Eli Lilly and Company

39,451 Total Employees
Year Founded: 1876
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Eli Lilly and Company Compensation & Benefits

Updated on February 06, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at Eli Lilly and Company?

Strengths in incentives, retirement programs, and family supports are accompanied by concerns about pay competitiveness in specific roles, periods of limited raises, and uneven bonus outcomes. Together, these dynamics suggest a broadly compelling total rewards offering that can nonetheless feel inconsistent across functions and career stages.
Positive Themes About Eli Lilly and Company
  • Strong & Reliable Incentives: Pay is considered competitive with annual increases, bonuses, and equity programs that link rewards to contributions and business performance. Incentive structures and stock opportunities strengthen total compensation.
  • Retirement Support: Retirement programs combine a matched savings plan, a pension, and company equity options. Financial advising and retiree health coverage reinforce long-term security.
  • Parental & Family Support: Parental leave is generous for all parents, with additional paid time for birth mothers and financial support for adoption or surrogacy. Backup care services, childcare options, and caregiver concierge support further aid families.
Considerations About Eli Lilly and Company
  • Unfair & Opaque Compensation: Pay is viewed as below industry levels in certain roles and functions, with comparisons to higher‑paying peers. Clarity around median pay for positions is questioned, contributing to perceptions of opacity.
  • Stagnant Pay & Limited Progression: Business downturns have aligned with stretches of limited or no merit increases. Expectations for stronger raise velocity are not always met.
  • Weak & Unreliable Incentives: Bonuses are described as relatively small in some areas, including for newer commercial roles and certain manufacturing positions. Incentive outcomes can feel misaligned when quotas are seen as out of reach.
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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.
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