Full-time and part-time employees, as well as interns, are eligible for Rivian benefits. For full-time employees and interns who work a minimum of 30 hours per week, coverage is effective on your date of hire or the date of your qualifying life event. For part-time employees who work at least 20 hours per week, coverage for most benefits begins on the first day of the month after the three-month anniversary of your hire date.
Eligible family members
You can cover these dependents:
- Your spouse
- Your legal domestic partner of the same or opposite sex
- Your dependent children up to age 26, including:
- Your natural, adopted, foster or stepchildren
- Your domestic partner’s children
- Any dependent child who reaches age 26 and is incapable of self-support due to a certified mental or physical disability
Here’s what you’ll need to confirm your dependents can be covered by Rivian plans (documents do not need to be in English):
- Your dependents’ birthdates and Social Security numbers (you don’t need to upload their Social Security cards)
- Your marriage license or domestic partner affidavit (upload to Workday)
- Your children’s birth certificates or placement paperwork (upload to Workday)
New family member?
You have 30 days from the effective date to add a new family member or make other related updates to your benefits.
If you’re a part-time employee working at least 20 hours and less than 30 hours per week, you’re eligible to participate in all Rivian benefits after three months. Coverage begins on the first day of the month after the three-month anniversary of your hire date, except as noted below.
You are eligible for these benefits, with some differences for part-time employees, as noted:
- Medical, dental and vision: Your paycheck contribution amounts are different than full-time employees’ contributions. See your costs for coverage. See your costs for coverage.
- Health Savings Account (HSA): You can enroll in an eligible medical plan and make your own HSA contributions, but you will not receive a company contribution to your HSA.
- Flexible Spending Accounts (FSAs)
- Life and AD&D insurance
- Short-term and long-term disability
- Accident and critical illness insurance
- 401(k) plan
- Wellness programs
- Additional benefits
- Leaves of absence: You are eligible for up to six weeks of parental leave after your three-month waiting period.
- Paid time off (PTO): Beginning on your hire date, you will accrue PTO at a rate of 1.539 hours for every two weeks worked (i.e., per paycheck) to a maximum of 40 hours per year.
- Paid sick and safe leave: You will receive 40 hours of paid sick and safe leave per year. On your first pay date, you will receive a prorated grant, which you can use immediately, as needed:
|Month of hire||Initial safe/sick leave grant|
|January, February, March||40 hours|
|April, May, June||30 hours|
|July, August, September||20 hours|
|October, November, December||10 hours|
If you’re an intern working at least 30 hours per week, you’re eligible to participate in these Rivian benefits:
- Blue Shield PPO HSA 6350 medical plan
- Health Savings Account (HSA) (with no company contribution)
- Leave under the Family and Medical Leave Act (FMLA)
- Paid time off (PTO) accrued at a rate of 3.077 hours for every two weeks worked
- Modern Health mental wellness platform
- Sibly coaching app
- Headspace mindfulness and meditation app
- Legal and identity theft protection
- Child care
- Pet insurance
Continuing health coverage under COBRA
Under COBRA (the Consolidated Omnibus Budget Reconciliation Act of 1985), you and your covered dependents are eligible to continue coverage in some benefit plans that you were enrolled in at Rivian.
Events that qualify for COBRA eligibility include:
- Loss of coverage because of reduced work hours or taking unpaid leave, other than leave under FMLA
- Termination of employment
- A child no longer qualifies as a dependent
- Divorce or legal separation
If you or a family member is eligible for COBRA, you’ll receive an enrollment packet directly from Rivian’s COBRA administrator, iSolved Benefit Services, with instructions about how to make your COBRA elections. You’ll have 60 days from the qualifying event date to elect COBRA coverage, which will be retroactive to the day following a loss of coverage. You’ll pay 102% of the cost of coverage.