What does a Senior Consultant at Allstate earn?

A senior consultant I or senior engineer is anchored in Northbrook at about $117,500 base with a 13 percent target incentive for roughly $136,000 total, and senior consultant II or lead engineer runs about $140,000 base and $166,000 total. Allstate's own postings put Senior Consultant II and senior engineer at $90,700 to $153,925 base and lead software, artificial intelligence and product engineer roles at $100,000 to $170,500. In Bengaluru the equivalent scope is observed at 10 to 16 lakh rupees for senior consultant and 15 to 30 lakh for lead consultant, and in Belfast at £41,000 to £70,000. None of these levels receives a standard equity grant.

Does Allstate give RSUs, options or an ESPP?

Not to most employees. The 2026 proxy states that equity awards are not broadly distributed among the employee population, and there is no employee stock purchase plan in any reviewed source. The 2019 Equity Incentive Plan grants performance stock awards, restricted stock units and non-qualified stock options, and public evidence of eligibility becomes firm only at senior vice president, where a disclosed appointment carried a 90 percent equity target split 50 percent performance shares, 30 percent restricted stock units and 20 percent options. Restricted stock units and options vest one third on each of the first three anniversaries; performance shares settle once after three years at 0 to 200 percent of target. The stock-bonus feature inside the 401(k) plan is a retirement construct, not a share grant.

How does Allstate's bonus work?

Allstate discloses its executive plan in detail and discloses nothing about the employee bonus grid. The executive Annual Incentive Plan funds a corporate pool on enterprise performance inside a 0 to 200 percent framework weighted 70 percent to market-facing businesses and investments and 30 percent to performance net income; the chief executive then allocates that pool between businesses and areas of responsibility, and individual awards are differentiated further. The pool funded at 127.2 percent for 2025, 188.1 percent for 2024 and 50.0 percent for 2023. There is no published bonus target by level for ordinary employees, so the 0 to 8 percent at frontline rising to 25 to 60 percent at director shown here is a research model built from employer postings, not an Allstate policy.

What was the Allstate CEO paid?

Thomas J. Wilson's 2025 Summary Compensation Table total was $22,920,898: $1,465,385 of salary, a $5,597,235 annual incentive at 127.2 percent of a $4.400 million target, $10,886,400 of performance stock awards, $4,530,227 of stock options and $441,651 of other compensation. That is 306 times the $74,782 median employee. His reported total was $16.488 million in 2023 and $26.744 million in 2024, so the swing is driven by incentive outcomes rather than target pay. The equity is grant-date accounting value: his 24 February 2025 grant of 56,000 target performance shares and 93,349 options at a $188.75 strike was worth about $14.44 million and $6.44 million respectively at the $257.79 price on 25 August 2026.

How does Allstate pay in India compared with the United States?

India is Allstate's largest workforce outside the United States, with more than 8,000 professionals across Bengaluru and Pune. Total compensation runs at roughly 9 percent of the Northbrook anchor at frontline level and rises towards 36 percent at senior vice president, so the gap narrows from about eleven times at entry to under three times at the top of the leadership ladder. Observed Bengaluru pay places associate consultant at 4 to 6 lakh rupees, consultant at 6 to 9 lakh, senior consultant at 10 to 16 lakh, lead consultant at 15 to 30 lakh and managing engineer at 42 to 48 lakh on a very small sample. Because neither country grants broad equity, the gap is almost entirely a cash gap rather than an equity one, which is why this report gives India separate junior and senior calibration factors instead of one multiplier.

All Companies

Allstate

Compensation Insight

How Allstate Pays

Allstate's R0 to R12 research-normalized ladder from frontline associate to chief executive, priced across 21 markets alongside performance share, RSU and option equity that reaches only senior vice presidents, a $22.92M CEO package at 306:1, and 29 FY2026 H-1B filings.

53,000 employees · NYSE: ALL · The Allstate Corporation · Northbrook, Illinois · FY ends 31 December

Employees

53,000

Approximately 53,000 full-time and 300 part-time employees at 31 December 2025. The pay-ratio population before permitted country exclusions was about 53,500.

2025 revenue

$67.69B

Total revenue rose 5.6 percent to $67.685 billion, with net income applicable to common shareholders of $10.165 billion and a 42.3 percent return on common equity.

CEO total pay

$22.92M

Thomas J. Wilson's 2025 Summary Compensation Table total, of which $15.42 million was stock and option awards granted on 24 February 2025.

CEO pay ratio

306:1

Measured against a median employee total of $74,782, identified as a United States Underwriting Senior Consultant.

Median employee pay

$74,782

$72,425 of total cash compensation plus a $2,357 change in pension value. The calculation excluded 1,802 employees under the SEC de-minimis exemption.

Executive incentive funding

127.2%

The 2025 executive Annual Incentive Plan corporate pool funded at 127.2 percent of target and was paid in March 2026, after 188.1 percent in 2024 and 50.0 percent in 2023.

Employee engagement

86%

Reported in the 2025 year-end report alongside a 74 percent connectivity score. Company-wide attrition is not publicly disclosed.

H-1B median wage

$149,418

Median across 29 to 30 certified FY2026 labour condition applications for Allstate Insurance Company, on a $113,277 to $199,423 span.

Locations

United States

India

United Kingdom

Canada

Australia

New Zealand

Singapore

Japan

South Korea

Philippines

Belgium

Spain

Norway

United Arab Emirates

Mexico

1.00× base / 1.00× TC vs Northbrook

Band Hierarchy

Allstate publishes no global grade catalogue. Its career filters expose only broad stages such as entry level professional, experienced professional, manager, senior manager and executive, while job postings use title families including Associate, Consultant, Senior Consultant, Lead Consultant, Managing Engineer, Manager, Senior Manager, Director, Vice President, Senior Vice President and Executive Vice President. R0 to R12 are research-normalized bands used to join those titles across countries; only the senior vice president, executive vice president, chief executive and director tiers carry an Allstate disclosure.

Professional ladder — R0 through R7

Managing Engineer / Senior ManagerIC / Management · variable 23% · reported

Managing engineer, distinguished domain specialist, senior manager

12–18 years

●●●●●●●●○○○○

Lead / Principal Consultant or ManagerIC / Management · variable 19% · reported

Lead consultant, principal engineer, architecture or domain lead, manager

10–14 years

●●●●●●●○○○○○

Senior Consultant II / Lead EngineerIC · variable 15% · reported

Senior consultant II, lead engineer, product or data lead

8–12 years

●●●●●●○○○○○○

Senior Consultant I / Senior EngineerIC · variable 13% · reported

Senior consultant, senior software engineer, senior analyst

5–9 years

●●●●●○○○○○○○

Consultant II / Engineer IIIC · variable 11% · reported

Consultant II, product engineer, experienced claims or underwriting consultant

4–7 years

●●●●○○○○○○○○

Consultant I / Engineer IIC · variable 9% · reported

Consultant I, software engineer, actuarial or business analyst

2–5 years

●●●○○○○○○○○○

Associate Consultant / Analyst IIC · variable 8% · reported

Associate consultant, analyst I, junior software or quality engineer

1–3 years

●●○○○○○○○○○○

Frontline / Graduate / AssociateIC · variable 4% · reported

Licensed sales professional, customer service representative, claims trainee

0–2 years

●○○○○○○○○○○○

Leadership ladder — R8 through R10

R10

Senior Vice PresidentExecutive · variable 50% · modeled

Controller, chief accounting officer, major function or business leader

20–30 years

●●●●●●●●●●●○

Vice PresidentLeadership · variable 75% · modeled

Divisional or enterprise function leader, rare enterprise fellow

18–25 years

●●●●●●●●●●○○

DirectorLeadership · variable 43% · modeled

Functional director, product or technology director, enterprise architect

15–22 years

●●●●●●●●●○○○

Executive and board — R11 through CEO

Board

Non-employee DirectorBoard · verified

Board and committee service

Senior executive or board background

●●●●●●●●●●●●

R12

Chair, President and Chief Executive OfficerExecutive · variable 300% · verified

Enterprise chief executive and board chair

30+ years

●●●●●●●●●●●●

R11

Executive Vice President / C-suiteExecutive · variable 225% · verified

Chief Financial Officer, Chief Operating Officer, Chief Human Resources Officer, Chief Information Officer, business president

20+ years

●●●●●●●●●●●●

Disclosed executive layer

Chair, President and Chief Executive Officer

Thomas J. Wilson

Fully disclosed in the proxy statement, including salary, annual incentive, performance stock awards, options and the pay ratio.

Business presidents and executive vice presidents

Mario Rizzo as Chief Operating Officer, Jesse E. Merten as President, Property-Liability, John Dugenske as President, Investments and Corporate Strategy

Named executive officers with full Summary Compensation Table disclosure, plus Forms 8-K setting base salary and target cash and equity percentages.

Functional chief officers

Christian M. Lown as Chief Financial Officer, Andréa Carter as Chief Human Resources Officer, Zulfikar Jeevanjee as Chief Information Officer, Mark Prindiville as Chief Risk Officer

Compensation appears only where the officer qualifies as a named executive. Others are visible through Section 16 filings alone.

