Ramp
New York, NY · founded 2019
Ramp is one of NYC's fastest-growing fintechs and it feels like it: a self-described 'proud meritocracy' of builders where marketers code, PMs rewrite copy, and everyone is expected to ship fast. It's for people who want velocity and don't mind long hours, not for anyone guarding a firm nine-to-five.
see the full file on Rampdocumented benefits (16)
| Birthing-parent leave | 16 weeks |
|---|---|
| Partner leave | 8 weeks |
| How leave is framed | birthing_partner |
| Fertility support | yes |
| Fertility allowance | $10,000 |
| Relocation | yes |
| Retirement match | offered |
| Employer pays full premium | yes |
| Dental | yes |
| Vision | yes |
| Unlimited PTO | yes |
| Food | lunch |
| Commuter benefit | yes |
| Wellness stipend | offered |
| Pet insurance | yes |
| Home-office stipend | offered |
notable perks
- Dinner served in the office every night of the week
- Pizza Fridays are a standing company tradition
- Weekly coffee stipend
- Budget for intra-office travel between Ramp's NYC, SF and Miami offices
- One Medical annual primary-care membership for US employees
- Centralized home-office equipment ordering (kit shipped to you, not a reimbursement scramble)
the legal floor where they are
Set by law, not by Ramp. It applies to every employer in NY.
| IVF cycles the state covers | New York requires three IVF cycles, from large groups only. Insurance Law §§ 3221(k)(6)(C) and 4303(s)(3) require large group policies to cover 'three cycles of in-vitro fertilization (IVF) used to treat infertility and prescription drugs that are prescribed for the IVF treatment'. Large group means more than 100 employees, and the law applies to policies issued or renewed on or after 1 January 2020. Age restrictions are not permitted, and an insurer may not discriminate on age, sex, sexual orientation, marital status or gender identity. Small group and individual plans must cover basic infertility treatment such as intrauterine insemination but are NOT required to cover IVF. THE LIMIT THAT DECIDES WHETHER THIS REACHES YOU: the Department of Financial Services states that 'the IVF law does not apply to self-funded ERISA plans', nor to Medicaid managed care, the Essential Plan or Medicare. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan and 80% at firms of 200 or more, so at most large New York employers this law does not apply and the fertility benefit on the page is the company's own choice. (New York Insurance Law §§ 3221(k)(6)(C) and 4303(s)(3), effective 1 January 2020.) |
|---|---|
| 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 Ramp and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.