What does an Associate Director at AbbVie earn?

Official AbbVie job postings place Associate Director base salary between $141,500 and $268,500, and both research bundles independently anchor the North Chicago median at $205,000. Adding a 22 percent target bonus of about $45,100 and a modeled annualized long-term incentive grant of about $60,000 gives roughly $310,000 of total compensation at the headquarters anchor. In Australia the same scope is observed at A$160,000 to A$185,000 base and A$205,000 to A$239,000 total, and in the United Kingdom at £87,000 to £100,000. AbbVie publishes no salary band for this level, so every figure outside the posted United States range is a third-party observation or a model built on one.

Does AbbVie give RSUs, options or an ESPP?

All three, but not to everyone and not in the same place. Restricted stock units are the ordinary employee instrument and vest ratably in annual thirds over three years, with eligibility described as generally beginning at manager and above. Stock options are still granted, 561,000 of them in 2025 at a $192.86 weighted-average exercise price, but they are a senior instrument making up 20 percent of the named-executive long-term incentive mix. Performance shares and performance-vested restricted stock units settle at 0 to 250 percent and 0 to 200 percent of target and go to senior executives and other key employees. The 15 percent discount employee stock purchase plan buys shares at 85 percent of the lower of the beginning and ending fair market value over six-month cycles, but it is a non-United States plan for designated subsidiaries and excludes executives and directors.

How does AbbVie's bonus work?

AbbVie discloses its executive plan in detail and discloses nothing about the employee bonus grid. The United States Total Rewards guide describes the Annual Incentive Plan as an annual cash award driven by the individual performance rating plus function and, where applicable, company, business unit, country or area performance, but publishes no weights and no target percentages by level. The executive Performance Incentive Plan runs on a platform revenue and non-GAAP pre-tax income matrix with a strategic and leadership component, and it paid 172.8 to 185.4 percent of target for 2025 inside a 200 percent cap. Those executive outcomes cannot be read across to the workforce, because the plans use different formulas. The band targets shown here, from 5 percent at coordinator level to 36 percent at senior director, are modeled from two independent research estimates.

What was the AbbVie CEO paid?

Robert A. Michael's 2025 Summary Compensation Table total was $32,530,984: $1,700,000 of salary, a $5,200,000 annual incentive at 185.4 percent of a 165 percent target, $13,268,456 of stock awards, $3,199,154 of option awards, an $8,647,081 pension and deferred compensation change and $516,293 of other compensation. That is 192 times the $169,019 median employee. The $16.47 million of stock and options is a grant-date accounting value, and the pension line is an actuarial movement rather than cash, so roughly three quarters of the headline number is not money received in the year. His 2025 grant was 33,184 target performance shares, 33,184 performance-vested restricted stock units and 83,333 options at a $192.86 exercise price. On 27 February 2026 he had 36,523 shares withheld at $232.08 to cover tax on a vesting settlement.

All Companies

AbbVie

Compensation Insight

How AbbVie Pays

Q: How does AbbVie pay in India compared with the United States?

India is one of AbbVie's three priority geographies in the research bundles, with commercial, medical, market access, regulatory and technology roles in Mumbai and Bangalore rather than an offshore delivery centre. Total compensation runs at roughly 11 percent of the North Chicago anchor at the most junior band and rises towards 34 percent at the executive tier, so the multiplier narrows from about nine times at entry to about three times at the leadership tier. The compression narrows because senior Indian packages carry far more long-term incentive value and a scarcer role mix. Observed anchors are thin: a medical science liaison is reported at ₹15 lakh to ₹17.3 lakh base and a product manager at about ₹15.5 lakh average. AbbVie India benefits beyond the statutory provident fund, gratuity and 26-week maternity framework are not publicly disclosed.

AbbVie's Intern to B9 professional ladder and VP through CEO title tiers, priced across 25 markets alongside three-year RSUs, options and 0 to 250 percent performance shares, a 15 percent discount non-US ESPP, a $32.53M CEO package at 192:1, and 232 FY2025 H-1B filings.

57,000 employees · NYSE: ABBV · AbbVie Inc. · North Chicago, Illinois · FY ends 31 December

Employees

57,000

Approximately 57,000 people in more than 70 countries at 31 December 2025, up from about 55,000 a year earlier.

2025 net revenue

$61.16B

Net revenues of $61.160 billion for 2025, up 8.6 percent as reported over 2024.

Stock-based compensation

$955M

Pre-tax stock compensation expense for 2025, against $911 million in 2024 and $747 million in 2023.

CEO total pay

$32.53M

Robert A. Michael's 2025 Summary Compensation Table total, of which $16.47 million was grant-date stock and option value.

CEO pay ratio

192:1

Measured against a median employee total of $169,019 identified for 2025.

Median employee pay

$169,019

An SEC-methodology global total compensation figure, not a United States base-salary median.

2025 executive incentive payout

178.9%

Simple average across the five named executives, inside a matrix capped at 200 percent of target.

H-1B FY2025 median

$147,000

Across 232 certified labour condition applications in the H1BGrader extract; MyVisaJobs reports 280 filings at a $161,118 average.

Locations

United States

Puerto Rico

India

Australia

Ireland

United Kingdom

Germany

Netherlands

Poland

Singapore

Japan

Canada

New Zealand

United Arab Emirates

1.00× base / 1.00× TC vs North Chicago

Band Hierarchy

AbbVie publishes job titles, experience requirements and many United States salary ranges, but it has never published a global numbered grade ladder. The Intern to B9 professional ladder used here is a research crosswalk built from official AbbVie postings and third-party salary records; only the vice president, senior vice president, executive vice president, chief executive and independent director tiers are titles AbbVie itself discloses.

Professional and scientific ladder — Intern through B4

Senior Professional / Senior Scientist IIC · variable 11% · reported

Senior Scientist I, senior clinical research associate, senior brand manager

5–9 years

●●●●●○○○○○○○

Professional / Scientist / SpecialistIC · variable 9% · reported

Scientist I, medical science liaison, product manager, regulatory specialist, software engineer

3–7 years

●●●●○○○○○○○○

Associate ProfessionalIC · variable 6% · reported

Associate Scientist I and II, clinical research associate, financial analyst

1–4 years

●●●○○○○○○○○○

Coordinator / Technician / Junior AssociateIC · variable 5% · modeled

Manufacturing technician, laboratory technician, data coordinator, administrative assistant

0–2 years

●●○○○○○○○○○○

Intern

Intern / TraineeIC · variable 3% · modeled

Research and development intern, commercial intern, operations trainee

Enrolled student or 0 years

●○○○○○○○○○○○

Management ladder — B5 through B7

Associate DirectorManagement · variable 22% · reported

Associate Director, Associate Scientific Director, health economics and outcomes research lead

10–18 years

●●●●●●●●○○○○

Senior Manager / Principal ScientistManagement · variable 18% · reported

Senior Manager, group product manager, Principal Research Scientist II, program lead

9–15 years

●●●●●●●○○○○○

Manager / Senior Scientist IIManagement · variable 14% · reported

Manager, product manager, medical or quality manager, Principal Research Scientist I

7–12 years

●●●●●●○○○○○○

Leadership ladder — B8 through Vice President

Vice PresidentLeadership · variable 55% · modeled

Vice President, area head, regional president, business unit leader

18–28 years

●●●●●●●●●●●○

Senior Director / Executive DirectorLeadership · variable 36% · reported

Senior Director, Executive Director, enterprise technical authority

15–25 years

●●●●●●●●●●○○

Director / Medical DirectorLeadership · variable 27% · reported

Director, Scientific Director, Medical Director, Director II

12–22 years

●●●●●●●●●○○○

Executive and board — SVP through Board

Board

Independent DirectorBoard · verified

Board and committee service

Senior executive or board background

●●●●●●●●●●●●

CEO

Chairman and Chief Executive OfficerExecutive · variable 165% · verified

Enterprise chief executive and board chairman

25 years and above

●●●●●●●●●●●●

EVP

Executive Vice President / C-suiteExecutive · variable 118% · verified

Executive Vice President, Chief Financial Officer, Chief Commercial Officer, Chief Operations Officer, Chief Scientific Officer

22 years and above

●●●●●●●●●●●●

SVP

Senior Vice PresidentExecutive · variable 80% · modeled

Senior Vice President, business president, global function leader

20–30 years

●●●●●●●●●●●●

Disclosed executive layer

Chairman and Chief Executive Officer

Robert A. Michael

Fully disclosed in the proxy statement, including salary, annual incentive, equity, pension change and pay ratio. Michael became chief executive on 1 July 2024 and chairman on 1 July 2025.

Executive Vice Presidents and C-suite officers

Scott T. Reents as Chief Financial Officer, Jeffrey R. Stewart as Chief Commercial Officer, Azita Saleki-Gerhardt as Chief Operations Officer, Roopal B. Thakkar as Chief Scientific Officer

Named executive officers carry a full Summary Compensation Table. Other executive vice presidents such as Perry C. Siatis as General Counsel and Nicholas Donoghoe as Chief Business and Strategy Officer appear only through Section 16 filings.

Senior Vice Presidents

Robert Purdue, identified as a senior vice president executive officer

No compensation table exists for this layer. Forms 4 disclose share movements and nothing else.

Vice Presidents and regional heads

Business unit vice presidents, area heads and country general managers

Not publicly disclosed. Proxy rules cover named executive officers only, so no India, Australia or Asia Pacific leadership pay is filed.

