Salesforce

San Francisco, CA · founded 1999

documented benefits (24)

Adoption leave	offered
Egg freezing	yes
Adoption & surrogacy support	$40,000
On-site childcare	yes
Help paying for childcare	yes
Backup care	yes
Caregiver leave	6 weeks
Sponsors H-1B	yes
H-1B approvals last FY	1539 approvals, FY2025
Sponsors green card	yes
Retirement match	100% of the first 6% of eligible pay, max $6,000 per year
Retirement match ceiling	6%
Tuition reimbursement	$5,250
HSA employer contribution	$1,000
Financial advising	yes
Stock purchase plan	yes
ESPP discount	15%
Mental health	yes
Therapy platform	Lyra Health
Gender-affirming care	yes
Dental	yes
Vision	yes
Disability	yes
Life insurance	yes

what Salesforce pays

Median of 386 certified wages filed with the US Department of Labor: $220,000.

Half of Salesforce's certified filings fall between $184,188 and $250,000.

role	median	filings	range
software engineering smts	$215,000	81 filings	$165,000 to $258,000
software engineering lmts	$245,681	67 filings	$187,357 to $295,000
software engineering mts	$172,824	21 filings	$134,910 to $204,500
software engineering pmts	$287,100	18 filings	$226,015 to $330,000
senior technical architect	$208,260	7 filings	$199,298 to $237,991

Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.

notable perks

Riding the Wave anniversary gifts: a desktop boogie board at 3 years, short board at 5, long board at 10, paddle board at 15, and a surfboard at 20
Corporate Security travel program: flight tracking, hotel recommendations, and 24/7 monitoring of travel destinations worldwide
Reward Gateway discount portal with deals from hundreds of vendors across home, pets, travel, fitness, apparel and tech
$100/month Wellbeing Reimbursement you can spend on a gym class, a cooking class, or a self-care subscription
Bike-commuter amenities: secure bike parking, showers, and lockers
Donation matching up to $10,000 per fiscal year to eligible nonprofits (part of the 1-1-1 model)
Little Trailblazers on-site child care center at Salesforce West, open to both employee and Bay Area community children

the legal floor where they are

Set by law, not by Salesforce. 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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