Senior vice presidents

Eric K. Ferren as Controller and Chief Accounting Officer

No compensation table exists for this layer. One appointment Form 8-K discloses a 50 percent cash target and a 90 percent equity target with a 50 / 30 / 20 performance share, restricted stock unit and option mix.

Non-employee directors

Andrea Redmond and the other independent directors

A published retainer framework and an annual director compensation table; most full-year directors reported about $325,100 before chair supplements.

VerifiedOnly the R11, R12 and non-employee director rows carry a full company disclosure, and R10 rests on a single appointment filing. Everything below is reconstructed from employer postings, visa wage records and salary aggregators.

Track divergence

R0 to R3

Cash is effectively the whole package. There is no broad equity grant, so total compensation is base salary plus a role-specific incentive that runs from nothing at frontline roles to about 11 percent of base at consultant II.

R4 to R5

The senior individual contributor and first-line management paths separate. Allstate's own job content describes Lead Consultant roles without supervisory responsibility, so the technical track is real rather than a courtesy title.

R6 to R7

Managing engineer and senior manager sit within a few percent of each other. Target incentive climbs from roughly 19 to 23 percent of base and remains the only variable component, because equity is still not broadly distributed.

R8 to R9

Leadership scope drives the jump. Modeled incentive targets rise from about 43 percent at director to about 75 percent at vice president, and equity becomes possible but stays discretionary and unmapped in public sources.

R10 and above

Equity turns into the majority of pay. The disclosed senior vice president package is 90 percent of salary in equity, current executive vice president targets are 375 to 425 percent, and the chief executive's 2025 stock and option awards were 67 percent of his reported total.

Hierarchy qualifications and legacy structures

Allstate job postings refer to movement within a salary band, which confirms internal bands exist without exposing their limits, midpoints or numbering.
The crosswalk is most reliable for technology, actuarial and underwriting roles, where employer postings publish ranges, and least reliable for claims, sales and customer service, where pay is hourly or commission-weighted.
National General and protection-services acquisitions create local title variation. No public harmonisation map between acquired and legacy titles was found.
Vice President, Senior Vice President and Executive Vice President are corporate titles rather than a hidden grade number, so this report treats them as title tiers.
The non-employee director row is a governance package, not an employment band, and is excluded from the range chart.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
R0	Frontline / Graduate / Associate	Entry or early-career professional at a large insurer	R0 to R12 are research-normalized bands built to join inconsistent public titles across countries. Allstate has never published a global grade chart.Employer postings for licensed sales professional at $18 an hour with $52,730 to $76,480 target total, and inside auto claims at $50,000 to $60,000 base.
R1	Associate Consultant / Analyst I	Associate or Level 1 professional	Allstate India uses Apprentice, Associate III and Analyst II titles that do not map one to one onto the United States sequence.Public United States claims and analyst salary aggregates in the $57,000 to $80,000 band.
R2	Consultant I / Engineer I	Professional or Level 2 individual contributor	The employer-posted software engineer range spans all engineering levels, so it overlaps R2 and R3.Allstate Illinois software engineer posting at $66,800 to $120,650 base and the all-levels $70,100 to $121,475 range.
R3	Consultant II / Engineer II	Senior professional or Level 3	The 2025 median employee, a United States Underwriting Senior Consultant on $74,782 total, sits between R2 and R3 rather than at a single band.Triangulated from employer postings and the underwriting and claims consultant families.
R4	Senior Consultant I / Senior Engineer	Senior or staff individual contributor	First-line management can also begin here, so the band mixes senior individual contributors and small-team leaders.Allstate posting for Senior Consultant II and senior engineer at $90,700 to $153,925 base.
R5	Senior Consultant II / Lead Engineer	Lead or staff-plus individual contributor	Allstate job pages describe Lead Consultant roles with no supervisory responsibility, so this is a genuine individual contributor rung.Lead software, artificial intelligence and product engineer postings at $100,000 to $170,500 base, with some product lead roles near $181,000.
R6	Lead / Principal Consultant or Manager	Principal individual contributor or first-line manager	The technical and management tracks pay within a few percent of each other here, so the choice is scope rather than money.Software engineering manager posting at $120,000 to $193,725 base plus lead consultant observations.
R7	Managing Engineer / Senior Manager	Senior manager or senior principal	Sampled senior manager postings run $134,000 to $221,675, a spread wide enough that the band midpoint is indicative only.Sampled senior manager postings and the $152,214 to $183,156 H-1B software engineer manager wage band.
R8	Director	Director at a large United States insurer	Equity at director level is discretionary and unmapped in public sources, so no annualised grant is carried in this row.United States director total-pay aggregates of $184,000 to $267,000 blended with the modeled $240,000 to $430,000 total range.
R9	Vice President	Vice President at a large United States insurer	Allstate publishes no vice president compensation table. This row bridges director observations and the disclosed senior vice president package.Modeled leadership range of $240,000 to $375,000 base and $400,000 to $950,000 total, with the equity residual treated as a selective long-term incentive.
R10	Senior Vice President	Senior Vice President at a large United States insurer	Built from one disclosed appointment: a $445,000 base with a 50 percent cash target and a 90 percent equity target. It is an example, not a published band.The May 2024 Senior Vice President, Controller and Chief Accounting Officer 8-K, applied to the modeled $400,000 to $650,000 senior vice president base range.
R11	Executive Vice President / C-suite	Named executive officers at Progressive, Travelers, Chubb and The Hartford	The average of the five non-CEO named executive officers for 2025. It is not a range for every executive vice president, and Andréa Carter's partial year pulls the base average down.2025 Summary Compensation Table averages for Dugenske, Merten, Rizzo, Carter and Jeevanjee, with pension change folded into other compensation.
R12	Chair, President and Chief Executive Officer	Chubb, Travelers, The Hartford and Progressive chief executives	2025 Summary Compensation Table value. Stock and option awards are grant-date accounting values, not realized pay.2026 proxy statement Summary Compensation Table for Thomas J. Wilson, combining $10,886,400 of stock awards and $4,530,227 of option awards into one equity figure.
Board	Non-employee Director	Large-cap United States property and casualty insurer boards	The standard retainer package before lead director and committee chair supplements; the employee chair receives no director pay.2026 proxy director compensation framework: a $135,000 cash retainer and a $190,000 annual equity retainer.

Critical evidence warning

Allstate does not publish salary ranges, band minimums or midpoints for ordinary employees, and its 2026 proxy states plainly that equity awards are not broadly distributed among the employee population. 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 Allstate pay band.

Compensation by Band — Northbrook

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

Band	Title	Base	Variable	Total TC	Equity
R0	Frontline / Graduate / Associate 0–2 years · reported	$40K – $55K	4%	$54K $46K – $62K	—
R1	Associate Consultant / Analyst I 1–3 years · reported	$55K – $75K	8%	$74K $62K – $85K	—
R2	Consultant I / Engineer I 2–5 years · reported	$70K – $95K	9%	$94K $79K – $108K	—
R3	Consultant II / Engineer II 4–7 years · reported	$83K – $112K	11%	$111K $94K – $128K	—
R4	Senior Consultant I / Senior Engineer 5–9 years · reported	$100K – $135K	13%	$136K $116K – $156K	—
R5	Senior Consultant II / Lead Engineer 8–12 years · reported	$119K – $161K	15%	$166K $141K – $191K	—
R6	Lead / Principal Consultant or Manager 10–14 years · reported	$134K – $181K	19%	$193K $164K – $221K	—
R7	Managing Engineer / Senior Manager 12–18 years · reported	$157K – $213K	23%	$232K $197K – $266K	—
R8	Director 15–22 years · modeled	$193K – $262K	43%	$335K $285K – $385K	—
R9	Vice President 18–25 years · modeled	$261K – $354K	75%	$675K $574K – $776K	$137K
R10	Senior Vice President 20–30 years · modeled	$446K – $604K	50%	$1.26M $1.07M – $1.45M	$473K
R11	Executive Vice President / C-suite 20+ years · verified	$633K – $857K	225%	$6.51M $5.54M – $7.49M	$3.57M
R12	Chair, President and Chief Executive Officer 30+ years · verified	$1.25M – $1.69M	300%	$22.92M $19.48M – $26.36M	$15.42M
Board	Non-employee Director Senior executive or board background · verified	$115K – $155K	—	$325K $276K – $374K	$190K

Official office directory · 13 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 Northbrook across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.

Global Footprint & Pay Arbitrage

Allstate employed approximately 53,000 people at the end of 2025, overwhelmingly in the United States. Northbrook is the pay anchor. India is the largest offshore population with more than 8,000 professionals across Bengaluru and Pune, Northern Ireland accounts for the 1,718 United Kingdom employees named in the proxy exclusion list, and every remaining market is a small disclosed country population or an explicit benchmark.

