At Aflac Incorporated, 90 percent of employees say their workplace is great.



This review is based on 1106 employee surveys, with a 90% confidence level and a margin of error of ± 2.20. It was published on Sep 9, 2016. 7023 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
I'm proud to tell others I work here.
People celebrate special events around here.
We have special and unique benefits here.
Our facilities contribute to a good working environment.

What They Do

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

Aflac provides individual voluntary insurance products in the United States and Japan. Aflac insurance provides financial protection and peace of mind to more than 50 million people worldwide.

About this Company

Website: Industry: Financial Services & Insurance
US Headquarters: Columbus, Georgia US Sites: 91
Major Locations: Columbia, South Carolina; Omaha, Nebraska; Albany, New York; New York City, New York US Employees: 5,374
US Revenues: $20,872 million Worldwide Revenues: $20,872 million
Employees Worldwide: 10,324 Corporate Structure: Public
Stock Symbol: AFL Founded: 1955

Thumbs up after a successful training session.

Perks and Programs

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

  • Aflac Bright Ideas: Aflac Bright Ideas enables employees to submit business improvement ideas through a formal vetting system. These ideas have saved Aflac more than $375,000 in 2014 and more than $4 million since the program’s inception in 2002. Quarterly winners, selected from the successful submissions, receive checks for $500, reserved parking spaces and lunch with the vice president of Human Resources. Additionally, the first-place annual winner receives a trip for two to Aflac’s annual Convention.
  • Career Success Center: Aflac’s Career Success Center creates a high-impact learning organization that reflects Aflac’s values, processes and practices. The Center guides employees to take a proactive role in determining their career destiny by coaching and empowering them to be ready for new career opportunities at Aflac. In its first year, the Center staff served more than 800 employees, and 34 percent of those employees have been promoted to new positions.
  • Aflac Way employee recognition: Through the Aflac Way recognition program, Aflac employees, associates and customers can nominate an employee when they experience an individual delivering outstanding service related to one or more of Aflac's seven commitments we make to our customers. The recognition program is a visible and tangible demonstration of the commitment our employees make to our policyholders and to each other.
  • All Aflac: All Aflac is a global initiative to ensure seamless business execution across Aflac locations by developing education and awareness programs that ultimately create a harmony of one: One Company, One Community, One Culture. As a part of the initiative, Aflac launched three training courses to create a better working environment between our U.S and Japan offices. These courses teach employees about the culture and business etiquette when working with our counterparts in Japan.
  • LeAP/ITA Apprenticeship: The two-year rotation programs for recent graduates allows emerging professionals to work in a multitude of functions within a division to help them select a job that most closely fits their interests and skills. They also participate in leadership development classes, and their Toastmasters dues are paid while in the apprenticeship. As a result, when they complete the rotation, the apprentices are fully immersed in the Aflac culture and are ready to take on greater responsibility within their chosen discipline.
  • Career Awareness Expo: In 2016, more than 1,100 employees attended the second Career Awareness Expo at our Columbus headquarters. At the event, employees were able to learn about available resources and tools, including Toastmasters and the Diversity Council; get an overview of Aflac departments, with representatives explaining what the department does and highlighting the featured jobs in that area; hear career tips from Aflac executives; receive résumé-writing tips; participate in mock interviews; and learn about Aflac scholarships and partner schools.
  • Graduate School Scholarships: For Aflac employees furthering their education at a formal learning institution, we provide both professional and monetary support. Over the course of the past six years, Aflac has supported employees attending schools such as Auburn University, Georgia Tech, the University of Georgia and Emory University for those pursuing master’s degrees.
  • Aflac Care Centers: At Aflac, we have a Health Services office and two on-site health clinics at our headquarters offices staffed by a registered nurse or physician’s assistant. In 2015, we partnered with Marathon Health to extend main clinic hours to 40 hours per week and added a second clinic to meet employee usage. Employees pay only $5 per visit, and many prescriptions are dispensed free of cost. This employee program is keeping our workforce healthy and helps save lives.
  • Talk the Talk with Leadership: Our quarterly Talk the Talk with Leadership sessions draw large audiences, allowing employees to pose direct questions to senior executives, who make it a priority to use these gatherings to address challenges and opportunities. Sessions are recorded and posted on the intranet for any employee to view later when it is convenient. This allows greater participation, since those who were unable to make the session or who are located outside the headquarters office can still benefit from the content.
  • Diversity Week: Aflac hosts an annual Diversity Week, where employees join together to celebrate traditions, thoughts and cultures from around the world. Employees in each office tailor the program to meet their needs. Activities may include team-building events, brown bag lunch learning sessions, cultural cook-offs, and dance and music from other countries.


