Notion

San Francisco, CA · founded 2013

documented benefits (24)

Birthing-parent leave	offered
Partner leave	offered
Adoption leave	offered
Sponsors H-1B	yes
H-1B approvals last FY	23 approvals, FY2025
Sponsors green card	yes
Countries with offices	United States, Ireland, Japan, South Korea, India, Australia
Retirement match	Safe harbor match of 100% of salary deferrals up to 4% of eligible compensation
Retirement match ceiling	4%
Mental health	yes
Gender-affirming care	yes
Dental	yes
Vision	yes
Days in office	3
Office policy	In-person company; three fixed days a week on site -- Monday, Tuesday and Thursday
Unlimited PTO	yes
Company shutdown	offered
Offices	San Francisco, New York, Dublin, Tokyo, Seoul, Hyderabad
Food	lunch
Commuter subsidy	offered
Commuter benefit	yes
Phone & internet	offered
Wellness stipend	offered
Gym / fitness subsidy	yes

what Notion pays

Median of 9 certified wages filed with the US Department of Labor: $253,800.

Half of Notion's certified filings fall between $210,000 and $310,000.

role	median	filings	range
software engineer	$340,000	3 filings	$260,000 to $400,000
product designer	$310,000	2 filings	$210,000 to $310,000

Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.

notable perks

Notion x Art Pass -- a membership to visit museums around the world
Flexible monthly 'spend on what matters to you' stipend covering dining, hobbies and fitness
Gender-affirmation funds provided separately from and on top of the monthly stipend
Company-wide year-end closure -- the whole company shuts down together
A monthly lifestyle stipend to spend on what matters to you, commuter funds for your trip to the office, phone stipend, lunch, snacks, and a Notion x Art Pass to visit museums around the world.
Paid parental leave for biological, adoptive, and foster parents.
Plus Carrot funds for family-forming services, fertility treatments, and support for your path to parenthood.
Retirement and pension plans with a company match, plus resources to help you navigate equity, financial planning, and tax considerations.

the legal floor where they are

Set by law, not by Notion. 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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