How Assurant Pays
A0–A8 analytical bands across 28 markets in 13 currencies, the ALTEIP and 2004 ESPP equity plans, the filed Executive Short-Term Incentive Plan, 2025 named-executive pay and the 268:1 CEO pay ratio, insider Form 4 filings and entity-level H-1B data.
Band Hierarchy
Assurant does not publish a numeric grade or band sequence, so A0 → A8 is a research taxonomy built from public titles, role families and pay evidence. It must not be renamed or presented as Assurant’s official grade framework.
Assurant’s public job architecture exposes titles and role families, but not a numeric grade or band sequence, so A0–A8 is a research taxonomy built to keep location and compensation comparisons internally consistent. Current recruiting evidence supports technology, data, finance, actuarial, customer service, claims, device care, product, sales and people-leadership roles; India is described as a Global Capability Center supporting technology, analytics and insurance work, and a current Bengaluru senior software engineering role asks for 8+ years.
Analytical bands — technical and management tracks
Track divergence
Approximate peer-market mapping
| Band | Career stage | Peer-market equivalent | Evidence |
|---|---|---|---|
| A0 | Entry / Operations | Entry operations / support | X1 — research taxonomy |
| A1 | Associate / Analyst / Engineer I | Associate / Analyst I / Engineer I | X1 — research taxonomy |
| A2 | Professional / Engineer II | Analyst II / Engineer II / Supervisor | X1 — research taxonomy |
| A3 | Senior Professional | Senior professional / Manager | X1 — research taxonomy |
| A4 | Lead / Staff / Manager | Lead / Staff / Senior Manager | X1 — research taxonomy |
| A5 | Principal / Architect / Senior Manager | Principal / Architect / Senior Manager or functional head | X1 — research taxonomy |
| A6 | Director / Assistant Vice President | Director / AVP | X1 — research taxonomy |
| A7 | Vice President / Senior Vice President | VP / SVP / regional or business-unit head | X1 — research taxonomy |
| A8 | Executive Vice President / C-suite / CEO | EVP / named executive / CEO | D1 — 2026 proxy |
Compensation by Band — Atlanta
Low–high annual ranges. Base rows are employer-posted ranges and salary observations or city-adjusted models; total CTC is a modeled employer-cost range — not an Assurant salary schedule.
| Band | Career stage | Base | Variable | Total CTC | Equity |
|---|---|---|---|---|---|
| A0 | Entry / Operations 0–2 years | $34K – $58K | 0–5% | $74.8K from $38.8K | ESPP |
| A1 | Associate / Analyst / Engineer I 1–4 years | $45K – $75K | 3–8% | $99K from $52.6K | ESPP |
| A2 | Professional / Engineer II 3–7 years | $75K – $125K | 5–10% | $168K from $89.3K | ESPP |
| A3 | Senior Professional 6–11 years | $88K – $147K | 7–12% | $200K from $106K | ESPP |
| A4 | Lead / Staff / Manager 8–14 years | $104K – $173K | 10–15% | $240K from $129K | ESPP |
| A5 | Principal / Architect / Senior Manager 10–18 years | $122K – $204K | 12–20% | $294K from $154K | ESPP |
| A6 | Director / Assistant Vice President 13–22 years | $145K – $242K | 15–30% | $373K from $187K | ESPP |
| A7 | Vice President / Senior Vice President 16–28 years | $170K – $285K | 25–60% | $524K from $236K | Discretionary |
| A8 | Executive Vice President / C-suite / CEO 20+ years | $585K – $1.2M | 100–200% | $15.2M from $3.15M | PSU / RSU |
- Triangulated from Assurant employer-posted U.S. ranges plus Indeed/Levels.fyi role observations.
- City-adjusted from Assurant U.S. employer-posted ranges; Assurant does not publish a city-by-band schedule.
- 2025 proxy: NEO base salaries ranged from $585,000 to $1.2m; disclosed total compensation ranged from $3.149m to $15.222m.
Anchors and caveats — Atlanta / United States
Current US job postings have included ranges around $75K–125K for manager/business-systems roles, $88K–147K for senior manager/QA/payroll roles, $104K–173K for director roles, $122K–204K for AVP roles and $145K–242K for selected AVP/account-leadership roles. Levels.fyi and Indeed provide role observations around $90K–160K for professional, engineering, product and architecture positions. The US table is not an internal grade schedule.
Equity column: ESPP = broad share purchase where locally available, no evidence of recurring LTI; Discretionary = plausible but unconfirmed LTI participation; PSU / RSU = disclosed named-executive grants; NPD = not publicly disclosed.
Total Compensation Range by Band
Modeled total CTC in Atlanta for A0 through A7 — base plus benchmark variable plus a standardized benefits load, excluding unpriced long-term equity. A8 appears only in Atlanta, where it is the disclosed Summary Compensation Table range.
Global Footprint & Pay Arbitrage
Assurant describes a 21-country footprint with APAC headquartered in Singapore, a European head office in Crewe and Global Capability Centers in India and Argentina. City headcount is published only for a handful of sites, so the location catalogue records office evidence rather than ranking cities by size.
