What employees should know about monday.com parental leave, wellness programs

1. Paid parental leave

monday.com’s benefits excerpt states: “We provide up to 13 weeks of parental leave for both the primary and secondary caretakers with full payment.” That language suggests parity between primary and secondary caretakers and full-pay coverage for the duration; confirm eligibility windows and whether “full payment” means base salary with or without bonus/variable comp. If you’re planning leave, treat 13 weeks as the headline entitlement but verify local legal entitlements and any company supplements before making arrangements.

2. Adoption assistance and adoption leave

The listing includes: “We reimburse up to 10000 for eligible adoption expenses and 13 weeks of paid leave.” The reimbursement figure appears as “10000” with no currency symbol in the excerpt, so you must confirm currency (e.g., $10,000) and what counts as “eligible adoption expenses.” The text pairs reimbursement with 13 weeks’ paid leave, which may indicate adoption leave is treated the same as parental leave, but verify whether adoption leave runs concurrently with the standard parental leave or is separate.

3. Flexible working hours and home office budget

The benefits page notes “Flexible working hours” and a “Home office budget” with the line: “Since you work remotely, we want to make sure your home office is comfortable.” monday.com presents itself as remote-friendly with flexible start and end times, plus a home-office support program; however, the excerpt does not specify the home office budget amount or reimbursement rules. Before buying equipment, check the full policy or speak with your HR or people-ops contact to confirm eligible expenses, approval process, and whether the budget is a one-time grant or an ongoing allowance.

4. Wellness stipend and mental-health-friendly sick time

monday.com’s excerpt includes a micro-wellness allowance: “$50 to spend each month on whatever makes you feel good whether it's the gym, yoga, meditation classes, or something in between.” It also states employees receive “80 hours per year of paid sick leave. These hours can also be used for mental health days.” Together, these items create a small monthly wellness budget plus explicit permission to use sick leave for mental health; verify whether the $50 is taxable, how it is reimbursed, and whether sick hours roll over or are front-loaded.

5. Employee assistance program (EAP) and counseling access

The listing states: “monday.com offers 12 sessions with an occupational psychologist.” That’s a concrete figure for short-term counseling access; confirm whether those 12 sessions are per issue, per year, or lifetime, and whether sessions are confidential and fully company-paid. If you anticipate needing support during leave transitions or postpartum adjustment, ask HR how to book those sessions and whether telehealth options are available.

6. Paid time off (PTO) tiers and sick leave totals

Under time-off the excerpt reads employees receive “between 16 and 22 days per year of paid time off based on years of tenure at monday.com” plus “80 hours per year of paid sick leave.” That PTO range implies tenure-based accruals rather than a flat grant; clarify your specific bracket (16, 17, 18, etc.) and whether the policy differs by region. Also confirm whether the PTO schedule affects leave eligibility (for example, whether accrued PTO interacts with parental leave pay).

8. Healthcare, life insurance, and FSA

The excerpt lists “Medical, dental, and vision insurance + flexible spending account (FSA)” and a terse “Life insurance” entry (“Life insurance so you don't have to worry.”). These lines confirm standard group health coverage and an FSA option, but specifics—premium cost-sharing, dependent coverage, life-insurance benefit levels, and whether employer-paid life insurance applies universally—are not provided. Obtain the benefits summary or plan documents for precise coverage limits and employee cost-sharing.

9. Commuter stipend, volunteer time, and equity

monday.com lists several extras in plain figures: “We offer a monthly $130 stipend for commuter expenses,” “We offer 2 floatings a year, which can be used as volunteer time,” and “Every employee gets equity, so you are rewarded for your best work.” These are tangible perks: a $130 monthly commuter stipend, two volunteer float days, and a claim that every employee receives equity. Ask HR to clarify definitions (what qualifies as “floatings,” whether equity grants apply globally and their vesting schedules, and if the commuter stipend is taxable in your country).

10. Company context and likely applicability

The excerpt’s company facts include: “monday.com,” “Company size 501-1000 employees,” “Founded in 2012,” and “Chief executive officer Roy Mann.” Those facts help you judge scale and likely centralization of benefits, but the listing does not specify geographic applicability for many items (parental leave, adoption reimbursement, 401(k)). Treat the excerpt as a starting point: benefits may vary by country, employment status, or contract type, so verify eligibility for your office or country.

11. Evergreen (non-monday.com) as a contrasting wellness model

As an illustrative counterpoint, a senior-living employer’s benefits excerpt shows a different operating model: “Evergreen offers a Supportive Wellness Service to you and your immediate family to assist you in dealing with issues such as death, divorce, drug and alcohol abuse, aging parents, stress, financial difficulties, marital conflicts, adolescence, and other personal situations.” Evergreen also “has contracted with a provider which will provide a professional assessment,” and its break rules emphasize on-premises presence and that “Breaks are not guaranteed and may need to be postponed or skipped.” Use this example to understand how on-site employers structure EAPs and lactation/break rules differently from a remote-friendly SaaS firm like monday.com.

12. Gaps and truncated items you should verify

The benefits excerpt contains multiple truncations and missing details flagged in the source notes: the adoption reimbursement appears as “10000” with no currency symbol; home office budget lacks an amount; the scope of “Every employee gets equity” lacks grant size or vesting; 401(k) nomenclature suggests U.S. applicability but isn’t clarified; and several lines in the Evergreen excerpt are truncated. Treat these as reporting gaps: before relying on numbers, confirm currency, geographic applicability, eligibility criteria, and effective dates with HR or the official benefits portal.

13. Practical steps for employees planning leave or using wellness supports

If you’re preparing for parental leave, adoption, or new parent support, start by requesting the full benefits summary and parental leave policy from HR and ask specifically about these items: whether the 13 weeks is paid at 100% of salary, whether adoption reimbursement is “10000” in local currency, how EAP sessions are accessed, and whether the 3% retirement contribution applies to you. Keep documentation of approvals and timelines, and coordinate with your manager and people operations early so handoffs and return-to-work plans are clear.

14. Conclusion — what to expect and the next move

monday.com’s excerpt lists a compact parental-leave and wellness package — up to 13 weeks paid leave for both parents, adoption reimbursement, a $50 monthly wellness stipend, and 12 EAP sessions — but it leaves critical implementation details unspecified. Treat the excerpt as a clear signaling of benefits intent; verify the missing currency, regional applicability, and itemized rules with HR before making decisions. Armed with the exact numbers and clarifications above, you can plan leave, mental-health supports, and financial steps with confidence.