VerifiedOnly the executive vice president, chief executive and independent director rows carry a company disclosure. Everything below is reconstructed from official postings and third-party salary records.

Track divergence

Intern to B4

Everyone sits on the professional or scientific path and cash dominates. At B1 the observed package is about 95 percent base and 5 percent target bonus, with no recurring equity identified in either research bundle.

B5 and B6

The management path opens alongside the senior scientific path. A Principal Research Scientist I and a Manager sit inside the same band, and the AbbVie benefits material describes long-term incentive eligibility as generally beginning at manager and above.

B7 to B9

Equity becomes the swing factor. Annualized grant value grows from roughly 19 percent of the B7 package to about 38 percent at B9, while target bonus climbs from 22 to 36 percent of base.

Vice President and above

Both tracks converge on the leadership tier. Performance shares and performance-vested restricted stock units, which settle between 0 and 250 percent and 0 and 200 percent of target respectively, are the senior instrument; ordinary employee awards remain service-vested restricted stock units.

Medical, commercial and manufacturing

AbbVie runs several parallel progressions. Medical runs from liaison to medical director, commercial from territory and brand roles to business unit lead, and manufacturing from technician to site leadership. The crosswalk is least precise in these families.

Hierarchy qualifications and legacy structures

AbbVie job postings and salary datasets expose titles such as Associate Scientist, Senior Scientist I, Principal Research Scientist II, Associate Director and Director II, but AbbVie has never published a single global grade chart.
The crosswalk is most reliable for United States research and development and technical roles, where official posting ranges exist, and progressively less precise for commercial, medical and manufacturing families where AbbVie can place equivalent scope differently.
Assumed awards from the Stemcentrx, ImmunoGen and Cerevel acquisitions do not establish a separate current workforce hierarchy. No public pre-merger or post-merger grade harmonisation schedule was located in any bundle.
Vice President, Senior Vice President and Executive Vice President are corporate titles rather than hidden grade numbers, so this report treats them as title tiers rather than claiming a numeric band.
The independent director row is a governance package, not an employment band, and is excluded from the range chart alongside the three executive rows.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
Intern	Intern / Trainee	Merck, Pfizer and Amgen summer research and commercial internships	Internship pay is usually quoted hourly or monthly in postings and is annualized here for comparison.Triangulated from posting floors and general biopharma intern pay; no AbbVie intern range is published.
B1	Coordinator / Technician / Junior Associate	Biopharma manufacturing technician and research associate entry grades	Manufacturing, laboratory and administrative entry pay diverge sharply by site, so a single median hides real spread.Posting floor plus market estimate; both research bundles place the anchor base at about $72,000.
B2	Associate Professional	Research associate and associate scientist grades across large-cap biopharma	AbbVie publishes no grade code, so this is a scope crosswalk rather than a title-to-grade map.Official AbbVie postings show Associate Scientist I and II at $58,656 to $110,500 base; the two bundles anchor the median at $86,000 and $98,000.
B3	Professional / Scientist / Specialist	Scientist and specialist grades at Merck, Amgen and Bristol Myers Squibb	Scientific, commercial and technology roles at this level are priced differently, and the anchor blends them.Official postings plus Glassdoor, Indeed and Levels.fyi triangulation; the two bundles anchor base at $120,000 and $125,000.
B4	Senior Professional / Senior Scientist I	Senior scientist and senior specialist grades across large-cap biopharma	Some functions place the first people-manager step here, so the same band can carry a manager title in commercial roles.AbbVie postings show Senior Scientist I at $96,500 to $183,500 base; the anchor takes the midpoint of the two bundle medians.
B5	Manager / Senior Scientist II	Manager and principal scientist grades at Merck, Amgen and Pfizer	This is the first band where recurring long-term incentive eligibility is described, so the equity component becomes real rather than exceptional.Official postings show Manager at $109,500 to $208,500 and Principal Research Scientist I at $121,000 to $230,000; both bundles anchor base at $160,000.
B6	Senior Manager / Principal Scientist	Senior manager and principal scientist grades across large-cap biopharma	The individual contributor and management tracks pay comparably here; the choice is scope rather than money.Official postings show Senior Manager at $124,500 to $236,500 base; the anchor sits between the $180,000 and $195,000 bundle medians.
B7	Associate Director	Associate director grades at Merck, Amgen and Bristol Myers Squibb	Both research bundles independently anchor base at $205,000, which is the strongest agreement anywhere below the executive tier.Official AbbVie postings show Associate Director at $141,500 to $268,500 base, with both bundles taking $205,000 as the median.
B8	Director / Medical Director	Director and medical director grades across large-cap biopharma	Director II postings reach $346,000 base, so the top of this band overlaps the bottom of the next one.Official postings show Director at $160,500 to $305,000 base and some Director II roles to $346,000; the bundles anchor at $233,000 and $235,000.
B9	Senior Director / Executive Director	Senior director and executive director grades across large-cap biopharma	Long-term incentive value now dominates the package, and the disclosed grant model is wide enough that two people in this band can be a factor of four apart.Official postings show Senior Director at $206,500 to $393,000 base; the equity component is the midpoint of the two bundles' grant-value models.
VP	Vice President	Vice president tiers at Merck, Amgen, Pfizer and Bristol Myers Squibb	AbbVie discloses no vice president compensation table; this row bridges director observations and the proxy executive disclosures.Executive-market model; the two bundles place total compensation at $1.10 million and $1.18 million and base at $360,000 and $412,000.
SVP	Senior Vice President	Senior vice president tiers across large-cap biopharma	Modeled from the gap between director observations and disclosed named-executive pay; no AbbVie senior vice president range is public.Executive-market model with a proxy crosswalk; Robert Purdue appears in Section 16 filings as a senior vice president executive officer with no compensation table.
EVP	Executive Vice President / C-suite	Named executive officers at Merck, Amgen, Pfizer and Bristol Myers Squibb	Averages of the four non-CEO 2025 named executive officers, not a range for every executive vice president.2026 proxy Summary Compensation Table; the other column combines the pension and deferred compensation change with all other compensation.
CEO	Chairman and Chief Executive Officer	Eli Lilly, Johnson and Johnson, Pfizer, Amgen, Bristol Myers Squibb and Merck	A 2025 Summary Compensation Table value; grant-date accounting value and pension change are not cash received.2026 proxy Summary Compensation Table for Robert A. Michael, including an $8,647,081 pension and deferred compensation change.
Board	Independent Director	Large-cap United States pharmaceutical boards	Cash retainer plus the annual director restricted stock unit target; the employee chairman receives no director pay.2026 proxy director compensation disclosure; reported individual totals generally ran from about $317,000 to $499,000.

Critical evidence warning

AbbVie does not publish salary ranges, band minimums or midpoints as a global schedule, and it does not publish a bonus target grid or an equity grant matrix by level. United States job postings are the one strong non-executive source, and outside the United States even those are sparse. Every non-executive figure here is a third-party observation or a calibrated model around one, and should be used for orientation rather than quoted as an AbbVie pay band.

Compensation by Band — North Chicago

Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus North Chicago. Total equals base plus bonus plus annualized equity.

Band	Title	Base	Variable	Total TC	Equity
Intern	Intern / Trainee Enrolled student or 0 years · modeled	$55K – $75K	3%	$67K $57K – $77K	—
B1	Coordinator / Technician / Junior Associate 0–2 years · modeled	$61K – $83K	5%	$76K $64K – $87K	—
B2	Associate Professional 1–4 years · reported	$78K – $106K	6%	$100K $85K – $114K	$2K
B3	Professional / Scientist / Specialist 3–7 years · reported	$104K – $140K	9%	$141K $120K – $162K	$8K
B4	Senior Professional / Senior Scientist I 5–9 years · reported	$120K – $162K	11%	$169K $143K – $194K	$12K
B5	Manager / Senior Scientist II 7–12 years · reported	$136K – $184K	14%	$200K $170K – $230K	$18K
B6	Senior Manager / Principal Scientist 9–15 years · reported	$159K – $215K	18%	$255K $216K – $293K	$34K
B7	Associate Director 10–18 years · reported	$174K – $236K	22%	$310K $264K – $357K	$60K
B8	Director / Medical Director 12–22 years · reported	$199K – $269K	27%	$417K $355K – $480K	$120K
B9	Senior Director / Executive Director 15–25 years · reported	$244K – $330K	36%	$630K $536K – $725K	$240K
VP	Vice President 18–28 years · modeled	$328K – $444K	55%	$1.20M $1.02M – $1.38M	$600K
SVP	Senior Vice President 20–30 years · modeled	$425K – $575K	80%	$2.50M $2.13M – $2.88M	$1.60M
EVP	Executive Vice President / C-suite 22 years and above · verified	$986K – $1.33M	118%	$12.12M $10.30M – $13.94M	$5.49M
CEO	Chairman and Chief Executive Officer 25 years and above · verified	$1.45M – $1.96M	165%	$32.53M $27.65M – $37.41M	$16.47M
Board	Independent Director Senior executive or board background · verified	$106K – $144K	—	$350K $298K – $403K	$225K

Official AbbVie headquarters · 15 reported band cellsReportedModeledVerifiedBase and total use a plus or minus 15 percent planning envelope around the median; equity uses plus or minus 25 percent.

Benchmark your level

Total Compensation Range by Band

Total compensation in North Chicago across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.