Assurant’s careers site states that APAC is headquartered in Singapore and includes offices in Australia, China, India, Japan, New Zealand and South Korea; Europe includes the UK, Italy, Spain, the Netherlands, Germany and France; LATAM includes Puerto Rico, Peru, Mexico, Colombia, Brazil, Argentina and Chile; North America includes the US and Canada. A precise global ranking of city headcount cannot be produced from public evidence — Crewe is the largest specifically quantified site in the reviewed careers material.
Published headcount clues
Location catalogue and market role
| Location | Region | Likely operating role | Office evidence |
|---|---|---|---|
| Atlanta · United States · USD | North America | Headquarters / enterprise leadership | Confirmed |
| Bengaluru · India · INR | Asia Pacific | Global Capability Center — technology / analytics | Confirmed |
| Miami · United States · USD | North America | Operations / insurance | Scope-listed; verify exact site |
| New York · United States · USD | North America | Corporate / client-facing | Confirmed |
| Springfield, OH · United States · USD | North America | Operations | Scope-listed; verify exact site |
| Rapid City, SD · United States · USD | North America | Operations / service | Confirmed |
| Lewisville, TX · United States · USD | North America | Device care / quality / operations | Confirmed by current jobs |
| Florence, SC · United States · USD | North America | Operations | Scope-listed; verify exact site |
| York, PA · United States · USD | North America | Operations | Scope-listed; verify exact site |
| Hyderabad · India · INR | Asia Pacific | Global Capability Center / professional services | Current role footprint |
| Chennai · India · INR | Asia Pacific | Professional / operations footprint | Current role footprint |
| Gurugram · India · INR | Asia Pacific | Client / professional footprint | Current role footprint |
| Mumbai · India · INR | Asia Pacific | Client / insurance footprint | Current role footprint |
| Melbourne · Australia · AUD | Asia Pacific | Country operations / client-facing | Confirmed |
| Sydney · Australia · AUD | Asia Pacific | Client-facing / operations | Confirmed |
| Auckland · New Zealand · NZD | Asia Pacific | New Zealand head office | Confirmed |
| Christchurch · New Zealand · NZD | Asia Pacific | Operations | Confirmed regional footprint |
| Crewe · United Kingdom · GBP | Europe | European head office / contact centre / support | Confirmed; 900+ employees |
| London · United Kingdom · GBP | Europe | Corporate / client-facing | Scope-listed; corporate footprint |
| Toronto · Canada · CAD | North America | Professional / customer / claims | Confirmed |
| Mexico City · Mexico · MXN | Latin America | Country office / client-facing | Confirmed; 200+ employees in Mexico |
| Barueri / São Paulo · Brazil · BRL | Latin America | Country office / support and front line | Confirmed; 200+ employees |
| Buenos Aires · Argentina · ARS | Latin America | Global Capability Center | Confirmed |
| Amsterdam · Netherlands · EUR | Europe | Multilingual European support / enterprise functions | Confirmed regional office |
| Munich · Germany · EUR | Europe | Country / client-facing | Scope-listed; Germany office confirmed |
| Tokyo · Japan · JPY | Asia Pacific | Country growth / client-facing | Confirmed market |
| Singapore · Singapore · SGD | Asia Pacific | APAC headquarters / IT / business development | Confirmed |
| Dubai (coverage marker) · United Arab Emirates · AED | Middle East | No confirmed Assurant office in the official location list | Not confirmed — compensation intentionally blank |
Cross-market base-pay midpoints (USD)
| Band | Atlanta | Bengaluru | Melbourne | Crewe | Toronto |
|---|---|---|---|---|---|
| A0 | $46.0K | $6.3K | $47.9K | $32.7K | $31.1K |
| A1 | $60.0K | $10.4K | $55.4K | $42.9K | $49.5K |
| A2 | $100.0K | $16.7K | $74.4K | $65.4K | $70.8K |
| A3 | $117.5K | $29.2K | $85.8K | $85.2K | $76.9K |
| A4 | $138.5K | $36.5K | $100.1K | $109.0K | $90.3K |
| A5 | $163.0K | $49.6K | $121.9K | $136.3K | $106.6K |
| A6 | $193.5K | $70.5K | $157.3K | $173.8K | $133.6K |
| A7 | $227.5K | $112.2K | $228.8K | $252.1K | $177.0K |
| A8 | $892.5K | NPD | NPD | NPD | NPD |
Base-range midpoints converted at 24 August 2026 mid-market cross-rates. Nominal base-pay comparisons, not purchasing-power parity or cost-to-company; a modeled value is not an official Assurant band rate.
Onshore versus offshore — USD base-midpoint multipliers
| Band | Markets | Multiplier | Interpretation |
|---|---|---|---|
| A3 | Atlanta / Bengaluru | 4.02× | Market comparison; not an internal transfer multiplier |
| A3 | Atlanta / Melbourne | 1.37× | Market comparison |
| A3 | Melbourne / Bengaluru | 2.93× | Market comparison |
| A5 | Atlanta / Bengaluru | 3.29× | Market comparison |
| A5 | Atlanta / Melbourne | 1.34× | Market comparison |
| A5 | Melbourne / Bengaluru | 2.46× | Market comparison |
Assurant does not publish a formal onsite-versus-offshore salary policy or rotation allowance; these are market comparisons useful for workforce-cost planning and offer normalization, not internal transfer ratios.
