Rivian Automotive, corporate roles

Detroit · founded 2009

see the full file on Rivian Automotive, corporate roles

documented benefits (20)

Median filed wage	$157,200
Retirement match ceiling	2%
Retirement match	401(k) match of 50% on the first 4% of pay (a 2% employer maximum), immediately vested, from your first day
Stock purchase plan	yes
ESPP discount	15%
Equity	Ownership for all: every employee has an opportunity to share in Rivian equity programs
Tuition reimbursement	$5,250
Commuter benefit	yes
Fertility support	yes
Backup care	yes
Help paying for childcare	yes
Breast milk shipping	yes
Gender-affirming care	yes
Dental	yes
Vision	yes
Mental health	yes
Therapy platform	Talkspace, via the Anthem EAP: eight sessions per issue per calendar year, in person or virtual
Employee discount portal	yes
Company shutdown	1 weeks
Fertility benefit through	Progyny

what Rivian Automotive, corporate roles pays

Median of 95 certified wages filed with the US Department of Labor: $157,200.

Half of Rivian Automotive, corporate roles's certified filings fall between $130,000 and $187,227.

role	median	filings	range
sr. process engineer	$107,591	5 filings	$106,193 to $117,436
staff software engineer, perception, autonomy	$270,000	2 filings	$260,000 to $270,000
lead supplier development engineer	$126,641	2 filings	$119,989 to $126,641
senior engineer supplier development	$100,051	2 filings	$100,019 to $100,051
sr. staff, vehicle line manager	$214,672	2 filings
staff mechanical engineer	$177,890	2 filings	$171,808 to $177,890

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

notable perks

Up to $5,000 reimbursed for travel when care is not available within 100 miles or in your state
Work Right on-site and virtual injury-prevention specialists for factory and desk workers alike

the legal floor where they are

Set by law, not by Rivian Automotive, corporate roles. It applies to every employer in Detroit.

IVF cycles the state covers	THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
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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