At AbbVie, 86 percent of employees say their workplace is great.



This review is based on 985 employee surveys, with a 90% confidence level and a margin of error of ± 2.54. It was published on Mar 30, 2017. 14112 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
I'm proud to tell others I work here.
I am able to take time off from work when I think it's necessary.
Management is honest and ethical in its business practices.
I am given the resources and equipment to do my job.

What They Do

We asked AbbVie to explain what they do. Here is what they had to say.

AbbVie is a global, research-based biopharmaceutical company whose mission is to use its expertise, dedicated people and unique approach to innovation to develop and market advanced therapies that address some of the world's most complex and serious diseases. 

About this Company

Website: Industry: Biotechnology & Pharmaceuticals
US Headquarters: North Chicago, Illinois, 60064 US Sites: 24
Major Locations: Worcester, Massachusetts, 01603; Cambridge, Massachusetts, 02139; Redwood City, California, 94065; Sunnyvale, California, 94086; North Chicago, Illinois, 60064; Mettawa, Illinois, 60045; South San Francisco, California, 94080; Wyandotte, Michigan, 48192 US Employees: 13,000
US Revenues: $15,900 million Worldwide Revenues: $25,638 million
Employees Worldwide: 29,000 Corporate Structure: Public
Stock Symbol: ABBV Founded: 2013

Leaders from AbbVie's Employee Resource Groups at an offsite meeting

Perks and Programs

We asked AbbVie to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Work Schedule and Career Flexibility for Everyone: AbbVie established a global work-life/flexibility integration strategy integral to building our desired culture. Being flexible in how employees work day-to-day and throughout their careers is critical to creating an inclusive environment that recognizes the different needs of employees and supports high performance and engagement. In our 2016 employee survey, 90 percent of employees in the U.S. responded favorably to: “My manager grants me enough flexibility to meet my personal/family responsibilities.”
  • Flexibility Tools for Managers: AbbVie's work-life/flexibility strategy is a cornerstone of its global well-being program, AbbVie Vitality. Manager tools on its Vitality website support this strategy: Workplace Well-Being: Flexibility and Work-Life Effectiveness • Managing Workload Team Session: Facilitate a Session to Explore Your Team’s Workload • Managing from a Distance: Tips on how to Engage and Connect • Team Ideas to Support Well-Being.
  • Promoting Work-Life Blend: Ann McBurney leads Communication, Culture and Change efforts within AbbVie’s Pharmacovigilance & Patient Safety function. “With great passion and support from senior leaders, our function’s culture change has been remarkable the past few years,” said Ann. “We have a clear focus on promoting what we call ‘work-life blend’.” The following are a few examples implemented: In the Contact Center, employees can work from home up to four days per week; one day the team works together in person to ensure alignment and build cohesiveness. No meetings on Friday afternoons to offer additional flexibility and time for project work. Our “Give Yourself Back 20%” campaign provides education to encourage employees to “give back” to themselves. Fitbits were provided for activity tracking. Weekly yoga sessions offer rejuvenation.
  • Providing Unique Flexibility for Older Workers: In 2016, 109 employees participated in Freedom to Work, AbbVie's formal phased retirement program (launched in 2008) that enables employees age 55 and older with 10 or more years of service to scale back their careers while continuing to build retirement savings. Two unique features include: • Reducing work schedules to four days a week or taking up to five weeks of additional vacation (with an adjustment in pay/bonus), or • Redefining job responsibilities, while keeping the same work schedule and pay/bonus.
  • Giving Back Through Week of Possibilities: More than 5,500 employees volunteered across 70 cities in more than 50 countries across the globe to improve and refurbish libraries, renovate buildings, landscape and garden, gather and collect books for schoolchildren, assemble furniture, paint walls, make repairs and much more. The various projects selected align with our three corporate responsibility commitments: improve health outcomes, operate responsibly and contribute to communities. Many of the projects were focused on transforming education, especially for children in underserved communities.
  • Gaining Career Experience Without Relocating: Within the Commercial organization, AbbVie recognized that its ability to develop women leaders depended on providing unique opportunities for employees located in the field to gain headquarters experience without relocating. In response, the Commercial organization created unique short-term relocation programs. Having a teenage daughter, Sylvia Pineiro-Garbin, senior district manager, Gastroenterology, said: “I wasn’t in a position to relocate from California, but wanted to expand my horizons. Through the rotation program, I was able to take on an exciting assignment in marketing, commuting to the home office over a five-month period. This was a wonderful opportunity because I could schedule the rotation over the summer when my family had greater flexibility. AbbVie made it possible for me to gain tremendous experience in marketing and develop important skills for my career.”
  • Cultivating Culture: AbbVie actively cultivates its culture through leadership support, a Culture Steering Committee and a network of more than 120 global AbbVie Way Culture Ambassadors. The ambassadors are well-respected, influential business leaders with a passion for driving culture. They are provided with tools and resources, and are expected to customize and drive culture at the local level based on what will be most relevant within their region and function. They bring ambassadors from each region together on a regular basis to share best practices and build their strategic plans.
  • Reaching Your Potential with the Support of AbbVie's Employee Resource Groups (ERGs): AbbVie's ERGs bring together people who share a common interest. They go beyond promoting a diverse and inclusive workplace environment. They also focus on mentoring, networking, professional development, talent attraction—and fun!