Source-grounded anchors — primary markets
Current US job postings have included ranges around $75K–125K for manager/business-systems roles, $88K–147K for senior manager/QA/payroll roles, $104K–173K for director roles, $122K–204K for AVP roles and $145K–242K for selected AVP/account-leadership roles. Levels.fyi and Indeed provide role observations around $90K–160K for professional, engineering, product and architecture positions. The US table is not an internal grade schedule.
India observations include fresher/entry figures around ₹4.5–7.5 lakh, analyst/engineering roles through the teens and low ₹20 lakhs, senior technology and product roles in the ₹19–42 lakh area, and sparse architecture/controller observations above ₹50 lakh. Outliers and records that appeared to mix fixed, bonus and stock fields were excluded or downgraded.
Australian observations include claims and support roles around A$59K–75K, senior analysts around A$100K–121K, managers around A$123K–150K, and sparse senior business-development or compliance roles extending toward A$200K. Small samples can move materially as roles change.
Annual compensation review and adjustment cycle
Variable Pay & Annual Incentive
Only the named-executive targets and the Executive Short-Term Incentive Plan formula are filed. A0–A7 percentages are cross-level planning benchmarks that stop base-only comparisons from understating leadership pay — not an Assurant policy disclosure.
| Band | Target / benchmark | Payout mechanism | Recent payout |
|---|---|---|---|
A0 Entry / Operations | 0–5% modeled | Assurant does not publish a band-level employee formula; range is a planning benchmark, not company policy Annual for named executives; non-executive cadence not publicly disclosed | Not publicly disclosed |
A1 Associate / Analyst / Engineer I | 3–8% modeled | Assurant does not publish a band-level employee formula; range is a planning benchmark, not company policy Annual for named executives; non-executive cadence not publicly disclosed | Not publicly disclosed |
A2 Professional / Engineer II | 5–10% modeled | Assurant does not publish a band-level employee formula; range is a planning benchmark, not company policy Annual for named executives; non-executive cadence not publicly disclosed | Not publicly disclosed |
A3 Senior Professional | 7–12% modeled | Assurant does not publish a band-level employee formula; range is a planning benchmark, not company policy Annual for named executives; non-executive cadence not publicly disclosed | Not publicly disclosed |
A4 Lead / Staff / Manager | 10–15% modeled | Assurant does not publish a band-level employee formula; range is a planning benchmark, not company policy Annual for named executives; non-executive cadence not publicly disclosed | Not publicly disclosed |
A5 Principal / Architect / Senior Manager | 12–20% modeled | Assurant does not publish a band-level employee formula; range is a planning benchmark, not company policy Annual for named executives; non-executive cadence not publicly disclosed | Not publicly disclosed |
A6 Director / Assistant Vice President | 15–30% modeled | Assurant does not publish a band-level employee formula; range is a planning benchmark, not company policy Annual for named executives; non-executive cadence not publicly disclosed | Not publicly disclosed |
A7 Vice President / Senior Vice President | 25–60% modeled | Assurant does not publish a band-level employee formula; range is a planning benchmark, not company policy Annual for named executives; non-executive cadence not publicly disclosed | Not publicly disclosed |
A8 Executive Vice President / C-suite / CEO | 100–200% disclosed | Named executives: 50% adjusted EBITDA excluding catastrophes, 30% net earned premiums / fees / other income, 20% individual performance Annual for named executives; non-executive cadence not publicly disclosed | 2025 enterprise factor 1.50; actual cash also reflected role and individual factors |
Filed 2025 Executive Short-Term Incentive Plan — three inputs
The 2025 Executive Short-Term Incentive Plan combined the two financial measures (80% of the plan) into an enterprise financial factor of 1.50, with the remaining 20% assessed individually by the committee. Source: 2026 proxy, ESTIP discussion [S1].
Actual 2025 named-executive cash incentive payouts
| Executive | Role | Target | Cash payout | INR |
|---|---|---|---|---|
| Keith W. Demmings | CEO | 200% of salary | $3,576,000 | ₹34.2Cr |
| Keith R. Meier | EVP & CFO | 140% of salary | $1,564,500 | ₹15Cr |
| Michael P. Campbell | EVP & COO | 100% of salary | $874,360 | ₹8.4Cr |
| Biju Nair | EVP; Global Connected Living | 100% of salary | $876,000 | ₹8.4Cr |
| Robert A. Lonergan | EVP; Strategy & Transformation | 100% of salary | $834,074 | ₹8Cr |
| Francesca L. Luthi | Former EVP & COO | 115% of salary | $1,046,500 | ₹10Cr |
Enterprise factor history
Employee-wide payout history
No public history was found for employee-wide variable payout percentages below the named-executive group. Sales incentives, spot awards and recognition awards may exist, but standardized payout schedules are not published.
