Compare 401(k) employer matches, contribution caps, vesting rules, and Mega Backdoor Roth eligibility across leading employers.
Google and Microsoft match 50% up to the entire IRS elective deferral limit ($24,000), delivering roughly $12,000/year in employer matching dollars.
Visa (200% match) on the first 5% and Intuit (125% match) up to $10,000 lead corporate America in bonus dollars for every employee dollar contributed.
Over 60% of top tech employers in this directory permit voluntary after-tax contributions and in-plan Roth conversions, unlocking up to $71,000 in total annual retirement room.
| Company | Employer Match Formula | Dollar / Percentage Cap | Vesting Schedule | Mega Backdoor Roth | Custodian |
|---|---|---|---|---|---|
| Meta | 50% match of employee contribution (including catch-up contributions) | Up to 50% of the IRS elective deferral limit (~$12,000 for employees under 50 in 2026) | Immediate | Yes | Fidelity |
| Google (Alphabet) | 50% match of employee contribution | Up to 50% of the IRS elective deferral limit (~$12,000 for employees under 50 in 2026) | Immediate | Yes | Vanguard |
| Microsoft | 50% match of employee pre-tax and Roth contributions | Up to 50% of the IRS elective deferral limit (~$12,000 for employees under 50 in 2026); catch-up not matched | Immediate | Yes | Fidelity |
| Apple | Tenure-based: 50% (under 2 yrs), 75% (2-5 yrs), or 100% (5+ yrs) | Up to 6% of eligible compensation (max 3-6% of salary depending on tenure) | Immediate | No | Fidelity |
| Amazon | 50% match of employee contribution | Up to 4% of eligible base pay (maximum employer contribution equals 2% of salary) | Cliff (3 Years) | Yes | Fidelity |
| Netflix | 100% match of employee contribution | Up to 4% of eligible pay | Immediate | Yes | Fidelity |
| Nvidia | 50% match of employee contribution | Up to 6% of eligible compensation | Immediate | Yes | Fidelity |
| Adobe | 50% match of employee contribution | Up to 6% of eligible compensation | Immediate | Yes | Vanguard |
| Salesforce | 100% match of employee contribution | Up to 6% of eligible pay (IRS compensation cap applies; max ~$6,000/yr for most employees) | Immediate | Yes | Fidelity |
| Intuit | 125% match of employee contribution | Up to 6% of eligible pay, maximum employer contribution $10,000/year | Cliff (2 Years) | No | Empower |
| Oracle | 50% match of employee contribution | Up to 6% of eligible compensation | Graded (4 Years) | Yes | Fidelity |
| Atlassian | 100% match of employee contribution | Up to 4% of eligible compensation | Immediate | Yes | Fidelity |
| LinkedIn | 50% match of employee contribution | Up to 50% of the IRS elective deferral limit (mirrors Microsoft plan) | Immediate | Yes | Fidelity |
| Snap | 100% on first 3%, then 50% on next 2% | Maximum employer match of approximately $1,000/month | Immediate | Yes | Fidelity |
| DocuSign | 50% match of employee contribution | Up to 6% of eligible compensation | Immediate | No | Fidelity |
| Slack (Salesforce) | 100% match of employee contribution | Up to 6% of eligible pay (Salesforce plan applies post-acquisition) | Immediate | Yes | Fidelity |
| Uber | 50% match of employee contribution | Up to 6% of eligible compensation | Immediate | Yes | Fidelity |
| Airbnb | 100% match of employee contribution up to 3% | Up to 3% of eligible compensation | Cliff (2 Years) | No | Fidelity |
| Stripe | 100% match of employee contribution up to 4% | Up to 4% of eligible compensation | Immediate | No | Fidelity |
| Coinbase | 50% match of employee contribution up to 2% | Up to 2% of eligible compensation (max match 1%) | Immediate | No | Fidelity |
| Robinhood | 100% match of employee contribution up to 3% | Up to 3% of eligible compensation | Immediate | No | Fidelity |
| Block (Square) | 50% match of employee contribution up to 6% | Up to 6% of eligible compensation (max 3% match) | Immediate | No | Fidelity |
| Intel | 100% match of employee contribution | Up to 5% of eligible compensation | Immediate | Yes | Fidelity |
| Visa | 200% match of employee contribution | Up to 5% of eligible compensation (one of the most generous matches in corporate America) | Immediate | No | Vanguard |
| Mastercard | 125% match of employee contribution | Up to 10% of eligible compensation | Immediate | No | Fidelity |
| American Express | 100% match of employee contribution | Up to 6% of eligible compensation | Cliff (1 Year) | No | Vanguard |