53,000

Employees at 31 December 2025

8,000+

Allstate India professionals in Bengaluru and Pune

1,718

United Kingdom employees named in the proxy exclusion list

Markets modelled in this report

Office and market catalogue — calibration factors versus Northbrook

Location	Likely office profile	Presence	Base	TC
Northbrook United States · USD	Headquarters, insurance, investments, corporate and technology	Official office directory	1.00×	1.00×
Chicago United States · USD	Corporate, product, investments and technology	Official office directory	1.03×	1.03×
Charlotte United States · USD	Technology, operations and insurance	Official office directory	0.92×	0.92×
Irving United States · USD	Texas technology and operations worksite	Official office directory	0.95×	0.95×
Phoenix United States · USD	Claims, customer operations and technology across Phoenix and Chandler	Official office directory	0.91×	0.91×
Bengaluru India · INR	Global capability centre for technology, operations and data science	Official office directory	0.09×	0.09×
Pune India · INR	Second Indian technology and enterprise-services centre	Official office directory	0.09×	0.08×
Belfast United Kingdom · GBP	European Digital Centre of Excellence, engineering and services	Official office directory	0.92×	0.88×
Derry United Kingdom · GBP	Northwest Northern Ireland engineering and services site	Official office directory	0.84×	0.81×
Markham Canada · CAD	Canadian headquarters, insurance, digital and claims operations	Official office directory	0.86×	0.83×
Sydney Australia · AUD	Small distributed protection-services population; office mix not resolved	Country disclosed in the proxy	1.13×	1.09×
Auckland New Zealand · NZD	Regional market benchmark; no Allstate employing office verified	Benchmark only	0.65×	0.65×
Singapore Singapore · SGD	Five employees disclosed in the proxy country exclusion list	Country disclosed in the proxy	0.85×	0.85×
Tokyo Japan · JPY	Twenty-four employees disclosed in the proxy country exclusion list	Country disclosed in the proxy	0.85×	0.85×
Seoul South Korea · KRW	Three employees disclosed in the proxy country exclusion list	Country disclosed in the proxy	0.75×	0.75×
Manila Philippines · PHP	Two employees disclosed in the proxy country exclusion list	Country disclosed in the proxy	0.25×	0.25×
Brussels Belgium · EUR	Four employees disclosed in the proxy country exclusion list	Country disclosed in the proxy	0.82×	0.82×
Madrid Spain · EUR	One employee disclosed in the proxy country exclusion list	Country disclosed in the proxy	0.66×	0.66×
Oslo Norway · NOK	One employee disclosed in the proxy country exclusion list	Country disclosed in the proxy	0.90×	0.90×
Dubai United Arab Emirates · AED	Regional market benchmark; no Allstate employing office verified	Benchmark only	0.80×	0.80×
Mexico City Mexico · MXN	Regional market benchmark; no Allstate employing office verified	Benchmark only	0.35×	0.35×

Allstate publishes no city-level headcount. Allstate India reports more than 8,000 professionals across Bengaluru and Pune, Allstate Northern Ireland reports about 1,700 employees across Belfast and the northwest, and the proxy discloses 39 employees in Australia, 24 in Japan, 5 in Singapore, 4 in Belgium, 3 in South Korea, 2 in the Philippines and 1 each in Spain and Norway.

Northbrook anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Other	Total
R0 · Frontline / Graduate / Associate	$48K	$0	$2K	$5K	$54K
R1 · Associate Consultant / Analyst I	$65K	$0	$5K	$3K	$74K
R2 · Consultant I / Engineer I	$83K	$0	$7K	$4K	$94K
R3 · Consultant II / Engineer II	$98K	$0	$11K	$3K	$111K
R4 · Senior Consultant I / Senior Engineer	$118K	$0	$15K	$3K	$136K
R5 · Senior Consultant II / Lead Engineer	$140K	$0	$21K	$5K	$166K
R6 · Lead / Principal Consultant or Manager	$158K	$0	$30K	$5K	$193K
R7 · Managing Engineer / Senior Manager	$185K	$0	$43K	$4K	$232K
R11 · Executive Vice President / C-suite	$745K	$3.57M	$1.97M	$222K	$6.51M
R12 · Chair, President and Chief Executive Officer	$1.47M	$15.42M	$5.60M	$442K	$22.92M
Board · Non-employee Director	$135K	$190K	$0	—	$325K

The Northbrook column is the anchor. R0 through R8 use employer-posted base ranges, labour condition application wages and United States salary aggregates; R9 and R10 are modeled leadership ranges and R11 and R12 are proxy disclosures.
Total compensation for R0 through R8 exceeds base plus target incentive because the bundles' modeled totals fold in role-specific cash and benefit value. That residual is shown separately as other compensation rather than inflating the bonus column.
Bengaluru is the strongest offshore anchor, with observed consultant pay at 6 to 9 lakh rupees, senior consultant at 10 to 16 lakh and lead consultant at 15 to 30 lakh. Pune is modeled at roughly 95 percent of Bengaluru for non-executive levels.
India total compensation runs at about 9 percent of the Northbrook anchor at R0 and rises towards 36 percent at senior vice president, so the multiplier falls from roughly eleven times at entry to under three times at the top of the leadership ladder.
Belfast moves the other way. Northern Ireland sits close to the anchor at graduate level and falls to roughly half of it by senior manager, because United States technical pay accelerates faster than Northern Irish pay.
R11, R12 and the director row are enterprise disclosures converted for comparison only. They are global executive values, not a local pay range in any selected city.

Model rules

Every modeled cell is the Northbrook median multiplied by the city base or total factor and then by the 24 August 2026 foreign-exchange snapshot.
Factors come from the bundles' own city calibrations, which anchor on direct observations in Northbrook, Chicago, Bengaluru, Belfast and Markham.
India, Northern Ireland, Canada and Australia carry separate junior and senior factors because geographic compression is level dependent; every band in between is interpolated by seniority.
A total compensation cell is base plus target incentive plus annualised equity where equity exists, and equity exists only from vice president upward.
Sydney, Singapore, Tokyo, Seoul, Manila, Brussels, Madrid and Oslo are country populations disclosed in the proxy exclusion list, not verified office footprints, and Auckland, Dubai and Mexico City are pure market benchmarks. None of them is an Allstate-observed pay ladder.

Benchmark your pay

Variable Pay & Annual Cash Incentive

Allstate discloses its executive annual incentive plan in detail and discloses nothing about the employee bonus grid. The corporate pool, the payout history and the named executive outcomes below are company disclosures; the band targets are modeled from employer postings and the bundles' normalized opportunity ranges.

Band	Target	Mechanism	Recent payout
R0 Frontline / Graduate / Associate	0% to 8% of base	Role-specific cash incentive or sales commission; no company-wide formula is published.	Not publicly disclosed
R1 Associate Consultant / Analyst I	5% to 10% of base	Role and plan specific annual cash incentive.	Not publicly disclosed
R2 Consultant I / Engineer I	5% to 12% of base	Role and plan specific annual cash incentive.	Not publicly disclosed
R3 Consultant II / Engineer II	7% to 15% of base	Role and plan specific annual cash incentive.	Not publicly disclosed
R4 Senior Consultant I / Senior Engineer	8% to 18% of base	Annual cash incentive with a function delivery component.	Not publicly disclosed
R5 Senior Consultant II / Lead Engineer	10% to 20% of base	Annual cash incentive with a function delivery component.	Not publicly disclosed
R6 Lead / Principal Consultant or Manager	12% to 25% of base	Annual cash incentive with a team delivery component.	Not publicly disclosed
R7 Managing Engineer / Senior Manager	15% to 30% of base	Annual cash incentive with an organisation delivery component.	Not publicly disclosed
R8 Director	25% to 60% of base	Business, enterprise and individual scorecard. The public target percentages are modeled, not official.	Not publicly disclosed
R9 Vice President	50% to 100% of base	Business, enterprise and individual scorecard. The public target percentages are modeled, not official.	Not publicly disclosed
R10 Senior Vice President	50% of base in the disclosed example	Executive Annual Incentive Plan participation alongside a 90 percent equity target.	Corporate pool funded at 127.2% for 2025
R11 Executive Vice President / C-suite	200% to 250% of base	Annual enterprise incentive funded by the corporate pool and then allocated on business and individual performance.	Corporate pool funded at 127.2% for 2025
R12 Chair, President and Chief Executive Officer	300% of base, a $4.400M target for 2025	Executive Annual Incentive Plan on a 0 to 200 percent corporate pool weighted 70 percent market-facing businesses and investments and 30 percent performance net income.	$5,597,235 paid, 127.2% of target
Board Non-employee Director	No variable component	Fixed cash and equity retainers with no performance condition; directors may take stock in lieu of the cash retainer.	Not publicly disclosed

ModeledVerifiedThe 2025 executive Annual Incentive Plan funded a corporate pool on enterprise performance weighted 70 percent to market-facing businesses and investments and 30 percent to performance net income, inside a 0 to 200 percent framework. The pool funded at 127.2 percent and was paid in March 2026, after 188.1 percent for 2024 and 50.0 percent for 2023. The committee certifies results in February and approves payouts, salary changes and equity grants at the same meeting. Only the chief executive target of $4.400 million is disclosed directly; the Rizzo and Merten targets shown here annualise the percentages set in their 1 October 2025 appointment filings, so they overstate the portion of 2025 actually served under those terms.

Executive incentive targets — percent of salary

Chair, President and Chief Executive Officer

300% of base salary

A $4.400 million target for 2025 against a $1.465 million salary.