Global Footprint & Pay Arbitrage

AbbVie reported approximately 57,000 employees in more than 70 countries at the end of 2025. North Chicago and the surrounding Lake County campus is the pay anchor and the largest concentration of corporate and research roles; every other market is calibrated against the North Chicago median, and the calibration is level-dependent because offshore markets compress much harder at junior bands than at senior ones.

57,000

Employees at 31 December 2025

70+

Countries with an AbbVie presence

Markets modelled in this report

$61.16B

2025 net revenue, up 8.6 percent as reported

Office and market catalogue — calibration factors versus North Chicago

Location	Likely office profile	Presence	Base	TC
North Chicago United States · USD	Headquarters, corporate, research and development and operations	Official AbbVie headquarters	1.00×	1.00×
Lake County United States · USD	Headquarters campus, research and development and corporate functions	Official AbbVie campus	1.00×	1.00×
Irvine United States · USD	Aesthetics, eye care, research and development and commercial	Official AbbVie site	1.07×	1.07×
Madison, NJ United States · USD	Commercial, medical affairs and corporate functions	Official AbbVie site	1.07×	1.07×
South San Francisco United States · USD	Biotech research, oncology, strategy and data science	Official AbbVie site	1.17×	1.17×
Worcester United States · USD	Bioresearch Center, biologics discovery and development	Official AbbVie site	1.04×	1.04×
Waco United States · USD	Manufacturing, operations and quality	Official AbbVie site	0.90×	0.90×
Barceloneta Puerto Rico · USD	Manufacturing, operations and quality	Official AbbVie site	0.86×	0.86×
Mumbai India · INR	India affiliate, commercial, medical affairs and market access	Official AbbVie India presence	0.11×	0.11×
Bangalore India · INR	Technology, analytics, medical and specialist roles	Current AbbVie job postings	0.10×	0.10×
Sydney Australia · AUD	Australia and New Zealand affiliate, commercial and medical	Official AbbVie Australia office at Mascot	0.65×	0.65×
Melbourne Australia · AUD	Commercial and medical field roles	Official AbbVie Australia presence	0.63×	0.63×
Dublin Ireland · EUR	Affiliate, corporate, commercial and supply chain	Official AbbVie site	0.54×	0.54×
Sligo Ireland · EUR	Manufacturing, engineering and quality	Official AbbVie site	0.49×	0.49×
Cork Ireland · EUR	Manufacturing, operations and quality	Official AbbVie site	0.50×	0.50×
Maidenhead United Kingdom · GBP	United Kingdom affiliate, commercial and medical	Official AbbVie site	0.58×	0.58×
Ludwigshafen Germany · EUR	Research, manufacturing and technical operations	Official AbbVie address	0.55×	0.55×
Wiesbaden Germany · EUR	German affiliate, commercial and corporate functions	Official AbbVie site	0.56×	0.56×
Zwolle Netherlands · EUR	Supply chain, operations and affiliate functions	Official AbbVie site	0.53×	0.53×
Warsaw Poland · PLN	Affiliate, commercial and business services	Official AbbVie site	0.25×	0.25×
Singapore Singapore · SGD	Biologics manufacturing at Tuas and Asia Pacific engineering	Official AbbVie site	0.56×	0.56×
Tokyo Japan · JPY	Japan affiliate, commercial, medical and regulatory	Official AbbVie site	0.50×	0.50×
Montreal Canada · CAD	Canada affiliate, commercial, medical and analytics	Official AbbVie site	0.69×	0.69×
Auckland New Zealand · NZD	New Zealand affiliate, regulatory and commercial	Current AbbVie New Zealand commercial leadership role	0.56×	0.56×
Dubai United Arab Emirates · AED	Middle East regional commercial, medical and market access	Official AbbVie United Arab Emirates office	0.50×	0.50×

AbbVie discloses global headcount but not a city-by-city employee table, so this catalogue does not rank offices by employee count. North Chicago and Lake County is the headquarters concentration, Worcester is the Bioresearch Center, South San Francisco is the biotech research site, Sligo, Cork, Waco, Barceloneta and Tuas are manufacturing sites, and the remaining entries are commercial affiliates.

North Chicago anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Other	Total
B2 · Associate Professional	$92K	$2K	$6K	—	$100K
B3 · Professional / Scientist / Specialist	$122K	$8K	$11K	—	$141K
B4 · Senior Professional / Senior Scientist I	$141K	$12K	$16K	—	$169K
B5 · Manager / Senior Scientist II	$160K	$18K	$22K	—	$200K
B6 · Senior Manager / Principal Scientist	$187K	$34K	$34K	—	$255K
B7 · Associate Director	$205K	$60K	$45K	—	$310K
B8 · Director / Medical Director	$234K	$120K	$63K	—	$417K
B9 · Senior Director / Executive Director	$287K	$240K	$103K	—	$630K
EVP · Executive Vice President / C-suite	$1.16M	$5.49M	$2.46M	$3.01M	$12.12M
CEO · Chairman and Chief Executive Officer	$1.70M	$16.47M	$5.20M	$9.16M	$32.53M
Board · Independent Director	$125K	$225K	$0	—	$350K

The North Chicago column is the anchor. B2 through B9 medians are built from official AbbVie United States job postings, which are the strongest non-executive evidence available for any market.
Posting ranges are wide and a single posting does not define a grade. Associate Director is quoted at $141,500 to $268,500 base and Director at $160,500 to $305,000, so the anchor takes a median inside the range rather than the midpoint of the extremes.
The two research bundles agree closely at Associate Director, both anchoring base at $205,000, and diverge most at Senior Director and Vice President, where the models differ by roughly 9 percent and 13 percent on base.
India total compensation runs at roughly 11 percent of the North Chicago anchor at the most junior band and rises towards 34 percent at the executive tier, because senior Indian packages carry a much larger long-term incentive component and a far higher share of scarce specialist roles.
The executive vice president and chief executive rows are proxy disclosures converted for comparison only. They are global executive values that include a pension and deferred compensation change, not a local pay range in any selected city.

Model rules

Every modeled cell is the North Chicago median multiplied by the city calibration factor for that band and then by the 25 August 2026 foreign-exchange snapshot.
Calibration factors interpolate by seniority between the junior-band factor and the senior-band factor, because both research bundles show geographic compression narrowing sharply up the ladder. Flattening India to a single mid-ladder multiplier would misprice both ends.
AbbVie applies the same factor to base and to total compensation in both bundles, so this report does not split them. That is a modelling simplification, not a claim that base and total compress identically.
A total compensation cell is base plus target bonus plus annualized long-term incentive value. Sign-on payments, relocation, recognition awards and one-time retention grants are excluded.
Where no direct city observation exists, the cell is marked modeled and should be treated as a planning envelope rather than a benchmark. Sligo, Cork, Wiesbaden, Zwolle, Warsaw, Auckland and Dubai carry no direct salary observation in either bundle.

Benchmark your pay

Variable Pay & Annual Cash Incentive

AbbVie discloses its executive Performance Incentive Plan in detail across three years of proxy statements and discloses nothing about the employee bonus grid. The named executive targets, caps and payout outcomes below are company disclosures; the band targets are modeled from the two research bundles' independent estimates and from the general Annual Incentive Plan description in the United States Total Rewards guide.

Band	Target	Mechanism	Recent payout
Intern Intern / Trainee	3% of base	Rarely applicable; most internships are paid at a flat rate with no bonus.	Not publicly disclosed
B1 Coordinator / Technician / Junior Associate	5% of base	Annual Incentive Plan cash award on individual rating plus function and company results.	Not publicly disclosed
B2 Associate Professional	6% of base	Annual Incentive Plan cash award on individual rating plus function and company results.	Not publicly disclosed
B3 Professional / Scientist / Specialist	9% of base	Annual Incentive Plan cash award on individual rating plus function and company results.	Not publicly disclosed
B4 Senior Professional / Senior Scientist I	11% of base	Annual Incentive Plan cash award on individual rating plus function and company results.	Not publicly disclosed
B5 Manager / Senior Scientist II	14% of base	Annual Incentive Plan cash award with a team and function delivery component alongside company results.	Not publicly disclosed
B6 Senior Manager / Principal Scientist	18% of base	Annual Incentive Plan cash award with a team and function delivery component alongside company results.	Not publicly disclosed
B7 Associate Director	22% of base	Annual Incentive Plan cash award weighted towards function, business unit or country results.	Not publicly disclosed
B8 Director / Medical Director	27% of base	Annual Incentive Plan cash award weighted towards function, business unit or country results.	Not publicly disclosed
B9 Senior Director / Executive Director	36% of base	Annual Incentive Plan cash award weighted towards business unit and enterprise results.	Not publicly disclosed
VP Vice President	55% of base	Executive-style plan on enterprise financial results with a strategic and leadership component.	Not publicly disclosed
SVP Senior Vice President	80% of base	Executive-style plan on enterprise financial results with a strategic and leadership component.	Not publicly disclosed
EVP Executive Vice President / C-suite	110% to 120% of base	Performance Incentive Plan; a platform revenue and non-GAAP pre-tax income matrix plus a strategic, leadership and environmental, social and governance component.	172.8% to 185.4% of target for 2025
CEO Chairman and Chief Executive Officer	165% of base	Performance Incentive Plan; a platform revenue and non-GAAP pre-tax income matrix plus a strategic, leadership and environmental, social and governance component.	185.4% of target for 2025
Board Independent Director	No annual incentive	Independent directors receive a cash retainer and an annual restricted stock unit award, not a bonus.	Not applicable

ModeledVerifiedThe 2025 executive plan ran on a matrix of platform revenue and non-GAAP income before taxes, each of which reached the proxy's 105 percent performance point, with about 10 percent of the programme tied to strategic, leadership and environmental, social and governance objectives. The matrix cap has risen each year, from 170 percent in 2023 to 190 percent in 2024 and 200 percent in 2025, and average named-executive attainment rose alongside it from 152.7 percent to 174.3 percent and then 178.9 percent of target.

