Companies Deloitte

Deloitte

Calgary, Alberta, CAN

Total Offices: 3

436,336 Total Employees

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Deloitte Compensation & Benefits

Updated on January 14, 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 Deloitte?

Strengths in retirement design, family support, and holistic well‑being are accompanied by challenges around pay alignment to workload, incentive predictability, and mid‑tenure progression. Together, these dynamics suggest a benefits‑led total rewards proposition that is competitive on non‑cash elements while producing mixed experiences on cash outcomes depending on practice and career stage.

Positive Themes About Deloitte

Retirement Support: Retirement programs combine a 401(k) employer match with a firm‑funded cash balance pension, strengthening long‑term wealth building. This dual approach is positioned as a differentiator among private employers.
Parental & Family Support: Paid family leave is described as gender‑neutral and flexible, with backup dependent care available to support various caregiving scenarios. These offerings are designed to accommodate bonding needs and broader family responsibilities.
Wellbeing & Lifestyle Benefits: Well‑being resources include concierge‑style mental health services and an expanded annual well‑being subsidy covering a wide range of wellness uses. These benefits signal continued investment in people programs and holistic support.

Considerations About Deloitte

Unfair & Opaque Compensation: Pay is considered misaligned with workload in some areas, where responsibility and hours are seen as outpacing compensation. In some cases pay can feel below market once job demands are factored in.
Weak & Unreliable Incentives: Incentives vary meaningfully by business unit and macro conditions, leading to uneven bonuses and promotion timing. Utilization and performance gating make earnings feel less predictable.
Stagnant Pay & Limited Progression: Mid‑tenure cohorts face a dip in compensation satisfaction and progression relative to other groups. Raises are described as modest in some tracks, with promotion velocity slowing at times.

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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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