Byline: Maren Price, compensation and benefits reporter covering U.S. banking employers for 10 years
Last reviewed: June 26, 2026
First Horizon’s public benefits page lists health coverage, retirement-related benefits, parental leave, adoption reimbursement, tuition reimbursement, paid time away, life insurance, wellness resources, and an associate assistance program. BLS March 2025 data gives the benchmark: 72 percent of private-industry workers had access to medical care plans, and 72 percent had access to retirement benefits.
The comparison matters because First Horizon is not a small employer. Its 2025 Form 10-K reported 7,404 associates at December 31, 2025, including 7,277 full-time equivalent associates.
What firsthorizon means in a benefits search
A benefits search for “firsthorizon” usually means First Horizon Corporation or First Horizon Bank as an employer, not the online-banking portal. First Horizon is a Memphis-based regional banking company; its January 15, 2026 full-year earnings release reported $83.9 billion in assets as of December 31, 2025.
That size matters.
A company with more than 7,000 associates and a multi-state banking footprint usually competes for workers through a mainstream corporate benefits package, not just hourly pay. Branch jobs may sit near national teller wages, but benefits can change the full compensation picture, especially for full-time employees.
The available data is uneven. First Horizon publishes benefit categories, job listings show some benefit names, BLS provides national private-industry benchmarks, and employee-review sites add worker sentiment. None of those sources is a full plan document.
That limitation is central to the article. Public benefit pages tell what exists. They rarely tell who qualifies, how much the employee pays, or what changes by job class.
First Horizon’s published benefits menu
First Horizon’s “Our Benefits” page lists several benefit categories: medical plans, dental, vision, flexible spending accounts, health savings account, telehealth, paid time away, holidays and vacations, parental leave, adoption reimbursement, group life insurance, ComPsych Associate Assistance Program, tuition reimbursement, and retirement-related benefits.
The page also lists wellness or support items such as a wellness program, lifestyle savings, employee banking discounts, associate relief fund, travel assistance, and professional development.
That is a broad menu. It does not, by itself, prove the value of the package.
The missing pieces are the plan rules: employee premium share, deductible, employer HSA contribution, retirement match formula, vesting schedule, PTO accrual by tenure, part-time eligibility, waiting periods, and whether every role sees the same package. Those details are normally in internal benefits guides, summary plan descriptions, offer letters, or HR portals.
The interpretive point is simple: First Horizon publicly shows a full corporate benefits structure, but the public page is a category list, not the fine print.
The national benefits benchmark
BLS Employee Benefits in the United States, March 2025 reported that 72 percent of private-industry workers had access to medical care plans and 45 percent participated. The same BLS release reported that retirement benefits were available to 72 percent of private-industry workers.
The split between access and participation is useful. A benefit can be offered, but workers may not use it because of cost, eligibility, family coverage choices, part-time status, or another household member’s plan.
BLS also showed wide differences by work status. In March 2025, full-time private-industry workers had 87 percent access to healthcare, while part-time workers had 27 percent access. For defined-contribution retirement plans, full-time workers had 78 percent access, while part-time workers had 43 percent access.
That benchmark is especially relevant for bank-branch employers. A full-time relationship banker and a part-time teller may see very different benefit reality even inside the same company.
The headline package is not the lived package.
Benefits comparison table
| Benefit area | First Horizon public/job-listing evidence | BLS benchmark | What the comparison shows |
|---|---|---|---|
| Medical coverage | First Horizon lists medical plans and telehealth | 72% of private-industry workers had access to medical care in March 2025 | First Horizon appears to offer a standard large-employer health category |
| Retirement | First Horizon lists retirement-related benefits; some listings mention 401(k) matching | 72% of private-industry workers had access to retirement benefits in March 2025 | Presence looks normal for a large financial employer |
| Defined contribution | Some listings mention 401(k) matching | 70% of private-industry workers had access to defined-contribution plans in March 2025 | Match formula matters more than the label |
| Healthcare access by status | Public page does not show all eligibility rules | Full-time 87%, part-time 27% access in private industry, March 2025 | Eligibility may be the major worker-level question |
| Paid leave | First Horizon lists paid time away, holidays, vacations, and parental leave | BLS measures leave access separately across worker groups | Listed category is clear, value depends on accrual and eligibility |
| Tuition reimbursement | First Horizon lists tuition reimbursement | No single BLS national tuition benchmark in the cited release | Useful recruiting feature, but limits need plan detail |
Retirement: the match question
Retirement is where workers usually want one number. Public sources do not give a perfect universal answer.
First Horizon’s benefits page lists retirement-related benefits. Current and recent job-listing captures for First Horizon roles have shown 401(k) matching language, and at least one Universal Banker listing captured by a job aggregator included “401(k) with 6% match.” That is a concrete listing-level figure, but it should not be treated as a universal plan guarantee without the current plan document.
BLS March 2025 data gives the market comparison. Retirement benefits were available to 72 percent of private-industry workers, and defined-contribution retirement plans were available to 70 percent. For establishments with 500 workers or more, retirement-benefit access was 90 percent.
First Horizon’s scale makes retirement access unsurprising. The company had 7,404 associates at the end of 2025, so the more meaningful question is not whether a retirement benefit exists. It is the match formula, eligibility date, vesting, and treatment of part-time workers.
The analysis: First Horizon appears to sit in the large-employer retirement mainstream. The public record does not support a blanket claim that every worker receives the same retirement value.
Health, dental, vision, and account-based plans
First Horizon’s public benefits page lists medical plans, dental, vision, flexible spending accounts, health savings account, and telehealth. Those categories line up with what workers expect from a large bank employer.
BLS March 2025 data reported 72 percent access to medical care plans among private-industry workers, 45 percent participation, 42 percent access to dental care, and 28 percent access to vision care. That makes First Horizon’s listed dental and vision categories notable because they go beyond the medical-only benchmark.