Executive incentive targets — percent of salary

Chairman and Chief Executive Officer

165% of base salary

A $2,805,000 target for 2025 inside a matrix capped at 200 percent of target.

Executive Vice President and Chief Financial Officer

120% of base salary

A $1,359,600 target for 2025.

Executive Vice President, Chief Commercial Officer

120% of base salary

A $1,591,350 target for 2025, the largest non-chief-executive target in the group.

Executive Vice President, Chief Operations Officer

120% of base salary

A $1,273,080 target for 2025.

Executive Vice President, Chief Scientific Officer

110% of base salary

A $1,320,000 target for 2025, the only named executive below the 120 percent level.

Named-executive outcomes

Executive	Target	Paid	Attainment
Robert A. Michael	$2,805,000	$5,200,000	185.4% of target
Scott T. Reents	$1,359,600	$2,350,000	172.8% of target
Jeffrey R. Stewart	$1,591,350	$2,950,000	185.4% of target
Azita Saleki-Gerhardt	$1,273,080	$2,200,000	172.8% of target
Roopal B. Thakkar	$1,320,000	$2,350,000	178.0% of target

Employee payout timing and history

AbbVie publishes no bonus target grid by level and no employee-wide payout history for any of 2023, 2024 or 2025. Three consecutive years of named-executive payouts above 150 percent of target say nothing about the ordinary workforce multiplier, because the executive plan runs on a different formula and a different cap. The United States Total Rewards guide describes the Annual Incentive Plan as driven by the individual annual rating plus function and, where applicable, company, business unit, country or area performance, but it publishes no weights and no target percentages.

Sales and special incentives

AbbVie does not disclose quota structures, commission rates, accelerators or draw arrangements for its commercial field organisation, and sales incentives sit outside the Annual Incentive Plan in the material reviewed. Territory managers, key account managers and specialty representatives in this model therefore carry the same modeled targets as their level peers, which will understate on-target earnings for quota-carrying sellers.

Negotiate your bonus

Equity — RSUs, PSUs, Options & ESPP

AbbVie is a United States issuer, so employee equity means restricted stock units, performance shares, performance-vested restricted stock units and nonqualified stock options under one omnibus programme, plus a separate employee stock purchase plan that exists only outside the United States. Options are still granted, which distinguishes AbbVie from most large technology issuers, but they are an executive instrument rather than a broad employee one.

AbbVie 2013 Incentive Stock Program, amended and restated

Active; stockholder-approved in 2021

Verified

Permits nonqualified stock options, restricted stock units, performance awards and other stock-based awards. Ordinary employee restricted stock units generally vest ratably in annual thirds over three years and carry dividend-equivalent treatment while unvested. Options vest one-third on each of the first three anniversaries, have ten-year terms and are priced at no less than grant-date market value.

Reserve: 144.0 million shares reserved, with 49,917,374 available for future issuance and 13,938,765 securities underlying outstanding awards at 31 December 2025

2025 Form 10-K and 2026 proxy statement

Performance shares

Active annual executive programme

Verified

A three-year cycle on adjusted diluted earnings per share with a three-year relative total shareholder return modifier, settling between 0 and 250 percent of target. Described in the filings as an award for senior executives and other key employees rather than a broad employee instrument.

Reserve: Granted from the 2013 Incentive Stock Program reserve rather than a separate pool

2025 Form 10-K and 2026 proxy statement

Performance-vested restricted stock units

Active annual executive programme

Verified

Annual one-third earning opportunities across three years measured on relative return on invested capital, settling between 0 and 200 percent of target. Together with performance shares this makes 80 percent of the named-executive long-term incentive performance-conditioned.

Reserve: Granted from the 2013 Incentive Stock Program reserve rather than a separate pool

2025 Form 10-K and 2026 proxy statement

AbbVie 2013 Employee Stock Purchase Plan for Non-US Employees, amended and restated

Active for participating subsidiaries outside the United States

Verified

Six-month purchase cycles at 85 percent of the lower of the beginning and ending fair market value. The 2021 amendment cited a purchase cap of $12,500 per cycle. Executives and directors are ineligible under the reviewed terms, and participation depends on whether the local subsidiary has been designated.

Reserve: Share reserve is not separately quantified in the reviewed filings

2021 proxy statement and AbbVie benefits pages

Assumed Stemcentrx plan

Closed to new grants

Verified

AbbVie assumed outstanding options but not the reserve. 15,271 options remained outstanding at a weighted-average exercise price of $20.09 at the 2025 close.

Reserve: Residual only; no new awards may be granted

2025 Form 10-K

Assumed ImmunoGen and Cerevel plans

Closed to new grants

Verified

Legacy restricted stock units assumed on acquisition remain outstanding: 53,899 unvested ImmunoGen units and 78,211 unvested Cerevel units at the 2025 close. No further awards are granted under either plan.

Reserve: Residual only; no new awards may be granted

2025 Form 10-K

A simple reserve-consumption indicator of about 65.3 percent can be computed from the 144.0 million share reserve and the 49.9 million shares available for future issuance, but it is not a formal utilisation rate because shares already settled historically are not captured in the plan table.
The 13.9 million securities underlying outstanding awards carry a weighted-average exercise price of $132.49, well below the $264.52 reference share price, so the outstanding option population is substantially in the money.
The 2024 proxy described the incentive plan as reaching approximately 16,000 participants including a broad group of management and professional staff, which is the only public quantification of how wide employee equity actually goes.
Restricted stock units and performance units outstanding stood at 9,568,000 at the 2025 close, at a $177.76 weighted-average grant-date fair value. AbbVie does not disclose how that population splits by band or by country.

Equity plan capacity and 2025 grant activity

$955M

2025 pre-tax stock compensation

Up from $911 million in 2024 and $747 million in 2023.

4.885M

Restricted stock and performance units granted in 2025

At a $191.21 weighted-average grant-date fair value; the split between service and performance awards is not disclosed.

561,000

Stock options granted in 2025

At a $192.86 weighted-average exercise price and a $38.39 grant-date fair value per option.

5.244M

Restricted stock and performance units vested in 2025

At a $154.24 weighted-average grant-date fair value, with 460,000 units forfeited during the year.

Vesting — common reported employee schedule

Year 1

33%

+33% · annual tranche

Year 2

67%

+33% · annual tranche

Year 3

100%

+33% · annual tranche

Year 4

100%

+0% · annual tranche

Ordinary employee restricted stock units generally vest ratably in annual thirds over three years, and options follow the same three-year cadence with a ten-year term. Some employee-submitted salary sites describe four-year schedules for technology roles, but the filing language controls and the individual award agreement governs. Performance shares vest in a single instalment on certification after the three-year performance period, and performance-vested restricted stock units earn up to one third a year across the same three years.

Eligibility by hierarchy level

Restricted stock units are the award type below the executive tier. AbbVie's benefits material describes long-term incentive eligibility as generally beginning at manager and above, so equity is broad but not universal, and neither research bundle found a recurring grant below the manager band.
AbbVie publishes no grant-by-grade equity schedule in any reviewed source. The band grant values in this report are the midpoint of two independent research models and should be treated as a planning envelope rather than an entitlement.
Annualized grant-value ranges observed across the two models run roughly $5,000 to $40,000 at manager level, $25,000 to $120,000 at associate director, $60,000 to $250,000 at director, $120,000 to $600,000 at senior director and $250,000 to $1.5 million at vice president.
At the $264.52 reference share price a $25,000, $75,000 or $150,000 annual grant corresponds to roughly 95, 284 or 567 shares before vesting and tax withholding. These are value illustrations rather than disclosed AbbVie grant quantities.

