By [verified author name], compensation reporter with [verified years] covering technology employers
Last reviewed: July 10, 2026

BILL reported 2,364 employees as of June 30, 2025 and described a benefits package containing medical, dental and vision insurance, a 401(k), paid time off, mental-health services, family-planning support and income-protection plans. Those disclosures apply to the parent company’s eligible full-time workforce, not to a separately reported Invoice2go employee group.

Invoice2go has been part of BILL since 2021. Public filings do not provide a current Invoice2go-only benefits schedule, employee contribution table or headcount.

Invoice2go employees are reported through BILL

Invoice2go no longer publishes the kind of standalone workforce information expected from an independent employer. Current authoritative employment disclosures appear under BILL, the public company that owns the invoicing product.

BILL’s Annual Report on Form 10-K for the Fiscal Year Ended June 30, 2025 states that the company employed 2,364 people across offices in San Jose, California, and Draper, Utah, together with remote employees. Temporary workers and contractors were also used when necessary. No employees were represented by a labor union in connection with their employment.

The filing does not divide those workers among Invoice2go, BILL Accounts Payable, BILL Accounts Receivable, Divvy or other products.

That gap controls the analysis.

An older Invoice2go review may describe benefits before the acquisition. A current BILL disclosure may cover an employee working on Invoice2go, but it also covers thousands of people assigned to unrelated parts of the parent company. Neither source creates an Invoice2go-only plan document.

What benefits are officially disclosed?

BILL’s fiscal 2025 Form 10-K gives a broad list rather than detailed plan economics.

Benefit area	What BILL officially disclosed	What remains undisclosed
Health coverage	Medical, dental and vision insurance for eligible full-time employees	Premiums, deductibles, plan tiers and employer contribution
Retirement	Tax-qualified 401(k) with self-directed brokerage features	Employer match formula, vesting and eligibility waiting period
Equity	Equity at hire for many employees, annual grants and an employee stock-purchase plan	Grant values by role and employee purchase discount
Incentive pay	Semiannual bonuses and sales incentives	Target percentages, performance formulas and role eligibility
Family support	Family-planning support and fertility treatments	Dollar limits, covered procedures and vendor rules
Income protection	Life and income-protection plans	Coverage multiples, disability replacement rates and employee costs
Leave	“Generous” paid-time-off policies	Exact vacation, sick, holiday and parental-leave allowances
Mental health	Access to free mental-health services	Visit limits, provider network and dependent eligibility

The disclosed categories and their limitations come from BILL’s 2025 Form 10-K.

The package appears broad. Its monetary value cannot be calculated from the filing.

This is the first reportorial conclusion: the public record confirms that several major benefit categories exist, but it does not support claims such as “fully paid health insurance,” “unlimited vacation,” “a specific 401(k) match” or “a fixed number of parental-leave weeks.”

How BILL compares with BLS benefit access

The Bureau of Labor Statistics’ Employee Benefits in the United States, March 2025 provides a national benchmark for private-industry workers. BLS measures access across employers; it does not rate BILL’s plans or reveal what Invoice2go employees receive.

Benefit benchmark	BLS private-industry figure
Retirement-benefit access, all workers	72%
Medical-plan access, all workers	72%
Medical-plan participation, all workers	45%
Medical access, full-time workers	87%
Defined-contribution access, full-time workers	78%
Paid sick-leave access, full-time workers	88%
Life-insurance access, all workers	59%

BLS published the retirement, medical and full-time access figures in its March 2025 National Compensation Survey results.

BILL’s stated package contains medical insurance, a defined-contribution 401(k), life protection and paid time off. On category coverage alone, it resembles the benefit structure commonly associated with full-time professional employment.

Category presence is the easy comparison. Plan generosity is harder.

BLS found that private-industry employers paid an average of 80% of the premium for employee-only medical coverage, leaving employees to pay 20%, among workers participating in those plans in March 2025. For family medical coverage, private employers paid 69% and employees paid 31%.

BILL does not publish equivalent percentages in its Form 10-K. A claim that its insurance is above or below the private-sector average would therefore be unsupported.

Health coverage: the headline and the missing price

Medical, dental and vision coverage is the most concrete part of BILL’s benefits disclosure. The company states that eligible full-time employees can receive all three.

Access does not establish affordability.

Two employers may both advertise medical insurance while offering substantially different deductibles, provider networks, prescription coverage and dependent premiums. One may pay most of the employee premium but little of the family premium. Another may offer several plans with different payroll deductions.

BLS reported that 72% of private-industry workers had access to medical plans in March 2025, while only 45% participated. The resulting take-up rate was 63% among workers with access. For full-time private-industry workers, access reached 87% and the take-up rate was 65%.

Participation can be affected by employee costs, coverage through a spouse, age, plan design and other circumstances. The BLS totals do not explain why a particular worker declines coverage.

The fine print is absent from BILL’s filing. No deductible, premium or out-of-pocket maximum is stated.

Retirement, bonuses and stock compensation

BILL says eligible full-time employees have access to a tax-qualified 401(k) plan. Participants can use a self-directed brokerage feature to select investments aligned with their goals and preferences.

The document does not identify an employer matching rate.

That omission matters because “offers a 401(k)” and “provides a valuable retirement contribution” are different claims. BLS reported retirement-benefit access for 72% of private-industry workers in March 2025, including 70% with access to defined-contribution plans. Among full-time private-industry workers, defined-contribution access was 78%.

