Flight Centre Travel Group

HQ
South Brisbane, Queensland, AUS
Total Offices: 3
7,681 Total Employees
Year Founded: 1981
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Flight Centre Travel Group Compensation & Benefits

Updated on February 02, 2026

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

How are the compensation & benefits at Flight Centre Travel Group?

Strengths in leave breadth, healthcare coverage, and travel‑aligned lifestyle perks are accompanied by persistent challenges in base pay levels, incentive reliability, and unclear paid parental coverage in the U.S. Together, these dynamics suggest a total rewards profile that appeals to those who value travel benefits and flexible time off while leaving compensation satisfaction mixed, especially in commission‑reliant roles.
Positive Themes About Flight Centre Travel Group
  • Leave & Time Off Breadth: Policies include paid vacation, sick and personal days, volunteer and diversity days, and options like sabbaticals or purchased extra leave in some regions. Time off often scales with tenure and is positioned to support flexibility.
  • Healthcare Strength: Coverage includes medical, dental, vision, life/AD&D, disability, EAP, and wellness programming, with some materials highlighting fertility and gender‑affirming care. Gym discounts and wellbeing initiatives add to overall health support.
  • Wellbeing & Lifestyle Benefits: Travel discounts via internal programs, familiarization trips, and concessions across company brands are distinctive lifestyle perks. Access and generosity can vary by product and timing, but the travel-oriented benefits are a clear draw.
Considerations About Flight Centre Travel Group
  • Unfair & Opaque Compensation: Pay is considered low for many front‑line consultant roles, with base salaries perceived as below market and heavy reliance on variable earnings. Hitting targets and extra hours can make effective take‑home feel misaligned with effort.
  • Weak & Unreliable Incentives: Commission structures are described as underwhelming or unpredictable, with targets seen as hard to achieve and monthly earnings fluctuating. Income volatility, changing schemes, and reports of unpaid time erode confidence in variable pay.
  • Insufficient Parental & Family Support: U.S. materials emphasize FMLA‑based leave, and paid parental specifics are not clearly stated. Coverage appears to vary by role or brand, indicating potential gaps in consistent paid family support.
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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.
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