[With the current global disruption in the markets, there is a growing call for enhanced market intelligence and heightened attention to price trend analysis. Advanced analytics can help investment managers navigate an increasingly volatile marketplace by helping them identify and validate early any developing negative trend reversals to avoid and position themselves for positive trend support before they escalate.
To explore this further, we reached out to Rocco Pellegrinelli, CEO of Trendrating – an example of an advanced, AI-driven, price-trend analytics research platform that has developed a methodology to assess price trends (tracking 16,000 stocks, global indices, and a wide cross-section of equity sectors) and provide early alerts about potential bull and bear phases. For portfolios holding stocks, we have seen how bear trend losses can be sudden and significant. Effective “trend risk control” across all holdings is now more critical than ever. We asked him questions to learn about his price trend discovery research platform, his perspectives and calls on the current marketplace, and the support he offers professional investment and asset managers.]
Hortz:Was your trend capture research model issuing multiple warnings of growing bear trends and a possible top for the U.S. market?
Pellegrinelli: Yes. Our AI multi-factor, price-trend research model signaled a growing number of negative trend reversals on key indices, ETFs, and a number of popular stocks throughout February and March which had been adding to the deterioration we were observing in the percentage of rising stocks vs. falling stocks.
In the large cap universe back in December 2024, our model identified 76% of the stocks in a bull trend and 24% in a bear phase. As of March 30th, the large-cap ratio was 55% bull vs 45% bear trends. For the mid-cap universe, the trend ratios moved by March 30th from 72% bull vs 28% bull trends to 40% bull vs. 60% bear trends.
Our research model issued a “D” rating (highest bear trend risk) calling for a strong reversal or top of the following U.S. indices:
S&P 500 – March 5, 2025
NASDAQ – March 3, 2025
Russell 3000 – March 5, 2025
On March 14, 2025, our rating system called a wide cross-section of index ETFs with “D” ratings (highest bear trend risks) calling for a strong reversal of these indices which we saw as an early call for the top of the markets.
This has been well documented through our Linked-In posts and market reports we published and the mail campaigns we distributed.
Hortz: How can you identify and validate a negative trend reversal early enough to avoid significant losses?
Pellegrinelli: Trendrating’s research methodology is designed to identify price trends with a time horizon of 6-to-18 months. It uses a pattern recognition methodology – using different indicators that were carefully selected and validated over the years from a list of 200+ parameters – analyzing price and volume data in order to discover the actual money flow and unseen undercurrents developing under their current prices. Our AI research model is designed to capture the key trend reversals, measuring the buying vs. the selling pressures, the key element governing trends.
We introduced a way to isolate, validate, and rate price trends. Our multi-factor trend discovery model issues four grade ratings to assess the actual direction and quality of trends. “A” and” B” ratings confirm a bull trend and “C” and “D” ratings signal a bear trend.
Hortz: How does your identification of the correction that followed seem to compare to other methodologies, experts opinions, and risk control tools. What do you feel drove your results versus others?
Pellegrinelli: Our mission is offering a modern, more effective “ trend intelligence “ framework compared to other conventional methodologies.
Momentum works, for instance, as long as a trend continues, but it is late at capturing trend reversals, as it may require a few months of price action to spot the trend. Conventional technical analysis tools have value, but every indicator can produce erratic signals across different cycles. Our model is specifically designed to severely limit these weaknesses. The result is an accuracy rate of 76-to-79% of trend reversals in any market, well above other approaches.
Hortz:What should investors expect now?
Pellegrinelli: More volatility, ups and downs in the indices that today are already down in the double digits. We can expect the weakness to spread across more stocks, even in some securities that, so far, have not fallen. Therefore, closely monitoring for any other negative trend reversals that can emerge across your holdings in investment portfolios is essential to limit the damage. The deterioration generates new negative trends across stocks every day. For example, over the last five days our model issued 96 alerts of trend downgrades on US large and mid-cap stocks.
Hortz:Who are the users of your research platform and how do they use it?
Pellegrinelli: Our clients are professional managers and advisors that realize the importance of respecting and exploiting price trends. They use our platform as a complement to the market intelligence they have, adding an extra layer of pragmatic, logical risk control. They like to check the two key boxes: strong fundamentals and a confirmed positive trend, picking only good companies with “a strong wind to their backs” of positive price trends. They also want to better control risks and they realize that dismissing negative price trends is myopic and unsafe.
Hortz: How do you work with prospective advisor investment and asset managers?
Pellegrinelli: We are set up to be a performance management partner for investment and asset managers. We currently offer managers extended free trials to demonstrate and prove with facts how our advanced AI price trend analytics and alpha discovery research platform can provide enhanced market intelligence, strengthen risk management, and improve investment performance for any manager using any investment methodology on an ongoing basis. We openly invite managers to take a free look on how you can strategically expand your research tools for this challenging and volatile market environment!
Bill Hortz is an independent business consultant and Founder/Dean of the Institute for Innovation Development- a financial services business innovation platform and network. With over 30 years of experience in the financial services industry including expertise in sales/marketing/branding of asset management firms, as well as, creatively restructuring and developing internal/external sales and strategic account departments for 5 major financial firms, including OppenheimerFunds, Neuberger&Berman and Templeton Funds Distributors. His wide ranging experiences have led Bill to a strong belief, passion and advocation for strategic thinking, innovation creation and strategic account management as the nexus of business skills needed to address a business environment challenged by an accelerating rate of change.
What this article covers
If you’ve ever wondered how much authors actually make — not the James Patterson outliers, but the typical working writer — the honest answer is: it depends enormously, and usually less than you’d hope. Author earnings vary based on publishing method, genre, marketing effectiveness, and how much additional income writers generate beyond book sales. This article breaks down what authors earn on average according to the best available survey data, explains the key factors that drive the gap between struggling writers and successful ones, and includes financial planning perspective from a CFP who works with authors on managing the unique challenge of unpredictable income.
Scour the search history of most aspiring novelists and non-fiction writers, and you’ll find the question “How much do authors make?” somewhere toward the top. Unfortunately, the answer is difficult to pin down.
Some authors make millions. For instance, Literary Hub says James Patterson, author of bestsellers like Along Came a Spider, made $836 million between 2008 and 2018. Yet such sums fall at the extreme upper end of a spectrum that runs to zero. Many – maybe most – writers slave away for nothing but the love of their craft.
This reality raises further questions. What’s behind the huge variance in author earnings? What do authors make on average? And how do they make money in the first place? Keep reading to find out.
Key Takeaways
1
Most authors earn far less than the bestseller headlines suggest — the median annual income for all authors surveyed by the Authors Guild was just $5,000, while established full-time authors averaged $23,329.
The gap between headline-grabbing author incomes (James Patterson earned $836 million over a decade) and typical author earnings is enormous. Most working authors rely heavily on non-book income sources — journalism, editing, ghostwriting, teaching, and speaking — to make ends meet. For 56% of Authors Guild survey respondents, those nonbook sources more than doubled their total writing income.
2
Self-published authors typically earn higher royalties (35–70% vs. 7.5–10% for traditional publishing) but lack the marketing infrastructure and financial cushion of an advance.
The Alliance of Independent Authors found that self-published authors earned a median of $12,759 in 2023 versus $6,000–$8,000 for traditionally published authors. However, this advantage flips at the top: in the highest-earning decile, traditionally published authors earned a median of $305,000 versus $154,000 for self-published authors. Publishing method, genre, and marketing effectiveness together drive more of the income variance than raw writing talent alone.
3
The financial planning challenges authors face — irregular income, no employer benefits, and unpredictable royalty timing — require a different approach than a traditional salaried career.
Authors who earn well in some years and little in others face a specific set of financial planning decisions: how to smooth variable income into a stable monthly budget, how to save for retirement without employer matching, and how to manage taxes across boom and bust years. Strategies like paying yourself a consistent “salary” from earnings, using Cash Balance Plans in high-income years, and working with a financial advisor who understands irregular income can make a significant difference in long-term financial outcomes.
What Does the Data Say About Average Author Earnings?
According to a 2022 Authors Guild survey, referenced in Publishers Weekly, established full-time authors earn $23,329 a year – up 21% from 2018. However, the total annual median income for all respondents was just $5,000.
Those figures combine book sales and other writing-related income sources, too. For 56% of respondents, nonbook sources, such as journalism, editing, teaching, and ghostwriting, more than doubled their income.
Other sources paint a more promising picture. Job site Indeed.com says authors in the United States earn on average $52,625 per year, which translates to $22.57 per hour. Change the search to “Writer” and these numbers climb to $70,641 and $30.24, respectively.
Such discrepancies are a good example of how difficult it is to provide a simple answer to the question, “how much do authors make?” Ultimately, every writer can expect something different. Before we look at why that’s the case, though, it’s worth understanding how authors make money in the first place.
How Authors Make Money
Authors fall into one of two camps: self or traditionally published. In both cases, the amount they make depends on how many copies they sell.
The difference is in how they get paid.
Self-published authors publish and promote their own work but retain most of the proceeds from sales (minus the cost of selling at a discount to retailers and/or on their chosen marketplace). The traditional route is more complicated. Publishers typically pay authors an “advance” followed by “royalties”.
An advance is an upfront sum that acts as a loan against future sales. A royalty is a percentage of the book’s sale price that’s used to repay the advance.
Authors only receive royalties once the advance has been “earned out” (i.e., paid back). If they don’t sell enough copies for that to happen, the publisher absorbs the cost.
For simplicity, let’s say an author receives a $10,000 advance and a 10% royalty on their book, which has a retail price of $10. That equates to $1 per sale, meaning they need to sell 10,000 copies to earn back their advance before they receive additional royalties from the publisher.
Two more points on advances:
Firstly, they vary hugely in size. Authors can get anything from under $1,000 to six-figures and beyond, depending on their work’s commercial potential and how well-established they are.
Secondly, not every author gets one – especially from smaller and non-traditional publishers. When that’s the case, royalty payments tend to be higher.
Finally, whether self or traditionally published, subsidiary rights provide another revenue source. This money’s earned when third parties license book rights, such as for international translations and movie adaptations. Again, authors who take the traditional route must earn out their advance before receiving such payments.
Now we know their main sources of income, let’s turn to why some authors make more money than others.
Ask the Expert: How a CFP Helps Authors Manage Unpredictable Income
Larry Sprung, CFP®, CEPA®Bringing JOY to Your Money Journey®
Q: What is a common financial planning challenge unique to authors that you frequently encounter when working with your clients? How do you work with them to overcome this challenge?
