Lyft, corporate roles

San Francisco, CA · founded 2013

see the full file on Lyft, corporate roles

documented benefits (16)

Birthing-parent leave	18 weeks
Partner leave	18 weeks
How leave is framed	equal_all_parents
Adoption leave	18 weeks
Fertility support	yes
Retirement match	offered
Mental health	yes
Dental	yes
Vision	yes
Disability	yes
Life insurance	yes
Unlimited PTO	yes
Commuter benefit	yes
Rideshare stipend	yes
Pet-friendly office	yes
Median filed wage	$148,000

what Lyft, corporate roles pays

Median of 26 certified wages filed with the US Department of Labor: $148,000.

Half of Lyft, corporate roles's certified filings fall between $134,000 and $188,000.

role	median	filings	range
software engineer	$173,000	14 filings	$128,000 to $214,000
data scientist	$148,000	3 filings	$130,000 to $148,000
analytics lead	$134,000	2 filings	$125,000 to $134,000
business systems engineer	$138,000	2 filings

Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.

notable perks

Free monthly Lyft ride credits to spend in the app
Complimentary Lyft Pink membership (the paid rider subscription) for employees
Dogs welcome in the office

the legal floor where they are

Set by law, not by Lyft, corporate roles. 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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