Welcome!

Your healthcare cover through AXA includes medical care, surgery, outpatient procedures, vision care, dental prosthesis, and maternity care. You and your dependents are eligible, and Okta pays 100% of the premiums for coverage. We also offer a voluntary top-up if you would like additional coverage. You pay 100% of the premium for top-up coverage.

Enrolling in healthcare cover

If you are a new employee, follow the steps below to enroll in healthcare cover.

1. Complete the enrollment application form for medical insurance with AXA as your insurer and Mercer France as your claims manager. It is important to specify the name of the entity, Okta France on the enrollment application form. 
    
   • Okta provides basic medical, dental, and vision coverage to you at no cost. You can sign up for additional coverage through two top-up coverage options, which are paid for by you each month:  
     • EUR 29,90 per month for top-up 1
     • EUR 49,81 per month for top-up 2
     • If you’d like to enroll in a top-up medical option, check the corresponding box on the enrollment application form. You also must complete the mandate SEPA core form to allow Mercer France to receive your payment by direct debit.
2. Include a scanned copy of the Social Security certificate with your enrollment application form for yourself and any dependents that you would like added to the policy.
3. Include your statement of banking identity, which will be used for any reimbursements.
4. If you are enrolling your spouse/partner and/or any children, you will also need to provide the below documentation.
   • Spouse or partner: A utility bill with both of your names and an informal written letter confirming that you are living together. You will also need to submit a copy of your PACS registration.
   • Children: If age 18 or older, a school certificate.
5. Once you have completed these steps, send your enrollment application form and supporting documents to Mercer France through one of these two options:
   • Upload your documents to the MercerNet portal (reference the process here), or
   • Email your documents to affiliations@mercer.com, and note in the subject line your name as the insured and Okta France as your employer.

Planning for and keeping track of the income you’ll have for the future starts today. Based on your eligibility, Okta provides the mandatory coverages, as follows:

• The old-age insurance branch of the general plan
• AGIRC – ARRCO

Okta provides life and disability insurance for you and your family. Cadre employees are also eligible for this benefit. If you die or become totally and permanently disabled, your beneficiary receives the following lump-sum payment:

• If you are single: The plan pays three times your salary, up to Bracket A, B, and C limits.
• If you are married or have a dependent child: The plan pays three times your salary, up to Bracket A, B, and C limits. 
• For each dependent child: The plan pays one times your salary, up to Bracket A, B, and C limits. 

If you and your spouse die together, or your spouse dies after your death, the plan pays 100% of your death benefit to your surviving child(ren). In addition, your surviving child(ren) are entitled to receive an orphan pension as a percentage of your salary, up to age 28:

• Birth up to age 10: 10%, up to Bracket A, B, and C limits
• Age 11 to age 18: 15%, up to Bracket A, B, and C limits
• Age 19 to age 28: 20%, up to Bracket A, B, and C limits

The benefit limit for Bracket A is based on a salary of up to EUR 41,136. The benefit limit for Bracket B is based on a salary of up to EUR 164,544. The benefit limit for Bracket C is based on a salary of up to EUR 329,088.

Okta pays 100% of the premium cost for employees’ portion of salary in Bracket A and 50% of the premium cost for employees’ portion of salary in Bracket B and C.

In addition to life and permanent total disability insurance, Okta provides supplementary coverage for your family. Cadre employees are also eligible for this benefit. The plan pays an additional lump-sum benefit if you die or become disabled because of an accident:

• Your beneficiary receives a doubled lump-sum payment of your death benefit (explained in the section above) for total and irreversible loss of function.
• Dependent child(ren) receive a doubled benefit payment (explained in the section above).

Okta pays 100% of the premium cost for employees’ portion of salary in Bracket A and 50% of the premium cost for employees’ portion of salary in Bracket B and C.

Okta provides short- and long-term disability benefits to help replace a portion of your income if you become fully disabled because of sickness or injury. Cadre employees are also eligible for these benefits. The plan pays a percentage of your pre-disability income:

• Short-term disability: 90% of gross salary, including social security payment, up to Bracket A, B, and C limits
• Long-term disability: 60% or 100% of net salary, depending on your degree of disability, up to Bracket A, B, and C limits

Your short-term disability benefit begins following a 30-day waiting period. However, if you are in an accident or hospitalized, the waiting period is three continuous days.

The benefit limit for Bracket A is based on a salary of up to EUR 41,136. The benefit limit for Bracket B is based on a salary of up to EUR 164,544. The benefit limit for Bracket C is based on a salary of up to EUR 329,088.

New employees: In the event of the unexpected, complete the beneficiary designation form and mail it to:

• Uniprévoyance  
  10 Rue Massue 94307 Vincennes Cedex

We are pleased to provide you with business travel accident (BTA) cover from an AIG member company, at no cost to you. BTA provides you with coverage in the event you and your eligible dependents, if traveling with you, experience any travel inconveniences, security issues or medical emergencies while traveling on behalf of Okta for company business, anywhere in the world. As part of this coverage, you are also provided with:

• Travel security assistance
• Travel medical assistance
• Identity theft assistance
• Concierge services

To get started with your BTA insurance, please take the time to review this information:

• Guide to reporting claims
• Assistance services ID card
• Videos to help you get started with the AIG travel assistance app and website

Okta is committed to supporting your overall wellbeing, and we know that financial health is a big part of that. That’s where LearnLux comes in as our global workplace financial wellbeing provider. Perhaps you’re planning for retirement, managing debt, or just looking to improve your financial literacy. LearnLux can help you with offers like:

• Personalized financial guidance: Take control of your finances with step-by-step guides tailored to your individual needs.
• Interactive tools: Use the budgeting tools, financial calculators, and planning resources to help you make informed decisions.
• Educational content: Access a wide range of articles, videos, and tutorials on topics like saving, investing, and managing student loans.
• Certified financial planners (CFP): Schedule a meeting or chat with local in-country CFP professionals for personalized advice to address your unique financial questions.

