Wipfli
Wipfli Compensation & Benefits
Frequently Asked Questions
Wipfli approaches compensation through a total rewards philosophy that combines competitive pay, performance-based incentives, comprehensive benefits and significant investments in employees' long-term professional growth. Rather than focusing solely on salary, the firm rewards employees through annual bonus opportunities, retirement benefits, education assistance and wellbeing programs designed to support employees throughout their careers.
- Performance and professional achievement are rewarded: Eligible employees participate in annual bonus programs tied to individual and firm performance, while employees pursuing professional credentials receive additional financial support through CPA exam reimbursement, Becker CPA review materials and certification bonuses. Wipfli also offers generous advanced degree assistance for eligible programs, reinforcing its commitment to investing in employees' long-term success. Employees recognize these investments as a reflection of the firm's values. One employee shared that Wipfli's CPA reimbursement program "shows one of their core values, which is caring. They want you to succeed, they want you to keep learning." Another employee described receiving support for executive education, explaining that leaders didn't just approve the opportunity—they "partnered with me" throughout the process and helped apply what was learned to meaningful work.
- Comprehensive benefits strengthen the firm's total rewards package: Beyond compensation, Wipfli provides medical, dental and vision coverage, 401(k) matching with profit sharing, annual HSA contributions for eligible plans, paid parental leave, adoption and surrogacy assistance, Flexible Time Off, commuter and mobile phone reimbursement, and the Personify Health wellness platform. These programs are designed to support employees' financial, physical and personal wellbeing throughout every stage of their careers.
- Employees see Wipfli's investment as extending beyond their paycheck: Wipfli encourages employees to continue developing through leadership programs, technical training, coaching and continuing education, making professional growth an important part of the firm's overall employee value proposition. As one employee explained, "We don't just talk about growth, we invest in it," describing learning opportunities as "a launchpad for our people" that helps employees build confidence while delivering better outcomes for clients.
- External signals:
- Compensation & Benefits: Employees rate Wipfli 3.9/5 for Compensation & Benefits. (Glassdoor)
- Pay & Benefits: Employees rate Wipfli 3.4/5 for Pay & Benefits. (Indeed)
- Benefits recognition: Built In recognized Wipfli through its 2026 Best Places to Work awards for its employee experience and benefits. (Built In)
- Employee outlook: 82% of employees have a positive outlook on the company's future. (Glassdoor)
Bottom line: Wipfli supports competitive compensation through performance-based bonuses, strong retirement and healthcare benefits and significant investments in employees' professional development. Employee experiences suggest the firm's commitment to education, career advancement and long-term wellbeing makes its overall rewards package valuable well beyond base pay.
Wipfli's Candidate Tradeoffs
If you’re weighing whether Wipfli is the right fit, these are the core tradeoffs to consider.
- Wipfli places greater emphasis on long-term wellbeing and sustainable benefits than on maintaining a high-intensity operating pace.
Wipfli Employee Perspectives
Wipfli takes an employee-centered approach to evaluating and evolving its benefits programs. Following the U.S. Supreme Court's 2022 decision to overturn Roe v. Wade, the firm reviewed its benefits by gathering employee feedback and assessing how they could best support associates and their families.
“In 2022, Roe v. Wade was overturned by the Supreme Court. It had broad-reaching impacts for family planning and medical care, impacting all birthing and pregnant people and their families.
When the decision was announced, organizations across America reacted quickly. Perhaps they released a statement or made important benefits decisions, but ultimately, they were quick to choose a stance on the political debate.
Wipfli took a different approach. We diligently and intentionally studied this impactful Supreme Court decision. We listened to our employees. We gathered intelligence.
We saw this as an opportunity to put our associate-centered values to work and foster a better associate experience. It was an important moment for us to reflect on whether our benefits served everyone on our team.
We asked ourselves big questions: How can we move forward from this protecting and even enhancing our diversity, equity and inclusion (DEI) focus? What does this decision change about the way we offer health and family planning benefits? Can we use this as an opportunity to shine light on other areas of the benefits package that could be changed to improve health equity, including for our increasingly remote workforce that may live in rural areas?
In tandem with other work on equity, we used the momentum from this conversation to make some key changes to our benefits offering, ultimately deciding to add new benefits or enhance existing ones:
- Medical travel benefits: Travel benefits to give associates across the country equitable access to quality care across a broad spectrum of needs
- Family formation benefits: Maternity and paternity leave, surrogacy and adoption benefits, and fertility services benefits
- Gender-affirming care benefits: Resources and benefits to help associates receive gender identity affirming interventions and therapies
It’s important for us as employers and colleagues to challenge ourselves about what our peers need. As generations change, needs often change too. In today’s labor market, that means it’s not just about “compensate me, reward me.” After the pandemic, we are all reflecting on what makes us happy, what we need and want, what we want in a career, and what we are — and perhaps more importantly — are not willing to sacrifice.
For employers that means removing barriers and helping employees to foster the types of lives they want to live, both inside and outside of the workplace. We want to create a benefits package — and place to work — that empowers associates to find this harmony for themselves.
I’ve always believed that associates are just as important as our clients. They deliver everything that is Wipfli. When they are emotionally connected to us, we are a better place … a human organization.”
What People Are Saying About Wipfli
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Leave & Time Off Breadth: Time off is broad via flexible/unlimited PTO, paid holidays, wellness or floating days, paid volunteer time, and sabbaticals. Hybrid/remote schedules and meeting-free Wednesdays reinforce work-life flexibility.
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Parental & Family Support: Family-building supports include generous parental leave, adoption assistance, fertility and surrogacy benefits, and family medical leave. Company-hosted family events further emphasize support for families.
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Inclusive Benefits Coverage: Inclusive coverage explicitly spans transgender health care and medical travel, alongside mental health benefits and FSAs. Coverage breadth also includes pet insurance and other wellbeing options.
Wipfli's Benefits
Defined reimbursement or per diem policy for work-related expenses
Offers competitive compensation and rewards package
Offers performance bonuses
Hosts company-sponsored family events
Offers generous parental leave
Provides adoption assistance
Provides family medical leave
Provides fertility benefits
Offers dental insurance
Offers dependent care
Offers Flexible Spending Account (FSA)
Offers health insurance
Offers Health Savings Account (HSA)
Offers mental health benefits
Offers pet insurance
Offers transgender health care benefits
Offers vision insurance
Offers 401(K)
Offers accidental death & dismemberment insurance
Offers charitable contribution matching
Offers disability insurance
Offers life insurance
Offers supplemental life insurance
Provides 401(K) matching
