McDonalds Corporation

Chicago, IL

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documented benefits (16)

Degree paid upfront	Archways to Opportunity: upfront college tuition assistance (paid to the school by letter of credit, not reimbursed), a free high school diploma and free English classes
Hours a week to qualify	Tuition assistance and the free high school diploma: an average of 15 hours a week and 90 cumulative days of employment for crew (30 hours a week for full-time managers)
Benefits while part-time	yes
Tuition reimbursement	$2,500
On-site gym	yes
Works around classes	McDonald's US restaurant careers site names students as a target group and describes shifts scheduled around classes. Most US restaurants are run by independent franchisees who set their own scheduling practices, so this describes the brand's stated offer rather than a corporate guarantee.
No experience needed	McDonald's publishes NO single minimum hiring age. Its US employment FAQ says age policy varies between company-owned restaurants and independently owned franchised restaurants, and tells applicants to contact the individual restaurant. For a teenager this means the answer is per-store, not per-brand.
Gender pay gap, median	0%
Gender pay gap, mean	1%
Bonus gap, median	-11%
Women in the top pay quartile	54%
Women in the workforce	48.5%
Life insurance	yes
Disability	yes
Dental	yes
Vision	yes

the legal floor where they are

Set by law, not by McDonalds Corporation. It applies to every employer in Chicago, IL.

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.

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