Larry: One of the most common financial planning challenges I see with authors is the unpredictability of their income. Unlike a traditional 9-to-5, authors often go through peaks and valleys—whether it’s an advance from a new book, royalties that fluctuate, merchandise sales that tend to spike around releases, or speaking engagements. Cash flow inconsistency affects how you budget, save, plan for retirement and college savings, and tax strategy.
At Mitlin Financial, we help authors build a framework that creates more stability amidst that unpredictability. For example, we guide them in setting up more predictable income strategies, essentially paying themselves a salary, so they can create more consistency and plan more effectively.
We’ve even introduced some authors to advanced planning tools like Cash Balance Plans—a powerful retirement strategy that helps them lower their tax burden while ramping up retirement savings, especially in high-income years.
Your gift is crafting stories, ours is helping you craft a financial life that supports your creativity—so you can keep doing what you love while we help you create your own happily ever after.
How can some authors make millions when most struggle to make ends meet? Talent and luck are both involved, of course. Yet several other factors are involved over which writers have more control:
Publishing Method
Self-published authors front the cost of everything from editing and cover design to printing, distribution, and marketing. They also lack the financial cushion of an advance while working on their book.
On the other hand, retaining control of the publication means they enjoy significantly higher royalties.
For example, authors who publish e-books on Amazon can choose a royalty rate of 35% or 70%. In comparison, publishers typically offer royalties in the region of 7.5 to 10%. They can drop even further if retailers require bigger discounts on the book.
Maybe it’s unsurprising, then, that research from the Alliance of Independent Authors (ALLi) found self-published (“indie”) authors out-earn traditionally published ones. Their median incomes in 2023 were $12,759 and $6-8,000, respectively.
It’s also worth considering that self-publishing is far more accessible. Publishers need to make a profit, which makes them highly selective about who they gamble on. Most aspiring authors never make the cut, which makes self-publishing the more lucrative choice in general – particularly in the short term.
These financial fortunes seem to flip among the most successful authors, though. In the top decile of earnings, an Authors Guild survey found self-published and traditional published authors made a median of $154,000 and $305,000, respectively.
Genre
Not all genres are made equal in terms of author earnings, either. Like music, some have bigger markets and wider appeal, which boosts demand and income potential. According to Spines, the five best-selling genres are:
Contemporary Romance
Mystery and Thriller
Science Fiction
Fantasy
Self-Help
It goes without saying that choosing one over another doesn’t guarantee a higher income. But it does boost an author’s chances. For example, in the Authors Guild study mentioned above, self-published Romance and Romantic Suspense writers earned a median of $10,050. The next highest-earning genre was Mysteries and Thrillers, for which the median income was just $1,900.
Marketing Success
The best books ever written wouldn’t make a dime without effective marketing. Like any product, they sell in direct proportion to the quality and extent of promotional efforts.
This is one area where the traditional route provides an advantage – especially for less-established authors. With extensive experience promoting books, publishers help with everything from media outreach and publicity to placement in bookstores.
Still, the popularity of platforms like Amazon means it’s never been easier for self-publishers to reach an audience without professional support. The 2023 Author’s Guild Author Income Survey found that, “…experienced self-published authors have nearly doubled their earnings since 2018, with the help of effective marketing efforts”.
For both self and traditionally published authors, Kindle Unlimited, ebook discounts, and email newsletters were the top-performing strategies.
Alternative Income Sources
As discussed earlier, many authors supplement their income with nonbook sources. For some, this is a choice. For most, it’s a necessary way to make ends meet. The options look the same either way, although one or two only become accessible with success.
Here are a few ways authors make money beyond book sales:
Writing courses and teaching/coaching
Journalism and freelance writing
Ghostwriting
Editing
Subscription services like Patreon and Substack
Paid speaking gigs
Merchandise
Crowdfunding and official literary grants
Volume of Work
Lastly, the amount authors make is often correlated with how prolific they are. Simply put, the more the write, the more they make – both in terms of book sales and nonbook sources, like freelance writing.
As their body of work gets bigger, authors stand to become better-known, too. Readers have more opportunities to find and enjoy their stories, worlds, characters, insights, and/or views. Of course, as they throw more work at the proverbial wall, they increase the likelihood of something sticking.
The Bottom Line: What Authors Actually Make — and What You Can Do About It
The most successful authors make hundreds of millions of dollars from royalties, merchandise, movie deals, and more. Yet they’re the exception, not the rule.
Whether they’re self or traditionally published, the available evidence suggests most authors make five figures a year or less from their craft. As a result, many have no choice but to subsidize book sales with additional income sources.
In truth, there isn’t a one-size-fits-all answer here. As with most things, it depends. Instead of asking, “How much do authors make,” then, a better question might be, “how can I influence what I make as an author?”
Hopefully, the factors outlined above will help you answer it.
Danny Newman is a nationally syndicated freelance writer with a focus on travel. MSN feed and Associated Press bylines. Danny is a digital nomad from the UK who’s been traveling full-time since 2018. Learn More About Danny.
Do you work at Amgen? Get the resources you need and expert insights from financial professionals who specialize in helping Amgen employees make the most of their compensation package and benefits.
Whether you’re a new Amgen employee or you’ve moved up the ranks into a management or executive leadership role over a multi-year career, it’s important to make smart money moves with your income and employee benefits. For example:
✅ Do you know the right moves to make to get the greatest value from the Amgen benefits available to you?
✅If you’re thinking about leaving Amgen for another job or planning to retire from the company in a few years, are you taking the right steps today to ensure you will receive all of the compensation and benefits that you’ve earned?
Get the Most Value from Your Amgen Benefits and Compensation Package
Throughout the year, Amgen provides its employees and executives with updates about their benefits ranging from health insurance and health savings plans to retirement plans like a 401(k), deferred compensation plans, and stock options. While the company offers many useful resources and access to knowledgeable staff who can assist with questions, you’ll also find financial professionals not affiliated with Amgen who specialize in helping Amgen employees make the most of their income and benefits.
Whether you work in the Amgen headquarters in Thousand Oaks, another office location around the country, or remotely from home, you may have questions about your compensation package and benefits better suited for a financial professional who can offer unbiased advice and guidance.
For example, sensitive topics like discussing the steps you should take before quitting your job at Amgen to work elsewhere, protecting yourself in advance of a corporate layoff, or deciding when you should plan to retire are all conversations that may be more comfortable with a trusted financial advisor.
Should you hire an Amgen specialist financial advisor or an advisor close to home?
You’ll likely find dozens of nearby financial advisors well-suited to help you reach your money goals with a personalized plan. But it may be more difficult to find a financial advisor who specializes in serving Amgen employees.
Fortunately, many financial advisors offer virtual services so you can meet online no matter where you (or they) live.
This means you can choose to hire a specialist financial advisor who lives hundreds of miles away if you decide their knowledge and experience working with Amgen employees is a better fit to help with your unique needs.
💡 In the Q&A below, you’ll gain insights from financial advisors who work with Amgen employees to help them make smart decisions to get the most value from their compensation and benefits, reduce their money stress, and prepare for a comfortable retirement.
🙋♀️ Do you have questions not yet answered? Use the form below to submit questions anonymously and watch this article for updates with answers to your questions. You can also reach out to the financial advisors below to set up an introductory call or contact them with your questions by email.
💸 Smart Money Insights for Amgen Employees & Executives
This page is organized into sections to help you quickly find the information you need and get answers to your questions:
Q&A: Financial Planning Tips for Amgen Employees & Executives
Get Answers to Your Questions About Your Amgen Benefits and Career
Quick Facts & Resources for Amgen Employees
Browse Related Articles
Q&A: Financial Planning Tips for Amgen Employees & Executives
Answers to Amgen Employee Questions with Hazel Secco, CFP®, CDFA®
Hazel Secco is a financial advisor based in Hoboken, New Jersey who specializes in offering financial planning services to Amgen employees. Hazel helps her clients get the most value from their Amgen benefits and compensation package so they can enjoy life and feel confident about their financial future.
Q: As a financial advisor with experience helping Amgen employees save for their retirement, how do you help them make the most of their employee benefits?
Hazel: As a financial advisor who works closely with women in pharma, I know how overwhelming benefit packages can feel—especially at a place like Amgen. There are so many options, acronyms, and moving parts that it’s hard to know what’s worth paying attention to, let alone what’s best for your situation.
And let’s be honest—most professionals I work with are so focused on doing well in their roles, managing teams, or preparing for the next launch or M&A, that there’s barely time to come up for air, let alone map out a financial strategy. That’s exactly where I come in.
Amgen offers some powerful benefits that, when used thoughtfully, can really move the needle on your long-term financial health. Here’s how I help clients make the most of them.
Employee Stock Purchase Plan (ESPP): You can buy Amgen stock at a 5% discount using payroll deductions. I help you decide how that fits into your overall plan—so you’re taking advantage of the discount without overloading on company stock.
Equity Compensation (RSUs, PSUs, Stock Options): Depending on your role and level, you may receive different types of stock-based awards. I walk you through what they mean, when they vest, how taxes work, and what to do with them to support your bigger financial goals.
401(k) and Company Match: Amgen matches 100% of the first 5% you contribute—and they’ll add another 5% even if you contribute nothing. I make sure my clients don’t leave any of that value behind
Deferred Compensation Plan (DCP) & SRP (for Level 7+): These plans let you save even more money pre-tax and get additional company contributions. We look at how this fits into your income and retirement strategy so you’re making smart moves now and later.
At the end of the day, my role is to help you feel confident and in control of your financial life so your hard work pays off not just in your career, but in your future freedom too. Whether your goal is retiring early, making work optional, or simply feeling more organized and clear, I help put all the pieces together in a way that works for you.
Q: Is there a particular benefit available to Amgen employees you feel isn’t as well utilized or understood by employees as it should be?
Hazel: There are a few really valuable benefits I see Amgen employees missing out on usually because they’re buried in the fine print or not talked about enough. However, they can make a big difference in your long-term planning.
One of the most valuable but most overlooked benefits is the free estate planning documents. As part of your Amgen benefits, you have access to a full estate planning package that would normally cost thousands of dollars if you went through an attorney.
This includes essentials like a Will, Power of Attorney, Living Will, and even a Trust—all at no cost to you. If you haven’t taken advantage of this yet, I highly encourage you to do so.
Another often-overlooked gem is the Retiree Medical Savings Account (RMSA). This is a special account that helps you prepare for future medical expenses in retirement and it comes with double tax advantages. The money you put in grows tax-deferred, and when you use it later for qualified medical expenses, it comes out tax-free.
