Toppan Merrill
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Toppan Merrill Compensation & Benefits
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 Toppan Merrill?
Strengths in comprehensive health coverage, broad time-off options, and retirement support are accompanied by challenges in compensation growth, incentive reliability, and health plan affordability. Together, these dynamics suggest a solid core benefits foundation whose perceived value depends on individual priorities around pay progression, bonus consistency, and out-of-pocket medical costs.
Positive Themes About Toppan Merrill
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Healthcare Strength: Offerings include full medical, dental, and vision coverage for employees and families, plus mental-health support and wellness programs. Access to HSAs/FSAs and an EAP further strengthens the health suite.
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Leave & Time Off Breadth: Program details highlight flexible PTO, paid holidays, wellness days, floating holidays, and paid parental leave. Additional time-off types such as bereavement, jury duty, and community/volunteer days are cited in postings.
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Retirement Support: A 401(k) plan with company match is frequently cited, with some postings noting immediate vesting from date of hire. This sits alongside other financial protections such as employer-paid life and disability coverage.
Considerations About Toppan Merrill
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Stagnant Pay & Limited Progression: Raises are characterized as infrequent and small, sometimes not tied to merit. Examples include increases of only cents over a year.
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Weak & Unreliable Incentives: Incentives are portrayed as inconsistent, with mentions of low or no bonuses in certain cases. Variability across teams and years undermines predictability of payouts.
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High Benefits Costs: Medical insurance is described as increasingly expensive, with higher premiums, copays, and out-of-pocket costs. Rising costs diminish the perceived value of the health plan.
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