Glossier
New York, NY · founded 2014
Glossier is a NYC-based direct-to-consumer beauty brand founded in 2014, known for skincare and cosmetics with a mission to democratize the beauty industry. The company offers exceptional benefits: 100% insurance premium coverage, 18-week parental leave for all parents, and a one-month paid sabbatical after four years. However, employment here carries real uncertainty—in February 2026, Glossier laid off approximately one-third of its workforce and closed nine of twelve retail stores as part of restructuring.
see the full file on Glossierdocumented benefits (19)
| Equity | RSU |
|---|---|
| Disability | yes |
| PTO | offered |
| Office policy | Hybrid: 2-3 days per week at the Soho, New York headquarters. |
| Birthing-parent leave | 18 weeks |
| Partner leave | 18 weeks |
| How leave is framed | equal_all_parents |
| Fertility support | yes |
| Employer pays full premium | yes |
| Share of premium employer pays | 100% |
| Mental health | yes |
| Dental | yes |
| Vision | yes |
| Life insurance | yes |
| Fully remote roles | yes |
| Sabbatical | yes |
| Sabbatical after | 4 |
| Volunteer days | 4 days |
| Wellness stipend | offered |
notable perks
- Glossier Talks: an internal speaker series and learning program
- Exclusive Fireside Chats with thought leaders and industry experts
- Internal mobility program to move between roles and grow a career
- Monthly team-building events and company celebrations
- Smile Wave Volunteer Time Off program for causes employees care about
- Direct primary care access included in the health plan
- Caregiver support benefits for employees looking after family
- Transition-back-to-work program that eases parents back in after 18-week leave
- We offer 4 days per calendar year for employees to volunteer.
- Access to mental health benefits, direct primary care, annual wellbeing stipend, and caregiver support benefits.
- Generous parental leave of 18 weeks for all parents, with transition back to work program following leave.
- Access to fertility and family planning reimbursement, along with resources to support you in your family forming-journey.
- Generous paid time off, plus a one month paid sabbatical after your first 4 years.
- Plan for the future with access to 401(k) program, 100% employer-sponsored life and disability insurance, and voluntary supplemental life insurance.
the legal floor where they are
Set by law, not by Glossier. It applies to every employer in NY.
| IVF cycles the state covers | New York requires three IVF cycles, from large groups only. Insurance Law §§ 3221(k)(6)(C) and 4303(s)(3) require large group policies to cover 'three cycles of in-vitro fertilization (IVF) used to treat infertility and prescription drugs that are prescribed for the IVF treatment'. Large group means more than 100 employees, and the law applies to policies issued or renewed on or after 1 January 2020. Age restrictions are not permitted, and an insurer may not discriminate on age, sex, sexual orientation, marital status or gender identity. Small group and individual plans must cover basic infertility treatment such as intrauterine insemination but are NOT required to cover IVF. THE LIMIT THAT DECIDES WHETHER THIS REACHES YOU: the Department of Financial Services states that 'the IVF law does not apply to self-funded ERISA plans', nor to Medicaid managed care, the Essential Plan or Medicare. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan and 80% at firms of 200 or more, so at most large New York employers this law does not apply and the fertility benefit on the page is the company's own choice. (New York Insurance Law §§ 3221(k)(6)(C) and 4303(s)(3), effective 1 January 2020.) |
|---|---|
| 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 Glossier and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.