Competitive Pay & Benefits



Mars wants each Associate to grow beyond what they can possibly imagine. For that to happen, our Mars family members need to feel taken care of, both in and out of the workplace.

We encourage our Associates to be everyday heroes, making a world of difference in the office and beyond through initiatives like the Mars Volunteer Program and Mars Ambassador Program.

In addition to these programs that help our Associates take pride in what they’re doing, there are fun perks too! The Mars Petcare office in Tennessee, U.S., for example, encourages Associates to bring their pets to work with them.

Check out our current open opportunities to learn about the in-office benefits specific to each region.


To get the best people, we know we need comprehensive pay and benefits. We outline how we reward committed and results-driven Associates in our annual Total Rewards Statements, which provide full details on every aspect of individual pay and benefits packages.

The packages we offer vary around the world according to local legal requirements and market conditions, but all are designed with the following aims in mind:

  • Associates are paid competitively

  • Associates and their families enjoy good health

  • Associates feel protected from the effects of catastrophic life events

  • Associates know that Mars respects lives outside work

  • Associates plan and prepare for retirement


Above-average wages are important for above-average performance. Mars uses a streamlined approach to pay Associates at all levels of the company, no matter where they are, so we can ensure we’re paying the best for the best.

We aim for Associates’ total compensation to be in the top 25 percent when compared with similar competitors within the relevant surrounding area.

We also perform annual benchmarks to adjust pay scales to make sure we’re hitting the mark. In return for above-average pay, we expect above-average performance from all of our Associates.


We want our Mars Associates and their families to enjoy the best health possible. To that end, our wellness initiatives help us all stay healthy, and when Associates or family members do become ill, we provide access to good quality, affordable healthcare to get them healthy fast. This makes good business sense — we want our Associates to be happy in life and at work. We also provide health and wellness programs to help Associates manage their work-life balance and stress levels.

The vast majority of Associates have financial protection covering sickness, disability and death. This package includes comprehensive short- and long-term disability programs and life insurance equal to three times gross annual salary plus target annual bonus.

We are committed to >supporting parents inside and outside the workplace. Our flexible policies also allow Mars Associates time away from work to deal with life events. In addition, everyone needs time to relax and recharge, and we provide paid vacation time for all Associates. The amount of leave we provide varies based on each country's cultural and legal requirements.


Planning for retirement means planning for your best life. Because we want our Associates to be with us for the long haul, we accept some of the responsibility for making sure that Associates have adequate income in retirement, providing a range of pension and retirement savings options. This includes matching Associates' contributions with an equivalent company contribution and encouraging retirement savings through newsletters, podcasts, webinars and seminars with savings professionals. During the recent global financial crisis, many companies scaled back their contributions to Associate retirement savings plans, but we didn’t back down from our responsibility. Contributions remained the same and, in some cases, actually increased.


Executive pay is a key part of any business, and we take a thoughtful approach to make sure we do it right. We compare our executive pay levels to 20 large, globally diverse companies in the consumer products and pharmaceutical sectors every year to make sure we are paying our executives fairly. If adjustments are needed, the Remuneration Committee and Mars’ Board can approve them.

Mars differs from almost all publicly held companies in that fixed pay is a much larger portion of total compensation than is typical, and all incentives are paid in cash rather than as equity. Executive pay is composed of fixed base pay, annual incentive pay and long-term incentives. We believe that this approach strikes the right balance between rewarding good performance and giving Associates sufficient income security to make decisions that are right for the long-term — even if they are costly now.

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