Guild
Denver, CO
Guild is an education technology company based in Denver that offers an integrated education marketplace and career-mobility platform for corporate workforces, with onsite childcare and strong parental leave benefits at its Denver HQ. The company has attracted talent around its education-access mission and offers meaningful benefits like unlimited PTO, stock options for all employees, and a two-week ramp-up period returning from extended leave.
see the full file on Guilddocumented benefits (19)
| Days in office | 3 |
|---|---|
| Office policy | Denver-based hybrid roles are in office a minimum of 3 days per week; some roles are fully remote. |
| Fully remote roles | yes |
| Relocation | yes |
| PTO | offered |
| Tuition reimbursement | offered |
| Mental health | yes |
| Financial advising | yes |
| Birthing-parent leave | 18 weeks |
| Partner leave | 12 weeks |
| How leave is framed | birthing_partner |
| Fertility support | yes |
| On-site childcare | yes |
| Student loan repayment | yes |
| Equity | options |
| Disability | yes |
| Life insurance | yes |
| Unlimited PTO | yes |
| Labour-law sanction | $72,862 in back wages owed to 20 employees, across 1 concluded case |
notable perks
- Two-week paid ramp-up period when returning from any leave of six weeks or more — a phased re-entry after parental or medical leave
- On-site childcare at Guild's Denver headquarters
- Guild puts its own product to work on staff: employees use Guild's education marketplace and career-mobility program the same way its client companies' workers do
- Is automatically enrolled in a 401(k) with diverse investment options and access to personalized retirement guidance.
- 100% tuition-free access to 300+ education programs, including associate, bachelor's, master's, and certificate programs, plus standalone courses.
- $5,250/year for other approved education and professional development programs outside of Guild for Guilders.
- $100/month in student loan repayment, also from day one, because we know many Guilders are already carrying the cost of education they've already earned.
- 12–20 weeks of fully paid parental leave, plus a ramp-up program to ease back into work after extended time away.
- An additional 3 weeks of paid leave for Guilders going through the adoption, surrogacy, or foster process.
- The Beehive, our on-site childcare center in Denver, offers care for children 3 months–6 years of age for Guilders and their families.
the legal floor where they are
Set by law, not by Guild. It applies to every employer in Denver, CO.
| 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.
Work at Guild and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.