Our mission is to help people fulfill their potential through health, and that starts with you. To help our employees, we offer health programs, workplace flexibility and benefits, which include employee and retiree medical coverage, health and wellness programs, commuter benefits, childcare solutions, an innovative phased retirement program and many other world-class options.*
Our medical options provide employees and their eligible family members, including domestic partners, with extensive coverage and protection against major medical expenses. Coverage is available from the first day of employment.
All of the options cover preventive care, inpatient and outpatient care, routine office visits, prescription drugs, physical therapy, home healthcare, mental health/substance abuse treatment and hospice care. In addition, our medical options offer numerous programs and services that can help employees improve and maintain their health, better manage illnesses and receive better value for their healthcare dollars.
Our dental plan helps employees pay for the costs of dental care for themselves and their eligible family members. Coverage is available from the first day of employment.
Participants may take advantage of reduced out-of-pocket costs when they use dentists in a nationwide network of participating providers. Our dental plan pays for preventive, restorative and surgical services, as well as orthodontia, at varying levels of coverage.
With our vision care plan, we offer employees an affordable way to maintain eye health and receive discounts on eyewear. Coverage is available from the first day of employment.
Our flexible spending accounts (FSAs) give employees the opportunity to set aside money on a pre-tax basis for eligible out-of-pocket healthcare expenses and dependent care expenses. Coverage is available from the first day of employment.
Employees can set aside up to $2,500 per year for reimbursement for eligible out-of-pocket healthcare expenses (such as co-payments for office visits, prescription drugs, contact lenses, eyeglasses, orthodontia and hearing aids) through the healthcare FSA.
Additionally, employees can set aside up to $5,000 per year for reimbursement of eligible childcare or elder care expenses through the dependent care FSA.
Our wellness programs and resources are designed to promote overall health and well-being:
We believe in rewarding employees for their contributions to the company's financial success. We offer various incentive programs for all levels of employees.
We offer basic life and accidental death insurance at no cost to employees. Employees also may purchase supplemental and dependent life insurance.
We pay the entire cost of this benefit for employees traveling on Abbott business anywhere in the world.
Our long-term care insurance program provides employees, retirees and their eligible family members with access to extended care when a covered individual has an on-going illness or disability and cannot care for him or herself. Participants pay the full cost of this insurance.
This savings plan with 401(k) features provides employees with a convenient way to save on a pre-tax, after-tax or Roth 401(k) basis, and features a company contribution. Participating employees can choose to invest their contributions in a wide range of investments with different levels of risk. Employees may enroll immediately after joining Abbott and are vested in any company contributions after two years of service.
Abbott’s Freedom 2 Save (F2S) program addresses our belief that employees shouldn’t have to choose between paying off student loans and saving for retirement. Under the plan, employees who are currently repaying a student loan, and these payments equal at least two percent of their eligible pay, will receive a five percent company match deposited into their Abbott Stock Retirement Plan (SRP) account without having to make contributions to the SRP. If you are enrolled in F2S and making your own contributions to the SRP, you will only receive the F2S matching contribution. All employees who are eligible to participate in the SRP are eligible to enroll in F2S on their first day of employment.
We pay the entire cost of this pension plan. Employees participate automatically as of their hire date or the date they reach age 21, whichever is later, and are vested after five years of service. (Some employees may not be eligible for this plan.)
Medical leave management programs help ensure that employees receive appropriate medical and rehabilitative care to facilitate their successful return to work whenever possible.
Our employees may use a portion of their sick pay benefit to care for a sick child.
We understand that it's important for fathers to care for and spend time with their newborn children, too. That's why we offer paternity leave for new fathers. Paternity leave is available to male employees upon the birth of their biological children. Male employees are eligible for up to two consecutive weeks of paid leave within the first 15 weeks after their child's birth.
Sometimes it's necessary for an employee to take time off from work, either due to a serious illness (when sick pay benefits have been exhausted) or to care for a newborn or a parent, spouse or child who becomes seriously ill. To help meet these needs, the Family Medical Leave Act (FMLA) of 1993 provides up to 12 weeks of unpaid, job-protected leave in a 12-month period, if eligible, to care for your family or yourself for specified family and/or medical conditions.
Our Long-Term Disability Plan is designed to provide continuing income for employees who are unable to work due to illness or injury. Under this plan, eligible employees who are scheduled to work at least 20 hours per week and who are absent from work as a result of a qualifying illness or injury for more than six months may receive a salary-based monthly disability benefit.
We realize that everyone needs time off to relax and recharge. So we offer our employees generous vacation time — three weeks per year for new employees (prorated in the first year, based on date of hire) — and 11 paid holidays each year. Specific holiday schedules vary, depending on local practices.
We reimburse up to $20,000 for eligible expenses related to the successful legal adoption of a child (other than a family member). Up to two weeks of paid time off is also available for legal, travel or bonding needs related to the adoption.
Our investment in childcare is one part of our commitment to helping employees manage and integrate their personal and professional lives.
We offer several programs and resources to increase the availability and improve the quality of childcare alternatives in the communities where our employees live. Our programs include both center-based and home-based childcare.
The EAP is a free, confidential program for employees and retirees (age 65 and under), their dependents and household members. The EAP provides easy access to a behavioral health professional who can offer individuals and their families support and direction with personal concerns.
The EAP offers a range of services, at no charge, including problem assessment, short-term counseling (up to six sessions), information about and referral to community resources and treatment programs, educational materials and follow-up. EAP professionals also provide consultation to managers and supervisors, crisis intervention and educational/training sessions.
Offered through Abbott's Employee Assistance Program, this benefit is available to Abbott employees and retirees (age 65 and under), their dependents and household members.
The Mothers At Work Program is designed to help female employees decide whether breastfeeding is an option for them, help them get started and ease their transition back to work. All Abbott employees may access educational materials and discounts on breast pumps, and female employees are eligible for free counseling from board-certified lactation consultants 24 hours a day, seven days a week.
There's something for everyone in our Recreation and Sports Activities program. Our employees can participate in a number of company-sponsored activities with fellow employees. Available sports vary by site and may include bowling, basketball, golf, volleyball, softball, skiing and tennis. For those employees with interests outside of sports, we offer a number of clubs that allow them to share these common interests with their fellow employees—including traveling, gardening, bingo, jazz music, fishing, foreign languages and camping.
We provide ongoing opportunities and support for employees to learn and grow. Employees (including newly hired employees) with at least one year of full-time business experience can take advantage of our generous tuition assistance program. This program reimburses employees for business-relevant classes at 100 percent up to $5,250 per year for undergraduate classes and $7,000 per year for graduate classes.
This benefit allows employees who commute by public transit or van-pool to pay for transit expenses with money deducted from their paycheck before federal, state and local taxes are applied. By participating in this program, employees can reduce their commuting expenses and taxable income, and increase their spendable income.
Work-life services is a free resource and referral program that provides Abbott employees, retirees (age 65 and under), their dependents and household members with confidential consultation on a variety of topics. Topics include parenting, caregiving, schooling and education, everyday convenience services, basic financial issues, coping with disabilities and resources for child and elder care. Individuals also have access to a comprehensive website containing information and free materials, including CDs, booklets, educational kits and a wide range of publications on work-life issues.
*The information contained in this section describes some of the benefits Abbott offers to U.S. employees working a schedule of 20 or more hours per week. These benefits may differ based on location and business unit.
Abbott reserves the right to change or end its benefits plans or programs at any time. The information provided in the Abbott Benefits section of this website is neither a summary of the plans or policies nor a description of their key features or details. In case of any conflict or question, the official plan documents or applicable policies, as amended from time to time, will govern.
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