Plus, Amgen matches up to $1,500 per year of what you contribute. It’s one of the few benefits that helps cover healthcare costs later in life—something many people wish they’d planned for sooner.
These kinds of benefits are easy to miss when you’re focused on the day-to-day demands of work. That’s why I love helping clients dig into what’s available, make the most of it, and feel more confident about what’s ahead.
Q: For Amgen employees thinking about leaving the company to accept a job elsewhere, what actions do you recommend they take before resigning and shortly thereafter?
Hazel: Before making a move, whether it’s by choice or due to a layoff, it’s really important to understand how your departure might affect your stock compensation. This is one area I often see overlooked, but it can have a major financial impact if not handled thoughtfully.
If you’re participating in the Employee Stock Purchase Plan (ESPP), the shares you’ve already purchased are yours to keep. That part is usually straightforward. But if you have unvested RSUs, PSUs, or stock options, it’s a different story. In many cases, you may forfeit some or all of your unvested awards when you leave the company.
If you’re resigning to join another firm, I recommend reviewing your equity package before you give notice and using that information when you’re negotiating your new offer. The value of unvested equity you’re walking away from should be part of the conversation, especially if the new company offers equity as well.
If you’re being laid off or offered a severance package, it’s worth asking whether vested options can be exercised over a longer window or if there’s any possibility of accelerated vesting on unvested shares. These are negotiable in some cases, and can make a big difference in the financial outcome.
And it’s not just about the current market value of the stock—you should also consider its future growth potential. If you’ve been at Amgen for a while, you could be walking away from a significant long-term opportunity. Understanding that value upfront gives you more power to make informed decisions and negotiate from a place of clarity.
Q: For Amgen employees who have managed their finances on their own to this point, what would you suggest they consider to help them decide if they should begin working with a financial advisor at this stage in their lives?
Hazel: Most of the women I work with aren’t looking for more information—they’re looking for a trusted partner to help them make thoughtful decisions without having to constantly research or second-guess every move. They’ve built successful careers and accumulated wealth, but they’re at a stage where their time and energy are better spent on things that matter most—family, health, purpose—not managing complex benefit strategies.
Financial planning isn’t something you do once and forget about. Life evolves, markets shift, and your goals change. If you’re doing it all yourself, it can be hard to keep up with all the moving pieces in a way that’s sustainable.
So the real question is: Do you want to keep managing all of this on your own?
Or are you ready to have someone by your side who understands your industry, your benefits, and how to help you make confident, aligned decisions for your future?
When you’re honest with yourself about where you want to focus your energy next, the answer usually becomes clear.
Q: What questions do you recommend Amgen employees ask financial advisors they’re considering hiring to help them decide if they’re a good fit?
Hazel: Choosing the right financial advisor is a personal decision—and it’s important to find someone who not only understands the numbers, but also understands you.
Here are a few thoughtful questions I recommend asking.
Are you a fiduciary? Not all advisors are held to this standard at all times. It’s an important question that helps you understand how the relationship will be structured—and whether your needs will always come first.
Are you a CERTIFIED FINANCIAL PLANNER™ (CFP®)? Working with a CFP® ensures your advisor has met rigorous education, experience, and ethical standards—and is trained to provide advice across all areas of your financial life, not just investments.
Do you have experience working with people like me? This is key—especially for Amgen professionals navigating equity compensation, deferred comp, early retirement planning, or complex career transitions. You want someone who understands the details of your benefit options and how to help you use them intentionally.
What does your process look like, and how will we work together?
Ask whether their approach is personalized and collaborative, and whether they focus on the full picture like integrating stock compensation with retirement goals, tax planning, and lifestyle needs.
How will you help me feel more confident and clear about my financial decisions? The right advisor shouldn’t just give you data—they should help you make decisions that feel aligned, empowering, and easy to follow through on.
And above all, trust your gut. You deserve to work with someone who listens to you, respects your priorities, and helps you make progress in a way that feels sustainable and supportive.
Get to Know Hazel Secco, Financial Advisor for Amgen Employees:
Are you a financial advisor who specializes in working with employees at Amgen or another large company?
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Quick Facts & Resources for Amgen Employees
Amgen Quick Facts & Resources
Details / Useful Links
Amgen Corporate Headquarters Address
One Amgen Center Drive | Thousand Oaks, CA | 91320-1799 (📍 Google Maps)
The Plan is a defined contribution plan covering substantially all domestic employees of Amgen Inc. (the Company or Amgen) and participating subsidiaries. The Plan is intended to qualify under sections 401(a) and 401(k) of the Internal Revenue Code of 1986 (the Code) and section 407(d)(3)(A) of the Employee Retirement Income Security Act of 1974 (ERISA).
How Much Can Amgen Employees Contribute to the Plan?
Subject to certain limitations (as defined in the Plan), participants may elect to contribute up to 30% of their eligible compensation in pre-tax contributions, Roth contributions (in accordance with the Code), after-tax contributions or a combination of these types of contributions (together, Individual Contributions). A participant’s combined pre-tax contributions and Roth contributions (exclusive of catch-up contributions discussed below) are subject to Internal Revenue Service (IRS) and Plan limits.
Are Amgen Employees Automatically Enrolled in the Plan?
Unless an employee has voluntarily enrolled in the Plan or has declined to participate in the Plan within the first 30 days of employment, all newly eligible participants are automatically enrolled in the Plan, and contributions equal to 5% of their eligible compensation are withheld and contributed to the Plan as pre-tax contributions; such contributions are automatically increased by 1% per year until their contributions reach 10% of their eligible compensation. Participants may elect to adjust, cease or resume their Individual Contributions at any time.
Can Amgen Employees Purchase Amgen Stock through the Plan?
Participants may direct a maximum of 20% of contributions to be invested in Amgen stock. In addition, participants may transfer amounts among the investment options at any time, subject to certain limitations. Notwithstanding the foregoing, if 20% or more of the value of a participant’s Plan account is invested in Amgen stock, the Plan document provides that no transfers from other investment options can be made to invest in Amgen stock.
When Do Amgen Employees Become Vested in the Plan?
Participants are immediately vested with respect to their Individual Contributions, Matching Contributions, and Special Contributions, if any, and earnings and losses (hereafter referred to as earnings) thereon. Participants hired prior to January 1, 2020, are also immediately vested with respect to their Core Contributions and earnings thereon. Participants hired on or after January 1, 2020, vest in full with respect to their Core Contributions and earnings thereon after three years of service, as defined by the terms of the Plan, or upon reaching age 65 while employed by Amgen, if earlier. If a participant ceases to be an employee before fully vesting in their account, the non-vested portion of the participant’s account will be treated as a forfeiture, as defined by the terms of the Plan, on the earlier of (a) the date the participant incurs a five-year break in service, as defined by the terms of the Plan or, (b) the date the participant receives a distribution of the entire vested portion of their account.
How Much Does Amgen Contribute to Its 401(k) Plan Each Year (e.g. Matching Contributions, etc.)?
Amgen contributed more than $190 million to the Amgen Retirement and Savings Plan in 2020.
How Big is the Amgen Retirement and Savings Plan?
As of December 31, 2020, assets in the Amgen Retirement and Savings Plan totaled over $6.7 Billion.
Source: US Department of Labor Form 5500 for the Amgen Retirement and Savings Plan
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Brian and his wife live in Texas, enjoying the diversity of Houston and the vibrancy of Austin.
With over 25 years in the financial services industry, Brian is applying his experience and passion at Wealthtender to help more people enjoy life with less money stress.
Do you work at Amgen? Get the resources you need and expert insights from financial professionals who specialize in helping Amgen employees make the most of their compensation package and benefits.
Whether you’re a new Amgen employee or you’ve moved up the ranks into a management or executive leadership role over a multi-year career, it’s important to make smart money moves with your income and employee benefits. For example:
✅ Do you know the right moves to make to get the greatest value from the Amgen benefits available to you?
✅If you’re thinking about leaving Amgen for another job or planning to retire from the company in a few years, are you taking the right steps today to ensure you will receive all of the compensation and benefits that you’ve earned?
Get the Most Value from Your Amgen Benefits and Compensation Package
Throughout the year, Amgen provides its employees and executives with updates about their benefits ranging from health insurance and health savings plans to retirement plans like a 401(k), deferred compensation plans, and stock options. While the company offers many useful resources and access to knowledgeable staff who can assist with questions, you’ll also find financial professionals not affiliated with Amgen who specialize in helping Amgen employees make the most of their income and benefits.
Whether you work in the Amgen headquarters in Thousand Oaks, another office location around the country, or remotely from home, you may have questions about your compensation package and benefits better suited for a financial professional who can offer unbiased advice and guidance.
For example, sensitive topics like discussing the steps you should take before quitting your job at Amgen to work elsewhere, protecting yourself in advance of a corporate layoff, or deciding when you should plan to retire are all conversations that may be more comfortable with a trusted financial advisor.
Should you hire an Amgen specialist financial advisor or an advisor close to home?
You’ll likely find dozens of nearby financial advisors well-suited to help you reach your money goals with a personalized plan. But it may be more difficult to find a financial advisor who specializes in serving Amgen employees.
Fortunately, many financial advisors offer virtual services so you can meet online no matter where you (or they) live.
This means you can choose to hire a specialist financial advisor who lives hundreds of miles away if you decide their knowledge and experience working with Amgen employees is a better fit to help with your unique needs.
💡 In the Q&A below, you’ll gain insights from financial advisors who work with Amgen employees to help them make smart decisions to get the most value from their compensation and benefits, reduce their money stress, and prepare for a comfortable retirement.
🙋♀️ Do you have questions not yet answered? Use the form below to submit questions anonymously and watch this article for updates with answers to your questions. You can also reach out to the financial advisors below to set up an introductory call or contact them with your questions by email.
💸 Smart Money Insights for Amgen Employees & Executives
This page is organized into sections to help you quickly find the information you need and get answers to your questions:
Q&A: Financial Planning Tips for Amgen Employees & Executives
Get Answers to Your Questions About Your Amgen Benefits and Career
Quick Facts & Resources for Amgen Employees
Browse Related Articles
Q&A: Financial Planning Tips for Amgen Employees & Executives
Kushal Shal is a financial advisor based in Thousand Oaks, California who specializes in offering financial planning services to Amgen employees. Kushal helps his clients get the most value from their Amgen benefits and compensation package so they can enjoy life and feel confident about their financial future.
Q: When you first speak with an Amgen employee, what questions do you like to ask to better understand their unique circumstances and determine how you can best help them achieve their goals?