$66,362 Average salary and additional cash compensation for Supervisor of Operations 50% 401(k) match of employee's contribution, up to 6% of an employee's salary
73% Company-paid health coverage for employees 74% Company-paid health coverage for dependents
74% Company-paid health coverage for part-timers 30 hours Weekly hours required for part-timers to receive health insurance
$1,857 College Tuition Reimbursement


  • 401(k)
  • Stock options to employees
  • Health insurance for retirees
  • Pre-tax savings account
  • Restricted stock units to employees


  • Free beverages during the day
  • Take-home meals on a regular, daily basis
  • Discount ticket sales
  • Car wash
  • Dry cleaning
  • Subsidized lunch on a regular, daily basis
  • On-site package/mailing service
  • Fitness classes
  • Convenience store
  • Personal travel service
Aflac leaders share successes during leadership development training.


27 days Paid time off after one year of full-time employment 19 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 8 days Paid sick days after one year of part-time employment


  • Flexible schedule (46% use it)
  • Compressed work weeks (2% use it)
  • Telecommute option (13% use it)


60 days Job-protected maternity leave60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Average length of maternity leave new mothers take60 days Job-protected paternity leave
30 days Fully-paid paternity leave (does not include personal vacation or paid time off)60 days Average length of paternity leave new fathers take
$1,000 Adoption benefit60 days Job-protected parental leave for adoptive parents
30 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.


  • Onsite child care (only at headquarters)
  • On-site or near-site backup childcare center
  • Elder care resources
  • Offsite subsidized childcare
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)


  • Prostate cancer screening
  • Cholesterol tests
  • Flu shots
  • Fitness center (only at headquarters)
  • Subsidized offsite gym memberships
  • Skin cancer screening
  • Blood pressure screening
  • Complete biometric screening
  • Medical facilities (only at headquarters)

Community Involvement & Philanthropy

$6,497,191 Philanthropic donations in last year


  • 'Vice President of Human Resources' is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Women
  • 10 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

Aflac employees enjoy campus green spaces and the flexibility to work remotely.


The Aflac Meetings & Travel team shared their excitement when they received their profit sharing bonus and an Aflac Holiday Duck.

How to Get Hired

We asked Aflac Incorporated 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?

Aflac's approach to finding employees is “Hire for attitude, train for aptitude.” If you're interested in working here, you can expect hiring managers to ask questions about six core competencies that are important to the business: being action-oriented and adaptable, having a customer focus, demonstrating ethics and values, working with integrity and trust, and listening. These competencies reflect Aflac’s culture and will ensure a good match.

What can prospective employees do to get your attention?

At Aflac, everything we do is focused on being there for our customers in their time of need. Whether we’re recruiting for an application developer, accountant or customer service representative, we’re looking for candidates focused on exceeding customer expectations and who can share how their role enables us to deliver on the promise we’ve made to our policyholders.

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

Aflac has openings across the organization, including but not limited to opportunities in its Financial Services, Marketing, Sales, Training, Operations, Customer Service and Strategic Sourcing divisions. We are always looking for candidates who have an analytical skillset along with creative problem-solving abilities.

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

Interested candidates should visit Aflac’s career page,, to create a new user career profile. There, candidates can search and apply for open positions.

Aflac recruiters attend college job fairs, and for those still in school, they can apply for our summer internship program. In the past year, the company also filled approximately 59 percent of its open positions with external candidates.

Once they're on board, new hires can sign up for 19 needs-based courses to learn professional, technical and administrative skills. Industry education opportunities include on-site examinations. Some departments provide a cash award for successful completion of each course.

hiring Outlook

800 Job openings forecast for coming year 3% Job Growth
37 Average applicants per opening 44,175 Applications received
1,205 Positions filled in past year 522 Jobs filled by current employees
Yes Recruits on college campuses 6% Voluntary turnover for full-time employees
63% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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