Under Armour
Baltimore, MD · founded 1996
Under Armour is an apparel and footwear company headquartered in Baltimore, Maryland. The company offers comprehensive benefits including health coverage, retirement savings, parental leave, and fitness benefits to its employees.
see the full file on Under Armourdocumented benefits (12)
| Dental | yes |
|---|---|
| Vision | yes |
| Stock purchase plan | yes |
| Disability | yes |
| Life insurance | yes |
| Birthing-parent leave | maternity leave offered weeks |
| PTO | PTO and paid holidays offered days |
| Gym / fitness subsidy | yes |
| Employee discount portal | yes |
| Backup care | yes |
| Retirement match | Retirement savings plan offered |
| Offices | Baltimore, Amsterdam, Panama City, Shanghai, Austin, Guangzhou |
the legal floor where they are
Set by law, not by Under Armour. It applies to every employer in MD.
| IVF cycles the state covers | Maryland requires IVF, capped at three attempts per live birth and $100,000 over a lifetime. Insurance Article § 15-810 binds insurers, nonprofit health service plans and HMOs writing in Maryland, and provides that "An entity subject to this section may limit coverage of the benefits for in vitro fertilization required under this section to three in vitro fertilization attempts per live birth, not to exceed a maximum lifetime benefit of $100,000." ELIGIBILITY IS A HISTORY TEST, NOT A DIAGNOSIS. The patient must show involuntary infertility through, for opposite-sex spouses, "intercourse of at least 1 year's duration failing to result in pregnancy", and for same-sex spouses, "three attempts of artificial insemination over the course of 1 year failing to result in pregnancy" — so a same-sex couple pays for three inseminations before the mandate reaches them. Documented endometriosis, DES exposure, blocked or removed fallopian tubes or abnormal male factors qualify without the waiting period. 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. Small employer plans are also excluded where the State has determined IVF is not an essential health benefit. At most large Maryland employers this law therefore does not apply, and the fertility benefit on the page is the company's own choice. (Md. Code, Insurance Article § 15-810.) |
|---|---|
| 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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