Zapier
Remote · founded 2011
Zapier is an automation platform that connects apps and workflows, letting companies reduce repetitive manual work at scale. The company has been fully remote since 2011 and genuinely leans into async-first culture with an annual retreat as the connector for a distributed team. Work-life balance and unlimited PTO actually stick here. The caveat: strategy shifts are frequent, leadership turns over, and promotion beyond senior levels is notoriously difficult.
see the full file on Zapierdocumented benefits (18)
| Birthing-parent leave | 14 weeks |
|---|---|
| Partner leave | 14 weeks |
| How leave is framed | equal_all_parents |
| Fertility support | yes |
| Work from abroad | yes |
| Retirement match | offered |
| Equity | options |
| Mental health | yes |
| Days in office | 0 |
| Fully remote roles | yes |
| Unlimited PTO | yes |
| Wellness stipend | offered |
| Learning budget | offered |
| Conference travel | yes |
| Home-office stipend | offered |
| Software & tools budget | yes |
| Leisure travel stipend / credit | yes |
| Fertility benefit through | Carrot |
notable perks
- One annual all-company retreat to an awesome place — the anchor in-person gathering for an all-remote team
- Anniversary reward program at 1, 3, 5, and 10 years
- Two private wellness coaching sessions a month via Wellness Coach, plus holistic wellness programming
- Next Play Program: growth plans, an internal job board and hands-on support to help current teammates and alumni land their next role, internally or externally
- Live Well Lifestyle Spending Account that bankrolls hobbies, travel, meals and entertainment, not just fitness
- Once-off New Hire Office Setup budget for a desk, chair, screen and peripherals
- Fun-first Slack channels like #fun-cooking and #fun-music plus local meetups keep the distributed team connected
- Nomination-based cash awards recognizing individual and team contributions
- From wellness coaching to Carrot Fertility support, we offer flexible resources for your health and balance.
the legal floor where they are
Set by law, not by Zapier. It applies to every employer in Remote.
| 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 Zapier and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.