Equity — PSU, RSU, ESPP, Options & SARs
The 2017 Long Term Equity Incentive Plan (ALTEIP) is the active grant vehicle and the 2025 named-executive mix was 75% PSUs / 25% RSUs. Broad employee share ownership runs through the 2004 ESPP where locally available; no public employee-grade threshold or standard grant table exists for RSUs/PSUs.
ALTEIP pool utilization — 2026
The utilization proxy is not Assurant’s formal historical plan-utilization rate because it does not reconstruct grants, cancellations, recycling, withholding, forfeitures or all shares previously issued.
2025 named-executive annual grants — 75% PSU / 25% RSU at $211.20
| Executive | LTI target | PSUs | RSUs | Grant value | At $285.26 |
|---|---|---|---|---|---|
Keith W. Demmings CEO | 750% of salary | 31,960 $6.8M | 10,653 $2.3M | $9.0M | $12.2M |
Keith R. Meier EVP & CFO | 360% of salary | 9,588 $2.0M | 3,196 $675.0K | $2.7M | $3.6M |
Michael P. Campbell EVP & COO | 260% of salary | 5,447 $1.2M | 1,816 $384.0K | $1.5M | $2.1M |
Biju Nair EVP; Global Connected Living | 300% of salary | 6,392 $1.4M | 2,131 $450.0K | $1.8M | $2.4M |
Robert A. Lonergan EVP; Strategy & Transformation | 250% of salary | 4,972 $1.1M | 1,657 $350.0K | $1.4M | $1.9M |
Francesca L. Luthi Former EVP & COO | 325% of salary | 7,502 $1.6M | 2,501 $528.0K | $2.1M | $2.9M |
Mark-to-market is a simple unit count × the 25 Aug 2026 price of $285.26, before vesting, performance, tax, forfeiture and payout certification — not realized compensation. Michael Campbell also received a one-time promotion equity award of approximately $750,000 (₹7.18 crore), split 75% PSU and 25% RSU; one proxy passage appears to date his COO appointment to September 2026, but the appointment disclosure and surrounding chronology support 15 September 2025 [S1].
Vesting, performance and ownership
Equity policy by hierarchy level — Atlanta
| Band | Publicly supportable policy | Grant / frequency | Conditions · evidence |
|---|---|---|---|
| A0 ESPP | ESPP may be available by country and plan eligibility; no evidence of recurring LTI grants. | Not publicly disclosed ESPP payroll purchase cycles; LTI not disclosed | Local plan availability and employment eligibility Company benefit page + not public |
| A1 ESPP | Same as A0; no public minimum grade for LTI. | Not publicly disclosed Not publicly disclosed | Committee discretion for ALTEIP; ESPP local rules Plan eligibility is broad, actual selection is not |
| A2 ESPP | No public evidence of standard RSU/PSU grants by band. | Not publicly disclosed Not publicly disclosed | Committee discretion Not public |
| A3 ESPP | No public evidence of standard RSU/PSU grants by band. | Not publicly disclosed Not publicly disclosed | Committee discretion Not public |
| A4 ESPP | Manager/lead participation in LTI cannot be established from public filings. | Not publicly disclosed Not publicly disclosed | Committee discretion Not public |
| A5 ESPP | Senior-manager/architect participation may occur, but no public grant schedule or threshold was found. | Not publicly disclosed Not publicly disclosed | Committee discretion; retention/performance rationale may apply Inference, not company policy |
| A6 ESPP | Director/AVP grants may be discretionary; no standard grant range is disclosed. | Not publicly disclosed Not publicly disclosed | Committee discretion Inference, not company policy |
| A7 Discretionary | VP/SVP roles are plausible recurring-LTI participants, but Assurant does not publish a band table. | Not publicly disclosed Likely annual/retention-based for selected leaders; not publicly confirmed | Role criticality, performance, retention and committee approval Inference from executive program |
| A8 PSU / RSU | Named executives receive annual LTI; 2025 mix was 75% PSU and 25% RSU. | 2025 grant-date value $1.400M–$9.000M among covered executives Annual grants routinely dated 16 March; promotion/retention awards may be additional | PSU performance, service/vesting, committee certification; ownership requirements apply Disclosed in 2026 proxy |
The plan’s legal eligibility is broad, but actual award selection is discretionary. It is not responsible to infer that every employee — or every manager — receives RSUs/PSUs merely because the plan permits employee awards. Broad employee share ownership runs through the ESPP where locally available; the US page advertises a 10% discount and Australia a discounted share plan twice yearly [S4, S6].
Executive Compensation — 2025
2025 Summary Compensation Table values from the 2026 proxy are grant-date accounting values, not cash received. Keith W. Demmings’ annual incentive target was 200% of salary and his long-term incentive target 750% — a strongly performance-leveraged package.
Reading the table
The stock-award column is the accounting grant-date fair value required by SEC rules, not cash realized in 2025. “All other” includes items such as executive disability premiums, executive 401(k) contributions, ordinary 401(k) contributions and dividend equivalents, depending on the executive. INR view: CEO total ₹145.8 crore, CFO ₹52.5 crore, former COO ₹40 crore, COO ₹39.4 crore, Connected Living president ₹34.5 crore, strategy officer ₹30.2 crore [S1].
