Companies CGI

CGI

Melbourne, Victoria, AUS

Total Offices: 2

91,500 Total Employees

Year Founded: 1976

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CGI Compensation & Benefits

Updated on December 08, 2025

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at CGI?

Strengths in ownership-driven rewards, broad wellbeing programs, and scalable time off are accompanied by higher medical cost exposure, uneven cash progression, and variability across business units. Together, these dynamics suggest a compelling total rewards package for those valuing equity and lifestyle supports, with closer scrutiny warranted for medical plan fit and pay growth expectations by role and location.

Positive Themes About CGI

Equity Value & Accessibility: A matched Share Purchase Plan allows employees to buy company stock with a dollar‑for‑dollar company match up to a cap, complemented by a profit participation plan. This ownership combination is described as collectively uncommon in the sector and can materially enhance total rewards when utilized.
Leave & Time Off Breadth: Vacation scales with level and tenure, supplemented by paid holidays and floating days. Some units, such as CGI Federal, specify up to 10 floating holidays, expanding time‑off flexibility.
Wellbeing & Lifestyle Benefits: A broad suite spans backup dependent care, adoption assistance, counseling/EAP, wellness incentives, and neurodiversity resources, alongside optional pet and identity‑theft insurance. Preventive in‑network care is covered at 100% with HSA/FSA options supporting everyday wellness.

Considerations About CGI

High Benefits Costs: Medical options often skew toward high‑deductible designs with limited plan choices. Out‑of‑pocket costs can be higher for those who use care frequently.
Stagnant Pay & Limited Progression: Pay is frequently characterized as average or below market with small annual raises. Progression and meaningful increases can depend on changing projects, contracts, or proactively seeking adjustments.
Exclusive or Unequal Benefits Coverage: Program specifics such as holiday counts, leave options, and eligibility differ by business unit and location. This variability means the value of benefits can depend on role and office.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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