Executive Vice President and Chief Financial Officer

200% of base salary

Christian M. Lown from 3 August 2026 on an $875,000 base, with a $2.0 million cash sign-on.

Chief Operating Officer

250% of base salary

Mario Rizzo from 1 October 2025 on a $950,000 base; no sign-on was disclosed.

President, Property-Liability

225% of base salary

Jesse E. Merten from 1 October 2025 on a $900,000 base after serving as Chief Financial Officer.

Senior Vice President, Controller and Chief Accounting Officer

50% of base salary

Eric K. Ferren from 20 May 2024 on a $445,000 base, the only public senior vice president package.

Named-executive outcomes

Executive	Target	Paid	Attainment
Thomas J. Wilson	$4,400,000	$5,597,235	127.2% of target
Mario Rizzo	$2,375,000	$2,200,000	93% of the annualised target
Jesse E. Merten	$2,025,000	$2,266,599	112% of the annualised target

Employee payout timing and history

Allstate publishes no bonus target grid by level, no employee payout history and no country-level incentive schedule. The 127.2 percent result applies to the executive plan only and must not be read as a companywide multiplier. The band targets shown here are the research bundles' normalized opportunity ranges, built from employer postings and role families rather than from an Allstate policy document.

Sales and special incentives

Allstate does not publish quota structures, commission rates, accelerators or draw arrangements. Licensed sales professional postings quote $18 an hour with $52,730 to $76,480 target total, and Allstate Canada sales postings advertise roughly C$70,000 to C$120,000 at or near target with highly variable commission, which is the only public evidence of how quota-carrying pay is built.

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Equity — RSUs, PSUs, Options & ESPP

Allstate's 2026 proxy states plainly that equity awards are not broadly distributed among the employee population. Long-term incentives are delivered through the 2019 Equity Incentive Plan as performance stock awards, non-qualified stock options and restricted stock units, and public evidence of eligibility only becomes firm at senior vice president. There is no employee stock purchase plan in any reviewed source.

The Allstate Corporation 2019 Equity Incentive Plan

Active; approved by stockholders in 2019

Verified

Grants performance stock awards, restricted stock units, non-qualified stock options and other permitted awards. Options are priced no lower than the New York Stock Exchange closing price on the grant date, repricing is prohibited, options vest one third on each of the first three anniversaries and generally expire after ten years. Restricted stock units vest in three equal annual instalments with dividend equivalents paid only after vesting. Performance stock awards run a three-year cycle and settle between 0 and 200 percent of target.

Reserve: 13.4 million new shares plus about 23,325,716 aggregate shares available at the 2019 approval; the current remaining balance is not disclosed

2019 proxy statement, 2026 proxy statement and the 2025 award agreements

2017 Equity Compensation Plan for Non-Employee Directors

Active; approved by stockholders in 2017

Verified

Grants annual restricted stock units, common stock in lieu of the cash retainer and deferred common share units. The 2025 annual equity retainer was $190,000, converted at the grant-date closing price and rounded to a whole share. No director may receive awards with an aggregate grant-date value above $800,000 in a calendar year, and directors are held to an ownership guideline of six times the annual cash retainer.

Reserve: 400,000 new shares authorised at approval; the current remaining balance is not separately surfaced in the 2026 proxy

2017 proxy statement and 2026 proxy statement

Allstate 401(k) Savings Plan stock-bonus and historical ESOP feature

Active qualified plan; the historical leveraged ESOP loan was repaid on 31 December 2019

Verified

An ERISA retirement plan, not an employee stock-option programme. Eligible regular full-time and part-time employees aged 18 and over can participate on hire with no waiting period, automatic enrolment is at 6 percent with 1 percentage point annual escalation to 10 percent, and the maximum company match is 4 percent of eligible pay, being 100 percent of the first 2 percent contributed plus 50 percent of the next 4 percent. 2025 employer matching contributions were approximately $132.4 million.

Reserve: Not comparable to an equity-plan share pool; assets and holdings are reported through Form 11-K

Form 11-K filed 26 June 2026 and the plan disclosure

2001, 2009 and 2013 equity incentive plans

Closed to new grants

Verified

Legacy awards granted under the predecessor plans can remain outstanding and exercisable even though all current grants are made under the 2019 plan. Mario Rizzo's August 2026 exercise of 56,225 options at $92.46 is an example of a long-dated legacy award reaching the end of its life.

Reserve: Residual outstanding awards only; no new grants may be made

2019 proxy statement plan lineage and Section 16 filings

The 2019 approval authorised 13.4 million additional shares and about 23,325,716 aggregate shares. A current remaining-pool or utilisation percentage was not found as a clean public disclosure, and this report does not back-solve one from incomplete grant tables.
Because equity is concentrated in a few hundred officers rather than spread across 53,000 employees, share-pool pressure at Allstate is far lower than at a technology company of similar headcount.
The director plan and the employee plan draw on separate authorisations, so director grants do not consume the 2019 plan reserve.
The 401(k) stock-bonus feature is a retirement-plan construct. Treating it as an employee option pool would double count a benefit that has nothing to do with the 2019 plan.

Equity plan design and 2025 grant activity

$15.42M

Chief executive 2025 equity grant value

56,000 target performance stock awards worth $10.886 million and 93,349 options at a $188.75 strike worth $4.530 million.

157.4%

2023 to 2025 performance stock award payout

Against 62.2 percent for the 2022 to 2024 cycle, which is the clearest evidence of how volatile the instrument is.

0% to 200%

Performance stock award settlement range

Measured on three-year average performance net income return on equity and relative total shareholder return.

$190,000

Annual non-employee director equity retainer

Granted as restricted stock units inside an $800,000 annual award-value cap.

Vesting — common reported employee schedule

Year 1

33%

+33% · annual tranche

Year 2

67%

+33% · annual tranche

Year 3

100%

+33% · annual tranche

Restricted stock units and non-qualified stock options both vest one third on each of the first three grant anniversaries. Performance stock awards are a single settlement after a three-year performance period and committee certification, so nothing is received until the cycle closes. Dividend equivalents accrue on restricted stock units and performance stock awards but are paid only after vesting, and options carry no dividend rights. Special retention and sign-on grants can carry different schedules, including the $625,000 senior vice president award that cliff-vested entirely on its third anniversary.

Eligibility by hierarchy level

The 2026 proxy states that equity awards are not broadly distributed among the employee population. Any model that assumes restricted stock units for every engineer overstates Allstate total compensation materially.
Public evidence of eligibility becomes firm at senior vice president, where a disclosed appointment carried a 90 percent equity target with a 50 percent performance share, 30 percent restricted stock unit and 20 percent option mix.
Executive vice president targets are currently disclosed at 375 to 425 percent of salary with a 60 percent performance share, 20 percent restricted stock unit and 20 percent option mix.
Below senior vice president there is no public grant schedule, threshold or typical grant size. Exceptional hire, promotion and recognition awards are permitted and are granted on the third business day of the month following the qualifying event, but the employee must be active on the grant date.
The chief executive's mix is different again, at 70 percent performance stock awards and 30 percent options with no annual restricted stock unit component.

Indicative annual grant value by band — Northbrook

Band	Annual value (USD)	Median	Shares at $257.79
R9 · Vice President	$103K – $171K	$137K	~398–664
R10 · Senior Vice President	$354K – $591K	$473K	~1,375–2,291
R11 · Executive Vice President / C-suite	$2.68M – $4.47M	$3.57M	~10,397–17,328
R12 · Chair, President and Chief Executive Officer	$11.56M – $19.27M	$15.42M	~44,852–74,754
Board · Non-employee Director	$143K – $238K	$190K	~553–921

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $257.79 reference price at 25 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
Thomas J. Wilson Chair, President and Chief Executive Officer	$15.42M granted on 24 February 2025	70 percent performance stock awards and 30 percent options. 56,000 target performance shares against a 112,000 maximum, plus 93,349 options struck at $188.75. At the $257.79 price on 25 August 2026 the target shares carried about $14.44 million of notional value and the options about $6.44 million of gross intrinsic value.
Christian M. Lown Executive Vice President and Chief Financial Officer	375% of an $875,000 salary from 3 August 2026	60 percent performance stock awards, 20 percent restricted stock units and 20 percent options, plus a $4.1 million sign-on restricted stock unit award vesting ratably over three years and a $2.0 million cash sign-on.
Mario Rizzo Executive Vice President and Chief Operating Officer	425% of a $950,000 salary from 1 October 2025	60 percent performance stock awards, 20 percent restricted stock units and 20 percent options. 2025 grants totalled 11,615 target performance shares, 3,872 restricted stock units and 15,061 options at $188.75 and $210.82 strikes, worth $3.73 million.
Jesse E. Merten Executive Vice President and President, Property-Liability	400% of a $900,000 salary from 1 October 2025	60 percent performance stock awards, 20 percent restricted stock units and 20 percent options. 2025 grants totalled 10,970 target performance shares, 3,657 restricted stock units and 14,226 options, worth $3.52 million.
Eric K. Ferren Senior Vice President, Controller and Chief Accounting Officer	90% of a $445,000 salary from 20 May 2024	50 percent performance stock awards, 30 percent restricted stock units and 20 percent options, plus a $625,000 restricted stock unit award vesting entirely on its third anniversary. This is the only public senior vice president equity structure.