Assurant’s CEO total was below the reviewed Allstate and Hartford figures and above Brown & Brown. Cross-company ratios are sensitive to workforce geography, business mix and each issuer’s median-employee methodology.
2025 non-employee director totals disclosed in the proxy ranged from approximately $64,840 (₹62.1 lakh) to $505,151 (₹4.84 crore). The omnibus plan’s annual non-employee-director cap is $750,000, with an additional $850,000 allowance for extraordinary service [S1].
Regional heads and other KMP-equivalent roles
The SEC proxy discloses named executives, not a complete global KMP list comparable to an Indian annual report. Regional presidents and country heads below NEO status do not have public individual compensation. Status: not publicly disclosed.
Named Executive Officers
2025 Summary Compensation Table totals for the six named executive officers, with each officer’s filed annual-incentive and long-term-incentive targets as a percentage of salary. Former COO Francesca Luthi remains in the table for the 2025 fiscal year.
Target structure by executive role — 2025
| Role | Salary rate | Annual target | LTI target | Disclosed total |
|---|---|---|---|---|
| President & CEO | $1,200,000 | 200% | 750% | $15,221,983 |
| EVP & CFO | $750,000 | 140% | 360% | $5,483,277 |
| EVP & COO | $620,000 | 100% | 260% | $4,117,209 |
| EVP / business president | $600,000 | 100% | 300% | $3,603,095 |
| EVP / strategy & transformation | $585,000 | 100% | 250% | $3,149,042 |
Salary rates are the annualized 2025 rates; the Summary Compensation Table shows actual salary paid, which differs where rates changed during the year. Targets are percentages of salary; PSUs within the LTI can pay from 0% to 200% [S1].
Insider Filings — SEC Form 4
Assurant is a US-listed NYSE issuer, so SEC Forms 3/4/5, Forms 144 and Schedules 13D/G govern; BSE/NSE, SEBI SAST and promoter-group concepts do not apply. Code F tax-withholding dispositions are separated from code S open-market sales because they carry no investment signal.
| Date | Person | Transaction | Shares | Price | Value |
|---|---|---|---|---|---|
| 2026-08-06 | Biju Nair EVP; President, Global Connected Living | S · Open-market sale Weighted-average price across a narrow range; Form 4 also states holdings included 35.055 ESPP shares acquired 30 Jun 2026. S17 | 3,931 | $302.46 | $1.2M |
| 2026-06-30 | Biju Nair EVP; President, Global Connected Living | A · ESPP acquisition Acquired under the Amended and Restated 2004 ESPP; acquisition price not shown in the cited Form 4 footnote. S17 | 35.055 | NPD | NPD |
| 2026-06-22 | Robert A. Lonergan EVP; Chief Strategy & Transformation Officer | S · Open-market sale Weighted-average sale under a Rule 10b5-1 trading plan. Form 4, filed 24 Jun 2026 | 7,000 | $262.71 | $1.8M |
| 2026-05-15 | Keith R. Meier EVP; Chief Financial Officer | S · Open-market sale Pre-arranged Rule 10b5-1 transaction. S18 | 25,000 | $254.31 | $6.4M |
| 2026-03-16 | Michael P. Campbell EVP; Chief Operating Officer | A · PSU vest / acquisition Performance share units vested; separate tax-withholding disposition occurred at $222.15. Form 4, filed 18 Mar 2026 | 13,285 | $0.00 | $0.0 |
| 2026-03-16 | Michael P. Campbell EVP; Chief Operating Officer | F · Tax withholding Shares withheld to satisfy tax obligations; not an open-market investment sale. Form 4, filed 18 Mar 2026 | 7,687 | $222.15 | $1.7M |
| 2026-03-16 | Keith R. Meier EVP; Chief Financial Officer | A · PSU vest / acquisition Performance share units vested; 11,717 shares were separately withheld for taxes at $222.15. Form 4, filed 18 Mar 2026 | 22,355 | $0.00 | $0.0 |
| 2026-03-16 | Biju Nair EVP; President, Global Connected Living | F · Tax withholding Shares withheld to satisfy tax obligations on vested awards; not an open-market investment sale. Form 4, filed 18 Mar 2026 | 7,385 | $222.15 | $1.6M |
| 2026-03-16 | Robert A. Lonergan EVP; Chief Strategy & Transformation Officer | F · Tax withholding Shares withheld to satisfy tax obligations on vested awards; not an open-market investment sale. Form 4, filed 18 Mar 2026 | 6,699 | $222.15 | $1.5M |
| 2025-10-03 | Keith W. Demmings President & Chief Executive Officer | S · Open-market sale 13,420 shares at weighted average $220.5095 and 305 shares at $221.0312 under a Rule 10b5-1 plan. Form 4, filed Oct 2025 | 13,725 | NPD | $3.0M |
Interpretation rules
Benefits & Perks
Assurant’s careers pages disclose benefit categories — and in Australia, quantified parental, wellbeing and donation benefits — but usually not insurers, coverage amounts, employer premium splits or leave schedules. Statutory minima are not Assurant policy.
