Our employees can build new skills and unlock their full potential with the development opportunities available at Abbott — such as mentoring, leadership training, personalized career development tools and a variety of global training resources including on-demand, online, and in-person training. Content includes topics across leadership development, business and management skills, digital transformation, personal development, and technology.

We identify high-potential employees early in their careers and offer training that’s specific to their roles and areas of the business. Employees who participate in these programs expand their internal networks as they meet colleagues from different parts of the company and work with peers on challenging business projects that span the company.

Our Global Development Week encourages employees to explore the range of resources available to help them unlock their full potential. Nearly 200 Abbott leaders serve as instructors, facilitating and engaging employees and sharing their own development journeys.

We are proud to offer the benefits and programs that help our employees build long-term financial strength and security for them and their families. Our Abbott Stock Retirement Plan, our 401(k), offers employees the convenience of automatic savings through payroll deductions and the opportunity for tax advantages through before-tax, after-tax, and Roth 401(k) contributions. 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 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.

Medical leave management programs help ensure that employees receive appropriate medical and rehabilitative care to facilitate their successful return to work whenever possible.

We provide employees with paid time off to care for themselves and eligible family members when they cannot work due to injury or illness. Benefits vary for hourly and salaried employees, and some states based on local or state laws.

We understand it’s important for parents to care for and spend time with their new child. That’s why we offer parental leave. Eligible birth parents, adoptive parents, foster parents and parents who have a child legally pre-placed with them for adoption can take up to eight weeks (i.e., up to 320 work hours or an equivalent part-time workweek) paid time off following the birth, legal adoption, legal pre-placement for adoption or legal foster placement of a child. Parental leave may be used in one-week increments, up to one year from the date of birth, legal adoption. Legal pre-placement for adoption or legal foster placement of a new child.

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 to relax and recharge. So, we offer our employees generous vacation time — three weeks per year for new full-time employees and 15 paid holidays annually (10 designated holidays plus an additional 5 holiday credit days to be scheduled by the employee). Vacation and holiday credits are prorated for part-time employees and may be prorated in the first year, based on the date of hire. 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.

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.

The EAP is a free, confidential program that provides assistance and support to help manage all of life’s complexities and easy access to therapy on a range of personal concerns.

The EAP offers a range of services including assessment and coordination for the right kind of care, including therapy, online wellness exercises, coaching, specialized care for substance use disorders and more. EAP professionals also provide consultation to managers and supervisors, crisis intervention and educational/training sessions.

Our investment in family care is one part of our commitment to helping employees manage and integrate their personal and professions lives. Abbott provides employees with:

• Care.com premium membership for finding and managing care for children, seniors, pets, and the home including 24/7 live access to free Care Specialist offering one-on-one personalized support
• Preferred placement and fee discounts with national and regional childcare providers
• Free breastmilk delivery service for nursing Abbott employees traveling on business
• Free virtual, on-demand tutoring services
• Resources and support for parents of neurodiverse children
• Education support including college advisory services
• Elder care patient advocacy, care coordination and caregiving support services

Abbott provides eligible employees financial assistance to help with the cost of fostering a child placed by a state or state approved agency by providing a disbursement of $1,000 per household, per calendar year for a new formal foster care placement(s) in the employee’s home. Up to a maximum of five new formal foster care placement(s) per calendar year per household are eligible.

Offered through Abbott's Employee Assistance Program, this benefit offers free and confidential legal and financial consultations.

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 $7,000 per year for undergraduate classes and $10,000 per year for graduate classes.

Abbott values working together, face-to-face, and we care about providing flexibility for our employees. Because both are important, Abbott’s Flex Work policy is designed to provide flexible work options to employees while also acknowledging the distinct benefits of being at work together.