Wawa

Wawa, PA

documented benefits (20)

Equity	Employee Stock Ownership Plan (ESOP): every eligible Associate, store and corporate, receives an annual company contribution set as a percent of their earnings and based on company performance
Retirement match	401(k): Wawa matches 100% of the first 3% you contribute and 50% of the next 2% (store Associates and corporate)
Retirement match ceiling	4%
Shift differential	Shift differential pay for hours worked between 12am and 6am, for store Associates; pay is weekly
Birthing-parent leave	6 weeks
Partner leave	6 weeks
Adoption leave	6 weeks
Tuition reimbursement	$5,250
Mental health	yes
Therapy platform	Spring Health, up to 12 free confidential counselling sessions a year for all Associates and their dependents
Schedule protection	Stores are mostly open 24/7 and Wawa says it builds personalised schedules around individual needs; no minimum-hours guarantee or advance-notice commitment is published
Hours a week to qualify	Wawa gates medical/dental/vision, FSA/HSA and basic life and disability on full-time status but does not publish the weekly hours that make an Associate full-time
FSA	yes
HSA	yes
Dental	yes
Vision	yes
Disability	yes
Life insurance	yes
Works around classes	Most stores run 24/7 and Wawa says it can build personalised schedules around what matters to each Associate; there is no published guarantee of set availability
Labour-law sanction	1 concluded US Department of Labor case with violations found

the legal floor where they are

Set by law, not by Wawa. It applies to every employer in Wawa, PA.

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.

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