Indicative annual grant value by band — North Chicago

Band	Annual value (USD)	Median	Shares at $264.52
B2 · Associate Professional	$2K – $3K	$2K	~6–9
B3 · Professional / Scientist / Specialist	$6K – $10K	$8K	~23–38
B4 · Senior Professional / Senior Scientist I	$9K – $15K	$12K	~34–57
B5 · Manager / Senior Scientist II	$14K – $23K	$18K	~51–85
B6 · Senior Manager / Principal Scientist	$26K – $43K	$34K	~96–161
B7 · Associate Director	$45K – $75K	$60K	~170–284
B8 · Director / Medical Director	$90K – $150K	$120K	~340–567
B9 · Senior Director / Executive Director	$180K – $300K	$240K	~680–1,134
VP · Vice President	$450K – $750K	$600K	~1,701–2,835
SVP · Senior Vice President	$1.20M – $2.00M	$1.60M	~4,537–7,561
EVP · Executive Vice President / C-suite	$4.12M – $6.87M	$5.49M	~15,576–25,959
CEO · Chairman and Chief Executive Officer	$12.35M – $20.58M	$16.47M	~46,691–77,818
Board · Independent Director	$169K – $281K	$225K	~638–1,063

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $264.52 reference price at 24 August 2026 close and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive	Target	Units / structure
Robert A. Michael Chairman and Chief Executive Officer	$16.47M 2025 grant-date stock and option value	33,184 target performance shares worth $6,868,756 on a three-year earnings per share plus relative total shareholder return design settling at 0 to 250 percent, 33,184 performance-vested restricted stock units worth $6,399,700 on relative return on invested capital settling at 0 to 200 percent, and 83,333 nonqualified options worth $3,199,154 at a $192.86 exercise price.
Jeffrey R. Stewart Executive Vice President, Chief Commercial Officer	$6.69M 2025 grant-date stock and option value	$5,390,310 of stock awards and $1,299,655 of option awards on the standard executive mix of 40 percent performance shares, 40 percent performance-vested restricted stock units and 20 percent options. The largest non-chief-executive award in the 2025 group.
Scott T. Reents Executive Vice President and Chief Financial Officer	$5.40M 2025 grant-date stock and option value	$4,353,512 of stock awards and $1,049,698 of option awards on the same 40, 40 and 20 percent mix.
Azita Saleki-Gerhardt Executive Vice President, Chief Operations Officer	$4.94M 2025 grant-date stock and option value	$3,980,457 of stock awards and $959,750 of option awards, identical in size to the chief scientific officer award.
Roopal B. Thakkar Executive Vice President, Chief Scientific Officer	$4.94M 2025 grant-date stock and option value	$3,980,457 of stock awards and $959,750 of option awards, the equal-lowest named-executive grant for 2025.

VerifiedThe employee stock purchase plan is the clearest structural inequity in the AbbVie package, because it is a non-United States plan. Eligible employees of designated subsidiaries outside the United States can buy shares at 85 percent of the lower of the beginning and ending fair market value across six-month cycles, subject to a purchase cap cited at $12,500 per cycle in the 2021 amendment. Executives and directors are ineligible, and whether any given country participates depends on subsidiary designation, so current enrollment materials should be checked before assuming access.

Benchmark your equity

Executive Compensation

2025 Summary Compensation Table values from the 2026 proxy statement. These are accounting values: equity is carried at grant-date fair value and a large pension and deferred compensation change flows through the total, so the reported number diverges sharply from cash received in the year.

CEO total — Robert A. Michael

$32.53M

Stock awards are 50.6% of the reported total; salary 5% and non-equity incentive 16%

16%

51%

Salary $1.70M

Incentive $5.20M

Equity $16.47M

Base salary$1,700,000

Performance Incentive Plan payout$5,200,000

Stock awards at grant-date value$13,268,456

Option awards at grant-date value$3,199,154

Pension and deferred compensation change$8,647,081

All other compensation$516,293

Reported total$32,530,984

Reading the package

Salary was about 5.2 percent of the chief executive's 2025 reported total, stock and option awards about 50.6 percent, the annual incentive about 16.0 percent and the pension and deferred compensation change about 26.6 percent. That pension line is the single most misread part of the number: it is an actuarial change in present value, not money paid, and it is what pushes AbbVie's headline chief executive total above several larger peers.

CEO-to-median-employee ratio

192:1

Median employee $169,019 · The median employee is identified across the global workforce under the SEC methodology, so the comparison mixes United States and international pay and includes benefit and incentive elements. It is not a United States median and it is not a base-salary median..

Peer CEO comparison

Eli Lilly · David A. Ricks · 2025$36.70M

Eli Lilly 2026 proxy statement

Johnson & Johnson · Joaquin Duato · 2025$32.76M

Johnson & Johnson 2026 proxy statement

Pfizer · Albert Bourla · 2025$27.59M

Pfizer 2026 proxy statement

Amgen · Robert A. Bradway · 2025$24.69M

Amgen 2026 proxy statement

Bristol Myers Squibb · Christopher Boerner · 2025$21.88M

Bristol Myers Squibb 2026 proxy statement

Merck & Co. · Robert M. Davis · 2025$20.80M

Merck 2026 proxy statement

AbbVie's chief executive sits third in this set, within one percent of Johnson and Johnson and about 13 percent below Eli Lilly, and roughly 56 percent above Merck at the bottom. Peer totals are highly sensitive to grant-date accounting, pension value changes, one-time awards and fiscal-year timing, and none of them equal realized pay.

Named Executive Officers & Board

AbbVie completed a two-stage leadership transition rather than a compensation event. Robert A. Michael succeeded Richard A. Gonzalez as chief executive on 1 July 2024 and assumed the chairman role on 1 July 2025 following Gonzalez's retirement as executive chairman. 2025 is therefore the first clean full-year chief executive compensation baseline for the current holder.

Robert A. Michael · Chairman and Chief Executive Officer$32.53M

Salary $1.70M · Cash incentive $5.20M · Stock $16.47M · Other $9.16M · Equity 50.6%

Jeffrey R. Stewart · Executive Vice President, Chief Commercial Officer$15.44M

Salary $1.32M · Cash incentive $2.95M · Stock $6.69M · Other $4.48M · Equity 43.3%

Scott T. Reents · Executive Vice President and Chief Financial Officer$12.35M

Salary $1.12M · Cash incentive $2.35M · Stock $5.40M · Other $3.48M · Equity 43.7%

Azita Saleki-Gerhardt · Executive Vice President, Chief Operations Officer$10.79M

Salary $1.05M · Cash incentive $2.20M · Stock $4.94M · Other $2.60M · Equity 45.8%

Roopal B. Thakkar · Executive Vice President, Chief Scientific Officer$9.91M

Salary $1.15M · Cash incentive $2.35M · Stock $4.94M · Other $1.48M · Equity 49.8%

Richard Gonzalez's 2025 compensation reflects service as executive chairman until retirement and is not comparable to a normal non-employee director year, which is why he does not appear in the director figures. The chief executive stock ownership requirement is six times base salary and other named executives are held to three times. Certain executives have change-in-control arrangements of up to 2.99 times salary plus bonus under the plan terms. The 2025 annual incentive matrix was capped at 200 percent, up from 190 percent in 2024 and 170 percent in 2023.

Board compensation framework

Element	Amount	Notes
Annual cash retainer	$125,000	Paid to each non-employee director; the employee chairman receives no separate director pay.
Lead independent director	$50,000	Additional retainer on top of the standard cash retainer.
Audit Committee	$30,000 chair / $10,000 member	The largest committee chair fee and the only committee with a separate membership fee.
Other committee chairs	$25,000	The standard chair add-on for the compensation, governance and public policy committees.
Annual restricted stock unit award	About $224,961 target	The 2025 grant value carried by most non-employee directors.
Stock ownership guideline	6x salary for the chief executive	Other named executive officers are held to three times base salary; directors are covered by the separate board guideline.

Reported 2025 totals for non-employee directors generally ran between about $317,000 and $499,000, with the spread driven by committee chair roles, the lead independent director add-on and other compensation. The two research bundles quote slightly different bottoms of that range, $317,000 and $373,000, and this report keeps both rather than averaging them.

Regional heads and other officers

Perry C. Siatis as Executive Vice President, General Counsel and Secretary, Nicholas Donoghoe as Executive Vice President, Chief Business and Strategy Officer, and Robert Purdue as a senior vice president executive officer are Section 16 filers who did not qualify as named executives for 2025, so no compensation table exists for them and their pay is visible only through share movements. Compensation for country general managers and the India, Australia and Asia Pacific leadership is not publicly disclosed in any reviewed source, because proxy rules cover named executive officers only.

Insider Trades — SEC Forms 3/4/5

AbbVie is NYSE-listed, so the governing record is SEC Section 16 Forms 3, 4 and 5 plus Rule 144 notices. Indian exchange, SEBI takeover and promoter-group concepts do not apply. Transaction code F is a withholding of shares to satisfy tax on a vesting or exercise, and it should never be read as a discretionary sale.

Date	Person	Transaction	Shares	Price	Value
2026-08-14	Nicholas Donoghoe Executive Vice President, Chief Business and Strategy Officer	Purchase Nonqualified stock option exercise at the $79.02 grant-era exercise price.	32,710	$79.02	$2.58M
2026-08-14	Nicholas Donoghoe Executive Vice President, Chief Business and Strategy Officer	Sale Same-day sale of the exercised shares; the gross spread before tax and fees was about $5.59 million.	32,710	$250.00	$8.18M
2026-03-02	Perry C. Siatis Executive Vice President, General Counsel and Secretary	Sale Reported Form 4 open-market disposition, the only elective sale by a named officer in the window other than the Donoghoe transaction.	18,668	$234.39	$4.38M
2026-02-27	Robert A. Michael Chairman and Chief Executive Officer	Withholding Issuer withholding on a vesting settlement to satisfy tax liability, not an open-market sale.	36,523	$232.08	$8.48M
2026-02-27	Jeffrey R. Stewart Executive Vice President, Chief Commercial Officer	Withholding Issuer withholding on a vesting settlement to satisfy tax liability.	23,812	$232.08	$5.53M
2026-02-27	Scott T. Reents Executive Vice President and Chief Financial Officer	Withholding Issuer withholding on a vesting settlement to satisfy tax liability.	21,638	$232.08	$5.02M
2026-02-27	Azita Saleki-Gerhardt Executive Vice President, Chief Operations Officer	Withholding Issuer withholding on a vesting settlement to satisfy tax liability.	16,309	$232.08	$3.78M
2026-02-27	Roopal B. Thakkar Executive Vice President, Chief Scientific Officer	Withholding Issuer withholding on a vesting settlement to satisfy tax liability.	8,037	$232.08	$1.87M
2026-02-27	Robert Purdue Senior Vice President and executive officer	Withholding The smallest withholding in the February cycle, and the only visible pay signal for the senior vice president layer.	2,692	$232.08	$625K
2025-08-12	Azita Saleki-Gerhardt Executive Vice President, Chief Operations Officer	Sale Award and option-related disposition drawn from a public insider aggregation; the original Form 4 controls the transaction coding.	42,370	$198.42	$8.41M

Reading guide

Withholding dominates the recordSix of the ten transactions above are code F withholdings on the same 27 February 2026 vesting date at $232.08. They are automatic tax settlement, not a view on the stock, and together they account for about $25.3 million of the visible activity.

