Riot Games
Los Angeles, CA · founded 2006
Riot Games is the LA studio behind League of Legends and VALORANT, and its whole workplace is built around being a company of gamers making games for gamers. Offices are themed to its universes — a PC cafe, a Lissandra meeting room, the Bilgewater Brew coffee bar — and traditions like the annual Play Fund, Riotling Day, and decade-old internal Riot-vs-Riot tournaments make the culture unusually fan-forward. People who work there tend to praise the food, the perks, and generally solid work-life balance, but flag heavy layers of management, slow senior-level growth, and a comp package that's best-in-class for gaming yet below Big Tech.
see the full file on Riot Gamesdocumented benefits (12)
| Countries with offices | USA, Thailand, Spain, Germany, UAE, Ireland |
|---|---|
| Retirement match | offered |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| Office policy | In-person company with hybrid flexibility; Rioters are expected in the office at least a few times a month, with individual leaders scaling expectations up or down by team. |
| Unlimited PTO | yes |
| Company shutdown | 3 weeks |
| Offices | Los Angeles, SF Bay Area, Mercer Island, St. Louis, Bangkok, Barcelona |
| Charitable donation match | yes |
| Median filed wage | $164,549 |
what Riot Games pays
Median of 15 certified wages filed with the US Department of Labor: $164,549.
Half of Riot Games's certified filings fall between $142,501 and $184,995.
| role | median | filings | range |
|---|---|---|---|
| software engineer ii | $184,558 | 3 filings | $157,123 to $213,512 |
| software engineer iii | $184,558 | 2 filings | $157,123 to $184,558 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- A PC cafe for gaming, a League-themed Lissandra meeting room, and the Bilgewater Brew in-office coffee bar
- Play Fund — an annual allowance that pays Rioters to explore the games players care about
- Riotling Day — an annual bring-your-kid-to-work day at the Los Angeles HQ
- Riot vs. Riot internal tournaments — Rioters have competed against each other for over a decade
the legal floor where they are
Set by law, not by Riot Games. 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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