United States
- Health. Medical and dental plan options and health-plan accounts; insurer/provider and employer premium split are not publicly specified.
- 401(k). Company matches 100% of employee contributions up to 6% of eligible pay.
- ESPP. Current careers page states a 10% discount.
- Protection. Short- and long-term disability, life insurance and accidental death & dismemberment coverage.
- Development and flexibility. Tuition support, internal courses and coaching; flexible work and paid time off depend on role.
- Executive programs. Named executives also have an executive 401(k), frozen pension participation where applicable, deferred compensation and enhanced disability coverage [S1 / S4].
Global themes
- Flexibility. More than 80% of employees are described as able to work remotely or flexibly, subject to role and location.
- Development. Learning, coaching, internal mobility and recognition programs are recurring themes across careers pages.
- Wellbeing. Employee Assistance Programme / mental-health support is public in several regions; provider and coverage vary.
- Not located. No public global sabbatical policy, universal leave table or uniform insurance coverage schedule was found [S7].
Data not publicly quantified
The reviewed public pages do not provide a complete global plan book. Unavailable or incomplete by country: health insurer and coverage amount, family-floater limits, exact annual leave and sick leave schedules, paternity leave for all countries, employer pension percentages in the UK/Europe, NPS employer contribution rate in India, relocation tables, phone/internet allowances, cab routes and severance matrices. Confirm these with the recruiter or benefits summary for the specific employing legal entity.
Performance Review & Pay Progression
The executive cycle, enterprise factor and PSU outcome are filed in the proxy; the workforce rating system is not. Career-progression timings are an external planning benchmark, and promotion increases are not publicly disclosed for any band.
Verified facts versus unavailable mechanics
| Topic | Public finding | Evidence |
|---|---|---|
| Workforce rating scale and labels | Not publicly disclosed | NP |
| Bell curve / forced ranking / calibration quotas | Not publicly disclosed | NP |
| Rating-to-hike percentages | Not publicly disclosed | NP |
| Standard promotion hike | Not publicly disclosed | NP |
| Time-in-band rule | Not publicly disclosed | NP |
| Probation and confirmation rules | Role/country-specific; not publicly disclosed | NP |
| Executive annual incentive cycle | Annual, with company and individual inputs; base and incentive targets set for the year | D1 |
| Routine executive equity date | 16 March in the reviewed cycle | D1 |
| Executive 2025 enterprise factor | 1.50 | D1 |
| 2023–2025 PSU payout | 189% | D1 |
External planning timeline — not Assurant policy
| Band | Indicative time before next level | Promotion hike | Evidence |
|---|---|---|---|
| A0 | 1–3 years | Not publicly disclosed | X1 — planning benchmark |
| A1 | 2–4 years | Not publicly disclosed | X1 — planning benchmark |
| A2 | 2–4 years | Not publicly disclosed | X1 — planning benchmark |
| A3 | 3–5 years | Not publicly disclosed | X1 — planning benchmark |
| A4 | 3–5 years | Not publicly disclosed | X1 — planning benchmark |
| A5 | 3–6 years | Not publicly disclosed | X1 — planning benchmark |
| A6 | 4–7 years | Not publicly disclosed | X1 — planning benchmark |
| A7 | Opportunity / succession dependent | Not publicly disclosed | X1 — planning benchmark |
Indicative time before the next level is an external planning benchmark (X1), not Assurant policy; promotion hikes are not publicly disclosed for any band and Assurant does not publish time-in-band rules. Careers pages emphasize learning, manager development, coaching, internal mobility and recognition — evidence that development programs exist, not of guaranteed promotion timing or pay increases [S4–S7].
Pay equity and diversity
Assurant’s recruiting materials describe equal opportunity, inclusion, flexible work and benefits that include same-sex-partner and cultural-leave support in selected countries. No public gender-pay-gap table, race/ethnicity pay-equity audit results or grade-level remediation budget was located. Status: policy commitment is public; quantitative pay-equity results are not.
H-1B / LCA Visa Footprint
Assurant’s US immigration footprint cannot be responsibly summarized under one employer name: the direct parent, Assurant Technology Group and insurance subsidiaries file separately, and the direct entity has too few recent records for current percentiles. Counts from MyVisaJobs, H1BGrader and H1Bdata; a certified LCA is a wage filing, not proof of hiring.