February is the equity calendarRegular executive equity grants are made in February and the corresponding vestings settle in the same month, which is why the insider record clusters there. Form 4 award lines on 18 February 2026 showed 163,690 units for Michael, 80,561 for Stewart, 70,775 for Reents and 49,369 for Donoghoe, but those lines mix award types and are not a single homogeneous grant.

Options still matter hereThe Donoghoe exercise at $79.02 against a $250.00 same-day sale shows what a decade-old option is worth at AbbVie. Options are 20 percent of the named-executive long-term incentive mix, which is unusual among large-cap issuers that have moved to units only.

No promoter or takeover regime appliesAbbVie Inc. is a United States issuer, so beneficial ownership appears in the proxy and in Schedules 13D and 13G where thresholds are met. Indian subsidiary statutory filings, where they exist, are not AbbVie Inc. listed-equity insider filings.

Benchmark your package

Benefits & Perks

AbbVie's United States benefits are unusually well evidenced because the 2026 Total Rewards Resources Guide and a Form 11-K for the savings plan are both public. Outside the United States the picture thins quickly: the Australian careers site carries specific commitments, and elsewhere the honest answer is statutory baseline plus an unquantified company enhancement.

United States & Puerto Rico

Retirement — AbbVie Savings Plan Plus with a dollar-for-dollar 401(k) match up to 6 percent. The match vests after two years of service. A separate annual company contribution of 2 to 7 percent based on age and service vests 20 percent a year to full vesting after five years. A 2023 plan-year Form 11-K described a 5 percent match for eligible participants outside the Savings Plan Plus design who contribute at least 2 percent. [official]
Medical — Medical, dental, vision, prescription and mental health coverage. Flexible spending account options, life insurance, short-term disability of up to 26 weeks and long-term disability are offered to eligible employees. Insurer names and the employer premium share are not published. [official]
Leave — Vacation from 3 weeks rising to 6 weeks with service, plus 17 holidays. Three weeks at 1 to 4 years, 4 weeks at 5 to 14 years, 5 weeks at 15 to 24 years and 6 weeks at 25 years and above. The 17 holidays include three personal holidays, and two paid volunteer days are provided on top. [official]
Family — 12 weeks of parental leave at 100 percent of pay. Up to 10 further unpaid weeks are available after eligibility requirements are met, alongside a separate caregiver leave and family planning and childcare support. [official]
Growth — Tuition reimbursement up to $5,250 undergraduate and $7,000 graduate a year. Undergraduate and certificate study is capped at $5,250 and graduate study at $7,000 annually. Employee assistance and Lyra mental health sessions are provided, and eligible United States employees work a hybrid pattern with Tuesday to Thursday in office and Monday and Friday remote flexibility. [official]

Global programs

Equity — Employee stock purchase plan at a 15 percent discount, outside the United States only. Six-month cycles at 85 percent of the lower of the beginning and ending fair market value, with a purchase cap cited at $12,500 per cycle in the 2021 amendment. United States employees have no equivalent purchase plan in the reviewed filings. [official]
Rewards — Base pay, annual incentive, long-term incentive for eligible roles and recognition. The global rewards framework is described qualitatively. No benefit value by band and no global compensation schedule is published. [official]
Wellbeing — Employee assistance, mental health resources and hardship support. Wellness programmes and emergency support are described globally, with Lyra sessions named in the United States material. [official]
Growth — Learning, mentoring, leadership development and internal mobility. Education support is offered but caps are published only for the United States. No universal sabbatical or certification catalogue was found in any reviewed source. [official]
Working model — Hybrid working for eligible roles. Eligible United States employees are generally in office Tuesday to Thursday with Monday and Friday remote flexibility. Laboratory, manufacturing and field roles remain site-based. [official]

Benefit fields not publicly quantified

India health insurance provider and sum insured, the India leave-day table, food, cab, National Pension System and reimbursement ceilings, employer premium shares in every market, and country pension percentages outside the United States and Australia are not published in any source reviewed for this report. Health insurer names, family floater limits and group term life multiples were not located for any non-United States market. These are recorded as not publicly disclosed rather than estimated.

Performance Review & Pay Progression

AbbVie's United States Total Rewards guide confirms an annual performance rating that feeds both the merit increase and the Annual Incentive Plan outcome. It does not publish the rating labels, the scale, a distribution curve, promotion tenure standards, promotion increase percentages or a merit budget, so the mechanism is known while every number attached to it is not.

Not publicly disclosed

No verified rating scale or label set was found. There is no public evidence of a 1 to 5, an A to E or any named AbbVie scale, so no rating-to-hike table can be constructed.

No bell curve or forced distribution was located, and no evidence was found that AbbVie mandates one.

The global merit review month, effective date and off-cycle correction policy are not disclosed. Regular executive equity grants are made in February, but that does not establish an ordinary-employee review calendar.

The promotion increase percentage by band and any time-in-band rule are not disclosed.

Probation and confirmation terms are country and contract specific and are not published globally.

AbbVie publishes inclusion and rewards commitments but no country-by-country adjusted pay gap table or grade-level remediation result, so no quantitative pay equity conclusion can be drawn from public material.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
Intern · Intern / Trainee	Conversion offer or graduate placement at the end of the programme	Not disclosed	Modeled planning interval
B1 · Coordinator / Technician / Junior Associate	1.5–3 years to B2	Not disclosed	Modeled planning interval
B2 · Associate Professional	2–4 years to B3	Not disclosed	Modeled planning interval
B3 · Professional / Scientist / Specialist	2–4 years to B4	Not disclosed	Modeled planning interval
B4 · Senior Professional / Senior Scientist I	2–5 years to B5	Not disclosed	Modeled planning interval
B5 · Manager / Senior Scientist II	2–4 years to B6	Not disclosed	Modeled planning interval
B6 · Senior Manager / Principal Scientist	2–5 years to B7	Not disclosed	Modeled planning interval
B7 · Associate Director	3–6 years to B8	Not disclosed	Modeled planning interval
B8 · Director / Medical Director	3–6 years to B9	Not disclosed	Modeled planning interval
B9 · Senior Director / Executive Director	Highly variable to Vice President; no public standard	Not disclosed	Modeled planning interval
VP · Vice President	Not publicly disclosed	Not disclosed	Modeled planning interval
SVP · Senior Vice President	Not publicly disclosed	Not disclosed	Modeled planning interval
EVP · Executive Vice President / C-suite	Board and committee appointment	Not disclosed	Modeled planning interval
CEO · Chairman and Chief Executive Officer	Board appointment	Not disclosed	Modeled planning interval
Board · Independent Director	Annual re-election	Not disclosed	Modeled planning interval

The clearest calendar signal is the equity cycle rather than the cash one: regular executive awards are granted in February and the corresponding vestings settle in the same month, which is visible in the Section 16 record. A French AbbVie agreement for 2025 referenced a 3.5 percent merit budget and a minimum 1 percent increase for a specified rating category, but that is local collective bargaining evidence and cannot be generalised into a global merit policy.

Pay progression evidence

Modeled progression, not AbbVie policy: intern to B1 or B2 is a market reset of 5 to 15 percent; B2 to B3 takes 2 to 4 years for 8 to 15 percent; B3 to B4 takes 2 to 4 years for 8 to 15 percent; B4 to B5 takes 2 to 5 years for 10 to 18 percent; B5 to B6 takes 2 to 4 years for 8 to 15 percent; B6 to B7 takes 2 to 5 years for 12 to 20 percent; B7 to B8 takes 3 to 6 years for 12 to 22 percent; B8 to B9 takes 3 to 6 years for 12 to 25 percent; and B9 to vice president is highly variable and market-priced with no public standard. These are market heuristics, and from B5 upward the long-term incentive grant usually matters more than the base change.

Negotiate your raise

H-1B / LCA Visa Footprint — United States

AbbVie is a moderate rather than heavy H-1B sponsor, concentrated in data, biostatistics, clinical development, research science, regulatory and engineering roles at its Illinois and California sites. Labour condition application wages are proffered base salary only, so they exclude restricted stock units, the annual incentive and any allowance, and should never be compared directly with a total compensation figure.

FY2025 certified applications

232

The H1BGrader sponsor summary for AbbVie Inc.; MyVisaJobs reports 280 filings for the same year because of entity normalisation and refresh timing.

FY2025 median wage

$147,000

Against a $152,790 mean, a $86,372 minimum and a $351,000 maximum in the same extract.

FY2025 75th percentile

$167,000

The 90th percentile was $190,000, so the top decile of filings clusters below the $200,000 mark.