| JPMorgan Chase | 100% match of employee contribution up to 5% | Up to 5% of eligible compensation plus auto pay credits | Cliff (3 Years) | No | Empower |
| Goldman Sachs | Firm matching and fixed retirement contributions | Varies by compensation tier and tenure | Cliff (2 Years) | No | Vanguard |
| PayPal | 100% match of employee contribution | Up to 4% of eligible compensation (includes year-end true-up) | Immediate | Yes | Empower |
| eBay | 100% match of employee contribution | Up to 4% of eligible compensation | Immediate | Yes | Fidelity |
| Walmart | 100% match of employee contribution | Up to 6% of eligible wages (match eligible after 1 year/1,000 hours of service) | Immediate (Post-1 Yr) | Yes | Merrill |
| Verizon | 100% match of employee contribution | Up to 6% of eligible earnings (student loan payments also qualify for match) | Cliff (3 Years) | No | Fidelity |
| Tesla | 50% match of employee contribution | Up to 6% of salary, maximum employer contribution $3,000/year | Cliff (1 Year) | No | Fidelity |
| Lyft | Discretionary annual match (amount varies by year) | Varies; vests on a 5-year graduated schedule (20% per year) | Graded (5 Years) | No | Fidelity |
| Databricks | No employer match | N/A (Comp prioritized in equity & cash) | N/A | No | Fidelity |
| Snowflake | No employer match | N/A (Comp prioritized in equity & ESPP) | N/A | No | Fidelity |
| Zoom | No employer match | N/A | N/A | No | Fidelity |
| Roku | No employer match | N/A | N/A | No | Fidelity |
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All data was compiled for educational purposes and should not be viewed as official company compensation documentation. Plan rules, matching caps, and after-tax contribution permissions are determined by each employer’s summary plan description and IRS statutory limits. Consult with your company’s HR or benefits department for exact policy details.
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Quick answers to common questions, technical edge cases, and tax rules.
Check your employer's Summary Plan Description (SPD) or log into your 401(k) custodian (Fidelity NetBenefits, Vanguard, Empower) and look for two specific features: (1) "After-Tax" payroll contributions (separate from Pre-tax or Roth 401(k)), and (2) automated "In-Plan Roth Conversion" or "In-Service Distribution". If both are supported, your plan qualifies for the Mega Backdoor Roth.
An in-plan Roth conversion rolls your after-tax contributions directly into a Roth 401(k) sub-account within the same employer plan. An in-service distribution rolls the after-tax money out of the 401(k) entirely into your external personal Roth IRA (with earnings rolling to a Traditional IRA). Both yield tax-free growth, but in-plan conversions can often be automated daily.
Employer matching dollars do not count toward your individual employee elective deferral limit ($24,000 under 50 for 2026), but they DO count toward the overall IRS Section 415(c) plan total ($71,000 for 2026). Any employer match reduces the remaining headroom available for after-tax Mega Backdoor contributions.
Your own employee payroll contributions are always 100% immediately vested and belong to you. Vesting schedules apply only to employer matching dollars. "Immediate vesting" means match money is yours from day one, while "graded" or "cliff" vesting requires working for the company a set number of years before you can keep the match upon departing.
Visa (200% match on up to 5% of salary), Mastercard (125% match on up to 10%), and Intuit (125% match on up to 6%, capped at $10,000/year) stand out for pure match generosity. Google and Microsoft both match 50% of contributions up to the full IRS elective deferral limit ($24,000 in 2026), producing a maximum employer match of roughly $12,000. Always compare the dollar cap alongside the percentage rate to understand your real benefit.
The IRS Section 415(c) total annual addition limit for 2026 is $71,000 for employees under 50. This combined cap covers your own pre-tax and Roth contributions ($24,000 employee limit), plus any employer matching dollars, plus any after-tax (Mega Backdoor Roth) contributions. Employees aged 50 to 59 and 64 and older may contribute up to $79,000, and those aged 60 to 63 may reach $82,250 under the SECURE 2.0 super catch-up rules.
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