Patreon
San Francisco, CA · founded 2013
Patreon is a direct-to-fan subscription platform founded to help creators build sustainable businesses independent of social media algorithms; its mission is to get creators paid. Employees cite strong mission alignment, reasonable hours, thoughtful benefits (20 weeks parental leave, mental health support, financial advising), and smart colleagues. The caveat: management is consistently rated as the weakest area, with frequent reorgs and strategic shifts creating career-growth uncertainty. It's a mission-driven workplace that works best for people comfortable with organizational instability.
see the full file on Patreondocumented benefits (24)
| Birthing-parent leave | 20 weeks |
|---|---|
| Partner leave | 20 weeks |
| How leave is framed | equal_all_parents |
| Fertility support | yes |
| Countries with offices | US, Portugal |
| Retirement match | offered |
| HSA employer contribution | offered |
| HSA | yes |
| Financial advising | yes |
| Mental health | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| Days in office | 2 |
| Office policy | Hybrid work model, in-office 2 days per week, for roles based in San Francisco or New York. |
| Fully remote roles | yes |
| Unlimited PTO | yes |
| Offices | San Francisco, New York, Porto |
| Commuter benefit | yes |
| Learning budget | offered |
| Median filed wage | $245,000 |
| Last round | $10,605,576 |
| Last round closed | 2023-10-31 |
what Patreon pays
Median of 6 certified wages filed with the US Department of Labor: $245,000.
Half of Patreon's certified filings fall between $234,000 and $250,000.
| role | median | filings | range |
|---|---|---|---|
| software engineer | $245,000 | 4 filings | $234,000 to $250,000 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- Stipend to support your favorite creators on Patreon — the company pays you to be a patron on its own platform
- Annual stipend for 'new additions to your family' — explicitly including pets
- Personal lifestyle stipend to fund how you live outside work
- Company-wide recharge days where everyone takes the same day off together
- Primary care concierge membership included with the health plan
- 1:1 financial guidance with a Certified Financial Planner
- We provide 20 weeks of paid parental leave, fertility, adoption, and surrogacy benefits, as well as an annual stipend for new additions to your families (including pets!).
- We offer employer matching for our retirement plans and Health Savings Account (HSA), as well as access to 1:1 financial guidance with a Certified Financial Planner.
the legal floor where they are
Set by law, not by Patreon. 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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