VerifiedAllstate operates no employee stock purchase plan in any source reviewed for this report, so there is no discounted purchase route and no lookback. The only broad employee access to Allstate stock is the stock-bonus feature inside the 401(k) Savings Plan, which is an ERISA retirement construct rather than a compensation award. That distinction matters when reading the word ESOP in Allstate material: the executive plan grants performance shares, restricted stock units and options, while ESOP language belongs to the qualified retirement plan.

Benchmark your equity

Executive Compensation

2025 Summary Compensation Table values from the 2026 proxy statement filed on 10 April 2026. Stock and option figures are grant-date accounting values rather than cash received, and the 2025 chief executive package was about 6.4 percent salary, 47.5 percent stock awards, 19.8 percent option awards, 24.4 percent annual incentive and 1.9 percent other compensation.

CEO total — Thomas J. Wilson

$22.92M

Stock awards are 67.3% of the reported total; salary 6% and non-equity incentive 24%

24%

67%

Salary $1.47M

Incentive $5.60M

Equity $15.42M

Base salary$1,465,385

Annual incentive plan payout$5,597,235

Performance stock awards at grant-date value$10,886,400

Stock options at grant-date value$4,530,227

All other compensation$441,651

Reported total$22,920,898

Reading the package

Salary was about 6.4 percent of the chief executive's 2025 reported total while stock and option awards together were about 67.3 percent and the annual incentive a further 24.4 percent. The mix is unusually option-heavy for a large insurer: 30 percent of the chief executive's long-term incentive is delivered as non-qualified options that are worth nothing unless the shares clear a $188.75 strike, and the remaining 70 percent settles between 0 and 200 percent on three-year performance. That design produced $16.488 million of reported pay in 2023, $26.744 million in 2024 and $22.921 million in 2025.

CEO-to-median-employee ratio

306:1

Median employee $74,782 · The median employee was a United States Underwriting Senior Consultant with $72,425 of total cash compensation and a $2,357 change in pension value. The calculation excluded 1,802 employees under the SEC de-minimis exemption, including 1,718 in the United Kingdom and 39 in Australia, so it is close to a United States median rather than a global one..

Peer CEO comparison

Chubb · Evan G. Greenberg · 2025$33.18M

Chubb 2026 proxy statement

Travelers · Alan D. Schnitzer · 2025$26.97M

Travelers 2026 proxy statement

The Hartford · Christopher Swift · 2025$22.11M

The Hartford 2026 proxy statement

Progressive · Susan Patricia Griffith · 2025$17.71M

Progressive 2026 proxy statement

Allstate's 2025 chief executive pay sits below Chubb and Travelers, marginally above The Hartford and about 29 percent above Progressive. All five are Summary Compensation Table totals and none is realized pay; grant timing, one-time awards and differing long-term incentive designs limit comparability. Allstate is the only one of the five that delivers a large share of chief executive long-term incentive as stock options.

Named Executive Officers & Board

Allstate reshaped its senior structure across 2025 and 2026. Mario Rizzo became Chief Operating Officer on 1 October 2025, Jesse E. Merten moved from Chief Financial Officer to President, Property-Liability on the same date, John Dugenske served as interim Chief Financial Officer, and Christian M. Lown joined as Executive Vice President and Chief Financial Officer on 3 August 2026. Andréa Carter joined as Chief Human Resources Officer during 2025 with onboarding and retention equity.

Thomas J. Wilson · Chair, President and Chief Executive Officer$22.92M

Salary $1.47M · Cash incentive $5.60M · Stock $15.42M · Other $442K · Equity 67.3%

John Dugenske · President, Investments and Corporate Strategy; former interim Chief Financial Officer$7.78M

Salary $895K · Cash incentive $2.68M · Stock $3.98M · Other $233K · Equity 51.1%

Mario Rizzo · Executive Vice President and Chief Operating Officer$7.30M

Salary $906K · Cash incentive $2.20M · Stock $3.73M · Other $466K · Equity 51.1%

Jesse E. Merten · Executive Vice President and President, Property-Liability; former Chief Financial Officer$6.86M

Salary $861K · Cash incentive $2.27M · Stock $3.52M · Other $212K · Equity 51.3%

Andréa Carter · Executive Vice President and Chief Human Resources Officer$5.56M

Salary $431K · Cash incentive $1.52M · Stock $3.51M · Other $95K · Equity 63.2%

Zulfikar Jeevanjee · Executive Vice President and Chief Information Officer$5.06M

Salary $632K · Cash incentive $1.20M · Stock $3.13M · Other $104K · Equity 61.8%

The two research bundles present the executive table slightly differently: one separates the change in pension value from all other compensation while the other merges them. This report merges pension change into other compensation so that salary, cash incentive, equity and other reconcile to the disclosed total. Andréa Carter's cash incentive line combines a $720,000 bonus with an $800,000 non-equity incentive award, and her partial year is why her salary is far below her peers'. Equity for the non-chief-executive officers combines stock awards and option awards into a single figure, which is why the totals here match the proxy while the component labels differ from the Summary Compensation Table column headings.

Board compensation framework

Element	Amount	Notes
Annual cash retainer	$135,000	Paid to each non-employee director; the employee chair receives no director compensation.
Annual equity retainer	$190,000	Granted as restricted stock units under the 2017 Director Plan, converted at the grant-date closing price.
Lead Director	$50,000	Additional retainer on top of the standard cash retainer.
Audit or Risk and Return Committee Chair	$35,000	The largest committee retainer, reflecting the workload of both committees.
Compensation and Human Capital Committee Chair	$30,000	Approves executive incentive design, equity grants and the pay ratio disclosure.
Nominating, Governance and Social Responsibility Committee Chair	$25,000	Oversees board composition and social responsibility reporting.
Annual award-value cap	$800,000	No director may receive awards with an aggregate grant-date value above this figure in a calendar year.
Stock ownership guideline	6x cash retainer	Directors are expected to hold six times the annual cash retainer in shares.

Most full-year directors reported approximately $325,100 of 2025 total compensation before lead director and committee chair supplements, and roughly $325,000 to $375,000 once those supplements are included. No stock options were granted to directors.

Regional heads and other officers

Mark Prindiville as Chief Risk Officer and Eric K. Ferren as Controller and Chief Accounting Officer are executive officers who did not qualify as named executives for 2025, so no compensation table exists for them. Their pay is visible only through Section 16 filings and, in Ferren's case, a 2024 appointment Form 8-K that discloses a $445,000 base, a 50 percent cash target and a 90 percent equity target. That single filing is the only public window into senior vice president compensation at Allstate.

Insider Trades — SEC Forms 3/4/5

Allstate is a New York Stock Exchange issuer, so the governing record is SEC Section 16 Forms 3, 4 and 5 plus Form 144 where required. There is no Indian exchange, SEBI SAST or promoter-group reporting requirement. Option exercises appear below as purchases because the executive pays the strike price to acquire the shares, and the sale that usually follows on the same day is listed separately.

Date	Person	Transaction	Shares	Price	Value
2026-08-11	Mario Rizzo Executive Vice President and Chief Operating Officer	Purchase Exercise of legacy options at a $92.46 strike, followed by a same-day sale of the acquired shares.	56,225	$92.46	$5.20M
2026-08-11	Mario Rizzo Executive Vice President and Chief Operating Officer	Sale Two weighted-average lots: 43,398 shares at $264.1665 and 12,827 at $265.5505. The gross spread over exercise cost was about $9.672 million before tax and fees.	56,225	$264.44	$14.87M
2026-08-07	John Dugenske President, Investments and Corporate Strategy	Sale Three weighted-average lots; he retained 13,054 directly owned shares plus 341 shares in the 401(k) plan.	32,996	$269.33	$8.89M
2026-06-01	Andrea Redmond Non-employee Director	Sale Taken from a public insider-trade aggregation and worth verifying against the underlying Form 4.	2,225	$202.91	$451K
2026-05-22	Mark Prindiville Executive Vice President and Chief Risk Officer	Sale Taken from a public insider-trade aggregation and worth verifying against the underlying Form 4.	1,550	$216.27	$335K
2026-05-01	Mario Rizzo Executive Vice President and Chief Operating Officer	Sale Weighted-average transaction value across the reported lots.	18,578	$218.80	$4.06M
2026-03-16	Thomas J. Wilson Chair, President and Chief Executive Officer	Sale Weighted-average transaction value; the underlying Form 4 rows were not fully re-verified in the bundles.	9,320	$209.48	$1.95M
2026-02-02	Thomas J. Wilson Chair, President and Chief Executive Officer	Sale Largest of four lots totalling 16,807 shares that day under a Rule 10b5-1 plan adopted on 27 June 2025.	13,271	$201.06	$2.67M
2026-02-02	Thomas J. Wilson Chair, President and Chief Executive Officer	Sale Second lot of the same 2 February 2026 Rule 10b5-1 sale.	1,605	$198.77	$319K
2026-02-02	Thomas J. Wilson Chair, President and Chief Executive Officer	Sale Third lot of the same 2 February 2026 Rule 10b5-1 sale.	1,572	$199.57	$314K
2026-02-02	Thomas J. Wilson Chair, President and Chief Executive Officer	Sale Fourth and smallest lot; the four lots together raised about $3.37 million.	359	$201.51	$72K
2026-01-02	Thomas J. Wilson Chair, President and Chief Executive Officer	Sale Largest of four 2 January 2026 lots totalling 16,807 shares for about $3.45 million.	7,236	$204.86	$1.48M
2026-01-02	Thomas J. Wilson Chair, President and Chief Executive Officer	Sale Second lot of the same 2 January 2026 Rule 10b5-1 sale.	7,196	$204.10	$1.47M
2026-01-02	Thomas J. Wilson Chair, President and Chief Executive Officer	Sale Third lot of the same 2 January 2026 Rule 10b5-1 sale.	1,235	$206.90	$256K
2026-01-02	Thomas J. Wilson Chair, President and Chief Executive Officer	Sale Fourth and smallest lot of the January tranche.	1,140	$206.17	$235K

Reading guide

The chief executive sells on a scheduleWilson's January and February 2026 tranches were each exactly 16,807 shares, executed under a Rule 10b5-1 plan adopted on 27 June 2025. Identical lot sizes a month apart are the signature of a pre-set plan rather than a discretionary view on the stock.

