Companies Morningstar

Morningstar

Chicago

Total Offices: 6

11,500 Total Employees

Year Founded: 1984

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Morningstar Compensation & Benefits in Chicago

Updated on September 05, 2026

How are the compensation & benefits at Morningstar?

The Chicago office is characterized by core benefits that emphasize family support, retirement readiness, and accessible ownership opportunities. Together, these dynamics suggest the Chicago location offers a balanced total rewards foundation that supports near-term family needs and long-term wealth building.

Key Insight for Candidates

In Chicago, Morningstar uniquely pairs real time away with ownership: employees can convert part of bonuses into RSUs with a 50% company match, alongside flexible PTO and recurring paid sabbaticals. This combo makes work–life balance and long‑term wealth building tangible for Chicago candidates.

Evidence in Action

Shared Ownership RSU Match — The Shared Ownership program lets employees convert part of bonuses/commissions into RSUs with a 50% company match. Chicago employees can build long‑term ownership alongside cash compensation, aligning rewards with company performance.
401(k) Match Up To 7 — U.S. 401(k) match equals $0.75 per $1 contributed, up to 7% of pay, with no‑cost access to Morningstar Retirement Manager. Chicago employees strengthen retirement savings and receive guided planning support without added fees.

Positive Themes About Morningstar

Parental & Family Support: In Chicago, paid parental leave is positioned as a core benefit for all parents, with meaningful paid time for primary and secondary caregivers. Local employer profiles also reference supportive time-away policies that complement family needs.
Equity Value & Accessibility: Chicago employees can elect to convert a portion of bonuses or commissions into RSUs with an additional company match, broadening access to ownership. This Shared Ownership feature is highlighted in local company profiles.
Retirement Support: Benefits available to the Chicago team include a 401(k) plan with company matching alongside access to the firm’s retirement-planning tools. These components are called out in Chicago-focused employer materials.