Novartis benefits

US medical coverage starts on the hire date and includes eligible domestic partners and their children. PPO and consumer-driven options are listed; an HMO may be available in California

US dental insurance begins on the hire date, including eligible domestic-partner coverage

US vision insurance begins on the hire date, including eligible domestic-partner coverage

A healthcare FSA is available from the US employee's hire date

CareConnect provides free therapy, wellbeing coaching and self-guided support to all employees and dependents globally. Confidential psychological crisis support is available 24/7; the US EAP also lists stress, substance-use and financial counseling

The US program offers company-paid life insurance and optional supplemental coverage at group rates; coverage amounts and eligibility follow plan terms

US short-term disability replaces all or part of base pay for up to 26 weeks. Long-term disability after that period provides 50% of total pay, with an option to increase coverage, subject to plan terms

Gender-reassignment healthcare coverage; specific services and limits follow the medical plan

The US Healthy Lifestyle Benefits Reimbursement program covers eligible health-club membership, smoking-cessation or nutritional-counseling expenses within one program; no current public cap is stated.

Eligible US employees can participate in Be Healthy fitness education and individual or team challenges; the global handbook also describes mental-health awareness resources.

On-site fitness centers

On-site medical services for US employees, subject to site availability

The global program covers employees while traveling on Novartis business and provides emergency assistance through International SOS

At least 14 weeks of paid leave for every new parent globally following birth, adoption or surrogacy, including the established US workforce; local implementation rules apply.

Pay

Paid

The US healthcare program explicitly includes egg freezing

Eligible US adoption-related expenses are reimbursed up to $5,000 per adoption under the current public summary

The US dependent-care spending account includes company matching contributions up to $1,000 per year toward eligible child or elder care; account and expense eligibility rules apply.

US employees have access to child- and elder-care resources and referral services to help find and evaluate care. Financial support through the dependent-care account is listed separately.

Lactation rooms among site-dependent workplace services

Office employees average 12 on-site days per month under the April 2026 global policy, subject to local consultation. Lab and manufacturing employees attend daily; field employees mainly work with customers and connect with their team at least monthly. US FlexConnect options require evaluation and approval; this is not unrestricted remote work.

The US savings plan includes an automatic 2% company contribution, with three-year vesting on company base contributions. Enrollment is available at any time and the public summary permits employee contributions up to 50%, subject to statutory and plan limits.

The US savings plan matches employee contributions dollar-for-dollar up to 4%, with three-year vesting on matching contributions

The US defined-contribution retirement program provides an annual contribution after one year of service; the public summary lists 3%–10% based on age at December 31 of the plan year. This is separate from the automatic savings-plan contribution and match.

The global STI plan provides annual cash bonuses tied to company and employee performance, with targets varying by role level and location. Sales employees instead receive field-force incentives paid quarterly based on territory performance

Eligible employees may receive annual Select Awards in Novartis equity, with eligibility based on role level and location. Awards mature one-third per year over three years; no universal grant amount is promised.

The global ESPP offers a 15% share-purchase discount to eligible employees with a permanent contract or direct Novartis-affiliate employment agreement. Availability and eligibility depend on local regulations and policy

Eligible US employees may receive $2,000 if their referred candidate is hired and meets the employee-referral program requirements.

Matching gifts to eligible organizations are offered. The US page and April 2026 global handbook publish different annual limits, so no US maximum is asserted pending plan confirmation.

The US financial-protection program lists a monthly benefit for surviving spouses and children; eligibility and benefit amounts are governed by plan terms.

The US summary lists up to three weeks of vacation in the first year for exempt employees and up to two weeks for non-exempt employees, plus personal/family days. Eligibility and accrual rules apply.

Pay

Paid

Paid holidays

Eligible US employees may start summer weekends early where their local site permits; this is not a guaranteed company-wide Friday off.

The US page lists on-site cafeterias and take-home meal services, subject to site availability. It does not establish free or employer-subsidized meals.

Eligible employees on permanent contracts may volunteer on company time with no upper hour limit and no line-manager approval under the April 2026 global program

Global learning resources include role-specific AI fluency, self-assessment and feedback tools, manager onboarding and leadership development. No individual annual learning budget is publicly stated.

The US program reimburses 100% of eligible tuition expenses up to an annual maximum

All employees can use BetterUp's Coach Mira AI coaching; Novartis also provides access to professional BetterUp human coaches and its certified internal PowerUp coaching network for career development

The internal Talent Marketplace and Talent Match connect employees with Novartis mentors and opportunities to mentor others.

All employees are eligible to join and participate in employee-led resource groups covering shared interests, communities and experiences

The global Spark program supports peer recognition through e-cards or monetary points usable personally or for charity; additional business-unit awards are part of the recognition offering.

The US Group Legal program provides access to a network of legal advisors; the public summary does not establish that all services are free.