$60,921 Average salary and additional cash compensation for Admin Asst III $179,957 Average salary and additional cash compensation for Principal Research Scientist
100% Match of employee’s 401(k)/403b contribution up to 5% of salary81% Company-paid health coverage for employees
81% Company-paid health coverage for dependents 81% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $7,000 Maximum Tuition Reimbursement


  • 401(k) or 403b Program
  • Restricted stock units
AbbVie employees on the job


28 days Paid time off after one year of full-time employment 28 days Paid time off after one year of part-time employment
Unlimited Paid sick days after one year of full-time employment 28 Days Paid time off as of first day of full-time employment
28 days Paid time off as of first day of part-time employment


  • Flexible schedule (75% use it)
  • Telecommute option (75% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (10% use it)
  • Subsidized On- or Off-site Fitness (80% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (AbbVie's Vitality Well-Being program includes U.S. and Global resources for physical health, mental/emotional health, work-life effectiveness/balance, and connection to volunteer opportunities. This program includes tools, philosophy, programs and other resources that support our employees total well-being, resiliency and energy. On-site offerings include: health education seminars, webinars and wellness fairs, healthy heart offerings in company cafeterias, on-site fitness classes and exercise programs, free on-site and telephonic nutritional counseling, walking and running trails, free on-site health assessments and health coaching, on-site biometric screenings and flu shots (prevention and screenings covered at 100% in health benefits), free on-site preventive health check with a physician (pilot), on-site and near-site child care centers, on-site backup child care, including sick child care, sports and activities clubs, Toastmasters Club, on-site fitness centers and discounted fitness center memberships, reduced cost nutrition products (i.e., infant formula and adult nutrition and health products) available on site, mentoring programs, inclusion champion program, credit union (including cash stations), on-site nutrition programs and convenience services, financial wellness programs with on-site seminars (investment management, retirement planning, budgeting, etc.), and Employee Resource Groups.)


60 days Job-protected maternity leave (including FMLA/STD) 40 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take10 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)*10 days Average length of paternity leave new fathers take
$10,000 Adoption benefit20 days Job-protected parental leave for adoptive parents (including FMLA)*
20 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • On-site or near-site backup childcare center
  • Childcare reimbursement during business travel
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

16 hours Paid time off to volunteer VP, AbbVie Environmental, Health and Safety Leads environmental impact team
Yes Sustainable commuting program Yes Recycling program
Yes Locally-sourced food program


  • Vice President, Talent Acquisition and Diversity & Inclusion is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • 20 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

A small meeting of AbbVie employees


Conversation between AbbVie colleagues

How to Get Hired

We asked AbbVie for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We assess candidates based on their qualifications for the role and how well they would fit with our Ways We Work and Leadership Attributes. Our Ways We Work and Leadership Attributes clearly articulate the narrative of our culture and the behaviors expected of every employee. AbbVie is a place where how you work with your colleagues is just as important as the results you achieve. Interviewers are assigned questions aligned with our Ways We Work to ensure that candidates are fully assessed against the competencies that are foundational to our culture and leadership. We seek employees who will live and embody the leadership attributes we’ve defined as an expectation for every employee of the company. Employees must thrive and build our vibrant environment of learning and collaboration, seizing possibilities and taking smart risks to make a tangible impact in the lives of the patients we serve.

What can prospective employees do to get your attention?

From our newest employees to our top executives, we seek employees who embody the Ways We Work and leadership attributes. In addition, we seek prospective employees who can articulate and demonstrate their belief that science makes a difference in the lives of patients, and that they possess the relentless determination and personal dedication to help us make this a reality across roles. Overall, candidates that are bold, curious and passionate are the ones that get our attention.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

In addition to having to demonstrate our unique Ways We Work and leadership attributes, which are at the heart of our culture, we are focused on supporting the growth of our oncology and neurology pipelines and continuing to sustain our market position in immunology and specialty care. This requires candidates with a combination of technical expertise and leadership skills who are ready to help us accelerate AbbVie's growth.

What should interested candidates do to find out more and get started?

Visit to learn more and join our Talent Community.  Be sure to follow us on social media to stay current on our latest news and advances. 

hiring Outlook

2,000 Forecasted positions to fill in coming year 3% Job Growth
39 Average applicants per opening 85,402 Total job applicants
23% New hires by employee referrals 50% Openings filled by current employees
85 Recent graduates hired 6% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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