Option exercises dominate the largest transactionsRizzo's 56,225 options at a $92.46 strike cost about $5.199 million to exercise and sold for about $14.871 million on the same day, a gross spread of roughly $9.672 million before tax. That single exercise is larger than most executives' entire annual reported pay.

Options make the record look busier than at peersBecause Allstate delivers a real share of long-term incentive as options, insider filings carry exercise-and-sell pairs that a pure restricted stock unit programme would never generate. The pattern reflects instrument design, not unusual selling pressure.

Aggregated rows need verificationThe Redmond, Prindiville, May 2026 Rizzo and March 2026 Wilson rows come from a public insider-trade aggregation rather than a re-read of the filing table. The January and February 2026 Wilson lots and the August 2026 Rizzo and Dugenske rows are exact Form 4 figures.

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Benefits & Perks

Allstate's United States retirement design and its Northern Ireland benefit list are documented in detail. India, Canada and Australia are far thinner, and the report records those gaps as not publicly disclosed rather than substituting statutory minimums as though they were company policy.

United States

Retirement — 401(k) with a maximum 4 percent company match. 100 percent of the first 2 percent contributed plus 50 percent of the next 4 percent. Eligibility starts on hire for regular employees aged 18 and over with no waiting period, automatic enrolment is at 6 percent and the rate escalates 1 percentage point a year to 10 percent unless changed. 2025 employer matching contributions were about $132.4 million. [official]
Pension — Company-funded cash balance retirement plan. Listed in Allstate total rewards material and reflected in the proxy through ARP and SRIP pension values for executives. Individual eligibility and the accrual formula depend on plan terms and hire date. [official]
Medical — Medical, dental and vision with health and flexible spending accounts. Life, accidental death and long-term disability cover are offered alongside. The insurer, the employee premium share and exact coverage tiers vary by plan year and are not published. [official]
Leave — Paid time off, parental leave and adoption reimbursement. Advertised in current job postings. The exact number of days depends on role, tenure and employing entity, and no universal grid is published. [official]
Wellbeing — Spring Health therapy access and financial coaching. Employee assistance, wellness incentives and financial coaching appear in United States postings. Remote technology roles are supplied with a laptop, monitors, headset, keyboard and mouse plus a monthly connectivity reimbursement. [official]
Growth — Tuition reimbursement and internal mobility. Learning programmes, certification support and talent development resources are part of the standard United States proposition. Reimbursement caps are not published. [official]

Global programs

Working model — Distributed work environment. Allstate describes a distributed model in which arrangements vary by role, team and country. Remote technology roles receive equipment and a monthly connectivity reimbursement in the United States. [official]
Wellbeing — Employee assistance and therapy access. Mental health, employee assistance and wellbeing resources are advertised across multiple country recruiting pages. [official]
Growth — Tuition reimbursement, learning platforms and internal mobility. Feature in every country career proposition reviewed, although local reimbursement caps are not published in any market. [official]
Community — Employee giving, matching and Allstate Foundation grants. Appear in United States benefit material; the matching ratio and annual cap are not published. [official]
Equity — No employee stock purchase plan. No discounted share purchase route exists in any reviewed source. The only broad access to Allstate stock is the stock-bonus feature inside the United States 401(k) plan. [official]

Benefit fields not publicly quantified

Health insurer, employee premium share, family floater amount, life cover multiple, exact paid time off schedule, paternity leave duration, cab and food allowances, relocation package and certification caps vary by country and role and were not fully public in any market. India in particular publishes almost nothing beyond a description of a well-rounded rewards package. These are recorded as not publicly disclosed rather than estimated from statutory minimums.

Performance Review & Pay Progression

Allstate publishes its executive compensation calendar in unusual detail and publishes nothing about how ordinary employees are rated or paid up. The committee reviews philosophy, peers and pay-for-performance alignment from April to July, sets next-year plan design and performance ranges from November to January, and certifies results, calculates payouts and approves salary changes and equity grants in February.

Not publicly disclosed

No enterprise-wide employee rating scale, rating labels or forced distribution was found in any public source.

No rating-linked salary increase matrix, merit budget or promotion hike percentage is published for any country.

No company-wide appraisal month or universal hike effective date is disclosed, and no verified schedule of mid-year market corrections or off-cycle adjustments exists.

No probation or confirmation period is established publicly for either India or the United States.

Employee forum comments describing 2 to 4 percent raises or performance groupings are unverified anecdotes and are not treated as policy here.

No quantified adjusted gender or racial pay-gap result was located; Allstate describes inclusive-diversity and human-capital oversight without publishing a controlled regression.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
R0 · Frontline / Graduate / Associate	1–3 years to R1	Not disclosed	Modeled planning interval
R1 · Associate Consultant / Analyst I	1–3 years to R2	Not disclosed	Modeled planning interval
R2 · Consultant I / Engineer I	2–4 years to R3	Not disclosed	Modeled planning interval
R3 · Consultant II / Engineer II	2–4 years to R4	Not disclosed	Modeled planning interval
R4 · Senior Consultant I / Senior Engineer	2–4 years to R5	Not disclosed	Modeled planning interval
R5 · Senior Consultant II / Lead Engineer	2–4 years to R6	Not disclosed	Modeled planning interval
R6 · Lead / Principal Consultant or Manager	3–5 years to R7	Not disclosed	Modeled planning interval
R7 · Managing Engineer / Senior Manager	3–5 years to R8	Not disclosed	Modeled planning interval
R8 · Director	3–6 years to R9 where a vacancy exists	Not disclosed	Modeled planning interval
R9 · Vice President	3–7 years to R10	Not disclosed	Modeled planning interval
R10 · Senior Vice President	Case specific; appointment rather than promotion cycle	Not disclosed	Modeled planning interval
R11 · Executive Vice President / C-suite	Committee appointment	Not disclosed	Modeled planning interval
R12 · Chair, President and Chief Executive Officer	Board appointment	Not disclosed	Modeled planning interval
Board · Non-employee Director	Annual re-election	Not disclosed	Modeled planning interval

Career progression at Allstate is explicitly not always a forward move. Current Allstate career content states that advancement can be lateral rather than a step up within a salary band, which is a rare public acknowledgement that internal bands exist without publishing their limits. Executive long-term incentive is granted annually in the first quarter, and off-cycle equity for new hires, promotions and recognition is granted on the third business day of the month following the qualifying event, with the employee required to be active on the grant date.

Pay progression evidence

Modeled progression, not Allstate policy: R0 to R1 typically takes 1 to 3 years for a 5 to 15 percent increase; R2 to R3 takes 2 to 4 years for 7 to 15 percent; R4 to R5 takes 2 to 4 years for 8 to 18 percent; R6 to R7 takes 3 to 5 years for 10 to 20 percent; R7 to director takes 3 to 6 years for 12 to 25 percent; and director to vice president takes 3 to 7 years for 15 to 30 percent, at which point the incentive mix changes materially. Senior vice president and above are appointment decisions rather than promotion cycles, and the chief executive's compensation is set by the board. These are market heuristics applied to the research bands, not an Allstate merit matrix.

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H-1B / LCA Visa Footprint — United States

Allstate is a modest H-1B sponsor concentrated in experienced technology roles at Northbrook and Chicago. Labour condition application wages are guaranteed base salary only, so they exclude the annual incentive and, for the small population that receives it, equity. The public extracts disagree on record counts because they apply different fiscal cut-offs and legal-entity name matching.

FY2026 certified applications

One aggregator reports 30 for the same period. Allstate Insurance Company is the filing entity in every extract reviewed.

FY2026 median wage

$149,418

Against an average of $152,360, a 75th percentile of $163,613 and a 90th percentile of $176,859.

FY2026 wage span

$113,277 to $199,423

The narrow span reflects a concentrated population of experienced lead, expert and manager engineering roles.

FY2025 petition outcomes

22 approvals, 0 denials

Reported identically by two aggregators for the displayed petition categories.

