Cushman & Wakefield Compensation & Benefits in Chicago

Key Insight for Candidates

• Leave & Time Off Breadth: In Chicago, paid time off and company holidays are viewed as a reliable strength, and these time-away benefits are well-rounded and valued. Local employees also see supportive leave options like bereavement leave complementing standard PTO.
• Parental & Family Support: Paid parental leave for both primary and secondary caregivers and access to emergency backup care are prominently advertised for U.S. roles, signaling meaningful family support in Chicago. External recognition as a workplace for parents further reinforces this emphasis.
• Retirement Support: Chicago employees participate in the company’s U.S. 401(k) program with a company match, which adds meaningful value to total compensation. Retirement offerings are consistently highlighted across company materials and role descriptions.

• High Benefits Costs: Health coverage is described as comprehensive but can feel expensive, with premiums and deductibles that run high for some. Given the company-wide U.S. plans, this cost experience can affect Chicago employees as well.
• Stagnant Pay & Limited Progression: Compensation is commonly characterized as middling, with modest merit increases and uneven progression relative to workload. Variability by role, account, and location is noted, shaping mixed compensation experiences in Chicago.
• Exclusive or Unequal Benefits Coverage: Eligibility for certain benefits varies by job type, location, hours, business line, and union status, creating uneven access to offerings. Some programs are mentioned as available to W‑2 employees but not contractors, which can influence benefits access across Chicago teams with mixed employment classifications.