Kushal: The very foundation of doing financial planning for Amgen employees starts with gathering information in order to produce financial plans that analyze a client’s situation and provide recommendations to help clients realize their goals. But the process of data gathering to do financial planning involves a lot more than simply gathering financial data.
Some questions we like to ask revolve not just around their financial needs, but also their personal investment understanding and philosophy. These are just a sample:
If money was no object, what would you do all day?
If you could live in any city, where would it be and why?
What is your favorite thing about your career?
Name one thing you’re willing to spend more money on to make sure you get the best quality.
What’s a financial topic you wish you knew more about?
What is your favorite thing to do when you’re not working?
How do you make important financial decisions?
What would make this financial advising relationship a success for you?
What’s the most important thing we need to achieve?
What do you feel is your most pressing financial concern right now?
Do you feel that a financial plan would make your life easier?
Q: For Amgen employees thinking about leaving the company to accept a job elsewhere, what actions do you recommend they take before resigning and shortly thereafter?
Kushal: There are several factors to take into consideration before leaving Amgen to accept a new job at a different firm.
The first factor to consider is determining the amount of Restricted Stock Units (RSUs) you will be leaving behind. This is the most overlooked area of the decision-making process. Restricted stock units are a way an employer can grant company shares to employees. The grant is “restricted” because it is subject to a vesting schedule, which can be based on length of employment or on performance goals.
Vesting schedules for Amgen are often time-based, requiring you to work at the company for a certain period before vesting can occur. Job termination almost always stops vesting. The only exception occurs in certain situations when vesting may be allowed to continue or may even be accelerated (e.g., death, disability, or retirement, depending on your plan and grant agreement).
Having a wife that has worked at Amgen and many clients who currently work there or have retired from Amgen, I can speak from experience that Amgen employees have left hundreds of thousands of dollars in RSUs because they left too early or left for a different firm.
Before or after resigning, an Amgen employee should consider working with a financial advisor to establish an IRA and possibly a Roth IRA account. Amgen’s benefit plans are complex and employee’s assets can be spread out in various financial institutions and pre-tax and post-tax accounts.
Working closely with an advisor will ensure you don’t leave assets behind and forgotten, as well as minimize your tax liability. Working closely with Amgen employees, we have located assets in the form of stock options and vested stock units at firms like Computershare because the client did not receive statements.
Q: For Amgen employees approaching retirement age, how do you recommend they prepare to make the transition from living off their salary to relying upon other sources of income?
Kushal: We recommend that Amgen employees get a better understanding of their retirement needs. The average person spends about 20 years in retirement. This is a significant amount of time in which to be financially independent, which means it’s important to plan accordingly.
The Department of Labor recommends that retirees prepare to live on 70 to 90% of their pre-retirement income in order to maintain their usual standard of living. Because of this, it is important to start planning 6 to 9 months before retirement. If you are living comfortably now, ask yourself if you have saved enough to continue living this way once you have retired.
Another way to better prepare is to understand how much you’re currently spending. Highly-paid employees generally have large monthly expenses. It is crucial to understand where your money is going and where it is coming from before you retire. This will also give Amgen employees a better understanding of what costs can be cut to save money.
We recommend several different ways that clients can achieve this: Using apps that track expenses such as Goodbudget, using spreadsheet templates that are available to help track spending, or using software such as Quicken.
Before retirement, it is vital to get an understanding of your Supplemental Security Income (SSI) benefit. We recommend before Amgen employees retire they use the SSI website and get their latest SSI benefit information. This will help them determine how much income from SSI they will receive and also add other passive income they may be receiving, such as rental income, alimony, child support, disability, etc., to understand how much they are going to leverage their investments to make up any shortfall.
Retirement offers the gift of time to do the things that matter most to you. While our happiest years may be in retirement, the transition isn’t always a walk on the beach. Do your homework in advance to know what you are retiring to, not just what you’re retiring from.
Get to Know Kushal Shah, Financial Advisor for Amgen Employees:
Answers to Amgen Employee Questions with Hazel Secco, CFP®, CDFA®
Hazel Secco is a financial advisor based in Hoboken, New Jersey who specializes in offering financial planning services to Amgen employees. Hazel helps her clients get the most value from their Amgen benefits and compensation package so they can enjoy life and feel confident about their financial future.
Q: As a financial advisor with experience helping Amgen employees save for their retirement, how do you help them make the most of their employee benefits?
Hazel: As a financial advisor who works closely with women in pharma, I know how overwhelming benefit packages can feel—especially at a place like Amgen. There are so many options, acronyms, and moving parts that it’s hard to know what’s worth paying attention to, let alone what’s best for your situation.
And let’s be honest—most professionals I work with are so focused on doing well in their roles, managing teams, or preparing for the next launch or M&A, that there’s barely time to come up for air, let alone map out a financial strategy. That’s exactly where I come in.
Amgen offers some powerful benefits that, when used thoughtfully, can really move the needle on your long-term financial health. Here’s how I help clients make the most of them.
Employee Stock Purchase Plan (ESPP): You can buy Amgen stock at a 5% discount using payroll deductions. I help you decide how that fits into your overall plan—so you’re taking advantage of the discount without overloading on company stock.
Equity Compensation (RSUs, PSUs, Stock Options): Depending on your role and level, you may receive different types of stock-based awards. I walk you through what they mean, when they vest, how taxes work, and what to do with them to support your bigger financial goals.
401(k) and Company Match: Amgen matches 100% of the first 5% you contribute—and they’ll add another 5% even if you contribute nothing. I make sure my clients don’t leave any of that value behind
Deferred Compensation Plan (DCP) & SRP (for Level 7+): These plans let you save even more money pre-tax and get additional company contributions. We look at how this fits into your income and retirement strategy so you’re making smart moves now and later.
At the end of the day, my role is to help you feel confident and in control of your financial life so your hard work pays off not just in your career, but in your future freedom too. Whether your goal is retiring early, making work optional, or simply feeling more organized and clear, I help put all the pieces together in a way that works for you.
Q: Is there a particular benefit available to Amgen employees you feel isn’t as well utilized or understood by employees as it should be?
Hazel: There are a few really valuable benefits I see Amgen employees missing out on usually because they’re buried in the fine print or not talked about enough. However, they can make a big difference in your long-term planning.
One of the most valuable but most overlooked benefits is the free estate planning documents. As part of your Amgen benefits, you have access to a full estate planning package that would normally cost thousands of dollars if you went through an attorney.
This includes essentials like a Will, Power of Attorney, Living Will, and even a Trust—all at no cost to you. If you haven’t taken advantage of this yet, I highly encourage you to do so.
Another often-overlooked gem is the Retiree Medical Savings Account (RMSA). This is a special account that helps you prepare for future medical expenses in retirement and it comes with double tax advantages. The money you put in grows tax-deferred, and when you use it later for qualified medical expenses, it comes out tax-free.
Plus, Amgen matches up to $1,500 per year of what you contribute. It’s one of the few benefits that helps cover healthcare costs later in life—something many people wish they’d planned for sooner.
These kinds of benefits are easy to miss when you’re focused on the day-to-day demands of work. That’s why I love helping clients dig into what’s available, make the most of it, and feel more confident about what’s ahead.
Q: For Amgen employees thinking about leaving the company to accept a job elsewhere, what actions do you recommend they take before resigning and shortly thereafter?
Hazel: Before making a move, whether it’s by choice or due to a layoff, it’s really important to understand how your departure might affect your stock compensation. This is one area I often see overlooked, but it can have a major financial impact if not handled thoughtfully.
If you’re participating in the Employee Stock Purchase Plan (ESPP), the shares you’ve already purchased are yours to keep. That part is usually straightforward. But if you have unvested RSUs, PSUs, or stock options, it’s a different story. In many cases, you may forfeit some or all of your unvested awards when you leave the company.
If you’re resigning to join another firm, I recommend reviewing your equity package before you give notice and using that information when you’re negotiating your new offer. The value of unvested equity you’re walking away from should be part of the conversation, especially if the new company offers equity as well.
If you’re being laid off or offered a severance package, it’s worth asking whether vested options can be exercised over a longer window or if there’s any possibility of accelerated vesting on unvested shares. These are negotiable in some cases, and can make a big difference in the financial outcome.
And it’s not just about the current market value of the stock—you should also consider its future growth potential. If you’ve been at Amgen for a while, you could be walking away from a significant long-term opportunity. Understanding that value upfront gives you more power to make informed decisions and negotiate from a place of clarity.
Q: For Amgen employees who have managed their finances on their own to this point, what would you suggest they consider to help them decide if they should begin working with a financial advisor at this stage in their lives?
Hazel: Most of the women I work with aren’t looking for more information—they’re looking for a trusted partner to help them make thoughtful decisions without having to constantly research or second-guess every move. They’ve built successful careers and accumulated wealth, but they’re at a stage where their time and energy are better spent on things that matter most—family, health, purpose—not managing complex benefit strategies.
Financial planning isn’t something you do once and forget about. Life evolves, markets shift, and your goals change. If you’re doing it all yourself, it can be hard to keep up with all the moving pieces in a way that’s sustainable.
So the real question is: Do you want to keep managing all of this on your own?
Or are you ready to have someone by your side who understands your industry, your benefits, and how to help you make confident, aligned decisions for your future?
When you’re honest with yourself about where you want to focus your energy next, the answer usually becomes clear.
Q: What questions do you recommend Amgen employees ask financial advisors they’re considering hiring to help them decide if they’re a good fit?
Hazel: Choosing the right financial advisor is a personal decision—and it’s important to find someone who not only understands the numbers, but also understands you.
Here are a few thoughtful questions I recommend asking.
Are you a fiduciary? Not all advisors are held to this standard at all times. It’s an important question that helps you understand how the relationship will be structured—and whether your needs will always come first.
Are you a CERTIFIED FINANCIAL PLANNER™ (CFP®)? Working with a CFP® ensures your advisor has met rigorous education, experience, and ethical standards—and is trained to provide advice across all areas of your financial life, not just investments.
Do you have experience working with people like me? This is key—especially for Amgen professionals navigating equity compensation, deferred comp, early retirement planning, or complex career transitions. You want someone who understands the details of your benefit options and how to help you use them intentionally.
What does your process look like, and how will we work together?
Ask whether their approach is personalized and collaborative, and whether they focus on the full picture like integrating stock compensation with retirement goals, tax planning, and lifestyle needs.
How will you help me feel more confident and clear about my financial decisions? The right advisor shouldn’t just give you data—they should help you make decisions that feel aligned, empowering, and easy to follow through on.
And above all, trust your gut. You deserve to work with someone who listens to you, respects your priorities, and helps you make progress in a way that feels sustainable and supportive.
