Deloitte is set to reduce a range of employee benefits for a section of its US workforce, as it rolls out changes tied to a new talent structure.
The revisions will apply to employees classified under the firm’s “Center” segment and are scheduled to come into effect from January 1, 2027, according to internal documents and a meeting recording reviewed by Business Insider.
The move is part of a broader restructuring announced internally earlier this year, under which Deloitte has introduced a new talent architecture dividing employees into four categories: Center, Core, Project and Domain.
The “Center” category primarily includes employees in internal support functions such as administration, IT support and finance. Deloitte has not specified the number of employees affected, though it has a workforce of about 181,000 in the United States.
According to the report, the most significant changes relate to family and leave-related benefits. Paid parental leave for employees in the affected segment will be reduced from 16 weeks to eight weeks.
Annual paid time off will also be lowered, with reductions ranging from five to ten days depending on tenure and seniority. For example, an employee with around 10 years at the firm could see their PTO reduced from 30 days to 20 days.
The company will also stop further accruals under its pension plan for this group after December 31, 2026.
In addition, fertility and family-building support is being scaled back. The affected employees will no longer be eligible for a $50,000 reimbursement that previously covered adoption, surrogacy and in-vitro fertilisation-related expenses.
Some benefits will remain unchanged. Employees in the segment will continue to receive medical and dental coverage, a wellbeing subsidy, bereavement leave and tuition assistance. Companywide holidays and designated “disconnect days” will also continue to apply.
A Deloitte spokesperson told Business Insider that the firm is modernising its talent architecture to better align roles, skills and market expectations, adding that benefits would be tailored for a smaller subset of professionals.
The restructuring also introduces revised job titles and additional leadership layers, indicating broader organisational changes beyond employee benefits.