But cost is invisible from public pages. Medical access can look generous until premiums, deductibles, networks, HSA funding, prescription tiers, family coverage, and out-of-pocket limits are known. BLS can show how common access is. It cannot show whether a First Horizon plan is cheap or expensive for a specific worker.
The finer point: benefits marketing tends to count categories. Household budgets feel payroll deductions.
Paid time away and parental leave
First Horizon lists paid time away, holidays and vacations, parental leave, and adoption reimbursement on its benefits page. The parental-leave description says the benefit provides benefits and income coverage as a family grows due to childbirth, adoption, foster parenting, or surrogacy.
Employee-review sites add anecdotal texture, but they must be handled carefully. Glassdoor’s First Horizon maternity and paternity leave page includes employee comments describing four weeks of full-pay paternity leave and a combination of maternity leave and short-term disability up to roughly 12 weeks with full pay, but those comments are self-reported and may reflect a past plan year, role, or personal situation.
The stronger statement is narrower: First Horizon publicly lists parental leave and adoption reimbursement, while worker reviews suggest some employees have viewed the parental leave package favorably. The exact paid duration should be verified in the current benefits document.
That is not hedging. It is the difference between evidence and rumor.
Tuition reimbursement and development
First Horizon lists tuition reimbursement and professional development among its benefits. Current job listings for roles such as Relationship Banker and Universal Banker have also shown tuition reimbursement language.
This is one of the more strategically useful benefit categories for a bank branch employer. Branch roles often require customer contact, compliance awareness, sales referrals, and product knowledge, but they may not start at high salary levels. Tuition support and internal development can help a bank keep workers moving into relationship banking, credit, operations, management, risk, or corporate roles.
The data limit is clear. Public pages do not show the annual reimbursement cap, grade requirement, covered programs, repayment rule, approval process, or whether the program differs by full-time status. A third-party FAQ claiming a dollar limit is weaker than a current employer document unless it names and reproduces the plan language.
The interpretive statement: tuition reimbursement is visible enough to count as part of First Horizon’s recruiting package, but not visible enough to price precisely from public sources.
Employee sentiment on benefits
Indeed’s First Horizon Bank review page showed a 3.4 overall rating from 337 reviews, with pay and benefits rated 3.4 and job security and advancement rated 3.0. Those are not scientific survey results, but they show mixed employee sentiment rather than universal praise.
Glassdoor’s benefits pages show many comments about health, dental, vision, retirement, tuition reimbursement, and leave. They also show the weakness of review sites: employees post at different times, from different jobs, under different plan years.
Review data is useful for questions. It is not enough for final numbers.
A careful benefits article should use employee reviews to identify pressure points: cost, leave experience, retirement match, manager support, advancement, and work-life fit. It should not convert anonymous comments into companywide policy.
Employer cost context
BLS Employer Costs for Employee Compensation, March 2026, reported financial activities industry compensation at $65.93 per hour in total compensation in the private-industry table. That figure includes wages and salaries plus benefits, not worker take-home pay.
The same BLS table breaks compensation into wages and salaries, total benefits, paid leave, supplemental pay, insurance, retirement and savings, and legally required benefits. That structure explains why benefits are not a side topic. In financial activities, employer-paid benefits are part of the labor cost of keeping workers.
First Horizon’s benefits package should be read in that frame. The bank is competing for workers in a sector where health coverage, retirement, paid leave, and insurance are part of expected compensation for many full-time roles.
The headline wage can be too narrow.
Where the public data stops
The public evidence supports a few solid claims. First Horizon offers a broad benefits menu. It is a large regional bank employer. Its package includes health, retirement, paid time away, parental leave, adoption reimbursement, tuition reimbursement, and assistance-program categories. BLS data shows those benefits are common but far from universal in private industry, especially for part-time workers.
The public evidence does not support every claim a benefits page might want to make. It does not prove the current employee premium, deductible, retirement match formula for every group, PTO accrual table, parental-leave duration for each worker type, or tuition reimbursement cap.
That is the reality-check conclusion: First Horizon’s benefits look like a serious large-employer package, but the worker-level value depends on eligibility and plan terms that are not fully public.
FAQ
Does First Horizon offer employee benefits?
Yes. First Horizon’s public benefits page lists medical, dental, vision, retirement-related benefits, paid time away, parental leave, adoption reimbursement, tuition reimbursement, life insurance, telehealth, and associate assistance resources.
Does First Horizon have a 401(k) match?
First Horizon lists retirement-related benefits, and job-listing evidence has shown 401(k) matching language. A specific match percentage should be verified in the current plan document or offer materials.
How does First Horizon compare with national benefits access?
BLS March 2025 data reported 72 percent access to medical care plans and 72 percent access to retirement benefits among private-industry workers. First Horizon’s published benefits menu is consistent with a large-employer package.
Does First Horizon offer parental leave?
First Horizon’s benefits page lists parental leave and says it provides benefits and income coverage for childbirth, adoption, foster parenting, or surrogacy. The exact paid duration should be checked in current employee materials.
Does First Horizon offer tuition reimbursement?
Yes. First Horizon lists tuition reimbursement on its public benefits page, and job listings have shown tuition reimbursement language. Public sources do not fully show the cap, eligibility rules, or repayment terms.
Are benefits the same for full-time and part-time workers?
Public First Horizon pages do not give a full role-by-role eligibility table. BLS March 2025 data shows a major national gap: full-time private-industry workers had 87 percent access to healthcare, while part-time workers had 27 percent access.
Are Glassdoor benefits reviews reliable?
They are useful for worker sentiment, not final policy. Glassdoor comments are self-reported and may reflect different roles, locations, and plan years.