FY2026 applications to date

A snapshot showing 72 certified, a mean of about $162,600, a median of about $156,000 and a 75th percentile of about $179,000. AbbVie Bioresearch Center filed a further 30 applications as a separate entity.

Dataset summary

Dataset	Result	Interpretation
H1BGrader AbbVie Inc. FY2025 sponsor summary	232 applications at a $147,000 median and a $152,790 mean	Also the source for the $86,372 minimum, the $167,000 and $190,000 percentiles and the $351,000 maximum.
H1BGrader FY2025 wage-level breakdown	Level II about $130,000, Level III about $144,100 and Level IV about $170,000	The prevailing wage level, not the AbbVie band, is what drives the filed number, so a Level IV filing can sit below a Level II filing at a more expensive worksite.
MyVisaJobs 2026 employer profile	An average of $161,118	An average rather than a median, on a different fiscal-year filter, which is why it sits above the H1BGrader median.
MyVisaJobs 2024 employer profile	An average of $150,318	The same methodology two years earlier, implying roughly 7 percent growth in the average proffered wage.
AbbVie Bioresearch Center FY2026 filings	30 applications with 4 petition approvals reported in one source and no denials	A separate legal entity from AbbVie Inc., which is the single most common cause of count discrepancies between aggregators.

City-level H-1B wage history

City	P25	Median	P75	Records
North Chicago, Illinois Record count not published by any aggregator, shown as zero. The headquarters worksite and the largest concentration; the quartiles here are modeled from the wage distribution.	$125K	$142,205	$155K	0
Mettawa, Illinois Record count not published, shown as zero. A nearby Lake County worksite carrying the highest observed median in the dataset, about 17 percent above North Chicago, on a more senior commercial and corporate role mix.	$145K	$166,114	$190K	0
South San Francisco, California Record count not published, shown as zero. Biotech research worksite; observed filings include Associate Director Statistics at about $190,000, Director Research and Development at about $221,000 and Senior Scientist II at about $178,000.	$140K	$160,000	$178K	0
Irvine, California Record count not published, shown as zero. Aesthetics and eye care worksite; observed filings include Manager Statistics at about $153,000 and Senior Manager Statistical Programming at about $185,000.	$130K	$149,000	$165K	0
Waukegan, Illinois Record count not published, shown as zero. The lowest Illinois median in the dataset, consistent with a more operational role mix than the headquarters campus.	$120K	$130,000	$145K	0
Worcester, Massachusetts The Bioresearch Center, and the only worksite where an aggregator published a record count. The $104,000 median is the lowest of the six and reflects a research-associate-weighted mix.	$95K	$104,000	$130K	22

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Title	Worksite	Proffered wage	Notes
Senior Medical Director, Oncology	North Chicago, Illinois	$351,000	The highest single AbbVie filing in the FY2025 extract, and about 2.4 times the company median.
Director, Clinical Pharmacology	North Chicago, Illinois	About $198,000	Consistent with the B8 director band base anchor of $234,000 once the difference between a filed base and a modeled median is allowed for.
Director, Research and Development	South San Francisco, California	About $221,000	The California premium is visible: the same director scope files about 12 percent higher than in North Chicago.
Associate Director, Statistics	South San Francisco, California	About $190,000	Sits inside the $141,500 to $268,500 official Associate Director posting range.
Manager, Statistics	North Chicago and Irvine, Illinois and California	$150,000 and about $153,000	Nearly identical filings at two worksites, which is why Irvine's overall premium comes from role mix rather than a uniform uplift.
Data Scientist I and II	North Chicago, Illinois	About $103,600 and about $113,400	The entry technical cohort, sitting below the B3 professional anchor and showing how far the filed range stretches under one employer.

Reading the data correctly

Labour condition application wages are proffered base salary. They exclude restricted stock units, the annual incentive and any allowance, which together are the larger part of a senior AbbVie package.
A labour condition application is a Department of Labor filing, not a United States Citizenship and Immigration Services petition approval. Certified applications exceed petitions, and petitions exceed actual hires.
AbbVie Inc. and AbbVie Bioresearch Center appear as separate employers in the aggregators, so a count for one entity is not a company total.
Except at Worcester, no aggregator published a city record count, and the city quartiles shown here are modeled central ranges rather than official Department of Labor quartiles.
The public extracts disagree on counts and wage levels because they apply different fiscal-year filters, refresh dates and status categories. This report preserves each figure separately rather than averaging them.

Compare onsite vs offshore

Key Nuances & Insights

01The band ladder is a crosswalk, not an AbbVie handbook

Intern through B9 is a benchmarking architecture built from official postings and salary records, not a grade map AbbVie has ever published. Both research bundles independently constructed a 12 to 14 step ladder and neither could source a single AbbVie grade code. Treat it as orientation, not as something to quote back in a negotiation.

02Pharma careers do not map onto software levels

Scientific, clinical, medical, commercial and manufacturing families each have their own progression and their own market rate. A Principal Research Scientist II and a Senior Manager sit in the same band here but are priced by different labour markets, and the crosswalk is weakest exactly where those markets diverge.

03Equity starts at manager, not at hire

AbbVie's benefits material describes long-term incentive eligibility as generally beginning at manager and above. Neither bundle found a recurring grant below that line. This is wider than executive-only equity but narrower than the universal grants common in large-cap technology.

04Vesting is three years, not four

The 2025 Form 10-K describes ordinary employee restricted stock units as vesting ratably over three years, and options on the same cadence with a ten-year term. Some employee-submitted sites show four-year technology schedules; the filing language controls and the individual award agreement governs.

05Options are still a live instrument

AbbVie granted 561,000 options in 2025 at a $192.86 weighted-average exercise price, and 20 percent of the named-executive long-term incentive mix is options. The Donoghoe exercise at $79.02 against a $250.00 same-day sale shows what a long-dated option is worth here, and it is the kind of outcome most technology employees no longer have access to.

06Senior equity is performance-conditioned

Named-executive long-term incentive is 40 percent performance shares settling at 0 to 250 percent, 40 percent performance-vested restricted stock units settling at 0 to 200 percent, and 20 percent options. Eighty percent of the grant is therefore conditional, which is a materially different risk profile from a service-vested unit.

07The pension line drives the headline number

About 26.6 percent of the chief executive's $32.53 million reported total is an $8.65 million pension and deferred compensation change, an actuarial movement rather than money paid. Strip it out and the comparison against peers who carry no defined benefit obligation looks very different.

08Executive payouts are not workforce payouts

Named executives averaged 152.7, 174.3 and 178.9 percent of target across 2023, 2024 and 2025, against rising caps of 170, 190 and 200 percent. AbbVie publishes nothing about the ordinary employee payout in any of those years, and the two plans run on different formulas.

09The employee stock purchase plan excludes the United States

The 15 percent discounted purchase plan is a non-United States plan for designated subsidiaries. A United States employee has no equivalent purchase mechanism in the reviewed filings, which inverts the usual assumption that headquarters carries the richer benefit.

10India compresses hard at the bottom and much less at the top

India total compensation runs at roughly 11 percent of the North Chicago anchor at the most junior band and approaches 34 percent at the executive tier. The multiplier falls from about nine times at entry to about three times at the leadership tier, because senior Indian packages carry far more long-term incentive and a scarcer role mix.

11India is not an offshore delivery model

AbbVie is a biopharma company, not an information technology services vendor. The Indian role mix is affiliate, commercial, medical, regulatory, technology and specialist work rather than a delivery-centre pyramid, so onshore and offshore rate cards, client-site allowances and utilisation-linked pay simply do not apply.

12The median employee figure is an SEC artefact

The $169,019 median employee total is produced by the SEC pay ratio methodology across a global workforce. It is not a United States median, not a base-salary median and not a number any individual employee should benchmark against.

Research control

AbbVie's chief executive pay sits third in this comparison set, within one percent of Johnson and Johnson, about 13 percent below Eli Lilly and about 56 percent above Merck, and its 192:1 ratio is comparatively modest for the group largely because the AbbVie median employee is paid $169,019. On the employee side the professional ladder tracks the large-cap biopharma market closely, with the long-term incentive share of the package rising from zero below manager to roughly 38 percent at senior director and about 50 percent at vice president.

Evidence classification

Label	Meaning	Examples and permitted use
Verified	An AbbVie SEC filing, an official AbbVie benefit or careers page, an official job posting or a government rule.	Executive pay, director pay, equity plans, share reserve, vesting terms, United States and Australian benefits, headcount, revenue and foreign exchange rates.
Reported	A named third-party dataset with observable records, chiefly Glassdoor, Indeed, Levels.fyi, AmbitionBox and the visa aggregators.	The non-executive North Chicago anchor medians, the international role observations and the H-1B wage distributions.
Modeled	The North Chicago anchor multiplied by a level-dependent city calibration factor and foreign exchange, inside a planning envelope.	Every city without a direct observation, the intern and coordinator rows, and the vice president and senior vice president band rows.
Not publicly disclosed	No source in any of the three research bundles supports a figure.	Recorded as such rather than estimated.

