Udemy
San Francisco, CA · founded 2010
Udemy is a global online-learning marketplace where instructors publish video courses and learners pay to take them. The company offers genuinely thoughtful benefits — unlimited PTO, monthly learning days, parental leave up to 24 weeks, and transparent financial advising — and attracts mission-driven engineers who value flexibility and growth. However, the company has undergone frequent restructuring and laid off 30% of staff in 2024 as it navigated strategy shifts and profitability pressure, so joining requires clarity about risk tolerance and alignment with evolving priorities.
see the full file on Udemydocumented benefits (24)
| Birthing-parent leave | 24 weeks |
|---|---|
| Partner leave | 12 weeks |
| How leave is framed | birthing_partner |
| Adoption leave | 12 weeks |
| Fertility support | yes |
| Fertility allowance | $25,000 |
| IVF specifically | yes |
| Egg freezing | yes |
| Adoption & surrogacy support | offered |
| Retirement match | 50% up to 6% |
| Retirement match ceiling | 3% |
| HSA employer contribution | $1,000 |
| Financial advising | yes |
| Stock purchase plan | yes |
| ESPP discount | 15% |
| Mental health | yes |
| Therapy platform | Modern Health |
| Gender-affirming care | yes |
| Dental | yes |
| Vision | yes |
| FSA | yes |
| HSA | yes |
| Disability | yes |
| Life insurance | yes |
what Udemy pays
Median of 4 certified wages filed with the US Department of Labor: $265,000.
Half of Udemy's certified filings fall between $259,000 and $340,000.
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- Maven ships your breast milk home when you travel for work while nursing
- Two-week 'ramp-back' after parental leave: part-time hours at full pay, on a schedule you set with your manager
- Monthly 'UDay' — a workday set aside purely for learning a new skill
- Free unlimited access to Udemy's own Marketplace and Udemy Business course libraries
- Wellthy care concierge handles eldercare, special-needs and end-of-life logistics for your family, in 13 languages
- Origin: free, unlimited 1:1 sessions with Certified Financial Planners for equity, debt and estate planning
- Modern Health 'Circles' live group support sessions and meditation library, on top of 16 therapy + 16 coaching sessions a year
- Fall Break and Winter Break — extra paid days folded into 12 company holidays
the legal floor where they are
Set by law, not by Udemy. 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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