Okta
San Francisco, CA
Okta is a San Francisco-based identity and access management platform serving Fortune 100s and governments worldwide with single sign-on and authentication across thousands of applications. The company stands out for genuinely competitive family benefits—18 weeks of parental leave for all parents equally, $5,000 annual fertility/adoption support, and $5,000 401(k) matching—plus unlimited PTO and a flexible hybrid model. Reviewers praise pay, benefits, and remote flexibility, but consistently flag disconnected leadership and repeated restructurings that create confusion on priorities and organizational stability.
see the full file on Oktadocumented benefits (24)
| Birthing-parent leave | 18 weeks |
|---|---|
| Partner leave | 18 weeks |
| How leave is framed | equal_all_parents |
| Adoption leave | 18 weeks |
| Fertility support | yes |
| Fertility allowance | $5,000 |
| Adoption & surrogacy support | offered |
| Retirement match | Dollar-for-dollar match, up to $1,250 per quarter and $5,000 per calendar year |
| HSA employer contribution | offered |
| Financial advising | yes |
| Equity | RSU |
| Stock purchase plan | yes |
| Mental health | yes |
| Therapy platform | Modern Health |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| FSA | yes |
| HSA | yes |
| Office policy | Flexible hybrid work model; specific in-office expectations are set per role during hiring rather than published. |
| Unlimited PTO | yes |
| Volunteer days | offered |
| Commuter benefit | yes |
| Parking or transit | yes |
what Okta pays
Median of 35 certified wages filed with the US Department of Labor: $177,384.
Half of Okta's certified filings fall between $147,285 and $213,512.
| role | median | filings | range |
|---|---|---|---|
| staff software engineer | $212,202 | 4 filings | $163,550 to $213,512 |
| director, global services strategy & operations | $243,214 | 2 filings | $237,682 to $243,214 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- Bump Boxes: care packages sent to expecting parents during pregnancy, after birth, and on return from bonding leave
- Employer-sponsored funds to cover shipping human breast milk home when a nursing parent travels for work
- RethinkCare neurodivergence support for employees and family at no cost
- Bright Horizons Enhanced Family Supports for finding ongoing child care, plus Sittercity for babysitters including special-needs care
- OktaWell quarterly wellbeing fund, reimbursable for fitness gear and leisure activities
- Modern Health: 8 therapy plus 8 coaching sessions per person a year, with family members covered at no cost
- Perks at Work portal with exclusive discounts and live and on-demand classes for both adults and kids
- 24/7 personal travel assistance including emergency medical evacuation on trips over 100 miles from home
the legal floor where they are
Set by law, not by Okta. 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.
Work at Okta and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.