Employer-level summary by legal entity
| Legal entity | Public salary signal | Recent filing signal | Interpretation |
|---|---|---|---|
| Assurant, Inc. | FY2017 average $93,797 (₹89.8 lakh) | No FY2025 direct LCAs found; 2026 snapshot showed no labor petitions and one I-129 denial in the aggregator | Stale and sparse |
| Assurant Technology Group | Annual averages: 2024 $83,553; 2023 $91,346; 2022 $63,100; 2021 $84,125; 2020 $110,000 | Small yearly samples | Affiliate / technology entity; do not merge silently |
| American Bankers insurance affiliates | More recent LCA activity appears under insurance-subsidiary names | Entity name and role must be checked case by case | Useful proxy only when clearly labeled |
Assurant Technology Group — annual average offered wage
City-level records
| City | Median | Records | Period / entity | Caveat |
|---|---|---|---|---|
Atlanta, GA Historical / insufficient sample | NPD P25 / P75 NPD | 2 | FY2017, direct Assurant entity | Two historical direct-entity records were identified, but public summaries do not expose enough values to calculate city percentiles. Direct-entity overall FY2017 average was $93,797. S14 |
Miami, FL Historical / single observation | NPD P25 / P75 NPD | 1 | FY2017, direct Assurant entity | Single record; percentiles would be misleading. S14 |
Milwaukee, WI Historical / single observation | NPD P25 / P75 NPD | 1 | FY2017, direct Assurant entity | Single record; percentiles would be misleading. S14 |
Plano, TX Affiliate entity / small sample | $110,000 P25 / P75 NPD | 2 | Historical, Assurant Technology Group | H1Bdata public summary reports two records and a $110,000 median; quartiles are not published. H1Bdata.info |
Dublin, OH Affiliate entity / single observation | $96,574 P25 / P75 NPD | 1 | FY2025, Assurant Technology Group | One Big Data Developer record. This is not a company-wide median. Public LCA record |
Reading the data correctly
- Assurant’s US immigration footprint cannot be responsibly summarized under one employer name: the direct parent, technology entities and insurance subsidiaries file separately, and the direct Assurant entity has too few recent records for current percentiles.
- Approval rates: the direct-entity public summary does not provide a sufficiently stable 2025–2026 LCA approval rate. One 2026 I-129 record was shown as denied, but one case is not an organizational approval-rate estimate.
- For current sponsorship diligence, search the exact employing legal entity named in the offer letter [S14–S16].
Key Nuances & Insights
A0–A8 is a research taxonomy built from job titles and pay evidence. It must not be represented as Assurant’s official grade system.
Broad employee share ownership appears through the ESPP where locally available; meaningful recurring RSU/PSU disclosure is concentrated at named-executive level.
CEO annual incentive target was 200% of salary and annual LTI target was 750%; PSUs can pay from 0% to 200% based on TSR and adjusted EPS.
Primary-market anchors use employer ranges and salary observations; city extensions are models. Every row carries an evidence badge and note.
Public recruiting describes technology, analytics and insurance work, with roles ranging from early career to senior engineering and architecture.
The careers page quantifies parental leave, return-to-work, wellbeing and donation benefits more clearly than most other regions.
Assurant, Assurant Technology Group and insurance affiliates appear separately in visa databases. Combining them without entity labels would overstate comparability.
Assurant is a US NYSE issuer, so SEC Forms 3/4/5 and 13D/G are relevant. BSE/NSE/SEBI SAST and promoter-group concepts are not applicable.
Form 4 code F transactions settle taxes on vesting and should be separated from code S open-market sales.
ARS salary observations can become stale quickly and sometimes mix monthly and annual bases; USD normalization does not eliminate that risk.
No public evidence quantifies a pay premium for external hires versus internal promotees at the same Assurant level.
No verified rating labels, forced distribution, rating quotas or promotion-hike table were found for the general workforce.
- Internal grade and salary-review month
- Variable target and maximum, first-year proration and payout date
- Individual-versus-company weighting
- Sign-on clawback
- ESPP country eligibility
- LTI grant value and vesting
- Promotion criteria
- Benefits insurer and coverage, leave entitlement
- Mobility treatment and severance
Evidence classes used in this report
| Code | Meaning | Appropriate use |
|---|---|---|
| D1 · Disclosed | SEC filing, company plan document, company careers/benefits page or employer-posted salary range | Can be described as company-published, with date and scope |
| M1 · Market-observed | Company-specific salary record from Levels.fyi, Glassdoor, Indeed, Weekday, PayScale or similar | Directional range; sample and role-mix caveats required |
| X1 · Modeled | Transparent extrapolation from M1/D1 anchors, local-market relationship and city differential | Planning and comparison only; not an Assurant range |
| NP · Not publicly disclosed | Evidence insufficient for a responsible estimate | Report as unavailable rather than guess |
Public-data gaps and conflict log
| Topic | Finding | Treatment in this report |
|---|---|---|
| Official internal band labels | Not found | A0–A8 labeled research taxonomy |
| India / Australia / UK localized C-suite pay | Not found | A8 left unavailable outside Atlanta |
| Employee RSU/PSU threshold by grade | Not found | No grant values invented |
| General workforce variable-pay percentages | Not found | A0–A7 marked modeled |
| Rating scale, bell curve and hike matrix | Not found | Reported as not publicly disclosed |
| City-level headcount | Partial | Only published figures used |
| Argentina salary records | Highly volatile and inconsistent | High-risk modeled rows with explicit warning |
| Campbell COO date | One proxy passage appears inconsistent with appointment chronology | 15 Sep 2025 used; discrepancy flagged |
| SAST / BSE / NSE data | Not applicable to NYSE issuer | Replaced with SEC ownership framework |
| H-1B company identity | Multiple legal entities | Entity labels preserved; no silent aggregation |
FX rates used — 1 USD equals, mid-market cross-rates at 24 Aug 2026 16:00 UTC
XE snapshot [S23], used for comparability rather than payroll or tax conversion; INR is shown throughout because the source brief requested USD, local and INR views. Compensation intelligence, not an offer, policy document, tax, immigration or investment opinion.