Get to Know Hazel Secco, Financial Advisor for Amgen Employees:
Are you a financial advisor who specializes in working with employees at Amgen or another large company?
✅ Join Wealthtender and get featured as a specialist financial advisor based on your knowledge and experience working with employees at Amgen or another large company. (Subject to availability and terms.) ✅ Sign up today and join financial advisors attracting their ideal clients on Wealthtender ✅ Or request more information by email:
Quick Facts & Resources for Amgen Employees
Amgen Quick Facts & Resources
Details / Useful Links
Amgen Corporate Headquarters Address
One Amgen Center Drive | Thousand Oaks, CA | 91320-1799 (📍 Google Maps)
The Plan is a defined contribution plan covering substantially all domestic employees of Amgen Inc. (the Company or Amgen) and participating subsidiaries. The Plan is intended to qualify under sections 401(a) and 401(k) of the Internal Revenue Code of 1986 (the Code) and section 407(d)(3)(A) of the Employee Retirement Income Security Act of 1974 (ERISA).
How Much Can Amgen Employees Contribute to the Plan?
Subject to certain limitations (as defined in the Plan), participants may elect to contribute up to 30% of their eligible compensation in pre-tax contributions, Roth contributions (in accordance with the Code), after-tax contributions or a combination of these types of contributions (together, Individual Contributions). A participant’s combined pre-tax contributions and Roth contributions (exclusive of catch-up contributions discussed below) are subject to Internal Revenue Service (IRS) and Plan limits.
Are Amgen Employees Automatically Enrolled in the Plan?
Unless an employee has voluntarily enrolled in the Plan or has declined to participate in the Plan within the first 30 days of employment, all newly eligible participants are automatically enrolled in the Plan, and contributions equal to 5% of their eligible compensation are withheld and contributed to the Plan as pre-tax contributions; such contributions are automatically increased by 1% per year until their contributions reach 10% of their eligible compensation. Participants may elect to adjust, cease or resume their Individual Contributions at any time.
Can Amgen Employees Purchase Amgen Stock through the Plan?
Participants may direct a maximum of 20% of contributions to be invested in Amgen stock. In addition, participants may transfer amounts among the investment options at any time, subject to certain limitations. Notwithstanding the foregoing, if 20% or more of the value of a participant’s Plan account is invested in Amgen stock, the Plan document provides that no transfers from other investment options can be made to invest in Amgen stock.
When Do Amgen Employees Become Vested in the Plan?
Participants are immediately vested with respect to their Individual Contributions, Matching Contributions, and Special Contributions, if any, and earnings and losses (hereafter referred to as earnings) thereon. Participants hired prior to January 1, 2020, are also immediately vested with respect to their Core Contributions and earnings thereon. Participants hired on or after January 1, 2020, vest in full with respect to their Core Contributions and earnings thereon after three years of service, as defined by the terms of the Plan, or upon reaching age 65 while employed by Amgen, if earlier. If a participant ceases to be an employee before fully vesting in their account, the non-vested portion of the participant’s account will be treated as a forfeiture, as defined by the terms of the Plan, on the earlier of (a) the date the participant incurs a five-year break in service, as defined by the terms of the Plan or, (b) the date the participant receives a distribution of the entire vested portion of their account.
How Much Does Amgen Contribute to Its 401(k) Plan Each Year (e.g. Matching Contributions, etc.)?
Amgen contributed more than $190 million to the Amgen Retirement and Savings Plan in 2020.
How Big is the Amgen Retirement and Savings Plan?
As of December 31, 2020, assets in the Amgen Retirement and Savings Plan totaled over $6.7 Billion.
Source: US Department of Labor Form 5500 for the Amgen Retirement and Savings Plan
🙋♀️ Have Questions About Your Amgen Benefits or Career?
Get answers from the Wealthtender network of financial professionals and educators.
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About the Author
Brian Thorp
Founder and CEO, Wealthtender
Brian and his wife live in Texas, enjoying the diversity of Houston and the vibrancy of Austin.
With over 25 years in the financial services industry, Brian is applying his experience and passion at Wealthtender to help more people enjoy life with less money stress.
Do you work at AbbVie? Get the resources you need and expert insights from financial professionals who specialize in helping AbbVieemployees make the most of their compensation package and benefits.
Whether you’re a new AbbVie employee or you’ve moved up the ranks into a management or executive leadership role over a multi-year career, it’s important to make smart money moves with your income and employee benefits. For example:
✅ Do you know the right moves to make to get the greatest value from the AbbVie benefits available to you?
✅If you’re thinking about leaving AbbVie for another job or planning to retire from the company in a few years, are you taking the right steps today to ensure you will receive all of the compensation and benefits that you’ve earned?
Get the Most Value from Your AbbVie Benefits and Compensation Package
Throughout the year, AbbVie provides its employees and executives with updates about their benefits ranging from health insurance and health savings plans to retirement plans like a 401(k), deferred compensation plans, and stock options. While the company offers many useful resources and access to knowledgeable staff who can assist with questions, you’ll also find financial professionals not affiliated with AbbVie who specialize in helping AbbVie employees make the most of their income and benefits.
Whether you work in the AbbVie headquarters in North Chicago, Illinois, another office location around the world, or remotely from home, you may have questions about your compensation package and benefits better suited for a financial professional who can offer unbiased advice and guidance.
For example, sensitive topics like discussing the steps you should take before quitting your job at AbbVie to work elsewhere, protecting yourself in advance of a corporate layoff, or deciding when you should plan to retire are all conversations that may be more comfortable with a trusted financial advisor.
Should you hire an AbbVie specialist financial advisor or an advisor close to home?
You’ll likely find dozens of nearby financial advisors well-suited to help you reach your money goals with a personalized plan. But it may be more difficult to find a financial advisor who specializes in serving AbbVie employees.
Fortunately, many financial advisors offer virtual services so you can meet online no matter where you (or they) live.
This means you can choose to hire a specialist financial advisor who lives hundreds of miles away if you decide their knowledge and experience working with AbbVie employees is a better fit to help with your unique needs.
💡 In the Q&A below, you’ll gain insights from financial advisors who work with AbbVie employees to help them make smart decisions to get the most value from their compensation and benefits, reduce their money stress, and prepare for a comfortable retirement.
🙋♀️ Do you have questions not yet answered? Use the form below to submit questions anonymously and watch this article for updates with answers to your questions. You can also reach out to the financial advisors below to set up an introductory call or contact them with your questions by email.
💸 Smart Money Insights for AbbVie Employees & Executives
This page is organized into sections to help you quickly find the information you need and get answers to your questions:
Q&A: Financial Planning Tips for AbbVieEmployees & Executives
Get Answers to Your Questions About Your AbbVieBenefits and Career
Quick Facts & Resources for AbbVieEmployees
Browse Related Articles
Q&A: Financial Planning Tips for AbbVie Employees & Executives
Answers to AbbVie Employee Questions with Brian Rhoads, CFA, EA
Brian Rhoads is a financial advisor based in Highland Park, Illinois who specializes in offering financial planning services to AbbVie employees. Brian helps his clients get the most value from their AbbVie benefits and compensation package so they can enjoy life and feel confident about their financial future.
Q: As a financial advisor with experience helping AbbVie employees save for their retirement, how do you help them make the most of their employee benefits?
Brian: If you purchase AbbVie stock in your retirement account, I will help you understand and plan for the unique tax benefits of distributing the stock from your retirement account.
Q: Beyond AbbVie employee benefits for retirement savings, are there other types of benefits offered by the company that you find valuable to discuss with your clients?
Brian: I often recommend consideration of an HSA-eligible health plan, funding the HSA to the maximum, if possible, and allowing the balance to grow, unimpeded, by funding current medical expenses from cash flow or taxable assets.
Q: For AbbVie employees approaching retirement age, how do you recommend they prepare to make the transition from living off their salary to relying upon other sources of income?
Brian: Upon retirement, you’ll need to decide on the payment form for your pension – single life annuity, joint & survivor annuity, or certain-and-life annuity. You want to make this decision in your personal context, considering factors like other sources of life income, your tax plan, and personal health considerations.
Q: What are some of the unique financial planning challenges you commonly see among your clients who are AbbVie employees and how do you help them overcome these obstacles?
Brian: Concentration in company stock can quietly become an issue after steady purchases over many years and as the stock price grows. You should consider setting limits in advance.
Q: What questions do you recommend AbbVie employees ask financial advisors they’re considering hiring to help them decide if they’re a good fit?
Brian: How will you help me, the company employee, improve my abilities to self-manage my finances over time?
Get to Know Brian Rhoads, Financial Advisor for AbbVie Employees:
Are you a financial advisor who specializes in working with employees at AbbVie or another large company?
✅ Join Wealthtender and get featured as a specialist financial advisor based on your knowledge and experience working with employees at AbbVie or another large company. (Subject to availability and terms.) ✅ Sign up today and join financial advisors attracting their ideal clients on Wealthtender ✅ Or request more information by email:
Are you ready to enjoy life more with less money stress?
Sign up to receive weekly insights from Wealthtender with useful money tips and fresh ideas to help you achieve your financial goals.
About the Author
Brian Thorp
Founder and CEO, Wealthtender
Brian and his wife live in Texas, enjoying the diversity of Houston and the vibrancy of Austin.
With over 25 years in the financial services industry, Brian is applying his experience and passion at Wealthtender to help more people enjoy life with less money stress.
Do you work at AbbVie? Get the resources you need and expert insights from financial professionals who specialize in helping AbbVieemployees make the most of their compensation package and benefits.
Whether you’re a new AbbVie employee or you’ve moved up the ranks into a management or executive leadership role over a multi-year career, it’s important to make smart money moves with your income and employee benefits. For example:
✅ Do you know the right moves to make to get the greatest value from the AbbVie benefits available to you?
✅If you’re thinking about leaving AbbVie for another job or planning to retire from the company in a few years, are you taking the right steps today to ensure you will receive all of the compensation and benefits that you’ve earned?
Get the Most Value from Your AbbVie Benefits and Compensation Package
Throughout the year, AbbVie provides its employees and executives with updates about their benefits ranging from health insurance and health savings plans to retirement plans like a 401(k), deferred compensation plans, and stock options. While the company offers many useful resources and access to knowledgeable staff who can assist with questions, you’ll also find financial professionals not affiliated with AbbVie who specialize in helping AbbVie employees make the most of their income and benefits.
Whether you work in the AbbVie headquarters in North Chicago, Illinois, another office location around the world, or remotely from home, you may have questions about your compensation package and benefits better suited for a financial professional who can offer unbiased advice and guidance.