Dataset summary

Dataset	Result	Interpretation
H1BGrader FY2026 aggregate	29 to 30 certified applications at a $149,418 median	Also the source for the average of $152,360 and the 75th and 90th percentiles.
Ellis city and job-title extract	City medians updated April 2026 across a multi-year window	Reports Northbrook, Chicago, Rocklin, San Francisco, Irving and Charlotte separately, without quartiles.
MyVisaJobs employer profile	A 2025 average offered salary of $164,845	Materially above the median datasets because average and median differ and the included case set is not the same.
Department of Labor OFLC performance data	The primary disclosure dataset released for FY2026 Q3 on 14 August 2026	Every third-party page above is derived from it; differences come from cut-off dates and employer-name normalisation.
Longer-window DOL-derived page	A 25th percentile of $125,445 on a different filing scope	A clean FY2026 25th percentile was not exposed, so the report keeps the two windows separate rather than blending them.

City-level H-1B wage history

City	P25	Median	P75	Records
Northbrook, Illinois Headquarters worksite and the largest public sample. Quartiles are not exposed by city, so the values shown bracket the reported minimum, median and maximum.	$100K	$124,089	$150K	41
Chicago, Illinois Second-largest worksite with the widest reported span, from $89,336 to $210,500.	$110K	$133,666	$165K	23
Rocklin, California A California technology worksite with the highest reported floor of any Allstate location at $113,277.	$122K	$135,828	$160K	23
San Francisco, California The highest median of the six worksites, on a comparatively narrow $96,616 to $179,416 span.	$120K	$140,429	$160K	13
Irving, Texas Texas technology and operations worksite with the tightest reported span, $105,000 to $165,000.	$115K	$127,408	$145K	10
Charlotte, North Carolina The lowest median of the major worksites and the clearest geographic discount in the visa record.	$98K	$110,934	$140K	7

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
Enterprise Software Engineer Lead	All Allstate worksites, FY2026	$141,359 median across 8 filings	The largest single title cohort, on a $121,218 to $173,618 span.
Software Engineer Manager	All Allstate worksites, FY2026	$165,000 median across 7 filings	The highest median of the recurring titles, from $152,214 to $183,156.
Software Engineer Expert	All Allstate worksites, FY2026	$170,845 median across 5 filings	The highest individual contributor wage band, reaching $197,861 at the top.
Software Engineer Lead Consultant	All Allstate worksites, FY2026	$155,827 median across 6 filings	Confirms that Lead Consultant is a technical individual contributor title rather than a management grade.
Senior Software Engineer Lead	All Allstate worksites, FY2026	$148,866 median across 4 filings	On a $137,147 to $158,170 span, the narrowest of the recurring titles.
Manager, Software Engineering	All Allstate worksites, FY2026	$150,816 median across 2 filings	Too small a sample to read as a band, spanning $122,346 to $179,287.

Reading the data correctly

Labour condition application wages are guaranteed base salary. They exclude the annual incentive, any equity and all benefits, so they are not comparable with a total compensation figure.
City quartiles are not exposed by the public city pages. The percentile values shown here bracket the reported minimum, median and maximum rather than reproducing published quartiles.
A labour condition application is a Department of Labor wage attestation, not proof that USCIS approved a petition or that anyone started work. Certification rates should never be relabelled as approval rates.
City record counts are drawn from multi-year pages updated in April 2026, so they cannot be compared directly with the 29-record FY2026 aggregate.
The visa record covers experienced technology roles almost exclusively. Extrapolating it to claims, sales, underwriting or customer service pay would be wrong.

Compare onsite vs offshore

Key Nuances & Insights

01Equity is not part of an ordinary Allstate offer

The 2026 proxy states directly that equity awards are not broadly distributed among the employee population. Public evidence of eligibility becomes firm only at senior vice president. Any model that assumes restricted stock units for every engineer overstates an Allstate package by tens of thousands of dollars.

02ESOP means two different things here

The 2019 Equity Incentive Plan grants performance stock awards, restricted stock units and non-qualified options. The word ESOP belongs to the stock-bonus feature inside the United States 401(k) plan, whose leveraged loan was repaid on 31 December 2019. Reading the retirement construct as an employee option programme is the single most common error with Allstate.

03R0 to R12 is a research scaffold, not an Allstate grade chart

Allstate exposes broad career stages and a long list of title families, and its own postings refer to movement within a salary band, but no global grade numbering was ever published. Quoting an R-number back in a negotiation would be quoting a research artefact.

04Lead Consultant is a real individual contributor rung

Allstate job pages describe Lead Consultant roles with no supervisory responsibility, and the visa record shows Software Engineer Lead Consultant filings at a $155,827 median. The technical track genuinely extends through lead and expert without forcing anyone into people management.

05Executive pay swings hard year to year

The chief executive's reported total was $16.488 million in 2023, $26.744 million in 2024 and $22.921 million in 2025. The annual incentive pool funded at 50.0 percent, then 188.1 percent, then 127.2 percent, and the performance share cycles paid 62.2 percent and then 157.4 percent. Almost none of that movement is a change in target pay.

06Options make Allstate unusual among its peers

Thirty percent of the chief executive's long-term incentive is delivered as non-qualified stock options struck at $188.75, and other executives receive 20 percent. Options are worth nothing below the strike and are the reason the insider record is full of exercise-and-sell pairs that a restricted-stock-only programme would never produce.

07The pay ratio is close to a United States ratio

The 306 to 1 ratio compares the chief executive against a $74,782 United States Underwriting Senior Consultant, after excluding 1,802 employees including all 1,718 in the United Kingdom. Because the offshore population is largely excluded, the ratio understates the true global spread rather than exaggerating it.

08Indian pay compresses sharply at the top

Bengaluru total compensation runs at about 9 percent of the Northbrook anchor at entry level and rises towards 36 percent at senior vice president. The multiplier therefore falls from roughly eleven times to under three times across the ladder, so a like-for-like offshore discount quoted at one level is wrong at another.

09Northern Ireland moves the opposite way

Belfast graduate pay sits close to the United States anchor at about 88 percent of total compensation, then falls to roughly half of it by senior manager. The gap widens with seniority because United States technical pay accelerates faster, which is the reverse of the Indian pattern.

10Australia should not be over-modelled

The proxy discloses 39 Australian employees for pay-ratio purposes and nothing else. No Allstate-specific Australian band, office footprint or benefit enhancement was found, so every Australian row here is a market benchmark carried for coverage rather than an Allstate observation.

11The annual incentive is a pool, not a formula

The corporate pool funds on enterprise performance, and the chief executive then allocates it between market-facing businesses and areas of responsibility based on relative performance, with individual awards differentiated further. Two executives at the same target can therefore land far apart in the same year.

12The equity pool balance is genuinely unknown

The 2019 approval authorised 13.4 million new shares and about 23.3 million aggregate. No current remaining balance or utilisation percentage exists in a clean public disclosure, and this report refuses to back-solve one from incomplete grant tables.

Research control

Allstate's chief executive pay sits third in this comparison set, below Chubb at $33.18 million and Travelers at $26.97 million, marginally above The Hartford at $22.11 million and about 29 percent above Progressive at $17.71 million. Its 306 to 1 ratio is high for the sector largely because the $74,782 median employee reflects a claims, service and underwriting workforce rather than a technology one. On the employee side the R0 to R7 ladder tracks the large-insurer market rather than the technology market, and the absence of broad equity is the single biggest structural difference from a technology employer of comparable revenue.

Evidence classification

Label	Meaning	Examples and permitted use
Verified	An Allstate SEC filing, an official Allstate or Allstate Northern Ireland page, an employer job posting or a government rule.	Executive and director pay, equity plan terms, the 401(k) design, headcount, revenue, incentive payout history and foreign exchange rates.
Reported	A named third-party dataset with observable records: Glassdoor, Levels.fyi and the visa aggregators.	The Northbrook anchor medians below director, the Bengaluru, Belfast and Markham observations and the H-1B wage distributions.
Modeled	The Northbrook anchor multiplied by a city calibration factor and foreign exchange, inside a planning envelope.	Every city without a direct observation, and the director, vice president and senior vice president band rows.
Not publicly disclosed	No source in either research bundle supports a figure.	Recorded as such rather than estimated from statutory minimums or employee anecdote.

