Davis Polk & Wardwell LLP

New York, New York, USA

2,758 Total Employees

Year Founded: 1849

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Davis Polk & Wardwell LLP Compensation & Benefits

Updated on January 09, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at Davis Polk & Wardwell LLP?

Strengths in predictable, market‑aligned pay and comprehensive health and family benefits are accompanied by challenges around workload intensity, office attendance expectations, and variability by role and location. Together, these dynamics suggest a competitive total rewards package whose practical value and flexibility can depend on an employee’s specific role, office, and workload.

Positive Themes About Davis Polk & Wardwell LLP

Fair & Transparent Compensation: Compensation for attorneys follows a predictable lockstep structure that matches prevailing market scales for salaries and bonuses. Feedback suggests this consistency supports confidence in pay fairness and reliability.
Parental & Family Support: Paid parental leave, fertility coverage, and financial support for adoption and surrogacy are complemented by access to back‑up childcare. These offerings indicate a comprehensive approach to family‑building and caregiving needs.
Healthcare Strength: Comprehensive medical, dental, and vision coverage is paired with mental‑health resources such as confidential counseling and a Calm subscription, plus wellness programming. On‑site and concierge health options further reinforce depth of coverage in key offices.

Considerations About Davis Polk & Wardwell LLP

Perks & Wellbeing Gaps: Demanding workloads in a high‑hours environment can diminish the day‑to‑day benefit employees feel from the firm’s perks and wellness offerings. Feedback suggests the intensity of work may limit utilization of some programs.
Rigid Benefits: An expectation of being in the office most of the week with a limited bank of remote days may feel restrictive for those seeking greater flexibility. This in‑office cadence can reduce perceived flexibility despite other benefits.
Exclusive or Unequal Benefits Coverage: Benefits and policies are noted to vary by role and location, and the firm reserves the right to amend offerings. This variability can lead to uneven experiences across attorneys, business professionals, and different offices.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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