Qualcomm benefits

Eligible US employees and dependents receive premium-free medical coverage from hire, except a working-spouse/partner charge when other available employer coverage is not used. Plan and network options depend on location.

Premium-free coverage for eligible US employees and dependents; the public US summary lists a $2,500 annual basic/major benefit maximum per person and $2,500 lifetime orthodontia maximum.

Premium-free coverage for eligible US employees and dependents, with annual exams and a $300 materials allowance in the public US summary

Eligible medical-plan participants can receive employer seed and wellbeing-incentive contributions

US healthcare and dependent day/elder-care spending accounts are offered, subject to plan eligibility.

Group term life coverage for eligible employees and families, with additional coverage available to purchase. The current summary does not establish a base-salary multiple.

Group coverage; coverage levels and optional additional coverage depend on plan terms

Short-term disability provides certified income replacement for pregnancy, illness or non-work injury. Long-term coverage is offered to employees working at least 20 hours weekly; approved benefits begin after 180 continuous disability days

Free confidential counseling and referrals for eligible US employees, dependents and household members.

US resources include resilience support through meQuilibrium and mental-health ally support; no universal therapy-session allowance is asserted.

Fitness centers, classes and programs are available at listed sites in San Diego, Santa Clara, San Jose, Austin, Boulder and Raleigh; not every office.

Regular full-time US employees may receive Live+Well reimbursement for eligible physical and mental wellbeing expenses

Health centers in San Diego and San Jose offer eligible employees clinical services; specific services vary. On-site dental for San Diego

The US health-center program offers virtual visits and 24/7 clinician access

Paid sick time accrues at 0.044 hours per hour worked, with balance limits varying by employee class and part-time schedule. Exempt employees may take needed sick time on the honor system after exhausting accrual; separate intern rules apply

US wellbeing assessments and coaching can earn incentives up to $1,150 for employees or up to $2,150 with spouse/partner participation. These are alternative participation caps, not additive allowances.

Eligible US employees may receive up to 12 weeks at 100% of base pay for child bonding through Family Time Off, coordinated with state benefits. Approved leave and certification are required; this is the same program that covers eligible family caregiving, not an additional independent allowance

Pay

Paid

Family Time Off provides eligible US employees up to 12 weeks at 100% of base pay to care for eligible seriously ill family members, with state-benefit coordination and approved leave. This shares the Family Time Off program with child bonding; do not add the allowances.

Eligible full-time US employees scheduled at least 30 hours weekly may receive up to $15,000 per child for qualified adoption expenses. Child eligibility, employment status and a 180-day submission deadline apply; costs reimbursed elsewhere are excluded

Eligible full-time US employees scheduled at least 30 hours weekly may receive up to $15,000 per child for qualified legal surrogacy expenses under the adoption/surrogacy program, not an extra additive cap. Employment status, submission deadlines, tax and no-duplicate-reimbursement rules apply

US employees regularly scheduled at least 20 hours weekly can access subsidized child/elder backup care, except while on leave. The public policy lists up to 10 days, $15 per center-care use for one child or $25 for multiple children, and $6/hour in-home care for up to three people with a four-hour minimum

Eligible US employees have child-care resource/referral support, preferred enrollment and participating-center discounts, plus free college-planning guidance. Bright Horizons eligibility requires at least 20 regularly scheduled hours weekly and excludes employees on leave.

Private, lockable lactation rooms are available in numerous US buildings; availability is not asserted for every office.

US resources include elder-care planning and referrals, and free 24/7 Rethink support for children with developmental, learning, social or behavioral challenges

The US GPU Compiler Engineer, Multiple Levels posting explicitly permits remote hiring; this is role-specific, not a company-wide remote policy.

The US plan offers pretax, Roth and traditional after-tax contributions. After-tax contributions alone do not establish an in-plan conversion or mega-backdoor feature.

The public US summary states a match of 100% of the first $1,500 contributed, 50% of the next $1,500, 33% of the next $7,500 and 10% thereafter up to applicable IRS limits

The public US summary offers a 15% purchase discount with two enrollment opportunities per year. No salary contribution or annual dollar ceiling is asserted.

Eligible employee donations to qualifying IRS-recognized nonprofits are matched 1:1 up to an unspecified fiscal-year limit.

An annual discretionary bonus program; employees on sales-incentive plans are excluded. Awards are not guaranteed

An opportunity for annual RSU grants; no grant amount or guarantee is stated

US exempt employees receive paid FlexTO with no preset amount or accrual, subject to business needs and prior manager approval. Separate sick-time and leave rules apply

Pay

Paid

Unlimited

Yes

Full-time US non-exempt employees accrue 10, 15 or 20 vacation days annually by tenure; overtime-eligible professionals accrue 15, 20 or 25. Part-time accrual is prorated, balances cap at twice annual accrual, and manager approval is required

Pay

Paid

The US benefits summary lists 11 company-paid holidays plus one employee-designated paid holiday annually

US voluntary programs offer discounted pet/legal insurance and identity-theft/device-security services; these are optional offerings, not employer-paid coverage

Volunteer time off among employee community programs. US employees participate in the community programs

The public US summary offers up to $5,250 yearly for continuing education, certificates and associate/bachelor programs, or up to $10,125 for graduate/postgraduate programs, including eligible tuition, books and parking.

Continuous learning and development, tuition support and mentorship; no individual learning budget is specified

Mentorship opportunities; participation and program terms apply

US employees can use pretax transit/parking deductions and a 25% employer subsidy on monthly transit and parking vouchers, subject to program terms.