For example, sensitive topics like discussing the steps you should take before quitting your job at AbbVie to work elsewhere, protecting yourself in advance of a corporate layoff, or deciding when you should plan to retire are all conversations that may be more comfortable with a trusted financial advisor.
Should you hire an AbbVie specialist financial advisor or an advisor close to home?
You’ll likely find dozens of nearby financial advisors well-suited to help you reach your money goals with a personalized plan. But it may be more difficult to find a financial advisor who specializes in serving AbbVie employees.
Fortunately, many financial advisors offer virtual services so you can meet online no matter where you (or they) live.
This means you can choose to hire a specialist financial advisor who lives hundreds of miles away if you decide their knowledge and experience working with AbbVie employees is a better fit to help with your unique needs.
💡 In the Q&A below, you’ll gain insights from financial advisors who work with AbbVie employees to help them make smart decisions to get the most value from their compensation and benefits, reduce their money stress, and prepare for a comfortable retirement.
🙋♀️ Do you have questions not yet answered? Use the form below to submit questions anonymously and watch this article for updates with answers to your questions. You can also reach out to the financial advisors below to set up an introductory call or contact them with your questions by email.
💸 Smart Money Insights for AbbVie Employees & Executives
This page is organized into sections to help you quickly find the information you need and get answers to your questions:
Q&A: Financial Planning Tips for AbbVieEmployees & Executives
Get Answers to Your Questions About Your AbbVieBenefits and Career
Quick Facts & Resources for AbbVieEmployees
Browse Related Articles
Q&A: Financial Planning Tips for AbbVie Employees & Executives
Answers to AbbVie Employee Questions with Dave Grant, CFP®
Dave Grant is a financial advisor based in Barrington, Illinois, who specializes in offering financial planning services to AbbVie employees. Dave helps his clients get the most value from their AbbVie benefits and compensation package so they can enjoy life and feel confident about their financial future.
Q: As a financial advisor with experience helping AbbVie employees save for their retirement, how do you help them make the most of their employee benefits?
Dave: AbbVie has an extensive benefits package, with employees needing to make pension, stock plan, and deferred elections on an ongoing basis. I help clients optimize their benefits for their situation, possibly combine it with their spouse’s benefits, and make sure everyone is comfortable.
Q: When you first speak with an AbbVie employee, what questions do you like to ask to better understand their unique circumstances and determine how you can best help them achieve their goals?
Dave: I like to understand their level in the company as it determines what benefits they are eligible for (e.g., deferred compensation). Then I seek to understand their retirement timeline so we can then optimize their savings routine around their financial goals. Finally, given the various company benefits, I can then design what their retirement income should look like coming from these various sources.
Q: Is there a particular benefit available to AbbVie employees you feel isn’t as well utilized or understood by employees as it should be?
Dave: AbbVie pays its senior staff very well, pushing them into higher tax brackets. The Deferred Compensation plan at AbbVie has flexible payout options, so not only can it bring down a client’s current tax bill, but we can design an optimal retirement income stream that suits their situation.
Get to Know Dave Grant, Financial Advisor for AbbVie Employees:
Q: Beyond AbbVie employee benefits for retirement savings, are there other types of benefits offered by the company that you find valuable to discuss with your clients (e.g., stock, education savings, health savings)?
Dave: Abbvie offers everything! There are HSA accounts, legal services, wellness programs, and an ESPP. I’ve written an ebook outlining how to maximize all these benefits for an employee of AbbVie.
Q: For AbbVie employees thinking about leaving the company to accept a job elsewhere, what actions do you recommend they take before resigning and shortly thereafter?
Dave: I make sure that someone leaving AbbVie makes sure they are compensated for all the benefits they are giving up. Clients will give up a pension plan, stock compensation plan, and generous retirement plan matches. I also make sure if they have contributed to the Deferred Compensation plan, that they understand the payout structure they fall under, and they have cash available to cover any subsequent tax bill.
Q: For AbbVie employees who have managed their finances on their own to this point, what would you suggest they consider to help them decide if they should begin working with a financial advisor at this stage in their lives?
Dave: The further you advance in your career at AbbVie, the more financial rewards you will receive. These will continue to get more complicated, and tracking the benefits – and optimizing them for your situation – will take more mental bandwidth. Make sure this is not impacting other areas of your life, as bringing in a financial advisor to take over this area of your life is not as expensive as you think!
Q: What questions do you recommend AbbVie employees ask financial advisors they’re considering hiring to help them decide if they’re a good fit?
Dave: How many AbbVie clients have you worked with? Have you worked with all the benefit plan options made available by the company?
Answers to AbbVie Employee Questions with Brian Rhoads, CFA, EA
Brian Rhoads is a financial advisor based in Highland Park, Illinois who specializes in offering financial planning services to AbbVie employees. Brian helps his clients get the most value from their AbbVie benefits and compensation package so they can enjoy life and feel confident about their financial future.
Q: As a financial advisor with experience helping AbbVie employees save for their retirement, how do you help them make the most of their employee benefits?
Brian: If you purchase AbbVie stock in your retirement account, I will help you understand and plan for the unique tax benefits of distributing the stock from your retirement account.
Q: Beyond AbbVie employee benefits for retirement savings, are there other types of benefits offered by the company that you find valuable to discuss with your clients?
Brian: I often recommend consideration of an HSA-eligible health plan, funding the HSA to the maximum, if possible, and allowing the balance to grow, unimpeded, by funding current medical expenses from cash flow or taxable assets.
Q: For AbbVie employees approaching retirement age, how do you recommend they prepare to make the transition from living off their salary to relying upon other sources of income?
Brian: Upon retirement, you’ll need to decide on the payment form for your pension – single life annuity, joint & survivor annuity, or certain-and-life annuity. You want to make this decision in your personal context, considering factors like other sources of life income, your tax plan, and personal health considerations.
Q: What are some of the unique financial planning challenges you commonly see among your clients who are AbbVie employees and how do you help them overcome these obstacles?
Brian: Concentration in company stock can quietly become an issue after steady purchases over many years and as the stock price grows. You should consider setting limits in advance.
Q: What questions do you recommend AbbVie employees ask financial advisors they’re considering hiring to help them decide if they’re a good fit?
Brian: How will you help me, the company employee, improve my abilities to self-manage my finances over time?
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About the Author
Brian Thorp
Founder and CEO, Wealthtender
Brian and his wife live in Texas, enjoying the diversity of Houston and the vibrancy of Austin.
With over 25 years in the financial services industry, Brian is applying his experience and passion at Wealthtender to help more people enjoy life with less money stress.
Not least of which because it’s often misattributed to Yogi Berra, which makes me smile.
“It’s hard to make accurate predictions, especially about the future.” – Nils Bohr, Danish physicist and 1922 Nobel laureate
Experts Rush in Where Angels Fear to Tread
Paraphrasing the well-known proverb, it seems investment experts keep making market forecasts, despite Bohr’s above-mentioned admonition.
But maybe they’re just that good.
Or are they?
In a short and highly readable post, “Be skeptical of stock market predictions for the coming year,” Mark Hackett, CFA, CMT, claims they aren’t, and backs it up with data.
The following table shows Hackett’s average forecast data, actual annual S&P 500 total returns from SlickCharts, and their differences and absolute differences (e.g., a negative 5% error is an absolute error of 5%).
In graphic form, here are histograms of the forecasted returns (yellow, top left), actual returns (green, top right), errors (red, bottom left), and absolute errors (blue, bottom right), respectively.
In the above, a negative error means the experts overestimated the actual return while a positive error means they underestimated it. An error of 0, had there been any such, would have meant they hit the nail on the head.
As we see:
The most prevalent range of forecasts was 1% to 9% (see the yellow plot, top left); whereas the most prevalent actual returns were in the 11% to 19% range (green plot, top right).
In 25 years, forecasts hit within 3% of the actual returns once, 4 times managed to get within 5%, and were off by less than 10% seven times, meaning they were off by double digits over 70% of the time.
The most prevalent error was in the 11% to 20% range (red plot, bottom left); the average absolute error was 17%, with the most prevalent value in the 11% to 19% range (blue plot, bottom right).
Twenty-five years’ worth of forecasts ranged from -7% to 25%, a 32%-wide range; compare this to the actual returns that ranged from -37% to 32%, a 69%-wide range (more than double the width of the forecasts’ range); forecasts called for 5× smaller worst-case losses and 1.3× smaller best-case gains than ended up occurring.
Forecasters hit the number of down years dead on, at 6 out of 25 years; however, none of the 6 forecasted down years saw an actual market decline (the average return for those 6 years was a 14% gain!), and the forecasts for the 6 years the market ended losing ground all called for gains (forecasting an average 8.5% gain for those 6 years of actual declines).
None of the 25 annual forecasts called for a correction (10% decline) much less a bear market (20% decline), which meant the forecasts missed 2 corrections and 2 bear markets; in fact, the average forecast for the 4 “significant down” years called for a double-digit gain.
They underestimated the actual return more than 2 times out of 3 (i.e., they were more likely to have made an overly conservative forecast than an overly aggressive one); a plausible explanation might be that people are less likely to be upset if their returns were higher than predicted rather than lower, let alone an unexpected loss).
What Do the Experts Forecast Now?
Given the questionable track record in forecasting annual returns seen above, it’s perhaps better to look at intermediate-term forecasts, i.e., 7-10 years out.
According to Morningstar’s Christine Benz, “In their most recent release, nearly every firm in my roundup had reduced their return expectations for US stocks. Meanwhile, every firm in my survey is expecting higher returns from non-US stocks than domestic over the next 10 years, and some firms’ 10-year bond market forecasts are higher than their return expectations for US stocks.”
She then continues to say, “The firms… all prepare capital markets forecasts for the next seven to 10 years, not the next 30… As such, these forecasts will have the most relevance for investors whose time horizons are in that ballpark, or for new retirees who face sequence-of-return risk in the next decade.”
With this in mind, let’s look at the forecasts for the coming decade across six firms.
US equity forecasts call for gains ranging from 2.8% to 6.7%.
Developed market equity forecasts call for gains ranging from 7.1% to 9.6%.
Emerging market equity forecasts call for gains ranging from 5.2% to 11.0%.
US aggregate bond forecasts call for gains ranging from 3.7% to 5.3%.
Three things stick out to me.
None of the asset class forecasts call for a negative average return in the coming decade.
Foreign markets are expected to outperform US equities by a significant margin, which makes sense given the 8-year average US outperformance since 1975 vs. the current outperformance cycle that’s already 14 years long.