Source-quality notes
- SEC and company pages take precedence over aggregators.
- Salary aggregators are directional and may include self-reported, estimated, duplicated or stale records.
- A single observation is never treated as a company policy.
- Search-result snippets were used only when the underlying source identity and data point were clear; unavailable underlying documents are marked accordingly.
- Exchange rates and share price are point-in-time snapshots, not forecasts — $285.26 at 25 Aug 2026 19:10 UTC and XE mid-market cross-rates at 24 Aug 2026 16:00 UTC.
Source register — 27 sources
| S1 | Assurant 2026 Definitive Proxy Statement (DEF 14A, filed 6 Apr 2026) — company filing |
| S2 | Assurant 2025 Form 10-K (filed 10 Feb 2026) — company filing |
| S3 | Assurant Q2 2026 results (filed 4 Aug 2026) — company filing |
| S4 | Assurant US careers and benefits — jobs.assurant.com/en/locations/united-states |
| S5 | Assurant India careers and benefits — jobs.assurant.com/en/locations/india |
| S6 | Assurant Australia careers and benefits — jobs.assurant.com/en/locations/australia |
| S7 | Assurant global locations — jobs.assurant.com/en/locations |
| S8 | Assurant office locations — assurant.com/office-locations |
| S9 | Assurant Levels.fyi salary observations (updated 25 Aug 2026) — third-party aggregator |
| S10 | Assurant US salary observations — Indeed |
| S11 | Assurant India salary observations — Glassdoor |
| S12 | Assurant India compensation observations — Weekday |
| S13 | Assurant Australia salary observations — Glassdoor |
| S14 | Assurant direct-entity H-1B history — MyVisaJobs |
| S15 | Assurant Technology Group H-1B history — MyVisaJobs |
| S16 | Assurant Technology Group H-1B data — H1BGrader |
| S17 | Biju Nair Form 4, 6 Aug 2026 — SEC filing |
| S18 | Keith Meier Form 4, 15 May 2026 — SEC filing |
| S19 | Assurant New Zealand careers — jobs.assurant.com/en/locations/new-zealand |
| S20 | Assurant Canada careers — jobs.assurant.com/en/locations/canada |
| S21 | Assurant UK careers — jobs.assurant.com/en/locations/the-united-kingdom |
| S22 | AIZ market-price snapshot: $285.26 at 25 Aug 2026 19:10 UTC — Google Finance |
| S23 | XE historical cross-rates, 24 Aug 2026 16:00 UTC — FX data |
| S24 | Assurant 2025 Definitive Proxy Statement (2024 compensation) — company filing |
| S25 | The Hartford 2026 proxy — peer company filing (SEC DEF 14A) |
| S26 | Allstate 2026 proxy — peer company filing (SEC DEF 14A) |
| S27 | Brown & Brown 2026 proxy — peer company filing (SEC DEF 14A) |
Recent News & Workforce Signals
Compensation, equity-plan and governance timeline from SEC filings and Assurant releases, with the business-performance signals that shape incentive capacity and the headcount facts that are — and are not — public.
A consistent quarterly headcount series and company-wide attrition rate were not located in the reviewed public sources. Assurant is not an Indian IT-services issuer and does not routinely publish the attrition metrics common in that sector. No verified 2025–2026 announcement of delayed campus joining, fresher-offer revision or universal salary freeze was found.
Q2 segment net earned premiums, fees and other income rose 9% year over year; the company again increased its full-year outlook. This supports executive incentive capacity but is not evidence of an employee-wide salary increase.
The amendment increased the post-approval reserve to 1,279,237 shares, extending the expected life of the equity pool.
CEO total compensation was $15.222M; the 2025 enterprise annual-incentive factor was 1.50 and the 2023–2025 PSU award paid at 189% of target.
Global Lifestyle and Global Housing net earned premiums, fees and other income reached $12.35B, up 8%.
The appointment carried a one-time equity award of roughly $750,000, split 75% PSU and 25% RSU. One proxy passage appears to contain a 2026 date typo; the appointment context supports 2025.
The reviewed filings and careers pages do not disclose a company-wide average salary increase, rating-to-hike table, pay freeze or universal annual review month for 2025–2026.
Business performance and incentive capacity
- Full-year 2025 Global Lifestyle and Global Housing net earned premiums, fees and other income totaled $12.35B (₹1.18 lakh crore), up 8% [S2].
- On 4 August 2026, Assurant reported Q2 segment top line of $3.32B (₹31,798 crore), up 9%, and raised its outlook [S3].
- Stronger financial performance can support incentive outcomes, but it does not prove a workforce-wide salary increase.