Marriott International, corporate roles
Bethesda, MD · founded 1993
Marriott International is the world's largest hotel company, headquartered in Bethesda, Maryland. As a hospitality employer, the company offers significant discounts on accommodations at its global property portfolio and invests in employee development through professional training and mentoring programs.
see the full file on Marriott International, corporate rolesdocumented benefits (24)
| Employee discount portal | yes |
|---|---|
| Learning budget | offered |
| Median filed wage | $164,769 |
| Leisure travel stipend / credit | yes |
| Retirement match | Marriott matches 100% of 401(k) contributions up to 5% of weekly pay (US associates) |
| Retirement match ceiling | 5% |
| Birthing-parent leave | 8 weeks |
| Partner leave | 8 weeks |
| Stock purchase plan | yes |
| ESPP discount | 15% |
| Fertility support | yes |
| Egg freezing | yes |
| Help paying for childcare | yes |
| Dental | yes |
| Vision | yes |
| HSA | yes |
| Life insurance | yes |
| Disability | yes |
| Commuter benefit | yes |
| Gender pay gap, median | 1.4% |
| Gender pay gap, mean | 1% |
| Bonus gap, median | -37.9% |
| Women in the top pay quartile | 51.7% |
| Women in the workforce | 49.4% |
what Marriott International, corporate roles pays
Median of 26 certified wages filed with the US Department of Labor: $164,769.
Half of Marriott International, corporate roles's certified filings fall between $150,193 and $181,562.
| role | median | filings | range |
|---|---|---|---|
| manager, creative services | $96,255 | 2 filings | |
| data scientist | $150,175 | 2 filings | $131,170 to $150,175 |
| director “ it application developer | $181,562 | 2 filings | |
| quality engineering analyst - senior | $164,769 | 2 filings |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- Explore by Marriott Bonvoy: discounted associate room rates plus food, beverage and experience discounts across 9,500+ properties
- Quarter Century Club: complimentary hotel rooms after 25 years of service at Marriott or Marriott-managed properties
- Discounts at more than 2,200 childcare centers
- Many full-time hourly associates are automatically enrolled in Short-Term Disability at no cost
the legal floor where they are
Set by law, not by Marriott International, corporate roles. It applies to every employer in MD.
| IVF cycles the state covers | Maryland requires IVF, capped at three attempts per live birth and $100,000 over a lifetime. Insurance Article § 15-810 binds insurers, nonprofit health service plans and HMOs writing in Maryland, and provides that "An entity subject to this section may limit coverage of the benefits for in vitro fertilization required under this section to three in vitro fertilization attempts per live birth, not to exceed a maximum lifetime benefit of $100,000." ELIGIBILITY IS A HISTORY TEST, NOT A DIAGNOSIS. The patient must show involuntary infertility through, for opposite-sex spouses, "intercourse of at least 1 year's duration failing to result in pregnancy", and for same-sex spouses, "three attempts of artificial insemination over the course of 1 year failing to result in pregnancy" — so a same-sex couple pays for three inseminations before the mandate reaches them. Documented endometriosis, DES exposure, blocked or removed fallopian tubes or abnormal male factors qualify without the waiting period. 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. Small employer plans are also excluded where the State has determined IVF is not an essential health benefit. At most large Maryland employers this law therefore does not apply, and the fertility benefit on the page is the company's own choice. (Md. Code, Insurance Article § 15-810.) |
|---|---|
| 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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