Explicit “Not publicly disclosed” index

Official global band identifiers and any title-to-grade mapping

Salary range minimum, midpoint and maximum by band outside United States job postings

Target bonus matrix below the named executive population

Employee equity grant matrix by band and country

Company-wide voluntary attrition rate

City-by-city employee headcount

Merit increase percentage, merit budget and effective date by country

Promotion increase matrix, time-in-band rules and probation terms

Compensation for country general managers and non-named-executive officers

Any lateral-hire premium against internal promotees at the same band

Sales quota, commission rate, accelerator and draw structures

Health insurer names, family floater limits, life cover multiples and employee premium shares in every market outside the United States

Known gaps and diligence before relying on a cell

1The two research bundles disagree on the vice president row. One models base at $360,000 and total compensation at $1.10 million, the other at $412,000 and $1.18 million. This report uses $386,000 and $1.20 million, the midpoint of the two, and flags that neither figure is an AbbVie disclosure.
2The bundles disagree on Waco and Barceloneta. Waco is calibrated at 0.91 in one model and 0.83 in the other, and Barceloneta at 0.89 against 0.72. This report uses the fitted midpoints of 0.90 and 0.86 at the junior end, which means both manufacturing sites carry more uncertainty than the research and commercial sites.
3The bundles name a different New Zealand city. One lists Auckland on the basis of a current commercial leadership role and the other lists Wellington. This report uses Auckland and treats the calibration as covering the New Zealand affiliate rather than a specific office.
4The bundles use slightly different foreign exchange snapshots for the same 25 August 2026 date, and one sourced its Polish zloty quote on 10 August 2026. This report standardises on the European Central Bank, Reserve Bank of Australia and Reuters set, which covers every currency used here.
5The reference share price is quoted as $264.52 at the 24 August 2026 close in one bundle and $264.65 in the other. This report uses $264.52 because it names the closing date.
6The bottom of the non-employee director total compensation range is reported as about $317,000 in one bundle and about $373,000 in the other. Both are preserved rather than averaged.
7H-1B counts diverge materially: 232 certified FY2025 applications at a $147,000 median in the H1BGrader extract against 280 filings at a $161,118 average in MyVisaJobs, and AbbVie Bioresearch Center files separately again. The counts cannot be merged.
8AbbVie does not publish a geographic revenue split in any source reviewed for this report, so no regional revenue panel is shown rather than one being reconstructed.
9No company-wide 2025 or 2026 salary hike percentage, pay freeze, salary cut or campus offer revision was located in any source. Site-specific California WARN notices covering 202 Irvine positions in July 2025 and 85 in July 2026 are restructuring evidence and must not be converted into a global pay claim.

FX rates used — 1 USD equals, snapshot 2026-08-25

95.4125

INR

1.398601

AUD

0.857486

EUR

0.733579

GBP

3.691905

PLN

1.27025

SGD

159.235

JPY

1.386

CAD

1.67958

NZD

3.6725

AED

Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.

Source register — 16 sources

10-K 2025	AbbVie Annual Report on Form 10-K for 2025 · United States Securities and Exchange Commission · 2026-02-20. Headcount, revenue, stock compensation expense, equity plan reserve and availability, option and restricted stock unit terms, aggregate grant activity, assumed acquisition plans and works council representation.
DEF 14A 2026	AbbVie 2026 Definitive Proxy Statement · United States Securities and Exchange Commission · 2026-03-23. 2025 executive compensation, annual incentive targets and outcomes, equity mix, CEO pay ratio, ownership guidelines, director compensation and the 2025 chief executive grant detail.
DEF 14A 2025	AbbVie 2025 Definitive Proxy Statement · United States Securities and Exchange Commission · 2025-03-24. 2024 executive incentive targets, actual awards and the 190 percent cap.
DEF 14A 2024	AbbVie 2024 Definitive Proxy Statement · United States Securities and Exchange Commission · 2024-03-18. 2023 executive incentive outcomes, the 170 percent cap and the approximately 16,000 participant equity programme description.
DEF 14A 2021	AbbVie 2021 Definitive Proxy Statement · United States Securities and Exchange Commission · 2021-03-22. Amended non-United States Employee Stock Purchase Plan design, discount, cycle length, purchase cap and eligibility exclusions.
Form 11-K	AbbVie Savings Plan Annual Report on Form 11-K · United States Securities and Exchange Commission · 2024-06-27. 2023 plan-year United States savings match rates and the Savings Plan Plus employer contribution terms.
Forms 4 and 144	Section 16 filings for AbbVie insiders · United States Securities and Exchange Commission · 2026-08-18. Vesting settlements, tax withholding, option exercises and open-market sales.
Total Rewards	AbbVie 2026 United States Total Rewards Resources Guide · AbbVie Inc. · 2026-01-31. United States Annual Incentive Plan description, merit linkage, vacation and holiday schedule, parental leave, 401(k) match, tuition reimbursement, hybrid framework and long-term incentive eligibility.
AbbVie Benefits	AbbVie global benefits and wellbeing pages · AbbVie Inc. · 2026-08-26. Global rewards categories, wellbeing programmes, the non-United States share purchase reference and local allowance language.
AbbVie Australia	AbbVie Australia benefits page · AbbVie Australia · 2026-08-26. Australian parental leave, additional leave days, superannuation during unpaid parental leave, protection insurance and share purchase access.
AbbVie Careers	AbbVie careers site and United States job postings · AbbVie Inc. · 2026-08-26. Official title catalogue, experience requirements, United States posted salary ranges and incentive eligibility language.
Salary platforms	Glassdoor, Indeed, Levels.fyi and AmbitionBox AbbVie records · Third-party salary platforms · 2026-08-26. International role observations for Australia, India, Ireland, Germany, the United Kingdom, Singapore, Japan and Canada, and cross-function triangulation in the United States.
H-1B extracts	H1BGrader, H1BData and MyVisaJobs AbbVie extracts · Third-party Department of Labor aggregators · 2026-08-26. FY2025 and FY2026 application counts, wage distributions, prevailing wage level breakdowns, city medians and job title observations.
FX snapshot	European Central Bank reference rates, Reserve Bank of Australia rates and the Reuters rupee close · European Central Bank, Reserve Bank of Australia and Reuters · 2026-08-25. Every local currency conversion in this report.
WARN notices	California Employment Development Department WARN notice list · California Employment Development Department · 2026-08-26. The July 2025 and July 2026 Irvine restructuring notices.
Peer proxies	Eli Lilly, Johnson and Johnson, Pfizer, Amgen, Bristol Myers Squibb and Merck proxy statements · United States Securities and Exchange Commission · 2026-04-30. Peer chief executive compensation comparison for 2025.

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Recent News & Workforce Trend

AbbVie's 2025 and 2026 have been dominated by a completed leadership transition, a strong revenue year that lifted executive incentive outcomes to their third consecutive record, and site-specific restructuring in Irvine. No company-wide salary action was announced in any reviewed source.

About 50,000

2023 employees

The baseline before the ImmunoGen and Cerevel acquisitions closed.

About 55,000

2024 employees

Up roughly 5,000 year on year, largely reflecting acquisitions rather than organic hiring.

About 57,000

2025 employees

Up roughly 2,000 across more than 70 countries. Restructuring charges rose to $282 million from $189 million.

Headcount grew by about 14 percent across three years, but the series is not a clean organic hiring record because the ImmunoGen and Cerevel acquisitions landed inside it and restructuring ran alongside. AbbVie does not publish a company-wide voluntary attrition rate or any quarterly attrition metric, so no retention read is possible from the filings.

18 Aug 2026

Chief Business and Strategy Officer exercises and sells 32,710 options

Options exercised at $79.02 and shares sold the same day at $250.00, a gross spread of about $5.59 million before tax and fees. Transaction disclosure rather than a change to plan design.

Form 4

20 Jul 2026

Irvine workforce reduction of 85 positions takes effect

A California WARN notice covered 85 permanent layoffs at the Irvine site. Site-specific restructuring evidence, not a global compensation freeze.

California Employment Development Department

23 Mar 2026

2026 proxy publishes 2025 executive pay and a 192:1 ratio

Robert A. Michael's Summary Compensation Table total was $32,530,984 against a $169,019 median employee. Named-executive incentive payouts ran from 172.8 to 185.4 percent of target.

2026 proxy statement

2 Mar 2026

General Counsel reports an open-market sale of 18,668 shares

A $4.38 million disposition at $234.39, one of only two elective sales by a named officer in the reviewed window.

Form 4

27 Feb 2026

February vesting cycle settles across the executive team

Six executive officers had a combined 108,011 shares withheld at $232.08 to cover tax on the same-day settlement, about $25.1 million of automatic withholding.

Forms 4

20 Feb 2026

2025 Form 10-K reports $955 million of pre-tax stock compensation

The filing also reports 4.885 million restricted stock and performance units and 561,000 options granted during 2025, with 49.9 million shares still available under the incentive programme.

Form 10-K

4 Feb 2026

2025 net revenue reaches $61.160 billion, up 8.6 percent as reported

A strong operating year that supported above-target executive incentive outcomes inside the 200 percent cap. No workforce payout commitment accompanied it.

AbbVie 2025 results

22 Jul 2025

Earlier Irvine reduction covering 202 positions

A separate California WARN cycle affected 202 roles effective in July 2025, a year before the smaller 2026 action at the same site.

California Employment Development Department

1 Jul 2025

Robert A. Michael assumes the chairman role

The chief executive became chairman following Richard A. Gonzalez's retirement as executive chairman, completing the two-stage succession.

AbbVie newsroom

1 Jul 2024

Robert A. Michael becomes Chief Executive Officer

The succession from Richard A. Gonzalez reset the executive pay benchmark, which is why 2025 is the first clean full-year baseline for the current holder.

2026 proxy statement

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