Explicit “Not publicly disclosed” index

Official global band identifiers, band limits, midpoints and any title-to-grade mapping

Target bonus percentages by level below the executive plan

The equity eligibility threshold and typical grant size below senior vice president

Current remaining shares and utilisation under the 2019 Equity Incentive Plan

Company-wide and country-level attrition rates

City-by-city employee headcount outside the proxy country exclusion list

Merit increase percentage, appraisal month and effective date in every country

Employee rating scale, labels, calibration process and forced distribution

Promotion hike matrix and time-in-band rules

Sales quota, commission rate, accelerator and draw structures

Health insurer, employee premium share, plan tiers and family floater amounts in every market

India provident fund contribution basis above statutory, National Pension System rate and leave schedule

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

Quantified adjusted gender and racial pay-gap results

Known gaps and diligence before relying on a cell

1The two bundles use different foreign exchange snapshots, 24 August 2026 and 25 August 2026, and different share-price marks, $257.79 on 25 August against $260.19 on the 24 August close. This report standardises on the 24 August 2026 rate table and the $257.79 mark, which is the later of the two share prices.
2The bundles disagree on the executive table layout. One separates the change in pension value from all other compensation and the other merges them. This report merges them so that salary, cash incentive, equity and other reconcile to the disclosed proxy total; the underlying figures are identical.
3The senior vice president row uses the disclosed 50 percent cash and 90 percent equity targets applied to a modeled $525,000 base, producing a $1.26 million total. One bundle instead models a $1.175 million total median. Neither is an Allstate disclosure of a senior vice president band.
4Only the chief executive's annual incentive target of $4.400 million is disclosed for 2025. The Rizzo and Merten targets shown annualise percentages that took effect on 1 October 2025, so they overstate the portion of the year actually served under those terms.
5Modeled totals for R0 through R8 exceed base plus target incentive because the bundles fold role-specific cash and benefit value into their total column. That residual is carried as other compensation rather than inflating the bonus figure, but it is a modelling choice, not a disclosure.
6The bundles disagree on the second research band architecture entirely. One uses R0 to R12 and the other uses separate A0 to A6, US0 to US7, NI0 to NI4 and CA0 to CA4 country ladders. This report follows the single R0 to R12 scheme because it is the only one that joins all countries.
7H-1B record counts differ across sources: 29 against 30 for the FY2026 aggregate, and city pages report multi-year windows that cannot be added to single-year totals. Each figure is preserved separately rather than averaged.
8Allstate publishes no geographic revenue split in either bundle, so this report carries no regional revenue panel rather than repurposing segment data as a geography.
9No company-wide 2026 salary hike percentage, pay freeze, salary cut or campus offer revision was located in any source strong enough to report as policy.
10The current 2019 plan share balance is genuinely absent from public disclosure. The 2019 authorisation figures are carried as history and must not be read as current capacity.

FX rates used — 1 USD equals, snapshot 2026-08-24

95.774733

INR

0.857291

EUR

0.733696

GBP

1.398574

AUD

1.384224

CAD

1.270701

SGD

159.189325

JPY

1.679118

NZD

3.6725

AED

16.966447

MXN

61.722985

PHP

1383.39256

KRW

9.308313

NOK

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 — 15 sources

DEF 14A 2026	The Allstate Corporation 2026 Definitive Proxy Statement · United States Securities and Exchange Commission · 2026-04-10. Executive and director compensation, pay ratio, annual incentive and performance share outcomes, equity plan terms and the country employee exclusion list.
10-K 2025	The Allstate Corporation 2025 Annual Report on Form 10-K · United States Securities and Exchange Commission · 2026-02-13. Human capital disclosure, workforce description and financial results.
Year-end 2025	Allstate 2025 year-end report and earnings release · The Allstate Corporation · 2026-02-04. Employee count, revenue, net income, return on equity, engagement and connectivity scores.
8-K Jul 2026	Form 8-K on the appointment of Christian M. Lown as Chief Financial Officer · United States Securities and Exchange Commission · 2026-07-14. The 2026 chief financial officer package: base, target cash, target equity, equity mix and sign-on awards.
8-K Oct 2025	Form 8-K on senior leadership changes · United States Securities and Exchange Commission · 2025-10-01. Rizzo and Merten base salaries and target cash and equity percentages, and the October incremental grants.
8-K May 2024	Form 8-K on the appointment of Eric K. Ferren as Controller · The Allstate Corporation investor relations · 2024-05-15. The only public senior vice president cash and equity target and equity mix.
Form 11-K	Allstate 401(k) Savings Plan Annual Report on Form 11-K · United States Securities and Exchange Commission · 2026-06-26. Eligibility, automatic enrolment, escalation, the company match formula and plan assets.
DEF 14A 2019	Allstate 2019 proxy statement establishing the 2019 Equity Incentive Plan · United States Securities and Exchange Commission · 2019-04-05. Plan authorisation of 13.4 million additional shares and about 23.326 million aggregate availability.
DEF 14A 2017	Allstate 2017 proxy statement establishing the director equity plan · United States Securities and Exchange Commission · 2017-04-06. The 400,000 share authorisation for the non-employee director plan.
Forms 4	Section 16 filings for Allstate insiders · United States Securities and Exchange Commission · 2026-08-12. Option exercises, open-market sales and the Rule 10b5-1 plan disclosures for Wilson, Rizzo and Dugenske.
Allstate careers	Allstate Careers, Allstate India, Allstate Northern Ireland and Allstate Canada pages · The Allstate Corporation · 2026-08-26. Career stage filters, posted United States salary ranges, benefits, the Northern Ireland benefit list and the Canadian total rewards framework.
Salary datasets	Glassdoor and Levels.fyi Allstate salary records · Glassdoor and Levels.fyi · 2026-08-26. Bengaluru, Belfast, Derry and Markham role anchors and United States senior manager and director aggregates.
H-1B extracts	H1BGrader, Ellis and MyVisaJobs Allstate extracts plus DOL OFLC performance data · Third-party Department of Labor aggregators and the Department of Labor · 2026-08-26. FY2026 wage distributions, city medians, job-title medians and petition outcomes.
FX snapshot	XE mid-market historical currency table · XE · 2026-08-24. Every local currency conversion in this report.
Peer proxies	Progressive, Travelers, Chubb and The Hartford proxy statements · United States Securities and Exchange Commission · 2026-04-06. Peer chief executive compensation comparison.

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Recent News & Workforce Trend

Allstate's 2026 compensation story is about executive turnover and a strong incentive year rather than any workforce-wide pay action. No company-wide salary hike, freeze or cut was announced in any reviewed source.

Not publicly disclosed

2023 employees

No comparable employee count was located in the reviewed bundles for this year.

Not publicly disclosed

2024 employees

Portfolio disposals during 2025 also break comparability with any earlier count.

53,000

2025 employees

Approximately 53,000 full-time and 300 part-time employees at 31 December 2025; the pay-ratio population before exclusions was about 53,500.

Allstate does not publish a multi-year headcount series or any attrition rate in the reviewed sources, and the 2025 disposals of the employer stop-loss, voluntary benefits and group health businesses break comparability with earlier years. The only geographic signals in the filings are the proxy country exclusion list, Allstate India's claim of more than 8,000 professionals and Allstate Northern Ireland's roughly 1,700 employees.

11 Aug 2026

Chief Operating Officer exercises 56,225 legacy options and sells the shares

The Form 4 shows a $92.46 exercise price against sales at a $264.44 weighted average, a gross spread of about $9.672 million before tax and fees.

SEC Form 4

7 Aug 2026

President, Investments and Corporate Strategy sells 32,996 shares

Three weighted-average lots generated gross proceeds of about $8.89 million; he retained 13,054 directly owned shares plus 341 in the 401(k) plan.

SEC Form 4

3 Aug 2026

Christian M. Lown starts as Executive Vice President and Chief Financial Officer

An $875,000 base with a 200 percent target cash incentive, a 375 percent target equity opportunity, a $2.0 million cash sign-on and $4.1 million of sign-on restricted stock units vesting over three years.

Form 8-K

10 Apr 2026

2026 proxy reports a strong 2025 incentive year

The executive annual incentive pool funded at 127.2 percent, the 2023 to 2025 performance share cycle paid 157.4 percent, and chief executive total pay was $22.921 million against a $74,782 median employee.

2026 proxy statement

4 Feb 2026

2025 results show revenue up 5.6 percent to $67.685 billion

Net income applicable to common shareholders reached $10.165 billion at a 42.3 percent return on common equity, with employee engagement reported at 86 percent.

Allstate 2025 year-end report

2 Jan 2026

Chief executive begins a scheduled two-tranche share sale

16,807 shares were sold on 2 January 2026 for about $3.45 million and an identical 16,807 shares on 2 February 2026 for about $3.37 million, both under a Rule 10b5-1 plan adopted on 27 June 2025.

SEC Forms 4

1 Oct 2025

Senior leadership structure and target pay updated

Mario Rizzo became Chief Operating Officer on a $950,000 base with 250 percent target cash and 425 percent target equity, and Jesse E. Merten became President, Property-Liability on $900,000 with 225 percent and 400 percent.

Form 8-K

26 Jun 2025

401(k) plan reports about $132.4 million of 2025 employer matching

The Form 11-K confirms the maximum 4 percent match formula, automatic enrolment at 6 percent and escalation to 10 percent.

Form 11-K

1 May 2025

Allstate Northern Ireland announces a £16 million upskilling investment

The programme supports approximately 1,700 employees across Belfast and the northwest and is the largest publicly quantified employee development commitment in any Allstate market.

Allstate Northern Ireland

24 Feb 2025

Chief executive receives 56,000 target performance shares and 93,349 options

The grant carried a $188.75 option strike and a combined grant-date value of $15.417 million, split 70 percent performance shares and 30 percent options.

2026 proxy statement

15 Jan 2025

Portfolio reshaping changes the workforce mix

Allstate divested its employer stop-loss, voluntary benefits and group health businesses during 2025. No consolidated compensation harmonisation schedule was published for the affected employees.

Allstate disclosures

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