What Gravity Payments’ Benefits Are Really Worth

By the compensation research desk, covering U.S. employer benefits
Last reviewed: July 10, 2026

Gravity Payments’ most valuable fixed benefit may be the least flashy one: the company says it contributes 3% of each employee’s paycheck to retirement regardless of whether the worker contributes. It also reports 12 weeks of paid parental leave, an HSA contribution formula, medical coverage, open PTO after the first year, and a profit-sharing plan that paid $8,000 per employee in 2024. The package is substantial, but several headline benefits have no published price tag.

Gravity is a privately held payment processor with more than 200 full-time employees, according to its 2025 retrospective. No public Form 10-K or detailed plan documents were found, so company disclosures must be separated from independently priced benefits.

The benefit package in one table

Gravity’s careers page lists medical, dental, and vision insurance, parental leave, a 401(k) contribution plan, charitable-donation matching, remote-first work, and open PTO after one year. Its 2025 retrospective adds a 3% employer retirement contribution, an HSA match, 12 weeks of paid leave for new parents, 10 paid days for new hires, flexible schedules, and annual profit sharing.

Sources: Gravity Payments’ 2025 retrospective and careers page; BLS Employee Benefits in the United States, March 2025; KFF’s 2025 Employer Health Benefits Survey.

Access is visible. Value often is not.

The 3% retirement contribution is the strongest fixed benefit

Gravity says its retirement contribution is not a match. The company contributes 3% of each employee’s paycheck annually whether or not that employee contributes personally. A worker earning the stated $80,000 minimum would therefore receive a $2,400 annual employer contribution, assuming the 3% applies to the full salary and no compensation cap changes the calculation. That $2,400 figure is an arithmetic illustration based on Gravity’s stated policy, not a disclosed employee account balance.

This structure removes one common barrier: the worker does not have to defer part of a paycheck to trigger the employer contribution.

Gravity reports that average employee retirement contributions rose from $1,900 in 2015 to $6,700 by 2025, equal to an increase from 2.6% to 7.5% of pay. It also says plan participation increased from 62% to 84%. Those figures come from the company’s own retrospective and have not been reproduced in an audited public filing.

The national comparison is favorable but imperfect. BLS reported that 72% of private-industry workers had access to retirement benefits in March 2025, 53% participated, and the take-up rate among workers with access was 73%. For management, business, and financial occupations, access reached 90% and participation reached 79%. Gravity’s reported 84% participation exceeds the 53% private-industry figure and the 79% management-and-financial figure, but its workforce includes sales, support, technical, and management jobs, so neither BLS category is a clean match.

Profit sharing is compensation, but not guaranteed pay

Gravity launched its profit-sharing plan in 2023. The company says employees received $1,000 that year and $8,000 in 2024, with the payment included in the final paycheck of the year. Its formula multiplies the company’s annual growth rate, described as typically around 10%, by actual profit and divides the resulting amount among employees.

Tenure changes the distribution. Gravity says employees with four to six years of service receive an additional 10%, while those with seven to nine years receive an additional 20%, with further increases continuing for longer service.

The payment is meaningful but variable.

The company’s claim that 2024 minimum total compensation reached $88,000 combined an $80,000 salary floor with the $8,000 profit-sharing payment. The salary was fixed; the bonus depended on business performance. Treating the two amounts as interchangeable would overstate guaranteed compensation.

No audited 2025 profit-sharing payment was found in the reviewed materials. Gravity’s November 2025 retrospective said the company was optimistic about that year, which is not the same as reporting a final distribution.

Health insurance exists, but its value is undisclosed

Gravity’s careers page confirms medical, dental, and vision insurance. Its retrospective also describes an HSA plan under which the company matches up to half of an employee’s elected contribution and says 82% of employees receive the maximum match.

The missing details prevent a serious valuation.

Gravity does not publish employee premiums, the employer-paid share, deductibles, out-of-pocket limits, provider networks, or the HSA match ceiling. Plans with sharply different value can carry the same description on a careers page.

The comparison data show why those details matter. BLS reported that 87% of full-time private-industry workers had access to medical benefits in March 2025, while 57% participated and the take-up rate was 65%. Among private establishments with 100 to 499 workers, 85% had access and 55% participated. Gravity reports more than 200 full-time employees, placing it within that size band for a rough benchmark.

BLS also found that private employers paid an average of 80% of single-coverage premiums and 69% of family-coverage premiums for participating workers in March 2025. Gravity does not disclose its corresponding percentages.

KFF’s 2025 Employer Health Benefits Survey, based on 1,862 employer interviews, reported annual premiums averaging $9,325 for single coverage and $26,993 for family coverage. Workers paid an average $6,850 toward family premiums, while the average general deductible was $1,886. None of those figures estimates Gravity’s plan.

