Benefits and Well-Being
Benefits and Well-Being
Our extensive benefits and well-being resources form a key component of our employee care approach. We know from MetLife’s 2023 U.S. EBTS that employees who understand their benefits and experience a supportive culture feel more cared for by their employers, which translates to increased holistic health and improved business outcomes.
MetLife’s company-paid and company-subsidized healthcare, disability, life insurance and retirement benefits are tailored to the needs of each market. We provide competitive paid time off in all markets.
Year-round, MetLife strives to help colleagues experience the value of our benefits programs through our BeWell platform, which provides access to health and wellness resources, support and leader tools. In addition, we raise awareness of our benefits through storytelling, leader messages and awareness campaigns.
Our continued enhancements to mental health support benefits demonstrate progress toward our Thrive Global #MentalHealthPledge to prioritize the mental health and well-being of our colleagues. We provide multi-channel access to mental health care by covering out-of-network office visits at high reimbursement levels in the U.S., employee assistance programs in 19 countries and a variety of virtual mental health care options. For example, to meet the unique needs and preferences of kids and teens, we’ve expanded our U.S. health benefits to include a digital mental health care program that offers coaching, therapy and medication maintenance.
MetLife Adoption Assistance Helps One of Our Own Bring His Daughter Home
Marcus Munyon (above), a Senior Business Architect with MetLife, and his husband Benjamin always knew they wanted to adopt. Not only to grow their family, but to help a child who needed to be adopted as well as their birth family
A firm believer that their baby would find them, Marcus says one of the biggest challenges to adoption was waiting. But MetLife’s adoption financial assistance benefit helped keep the process on track. And when the time came for little Kennedy to finally join their family, MetLife’s paid parental leave meant that Marcus could enjoy special time with his new daughter.
Marcus says the support he received from his manager and other MetLife leaders made him feel the most comfortable he’s felt with an employer at any time in his career.
We also focus on reducing mental health stigma. Following the success of Mental Health First Aid training in the U.K., U.S. colleagues can now become certified as mental health allies, giving them skills to undertake mental health conversations with colleagues confidently and competently.
The Families at MetLife MOMENTUM network connects and supports colleagues who are navigating family and career by keeping members apprised of available MetLife resources, organizing learning events and activities and serving as a voice for caregivers.
For colleagues who want to build or grow their families, we have introduced Maven, a resource that offers 24/7 virtual support, including counseling, resources and referrals related to fertility, childbirth, adoption, surrogacy, parenting a newborn, returning to work and more.
We’ve also rolled out new benefits to help colleagues reduce stress and address challenges confidently. For example, U.S. colleagues now have access to Aura identity theft protection services through MetLife Legal Plans. The service gives employees peace of mind that their personal information is protected online.
Find out more about MetLife’s benefits program.
Compensation
Our compensation practices are essential to delivering employee care and contributing to financial wellness. Total compensation at MetLife may include three primary components: base salary and annual and long-term incentives. We have a pay‑for‑performance philosophy, which means there is a direct link between a colleague’s compensation, their performance and MetLife’s performance.
We regularly review colleagues’ pay and our pay practices to attract, motivate, engage and retain top talent, and we provide equal pay for equal work. As outlined in MetLife’s Pay Equity Statement, we review our pay practices for any potential disparities that cannot be explained by objective factors such as performance, experience level, credentials or location and correct any issues. We are committed to continuing to review our practices to promote fairness and equity.
