Our benefits package is built on the values of justice and equity to ensure everyone has access to the benefits they need to thrive. From their first day at Patagonia, an entry-level employee can access the same benefits as the CEO.
Employee Benefits
Employee Benefits
Our sense of purpose is rooted in the land and water that nurture us.
In turn, we believe in nurturing our people, who live this purpose and contribute to the important work of saving our home planet.
This commitment goes beyond standard employee benefits.
We go off the beaten path to offer a unique employee experience that inspires our people and their loved ones to live better and help protect the world we all cherish.
We go off the beaten path to offer a unique employee experience that inspires our people and their loved ones to live better and help protect the world we all cherish.
By prioritizing health—in every sense—and focusing on what truly matters,
we think we can empower everyone to fight for a better future.
we think we can empower everyone to fight for a better future.
This isn’t just a perk; it’s a way of life.
It’s how we work every day to save our home planet and inspire others to wonder not how we do it, but how they couldn’t.
It’s how we work every day to save our home planet and inspire others to wonder not how we do it, but how they couldn’t.
Prioritizing Health and Wellness
We designed our health and wellness benefits to go beyond basic health insurance. Recognizing that everyone’s health needs are unique, we provide a range of options to support holistic physical and mental wellness, including high-quality medical, dental, and vision plans, mental health benefits, and even an annual massage reimbursement of up to $1000.
Patagonia covers 100% of medical premiums for both full and part-time employees—starting from their first day on the job—with the option to add family members and dependents. We provide 100% paid leave for up to 12 weeks for qualified medical conditions.
Importantly, we believe every employee should have the dignity of access to reproductive health care. We stand with our employees living in restrictive locations and are committed to covering travel costs related to abortion care and gender-affirming surgeries for those residing in states or territories that seek to deny those human rights. In addition, our medical plans meet the World Professional Association for Transgender Health (WPATH) standards. By adhering to these globally recognized guidelines, we demonstrate our dedication to supporting the health and well-being of all employees, fostering a workplace environment that values diversity, equity, and inclusion.
Caring for the Next Generation
(in more ways than one)
(in more ways than one)
Patagonia started as a family business, and to this day, we believe working parents shouldn’t have to make impossible choices between work and family. Since 1983, we have offered on-site child-care at our Ventura headquarters and, since 2016, at our Reno Distribution Center for children from eight weeks old to kindergarten age. Employees without direct access to a child-care center may be eligible for monthly child-care stipends. Patagonia's on-site child-care program has led to high retention rates, especially for women, and contributed to gender-pay parity. Today, we are proud to have about a dozen employees who grew up in our child-care center.
While we work every day to protect our planet for future generations, we are equally committed to helping our people and their families thrive today. We offer up to $10,000 for qualified adoption expenses and 100% paid parental and family leave for up to 12 weeks, helping new parents find balance while prioritizing time to bond with their children. Employees can also set aside pre-tax dollars to reimburse themselves for qualified dependent care expenses through our Flexible Spending Account (FSA) program.
Our Travel Support Program is a resource for parents with very young children who need to travel for work. Patagonia will pay the airfare for a personal caregiver of their choice to travel along for employees with an infant up to 12 months of age.
Our Travel Support Program is a resource for parents with very young children who need to travel for work. Patagonia will pay the airfare for a personal caregiver of their choice to travel along for employees with an infant up to 12 months of age.
We deeply value family and community connections throughout every stage of life, so we also offer paid hardship and loss leave.
Valuing Our People
Our people make Patagonia who we are. We believe everyone should be fairly compensated for their work and strive to pay competitive, equitable wages. In the U.S., our hourly employees earn an average wage of $27.56 per hour, and our Retail team members earn an average of 50% more than the average U.S. retail employee.
After six months with Patagonia, hourly Retail, Customer Experience and Distribution Center employees are eligible to receive a bi-annual progression raise of 50 cents per hour. Additionally, all U.S. employees are bonus-eligible, with bonuses starting at 5% for our hourly employees—a rare benefit in our industry.
Planning for the Future
We are committed to the financial well-being of our people at every stage of their lives. Both our full- and part-time employees have access to 401(k) plans with generous annual company contributions of up to 3% and additional discretionary contributions based on company performance, regardless of whether an employee is actively contributing themselves. We also provide a 50% match on up to 5% elective employee contributions. Our 401(k) plan includes several funds, including an equity fund aligned with Patagonia’s core values with an emphasis on investments in companies working to implement solutions to the environmental crisis.
Patagonia employees can also access phone-based financial coaching and action plans through our partnership with Financial Finesse. To provide peace of mind for our people and their families, we offer life and long-term disability insurance along with access to long-term care insurance.
Empowering through Activism
and Civic Engagement
and Civic Engagement
People come to Patagonia to make an impact and be part of something bigger than themselves. We provide 18 paid activism hours per year and encourage employees to use those hours to engage with and give back to their communities in meaningful ways.
We also offer a unique bail-assistance program for employees who are arrested or detained while exercising their First Amendment rights as they stand boldly in defense of a brighter future.
Patagonia is one of few companies in the U.S. that provides time off for election activism. Our “Vote Early and Volunteer Day” gives our people time off to protect the health of our democracy through civic participation and encourages them to vote and get involved in general, primary, and special elections.
Investing in Growth
People who come to Patagonia aspire to do big things, and we’re here to support each other on our journeys. We embrace lifelong learning with annual goal setting, performance bonuses to reward a job well done, and Employee Development Positions (EDPs) that allow team members to learn new skills and stretch into different areas of the business. With in-person and virtual training, enrichment, and activism opportunities, we bring people together and empower them with the tools they need to be better advocates for our planet and each other.
Our Summit Learning Platform provides in-person and on-demand leadership and professional development training in a range of areas, including Purpose, Career, Leadership, Equity and Inclusion, Activism, and Product. We also have mentorship and internship programs. Our Environmental Internship Program provides two months to volunteer plus the costs of travel so that employees can apply their skills to advance our purpose in the nonprofit sector.
Taking Time Off
As an outdoor retailer, we encourage everyone to unplug and get outside as much as possible—because sometimes the best thing we can do to thrive at work is take some time off.
Paid time off at Patagonia comes in many forms, including paid vacation, wellness time, and holidays. We offer a minimum of two weeks off per year, increasing up to five weeks based on tenure, and, in addition, employees receive one personal day off per year to use however they choose. Employees can also accrue up to 15 paid wellness days annually.
Outfitting our Best Brand Ambassadors
No one is better qualified to represent Patagonia’s brand than our employees; that’s why we offer an employee discount of up to 70%-off Patagonia products. We’ve also established brand partnerships with like-minded companies that provide Patagonia employees with discounts on everything from rideshare to community-supported agriculture subscriptions. On top of that, our team members receive 40%-off Friends and Family coupons on their hire date and at the beginning of each fiscal year so they can share the love with friends and family.
As a Certified B Corp, Patagonia undergoes a rigorous audit every three years, evaluating our practices in governance, treatment of our people and customers, and impact on communities and nature. This comprehensive assessment provides a holistic view of our social and environmental impact, guiding us beyond standard “best practices” toward the transformative practices needed to advance social justice and environmental restoration.
Over the past 12 years, our journey as a B Corp has been instrumental in shaping Patagonia’s revised purpose statement and new ownership model, both of which reinforce our enduring commitment to our purpose. Our most recent B Corp score of 166, for the fiscal year ending April 30, 2023, is our highest yet. This achievement reflects the dedication and hard work of our employees and partners, for which we are incredibly proud and grateful.