Intel
Santa Clara, CA · founded 1968
Intel is the storied American chipmaker, and joining now means joining a turnaround. After decades as the default CPU king it fell behind on manufacturing, and 2024 through 2026 brought brutal restructuring: roughly 24,000 jobs cut, businesses divested, a new CEO and an unusual near-10% US government equity stake tied to its foundry ambitions. Morale has taken repeated hits and job security is the honest concern for anyone considering it. The counterweight is genuine engineering depth, real hardware problems at the frontier of manufacturing, and a mature benefits package: broad stock grants, an ESPP at a 15% discount, sabbaticals, flexible schedules and family-expansion support. It suits engineers who want to work on physical silicon and are clear-eyed about a company mid-transformation, rather than anyone seeking stability or a fast-rising stock.
see the full file on Inteldocumented benefits (24)
| Fertility support | yes |
|---|---|
| Equity | RSU |
| Stock purchase plan | yes |
| ESPP discount | 15% |
| Mental health | yes |
| Therapy platform | Modern Health |
| On-site health clinic | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| Days in office | 4 |
| Office policy | Employees generally expected on-site at least four days per week. |
| Sabbatical | yes |
| Flexible hours | yes |
| On-site gym | yes |
| Median filed wage | $139,710 |
| Gender pay gap, median | 18.5% |
| Gender pay gap, mean | 17.4% |
| Bonus gap, median | 32.6% |
| Women in the top pay quartile | 29% |
| Women in the workforce | 37.2% |
| Publicly traded | yes |
| Funding stage | Public |
what Intel pays
Median of 282 certified wages filed with the US Department of Labor: $139,710.
Half of Intel's certified filings fall between $127,878 and $153,929.
| role | median | filings | range |
|---|---|---|---|
| component design engineer | $148,866 | 69 filings | $100,807 to $222,720 |
| software engineer | $149,115 | 63 filings | $106,636 to $226,138 |
| process engineer | $133,432 | 61 filings | $94,285 to $171,330 |
| graphics hardware engineer | $139,710 | 18 filings | $99,900 to $207,875 |
| product engineer | $148,866 | 14 filings | $110,656 to $186,472 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- On-site health centers on Intel campuses
- Modern Health app provided for employee mental well-being
- Parent reintegration program for employees returning from parental leave
- Family expansion assistance for growing families
- Employee assistance program (EAP) for personal and professional matters
- Return-to-office ergonomic ("ergo") support in the workplace
- With best-in-class fertility benefits worth $40k and up to $15k reimbursement for adoption expenses with no lifetime cap on the number of adoptions, you can focus on growing your family in the way that works for you.
- On top of paid time off, employees can take a 4-week sabbatical after 7 years of service to disconnect from work, returning refreshed and ready to excel.
- Build resilience, manage stress, and workout at our on-site fitness center facilities equipped with machines, free weights, yoga accessories, and more.
the legal floor where they are
Set by law, not by Intel. 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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