Sprout Social

Chicago, IL · founded 2010

documented benefits (24)

Birthing-parent leave	16 weeks
Partner leave	16 weeks
How leave is framed	equal_all_parents
Adoption leave	16 weeks
Adoption & surrogacy support	$5,000
Help paying for childcare	yes
Backup care	yes
Lactation rooms	yes
Retirement match	50% company match on your first 6% of contributions (a 3% total match)
Retirement match ceiling	3%
Financial advising	yes
Stock purchase plan	yes
Mental health	yes
Therapy platform	Modern Health
Dental	yes
Vision	yes
Disability	yes
Life insurance	yes
Unlimited PTO	yes
Commuter benefit	yes
Parking or transit	yes
Phone & internet	$50
Wellness stipend	$1,000
Pet insurance	yes

notable perks

Chicago's "Rescue Room": a private, dark/low-light space for mental, emotional and spiritual rest
Company-wide meeting-free Wednesdays for interruption-free focus time
#talk-donut Slack channel pairs you with a different teammate every two weeks for a coffee chat
Every quarter the entire company takes paid Rest & Recharge days off together
No-cost Hinge Health program for chronic back and joint pain
No-cost Livongo diabetes-management benefit for employees and family members
ARAG legal insurance with fees 100% paid in full for most covered matters
10 paid days off after the loss of a child (bereavement)
All-gender restrooms in the Chicago and Seattle offices

the legal floor where they are

Set by law, not by Sprout Social. It applies to every employer in Chicago, IL.

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.

Work at Sprout Social and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.