Sony Interactive Entertainment
San Mateo, CA · founded 1993
Sony Interactive Entertainment is the Sony subsidiary behind PlayStation — consoles, the PlayStation Network, and a stable of first-party game studios — and the world's largest video-game company by revenue. The San Mateo HQ anchors a global operation spanning Tokyo, London and studios worldwide. The company pitches a 'highly professional, collaborative' culture built on Passion, Trailblazing and Unity, with 'Flex Modes' hybrid work. Benefits are genuinely strong for the gaming sector (4.5% 401(k) match, student-loan repayment, fertility support), but as a large corporate arm of a Japanese conglomerate it carries the scale, process and reorg risk of a very big company rather than a nimble studio.
see the full file on Sony Interactive Entertainmentdocumented benefits (24)
| Retirement match | 4.5% 401(k) match |
|---|---|
| Retirement match ceiling | 4.5% |
| Student loan repayment | yes |
| Tuition reimbursement | offered |
| Birthing-parent leave | offered |
| Partner leave | offered |
| Fertility support | yes |
| Backup care | yes |
| Mental health | yes |
| Dental | yes |
| Vision | yes |
| HSA | yes |
| FSA | yes |
| Wellness stipend | offered |
| Commuter benefit | yes |
| Employee discount portal | yes |
| Office policy | Flex Modes blend in-person collaboration and remote flexibility so teams connect when it counts |
| Median filed wage | $188,427 |
| Gender pay gap, median | 10.5% |
| Gender pay gap, mean | 6.2% |
| Bonus gap, median | 16.5% |
| Women in the top pay quartile | 19.4% |
| Women in the workforce | 26.7% |
| Life insurance | yes |
what Sony Interactive Entertainment pays
Median of 27 certified wages filed with the US Department of Labor: $188,427.
Half of Sony Interactive Entertainment's certified filings fall between $141,003 and $198,200.
| role | median | filings | range |
|---|---|---|---|
| staff software engineer | $198,200 | 3 filings | $184,558 to $216,200 |
| senior software engineer | $205,951 | 2 filings | $193,300 to $205,951 |
| software development engineer in test ii | $129,667 | 2 filings | $128,900 to $129,667 |
| software engineer ii | $150,100 | 2 filings | $136,400 to $150,100 |
| sr. software engineer | $193,300 | 2 filings |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- Monthly $10 PlayStation Network voucher (US)
- Game launch events
- On-site gaming rooms (varies by location)
the legal floor where they are
Set by law, not by Sony Interactive Entertainment. 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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