The analytical conclusion is straightforward: Gravity clearly offers health coverage, but public information is insufficient to say whether the plan is richer or cheaper than the market.

Open PTO starts after year one

Gravity’s open-PTO policy has a service threshold. The careers page says employees receive open paid time off after their first year, while the 2025 retrospective says every new hire receives 10 paid days automatically.

That distinction is more important than the “open” label. A first-year employee appears to operate under a defined 10-day allowance rather than the later open arrangement. The company does not disclose whether sick days, holidays, or legally required leave sit outside those 10 days.

BLS reported that 80% of private-industry workers had access to paid vacation in March 2025. Among full-time private-industry workers, access reached 93%; paid sick leave reached 88%, and paid holidays reached 92%. Gravity’s published policy confirms paid time off, but it does not establish that employees take more leave than workers under a conventional accrual plan.

Open PTO is not a countable benefit until usage is known.

Gravity does not publish days used, denial rates, department differences, or a minimum-use rule, making the policy impossible to value reliably.

Parental leave is specific, while other leave terms are not

Gravity says it provides 12 weeks of paid leave to all new parents. The phrase “all new parents” indicates a gender-neutral policy in the company’s description, and 12 weeks is a concrete duration rather than a generic promise of parental support.

The company does not publish the wage-replacement percentage, minimum service requirement, interaction with state paid-leave programs, treatment of adoption or foster placement, or whether benefits continue during leave. Indeed’s employee Q&A included a September 2022 response saying maternity leave was available immediately, but that answer is anonymous and predates the 2025 company retrospective.

New hires also receive 10 paid days off, according to Gravity’s 2025 report. After year one, the careers page says they move to open PTO. This creates a clearer first-year leave structure than the careers page alone suggests.

My reading is that the parental-leave duration is one of Gravity’s strongest published benefits because the company supplies an exact number. Its practical generosity cannot be ranked without the pay-replacement and eligibility rules.

Where the headline package misleads

Several benefits sit in different compensation categories but are presented together.

The 3% retirement contribution is a fixed employer payment if the published description applies uniformly. Medical insurance is an offered benefit with unknown employee cost. The HSA match is conditional on enrollment and employee contributions. Profit sharing depends on company performance. Open PTO depends on approval and actual usage. Charitable matching has no disclosed annual cap.

Combining them into one broad “benefits package” can hide these differences.

The strongest benefit is not necessarily the one with the largest headline number. A guaranteed 3% retirement contribution may be more dependable than an $8,000 profit-sharing payment that may rise, fall, or disappear with annual profit growth.

Employee reports partly corroborate the company list

A July 2024 Indeed employee response listed medical, dental, vision, a 3% 401(k), profit sharing, disability coverage, life insurance, and open PTO. The anonymous answer broadly matches official materials but supplies no plan documents or pricing.

Glassdoor’s self-selected reviewers rated compensation and benefits 3.8 out of 5, while the overall company score was 3.3 from 152 reviews at the time of the search. Those reviews can combine current and former employees from different benefit years.

No reviewed source supplied a current summary plan description, insurance rate sheet, 401(k) vesting schedule, Form 5500 analysis tied conclusively to the current package, or employee-level utilization data. Data reflects materials available through July 10, 2026.

FAQ

Does Gravity Payments match 401(k) contributions?

Gravity describes its retirement contribution as 3% of each employee’s paycheck regardless of whether the employee contributes, explicitly calling it “not a match.” The public page does not state vesting or eligibility rules.

How much did Gravity Payments pay through profit sharing?

The company reports $1,000 per employee in 2023 and $8,000 in 2024 before tenure-based additions. No final 2025 amount was verified in the reviewed sources.

Does Gravity Payments offer health insurance?

Yes. The official careers page lists medical, dental, and vision insurance. Public materials do not disclose premiums, deductibles, employer contribution percentages, or out-of-pocket limits.

How much PTO do new Gravity employees receive?

Gravity says new hires receive 10 paid days. Open PTO begins after the first year, according to the company’s careers page and 2025 retrospective.

How long is parental leave at Gravity Payments?

The company reports 12 weeks of paid leave for all new parents. Its public description does not specify the wage-replacement percentage or detailed eligibility terms.

Is Gravity Payments’ benefits package above average?

Some elements appear stronger than broad private-industry norms, particularly the unconditional 3% retirement contribution and the reported 84% retirement participation rate. The medical plan and open-PTO policy cannot be ranked reliably because Gravity does not publish their costs or actual usage.

Gravity publishes enough detail to show that the package extends beyond basic insurance access. The practical gap is valuation: retirement and parental leave have measurable provisions, while medical coverage, HSA support, open PTO, and future profit sharing remain partly hidden behind missing plan terms.