Bond performance forecasts have a tighter range than equity forecasts, and their mid-ranges are almost identical (4.5% vs. 4.8%), so equity investors may be taking more risk per unit expected return in the coming decade than bond investors.
My Observations and Takeaways from All the Above
The father of value investing, Ben Graham once said, “In the short run, the stock market is a voting machine. But in the long run, it is a weighing machine.”
As relates to forecasts, making accurate short-term forecasts is made well-nigh impossible by the multitude of short-term influences the market experiences.
Wars, weather catastrophes, pandemics, recessions, inflation, changing monetary policies, changing trade policies, etc. can each push down or pull up the overall market, specific industries, and far more so individual companies’ stock prices, as investors vote with their wallets as to which investment to pile into and which to shun.
However, over the long term, these all end up as noise that causes mere short-term deviations from the market’s very long-term average inflation-adjusted annual gain (about 7% for US stocks).
With all this in mind, here are my personal observations and takeaways.
In the modern era (the 80 years since the end of World War II), the US stock market has had 18 down years (fewer than 1 in 4), 4 corrections (1 in 20), and 3 bear markets (less than 1 in 25). This is why I kept our stock market allocations at an aggressive 90%, even when conventional wisdom would have recommended a more age-appropriate 60% to 70%. If I had a decade or more until we needed to start drawing down our portfolio, I’d stick with a portfolio heavily tilted to stocks, with a larger-than-usual emphasis on international stocks. This is because while forecasts for the coming year don’t seem to get even the direction of market performance right, intermediate- and long-term forecasts are less inaccurate.
Having said all that, reversion to the mean is a thing – when the market outperforms “too much for too long,” it will at some point start underperforming such that over “long enough” periods, it will return to its average (or mean) performance. Similarly, if returns are “too low for too long,” at some point, the market will outperform. From 2000 to 2024, the US market returned an annualized nominal average of 7.7% and an inflation-adjusted, or “real” return of 5.0% – both lower than the market’s long-term averages. Looking at 2005 to 2024, these numbers were both higher, at 10.3% and 7.5% – closer to the long-term average for the market – demonstrating an upward reversion to the mean. However, looking at the 16 years since 2009 (i.e., mostly after the so-called “Great Recession”), the market showed a nominal 14.6% gain and a real return of 11.7%! Given how much higher than average these numbers are, it would be reasonable to expect underperformance to hit the market at some point. However, it’s impossible to predict if that will happen this year, next year, or a decade from now (I’d bet a nickel it won’t be quite that long). I would not be shocked if this sort of thinking played a part in the current set of intermediate-term forecasts.
One can similarly look at more specific asset classes, e.g., mega-cap growth vs. small-cap value, tech vs. other sectors, etc. When I look at the recent runup in mega-cap growth stocks, especially tech, and most especially the so-called “magnificent seven” – Amazon, Alphabet (a.k.a., Google), Apple, Meta (a.k.a., Facebook), Microsoft, Nvidia, and Tesla – all of which have dramatically outperformed from 2022 to 2024, it would be plausible to expect them to start underperforming at some point (at least relative to their recent sprint). And indeed, according to Investopedia, all seven are now in negative territory year-to-date (as of March 19), having lost up to half their value since 2025 began.
Since I plan to start drawing money from our portfolio in 2-3 years, I’m much more concerned with the sequence-of-returns risk that could force me to sell more shares when the market is down, depleting our nest egg faster than we can afford. Mitigating this risk requires a much more conservative approach than I’ve kept during our accumulation phase. Thus, I’m increasing our bond and cash-equivalent allocations. Similarly, I’m changing our allocations to be more balanced than growth and avoiding overweighting mega-caps and/or tech stocks, since those sub-classes seem most ripe for a negative reversion to the mean. If the experts’ forecast for the coming 7-10 years is at least directionally correct, I won’t be giving up as much return as I would in more “normal” times for the US stock market.
Once I set our allocations to suit our situation vis-à-vis our time horizon, I’ll try to avoid making changes based on expert forecasts (but hey, I’m as human as the next guy, so I probably won’t do this perfectly).
Ronald Lang, Principal & Chief Investment Officer for Atlas Wealth Management agrees, “When it comes to market forecasts, they’re nice for conversation, but you should not invest, trade or plan your portfolio allocation based on them. There are many smart market strategists who have data above and beyond what the average investor has access to, and they still don’t know. We like to read how those market strategists try to justify their forecasts when they are posted by early December to prepare for the upcoming year.
“I find it beyond comical that we’ve already had a couple of strategists who adjusted their 2025 year-end targets by mid-March. When they came up with their targets in December 2024, they already knew the election results and included the possibilities in their models for a forecast in the upcoming year. That doesn’t make much sense to me or the average investor because they (should have) considered the anticipated uncertainty with tariffs and geopolitical events. One thing is for sure, most forecasters will probably update their year-end targets again before the end of the year. Again, it can be a good conversation starter but should not be considered actionable.”
The Bottom Line
Another quote I’m fond of comes from Jewish sage Rabbi Yochanan (30 BCE to 90 CE) as written in the “Gmara” that says (my unofficial translation), “Since the destruction of the [Jewish] temple, prophesy has been taken from the prophets and given to fools and infants.”
Once more, the message is that knowing in advance what will happen, in general, let alone when looking at something as volatile as short-term stock market returns is impossible.
In short, nobody has a functioning crystal ball.
Knowing this, even so-called expert forecasts should be taken with more than a grain of salt.
The best way I think these forecasts can be used is to average a large number of independent forecasts, and even then, expect them to be at best directionally accurate over 7-10 years (but not over any single year, let alone shorter periods).
On top of this, I’d view such averages as interesting information, but would stick with whatever my financial plan says is appropriate given my goals (comfortable retirement), risk tolerance (higher than average for my age), and investing horizon (shorter now than previously).
As Benjamin Simerly, CFP®, Financial Advisor and Owner, Lakehouse Family Wealth says, “Hands down, the most common question I get is, ‘So, where do you think the market is headed?’ Predicting the future is an age-old tale. In fact, there’s an argument to be made that it’s second only to the world’s oldest profession… We advise clients that market predictions are a great way to lose focus, and discussions on economics and financial and tax planning are a great way to better your retirement.At the end of the day, bringing the focus back to the long-term retirement plan is the best way to spend time as it relates to investments. If a client’s investments align with their long-term plan, then that’s usually where they should stay.
“But what about the other form of prediction; market commentary? There are those in the industry who appreciate healthy economic discussions and learning, and this is where we focus our reading at Lakehouse Family Wealth. My favorite is the weekly newsletter sent out by Brian Wesbury, Chief Economist at First Trust. Not only does he take a healthy and moderate approach to his discussions, but it’s from the standpoint of a perpetual student, not a guru. The difference between the two is key: predictions are almost always wrong, according to both the data and common sense, whereas ongoing learning almost always benefits long-term goals.”
Does all this mean you should do the same as I plan to do?
Possibly.
However, my recommendation would be to work with a trusted financial planner to figure out what approach best fits you and your situation.
Disclaimer: This article is intended for informational purposes only, and should not be considered financial advice. You should consult a financial professional before making any major financial decisions.
About the Author
Opher Ganel, Ph.D.
My career has had many unpredictable twists and turns. A MSc in theoretical physics, PhD in experimental high-energy physics, postdoc in particle detector R&D, research position in experimental cosmic-ray physics (including a couple of visits to Antarctica), a brief stint at a small engineering services company supporting NASA, followed by starting my own small consulting practice supporting NASA projects and programs. Along the way, I started other micro businesses and helped my wife start and grow her own Marriage and Family Therapy practice. Now, I use all these experiences to also offer financial strategy services to help independent professionals achieve their personal and business finance goals. Connect with me on my own site: OpherGanel.com and/or follow my Medium publication: medium.com/financial-strategy/.
Medical cost sharing is a system where members contribute a set amount of money each month into a shared pool to help cover each other’s medical expenses, rather than paying premiums to a traditional health insurance company that would be for profit. It’s often organized through membership-based groups, typically with a common interest or shared values, such as health ministries, cooperatives, or other non-profit organizations. It has been most common in religious communities; however, in recent years, there have been new medical cost-sharing communities that have sprung up that are not religion-based.
In a medical cost-sharing arrangement, when a member incurs a qualifying medical expense, they submit it to the organization, which then distributes funds from the shared pool to help pay for the expense. Members generally pay out-of-pocket for smaller expenses, and the program helps with larger, often unexpected costs.
These programs usually have guidelines around eligible expenses and may not cover all treatments (e.g., preventive care or certain types of medications). Unlike traditional insurance, cost-sharing programs do not assume financial liability for members’ bills; instead, they rely on voluntary contributions.
What Is Direct Primary Care?
Direct Primary Care (DPC) is a healthcare model in which patients pay their primary care provider a flat monthly or annual fee directly for access to a range of primary care services. This fee typically covers most primary care needs, including office visits, lab work, and basic procedures, without the need for insurance billing. Patients pay their DPC provider directly, which removes the need for a middleman (like insurance) and allows providers to offer more personalized and accessible care.
Key features of DPC include:
Flat Monthly or Annual Fee: Patients pay a predictable fee, usually between $20 and $150 per month, depending on the provider and level of care.
Extended and More Personalized Appointments: DPC allows for longer, more in-depth visits, often 30 to 60 minutes or more, without the time pressure common in traditional practices.
Easier Access to Providers: Many DPC practices offer same-day or next-day appointments, as well as options for communication via phone, text, or video, giving patients a closer relationship with their doctor.
Reduced Administrative Burden: Since DPC practices don’t bill insurance, providers have less paperwork, which helps them focus more time and energy on patient care.
Direct Primary Care is typically used in combination with a high-deductible health plan or a medical cost-sharing program to cover major medical expenses, such as surgeries or hospital stays since DPC focuses on routine, preventive, and primary care.
DPC will typically feel higher quality because of the more time your doctor will likely provide you. A brick-and-mortar DPC location is going to feel exactly the same as any other doctor visit. You will also find DPC establishments that are virtual or telehealth practices. Telehealth offices offer another option for folks and can benefit those living in rural areas. This option may take some getting used to. For instance, taking your vitals like blood pressure and pulse will need to be done at a pharmacy or investing $40 for a home device. There are also some limitations that can’t be done virtually, such as a stethoscope on your back listening to your lungs. Telehealth DPCs will try to balance the limitations by having partners that can draw labs or provide other resources they can’t.
