JLL
JLL Compensation & Benefits in Chicago
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about JLL and has not been reviewed or approved by JLL.
How are the compensation & benefits at JLL?
Strengths in healthcare coverage, retirement programs, and family supports are accompanied by cost‑related tradeoffs and eligibility variations that can shape individual experiences. Together, these dynamics suggest the Chicago office sees a broadly comprehensive package, while employees should review role‑ and plan‑specific details and out‑of‑pocket costs to confirm fit.
Evidence in Action
- 401(k) Match True-Up — 401(k) match: 100% on first 3% and 50% on next 2%, with an annual true-up; eligibility typically after one year of service and age 21. Chicago employees can maximize total comp by contributing 5% and benefiting from the annual true-up.
- Spousal Surcharge Policy — $150/month spousal surcharge applies if you enroll a spouse/domestic partner who has access to other employer coverage. Chicago employees should factor this monthly cost into total compensation decisions when covering a partner.
Positive Themes About JLL
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Healthcare Strength: For employees in Chicago, national medical plan choices, dental/vision coverage, and wellbeing programs are available alongside HSA/FSA options with company contributions per plan rules. Feedback suggests this forms a comprehensive health package for U.S.-based teams.
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Retirement Support: Employees in Chicago can enroll in a 401(k) with a clear employer match structure and an annual true‑up, with access to an Employee Stock Purchase Plan for many roles. These offerings provide a solid foundation for long‑term savings.
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Parental & Family Support: In Chicago, covered parental leave, backup family care through Bright Horizons, and assistance for adoption, infertility, and surrogacy are part of the standard U.S. program. Feedback suggests these resources meaningfully support working families.
Considerations About JLL
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High Benefits Costs: In Chicago, a spousal surcharge applies when a partner has access to other employer coverage, and tobacco‑free pledges can influence medical premiums. Recent materials also note cost increases on some plans, making total expenses an important consideration.
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Exclusive or Unequal Benefits Coverage: Eligibility and plan details vary by role, location, and employment status, and part‑time employees have a narrower menu of options. This variability can lead to different experiences for Chicago employees depending on position and site context.
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Low or Inaccessible Equity: The Employee Stock Purchase Plan does not include a purchase discount. This reduces the perceived value of equity participation for Chicago employees compared with more generous ESPP structures elsewhere.
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