BILL also describes semiannual bonuses, sales incentives, equity awards granted to many employees at hiring and through annual grants, plus an employee stock-purchase plan.

These elements can make total compensation materially different from base salary. They can also vary sharply by role.

A software engineer may receive restricted stock units. A salesperson may have a larger variable component tied to sales performance. A support employee may receive a bonus without the same equity value. BILL does not disclose ordinary employee grant sizes, bonus targets or sales commission plans in its general workforce section.

The second interpretive conclusion follows: equity and incentive pay are clearly part of BILL’s compensation model, but the filing cannot be converted into a standard Invoice2go compensation package.

Paid leave and flexible work

BILL calls its paid-time-off policies generous, but it does not publish the number of days available.

BLS found that 80% of private-industry workers had access to paid sick leave, 80% had paid vacation and 81% had paid holidays in March 2025. Among management, business and financial occupations, access rates were 96% for paid sick leave, 97% for paid vacation and 96% for paid holidays.

For private-industry workers enrolled in plans that granted a fixed number of days, BLS reported an average of 7 sick days after one year of service. Average vacation allowances were 11 days after one year, 15 days after five years, 18 days after ten years and 20 days after twenty years.

Those figures are benchmarks, not BILL allowances.

Work location is described more specifically. BILL’s 2025 Form 10-K says employees at its San Jose and Draper offices could work remotely two days per week. The company also employed a significant number of fully remote workers who collaborated through video meetings and periodic offsite gatherings.

The filing does not guarantee that every position supports the same schedule. Office requirements can differ by job, team and location.

Family support, mental health and income protection

BILL specifically lists family-planning assistance, fertility treatment, free mental-health services, life protection and income-protection plans.

These are meaningful categories because they are less universal than basic medical insurance.

BLS found life-insurance access for 59% of private-industry workers in March 2025. Access rose to 78% among management, professional and related occupations and 87% among workers in establishments with at least 500 employees.

Short-term disability access also varied by establishment size. BLS reported access for 31% of workers in private establishments with fewer than 100 workers, 53% in establishments with 100 to 499 workers, and 68% in establishments with at least 500 workers.

BILL uses the broader phrase “income protection plans.” The filing does not specify whether that means employer-paid short-term disability, long-term disability, supplemental coverage or a combination.

Family-planning support presents the same evidence problem. The benefit exists according to the filing, but no lifetime maximum, treatment list or dependent rule is published.

What benefits cost employers

Benefits represent a measurable part of compensation even when their value is not visible in a salary range.

BLS reported that private-industry benefit costs averaged $13.58 per employee hour worked in June 2025. That included $3.44 for paid leave, $1.84 for supplemental pay, $3.44 for insurance, $1.54 for retirement and savings, and $3.31 for legally required benefits.

The figures cover private industry as a whole. They are not BILL’s actual costs.

They do show why salary comparisons miss part of an employment package. A job with a higher cash wage can have weaker health coverage or retirement funding. Another job may pair a lower base salary with equity, bonuses and expensive insurance.

No public filing breaks BILL’s $13.58-equivalent benefit cost down by employee, product or Invoice2go team. The national BLS number is a context measure only.

Where Glassdoor creates false precision

Glassdoor’s Invoice2go page lists health, dental, vision and life insurance; a 401(k); stock options; parental leave; paid time off; sick leave; holidays; remote work and other perks as employer-verified benefit categories. It does not display ratings or current plan terms for those individual benefits.

Its review page contained 71 reviews and showed a 4.2 out of 5 rating for compensation and benefits. It also reported that 89% of reviewers would recommend the employer to a friend.

Those figures require three qualifications.

First, reviews are anonymous. Second, the page can combine experiences from before and after BILL’s 2021 acquisition. Third, the review population is concentrated in a small number of occupations: Glassdoor listed 10 software-engineer reviews, 5 senior-software-engineer reviews and 2 senior-product-designer reviews.

A 4.2 rating is evidence of generally favorable submitted opinions. It does not establish current premium costs, leave balances, equity grants or eligibility rules.

SEC disclosures are stronger for confirming that a benefit program exists. Current plan documents are stronger for determining its actual value.

Invoice2go benefits FAQ

Does Invoice2go offer health insurance?

BILL’s fiscal 2025 Form 10-K says eligible full-time employees can receive medical, dental and vision insurance. It does not publish an Invoice2go-only plan or employee premium schedule.

Does Invoice2go have a 401(k) match?

A tax-qualified 401(k) is officially disclosed, including self-directed brokerage features. No employer matching formula is stated in the filing reviewed.

How much paid vacation do employees receive?

BILL describes generous paid-time-off policies but does not state a number of days. BLS private-industry averages cannot be substituted for the company’s plan.

Are bonuses paid at BILL?

BILL says it offers semiannual bonuses and sales incentives. The filing does not disclose targets or eligibility rules for ordinary employees.

Do employees receive stock?

BILL reports equity grants for many employees at hiring and through annual awards, along with an employee stock-purchase plan. Grant values and role-specific eligibility are not published.

Is Invoice2go fully remote?

BILL reported a hybrid schedule supporting two remote days per week at its two named US offices and a significant number of fully remote employees. That disclosure does not mean every role is remote.

Are Glassdoor benefit descriptions current?

They identify benefit categories and employee sentiment, but they may combine pre-acquisition and post-acquisition experiences. The current plan’s premiums, limits and eligibility can be established only through BILL’s applicable employment offer and benefit documents.