Compensation and Benefits
Our employees go the extra mile to deliver unparalleled, award-winning customer service, driving strong performance for the company. In turn, Delta offers industry-leading compensation, holistic wellness programs and career development opportunities to help our people thrive.
When people ask me what my job is and what I do, I tell them it’s really simple. My job is taking care of our people. If you take care of your people, your people will do a great job taking care of your customers and build loyalty that brings in repeat business.”
Delta’s Total Rewards Package
It is our firm belief that when Delta is successful in achieving operational and service goals, every employee shares in the company’s success. Our philosophy is to provide industry-leading total rewards for industry-leading performance.
Base Pay
Our goal is for our people, regardless of their roles, to build a long-term career with Delta. In 2025, we announced a 4% base pay increase for ground employees and flight attendants, along with a 4% pool for merit1 employees, which will take effect in June 2025. This is the 4th annual increase post-pandemic, following 5% increases in 2024 and 2023 and a 4% increase in 2022.
Delta pays frontline (customer facing) employees highly competitive rates based on fixed pay scales by role. As they progress along the pay scale during their first 12 years at Delta, our frontline employees will receive cumulative pay rate increases of 100%+, in addition to our annual base pay increases. In 2024, Delta increased minimum starting pay to $19 per hour for Airport Customer Service agents, Reservation and Care agents, and TechOps Stock Attendants.
For merit employees, we consider individual performance, market competitiveness and internal equity when determining base pay. For the past three years, we have increased the merit budget to match the general increase in pay scales for frontline employees.
- Merit contributors are paid a salary based on benchmark data from their peers at Delta and across multiple industries and are evaluated on categories spanning skill and experience to innovation and leadership. Scale employees are paid an hourly wage while also receiving competitive pay offerings and flexible benefits driven by performance. Scale employees include pilots, flight attendants, maintenance technicians, customer service and reservation agents, baggage handlers and more.
Annual Profit Sharing
Delta’s industry-leading Profit Sharing Program recognizes every employee’s contribution to meeting our financial target. No other airline shares more of its profits with employees.
We calculate annual profit-sharing payouts based on our Profit Sharing Plan formula. Each year Delta earns a profit, we pay eligible employees worldwide 10% of adjusted profits up to $2.5 billion, and 20% of adjusted profits over $2.5 billion. Payments are awarded on February 14, our annual Profit Sharing Day.
For 2024, Delta paid out $1.4 billion in profit sharing. It was the eighth year Delta has shared more than $1 billion in profits.
$1.4B
10% of each employee’s eligible earnings
Paid to employees in 2025 from 2024 profits
$10B
Shared with employees since 2015 through industry-leading Profit Sharing Program
Shared Rewards
Our Shared Rewards Program is another way we share our success. This monthly operational incentive is tied to operational goals related to baggage handling, completion factor, on-time arrivals and domestic Net Promoter Score. Eligible employees can earn up to $1,200 annually. In 2024, Delta employees earned $86 million in Shared Rewards.
$86M
In Shared Rewards earned for 2024 operational performance
Retirement and 401(k)
Delta’s primary 401(K) plan includes an automatic company contribution equal to 3% of eligible earnings for most ground and flight attendant employees. We also match 100% of employee contributions up to 6% of eligible earnings. For employees who contribute 6%, the combined contribution results in a total retirement savings of 15% — a target many financial advisors recommend.
Of ground, flight attendant and merit employees
94%
made 401(K) contributions
87%
Received the full 6% matching contribution in 2024
Delta’s Commitment to Pay Equity
Delta is committed to ensuring all employees are compensated equitably for comparable duties, responsibilities and skills. Frontline employees are paid an hourly rate based on length of service in their respective roles, and all employees are informed of where they stand on the pay scale. We routinely benchmark against peer companies and conduct pay equity analyses for merit employees.
Other Total Rewards Programs
Delta’s Total Rewards Program goes beyond compensation. In addition to paid vacation, personal time and maternity and parental leave, we offer a choice of medical insurance programs and holistic wellness programs. Learn more about our best-in-class wellness benefits in Wellness.
Among our most popular benefits, Delta employees can take advantage of several travel-related perks. These include unlimited standby privileges to any Delta destination; discounts on Delta-confirmed airfare, Delta Vacations and Delta Cargo; and savings on hotel reservations and car rentals. Additionally, Delta provides basic life insurance to all domestic employees (other than officers), as well as access to other voluntary benefits at group rates.
Union Representation and Collective Bargaining
Delta is known for its culture centered on taking care of our people so that they can take care of our customers. We support our people throughout their career.
That means respecting all employees’ legal rights, including the right to collective bargaining. Our U.S.-based employees are covered by the Railway Labor Act (RLA), the federal law governing labor relations between air carriers and their employees. Under the RLA, employees have the right to decide whether they wish to be represented by a union or to reject union representation.
Because this is an important decision, it is necessary that Delta people have accurate information when making it, which is why, in compliance with the law, Delta shares facts about union representation and the impact it could have on how we work together.
Delta also has written policies that support our people’s right to advocate for or against union representation:
- Solicitation and advocacy activities by Delta people on Delta premises are permitted. These activities, including distribution of advocacy information, should occur in nonwork and nonoperation areas, such as break rooms and employee lounges. Advocates can of course conduct organizing efforts outside of Delta workspaces on personal time.
- Employees may display their support for a union or other cause on their uniform via a lapel pin of the appropriate size. Other items (such as clothing) that express support for or opposition to a union may be worn or displayed in nonwork areas.
- Delta does not tolerate harassment, bullying or intimidation of any employee, whether advocating for or against a union.
Only two groups of Delta employees are represented by unions: pilots and dispatchers. Certain employees outside of the United States are also represented by unions, work councils or other local representative groups.