Comparing Cost Sharing to Traditional Insurance
There is not going to be a black-and-white answer to the question of whether medical cost-sharing or traditional insurance is more affordable. If we are talking about no employer-sponsored health insurance plan, then medical cost sharing is more than likely going to be more affordable than health insurance on the open market. The caveat to this is that we are talking about someone who doesn’t regularly take prescribed medications and has no major pre-existing medical issues.
Cost comparison, when compared with an employer-sponsored health insurance plan, depends on how good the plan is. For this author, I have had great health insurance through companies that would have been much cheaper than a medical cost-sharing program. At the same time, under my partner’s current employer plan, I save about half the cost with a medical sharing cost program.
Look at the rates for all your options. Examine your health, history, and family’s needs. Consider any known future events, such as a pregnancy.
Learn more about how your health is tied to your wealth here.
Experience with Submitting and Receiving Reimbursements in Cost Sharing
If you’re a member of a medical cost-sharing community, then what? How does the reimbursement process work?
Once you understand the process and have done it once, you will be a master. Get comfortable submitting and receiving reimbursements with a medical cost-sharing community you’re a member of by testing the waters with a flu shot bill. It does take more work than going down the route of having regular medical insurance in some ways, but there can also be some work dealing with your insurance company as well.
This is how the process works. You have a health incident, and you receive a bill. You will make sure that the biller understands you are a cash patient, as health providers knock anywhere from 10%-30% when they don’t have to deal with insurance companies because of the time and cost it saves them. You will also need to ask for an itemized bill.
Then, you will upload the bill to your medical cost-sharing platform. Your medical coordinator will then process the bill and often send it to a third-party company that negotiates the bill on your behalf. You may be requested to provide additional information to see if you qualify for financial assistance.
You will be notified after the negotiations are completed on your behalf. A member must pay an initial unshareable amount before the community pays to cover medical expenses it’s similar to a deductible. Once you pay your amount, your medical cost-sharing coordinator will release additional money to your bank account. You must now pay the medical bill and submit the receipt showing proof to the medical cost sharer.
Tip: Stay organized with bills, keep a physical and digital folders with all bills and receipts that come in.
Organizing, calling to get itemized bills, and communicating with the medical cost-sharing provider does take effort. However, this is rewarded by saving you thousands of dollars in insurance premiums.
After going through a serious illness and being flown to a different hospital, I personally can get behind both alternative medical providers: medical cost sharing and direct primary care. I enjoyed my DPC provider more than the clinics I had access to with an insurance provider, but I was nervous about a major medical incident and how a medical cost-sharing community would support me. Now that I have fully experienced the medical cost-sharing community during a major event and receiving community funds to pay the bills, I can say I am in full support and enjoy what it saves me in monthly premiums compared with a traditional insurance plan. I used the medical cost sharing plan provider Sedera because I am not that religious and many providers have some sort of religious aspect. My DPC is Bowtie Medical. Both of these companies did me justice and this is not an endorsement or promotion for them, but a means to share who my experience is with.
Benefits and Pros of Medical Cost Sharing and Direct Primary Care Membership
It’s pretty awesome not paying co-payments when going to the doctor. Keep in mind that you do pay monthly membership fees.
-My primary doctor spends more quality time with me. It is more convenient for me to schedule a virtual check-up without having to drive anywhere.
-You are free to choose any hospitals or specialty clinics. No in-network or out-of-network situations. A side note is that in known upcoming treatments, for example, surgery, your MDS provider will want to help you research affordable options in order to share in reimbursement costs.
-Saves me money, almost half the cost of the alternative option, traditional insurance coverage through my spouse’s work. However, maybe your employer’s medical insurance is really good, and your employer picks up most of the premium.
Challenges and Drawbacks of Medical Cost Sharing and Direct Primary Care Membership
You have to pay for medicine directly out of pocket. A COVID booster shot was going to be $350 out of pocket. Now, to put things into perspective, I have received prescriptions to treat a sinus infection, an ear infection, and shingles. These medicines were between $15 and $80, not necessarily breaking the bank.
-You have a more limited number of businesses and doctors that operate direct primary care memberships.
-If you have a virtual DPC provider, you will forgo some physical examination aspects.
-An MDS community isn’t required by law to share costs with you and can deny sharing community funds with you.
Final Thoughts
Navigating healthcare costs can feel overwhelming, but alternatives like medical cost-sharing and direct primary care offer a fresh approach that can save money while providing quality care. These options aren’t one-size-fits-all, but for many, they provide a more affordable and flexible way to handle medical expenses.
If you’re feeling unsure about which route to take, you don’t have to figure it out alone! AtBlackBird Finance, I’m here to help you sort through the details and find the best fit for your healthcare and financial needs. Reach out anytime—I’d love to help you make a plan that works for you!
This article reflects the insights and opinions of its author and is not a recommendation or endorsement of their views or services.
About the Author
Nathan Mueller, MBA, CFP®Your Money. Your Goals. Your Adventure- Financial Planning For Gen XY & Families
Most of us don’t think twice about trimming down concentrated risk in our portfolios—unless it’s our own company stock.
Does this sound familiar?
You’re risk-averse everywhere else in your investments, but when it comes to your RSUs, stock options, or ESPPs? You just… hold. No questions asked.
I’ve been there too.
In fact, it was while watching my own emotional response to my husband’s RSUs that I coined a term for this phenomenon – Home Stock Syndrome™.
What Exactly Is Home Stock Syndrome™?
Home Stock Syndrome™ is the quiet bias that shows up when you underestimate the risk of holding your own company’s stock—not because the fundamentals support it, but because your emotional attachment says it feels “safe.”
You work there. You believe in the mission. Maybe you even feel like selling the stock is a vote of no confidence in the very company you pour yourself into, day after day.
That emotional loyalty can cloud even the sharpest minds.
For women in pharma, biotech, or corporate leadership, that attachment can be even stronger. You’ve likely invested years building your reputation, your career, and your community within the company. And in pharma especially—it runs deep.
You’ve worked tirelessly to help launch a new drug. It finally gets FDA approval. You’re told to celebrate—and you do, because you’re genuinely proud. So of course it feels personal.
But personal and profitable don’t always go hand-in-hand.
What Home Stock Syndrome™ Sounds Like
“It’s different—this is my company.”
“I’ll just wait until the stock rebounds.”
“I know the leadership team. I trust them.”
“It’s not that risky. I’ll deal with it later.”
But here’s the truth: If this stock wasn’t tied to your company, you wouldn’t treat it the same way.
You’d diversify. You’d manage your exposure. You’d run the numbers with clear eyes.
Why It’s a Problem (Especially for Women in Pharma and Corporate Leadership)
If your compensation includes RSUs, stock options, or ESPPs (which it likely does), you’re already relying on your company to provide a significant portion of your income.
Add in stock comp—and suddenly, your income, your investments, and your net worth are all tied to one company.
That’s a lot of eggs in one basket.
Now layer on industry-specific risks like:
Mergers & acquisitions
Market volatility
Internal restructures
Leadership turnover
…and that emotional attachment to company stock? It’s no longer harmless. It could quietly derail your retirement plans if you don’t have a clear, structured strategy.
How to Know If You’re Caught in Home Stock Syndrome™
Ask yourself these questions.
Do I know what % of my portfolio is in company stock?
Do I have a plan for when and how to sell?
Am I holding onto shares simply because it feels safer than letting go?
If you’re unsure about any of those, that’s a sign it’s time to pause and take a closer look.
What to Do Instead
The good news is that this is fixable.
Yes, Home Stock Syndrome™ is real—and no, it’s not doing you any favors.
It’s a subtle bias that can quietly lead you to make decisions (or avoid them altogether) that don’t actually serve your future.
But awareness is the first step. Once you recognize the emotional grip your company stock may have on you, you can start to take action—not from fear or loyalty, but from intention.
So what now?
Is there a remedy for this kind of emotional attachment?
Can you actually turn this around and make smart, aligned decisions with your stock compensation?
Absolutely.
It’s not about perfection—it’s about structure, clarity, and aligning your stock decisions with the life you want to live.
Here’s what you can do.
Create a Personalized Strategy Around Your RSUs, Stock Options, and ESPPs
Without a clear structure in place, your company stock just… sits there. You’re too busy juggling everything else, and when life moves fast (a promotion, a new role, a company change), it’s easy to let it all pile up untouched—until one day, you realize you’ve been holding for years without a plan.
Your strategy doesn’t need to be complicated. Start by visualizing your future:
When do you want to retire?
What do you want your lifestyle to look like?
What are you unwilling to sacrifice?
From there, reverse-engineer:
How much do you need to set aside for short-term needs vs. long-term goals?
How much risk can you afford to take?
Can you truly justify keeping a large chunk in one company’s stock, or would diversifying give you a better shot at freedom and flexibility?
Think of it like a decision map. Compare two scenarios—holding vs. diversifying—and ask yourself: Which one actually supports the life I want to live?
The clearer you are about your vision, the easier it is to align your decisions with it.
Understand the Tax Impact of Exercising and Selling
This one’s big—because each type of stock compensation (RSUs, options, ESPPs) comes with its own set of tax rules, and the impact can be substantial.
Many people buy or sell without fully thinking through when and how to do it most effectively. And that can lead to surprises come tax time—or missed opportunities.
Take ESPPs, for example. The discount might look appealing, but depending on your holding period and how you sell, the tax treatment could outweigh the benefit. Just because something is “on sale” doesn’t mean it’s the right fit.
You know that feeling when you buy a jacket because it’s 40% off… and it just sits in your closet? Same idea. Let’s make sure your financial choices are actually serving you—not just collecting dust (or tax bills).
Set Clear Thresholds for When to Reduce Exposure
YES—this is one of the most important steps.
Because here’s what I’ve seen time and time again: brilliant, successful women—some with millions in company stock—still feeling anxious about their financial future. Why? Because deep down, they know that if the stock drops, everything they’ve built could be at risk.
But the decision feels so overwhelming, they freeze. They wait. They tell themselves they’ll deal with it later… and then later never comes.
I don’t blame them. This stuff is complex, and emotional. But that’s why setting a threshold in advance is so powerful. It gives you a rule to follow when emotions are high, so you don’t have to keep re-deciding every time the market shifts.
And if doing it alone feels too hard? Delegate. You don’t have to go it alone.
But if you can take action—start now.
Set a cap. Create a plan. Stick to it. You’ll thank yourself later.
Final Thoughts
Home Stock Syndrome™ is emotional. It’s sneaky. And it’s real.
But with a little structure and support, you can break free from it—and build a wealth plan that actually works for you.
Because your financial future deserves more than just hope and loyalty. It deserves intention, clarity, and confidence.
