company is entirely remote-first with a global workforce and offers genuinely thoughtful benefits including unlimited PTO, 16 weeks of equal parental leave for all parents, and a $10,000/year learning budget. However, team members report increasing concerns about management turnover and an eroding async-work culture that once defined the company—growth and scaling have made coordination harder despite the remote model.
see the full file on GitLabdocumented benefits (24)
| Unlimited PTO | yes |
|---|---|
| Stock purchase plan | yes |
| Birthing-parent leave | 16 weeks |
| Partner leave | 16 weeks |
| Adoption leave | 16 weeks |
| How leave is framed | equal_all_parents |
| Fully remote roles | yes |
| Days in office | 0 |
| Office policy | All-remote: every role is remote, though some carry location-based eligibility requirements. |
| Flexible hours | yes |
| Fertility support | yes |
| Retirement match | 50% of contributions on the first 6% of earnings (up to $1,500 annually) |
| Retirement match ceiling | 3% |
| HSA | yes |
| HSA employer contribution | $1,200 |
| FSA | yes |
| Financial advising | yes |
| Therapy platform | Modern Health |
| Gender-affirming care | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| Employee discount portal | yes |
notable perks
- Meal Train: colleagues organize meal deliveries for teammates through a new baby, surgery, illness, deployment, or a death in the family
- GitLab Cares disaster-relief fund (via E4E Relief): need-based cash grants when a team member is hit by fires, floods, or earthquakes
- Bereave: a dedicated 24/7 grief-support platform with checklists for handling a loss, plus family collaboration access
- Parentaly coaching: 3-9 one-on-one sessions with a parental-leave expert before and after leave, company-funded
- Vivvi caregiving: backup childcare, in-home elder care, and weekly 1-hour virtual tutoring for kids ages 5-18
- HealthKick wellbeing platform: free access to 250+ fitness, nutrition and wellness brands
- International SOS: 24/7 medical, safety and security assistance plus Chubb accident and evacuation coverage on any business trip
- Travel HRA: reimburses up to $2,100 in travel and lodging to reach medical care not available within 100 miles of home
- MetLife pet insurance with no breed exclusions, 24/7 pet telehealth, and pre-existing-condition coverage when switching providers
- ARAG legal insurance: network attorney fees 100% paid for most covered matters
- IdentityForce identity-theft protection included for US team members
the legal floor where they are
Set by law, not by GitLab. It applies to every employer in Remote.
| 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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