Access LearnLux on your Okta Dashboard. If you have questions, email pops@okta.com.

Okta offers full-time employees reimbursement for personal mobile and internet service. A monthly maximum reimbursement amount applies. Employees may also opt in to a corporate mobile program, if they do so, they forfeit a personal mobile reimbursement. For more details, see the T&E policy on the Expenses page on The Landing.

No matter where you sit in the world, our programs help to foster a sense of belonging and to reflect the communities in which we live and work. Check out the Workplace Services page on The Landing to see what’s happening in your local space.

Okta sets your bonus target as a percentage of your base pay, based on your job level. The company’s performance against pre-established objectives determines whether Okta will pay bonuses each year—there is no guarantee. Company performance objectives may include achievement of annual revenue targets, net annual recurring revenue, bookings, and EBITDA.

Okta’s equity grants are made in the form of Restricted Stock Units (RSUs). RSUs are a form of equity compensation issued by Okta. Okta grants RSUs at no cost to you. For each grant, Okta converts the value into a number of RSUs based on the monthly average closing price of one share of Okta in the month prior to the grant.

You have another opportunity to benefit from the company’s growth and the shareholder value your work helps to create. By choosing to participate in the employee stock purchase plan (ESPP), eligible employees can invest directly in the company—by purchasing shares of Okta stock at a discount. Buy shares of Okta stock twice a year and get at least a 15% discount on your shares. You decide if you’d like to participate and how much you’d like to contribute—anywhere from 1% to 15% of your eligible pay. Certain limits apply. Please note:

• Eligible employees have two opportunities each year to enroll: May and November. If you miss the window, you’ll need to wait until the next enrollment period.
• Shares are purchased twice a year on June 20 and December 20. The amount you pay for the shares is the lower of two prices—the offering date price or the purchase date price. The 15% discount is applied to the lowest of the two prices.
• Once purchased, your Okta shares are yours to keep. When the purchase period ends, shares are purchased for you and are deposited into your E*TRADE account. At that point, you own your Okta shares, and you decide how long to hold them.

Questions? Go to the Okta Equity page on The Landing or email stock@okta.com.

At Okta, we're committed to promoting equal pay for equal work. To learn more about this commitment, see our gender pay gap report.

In addition to the holidays below, we’re excited to share that all of Okta will recognize December 29, 2025 — January 2, 2026 as a global Wellbeing Week.

Eligibility: All employees in France.

Entitlement: 25-29 days annually based on years of service as follows:

• 0-5 years of service: 25 days (2.09 days per month)
• 5-10 years of service: 26 days (2.17 days per month)
• 10-15 years of service: 27 days (2.25 days per month)
• 15-20 years of service: 28 days (2.34 days per month)
• 20+ years of service: 29 days (2.42 days per month)

Accrual rules: Time accrues monthly but balances are front-loaded on 1 June or date of hire. New hires receive a prorated portion of the annual entitlement.

Carryover rules: All unused days carry forward on 1 June to be used by 31 May the following year. Unused carryover balances are forfeited in June.

How to request vacation time: Submit requests in half or full day increments through Workday for manager approval.

Additional information: The vacation year starts in June and ends in May.

Entitlement: Varies each year. Determined by formula to ensure employees are subject to no more than 218 working days per calendar year.

Accrual rules: Balances are granted on 1 January or date of hire. New hires receive a prorated portion of the annual entitlement.

Carryover rules: All unused days carry forward to the next calendar year to be used by 31 March. Unused carryover balances are forfeited in April.

How to request RTT: Submit requests in half or full day increments through Workday for manager approval.   

Eligibility: All employees in France with at least one year of service.

Entitlement: Employees with tenure between 1 and 5 years are paid 100% of their base earnings for one month and 80% for two months. Employees with tenure of 5 or more years are paid 100% of their base earnings for two months and 80% for one month.

Accrual rules: Time is not accrued and does not carry a balance.

Carryover rules: Not applicable.

How to request sick time: Submit requests through Workday for manager approval. Send medical certificates to pops@okta.com.

Each calendar year, you can take 4 paid days off to engage in volunteer events with an eligible nonprofit.

Okta is part of the SYNTEC CBA and provides the appropriate leave for:

• Sick time
• Maternity/paternity
• Holidays
• Bereavement, jury duty, and other types of covered leave

Okta is proud to offer an 18-week parental leave that is equitable and extends to all parents, regardless of birthing or caregiver status. Okta coordinates with local statutory leave laws to provide you with income replacement while you’re away. You can take your leave all at once or intermittently (in at least week-long increments), within 12 months of your child’s birth or placement. For details on the parental policy or questions on your leave eligibility, email pops@okta.com.

Okta understands the deep impact that the death of a loved one or a loss of pregnancy can have on an individual and family. That’s why we provide the following paid bereavement leave:

Immediate family members include: your parent/stepparent, your spouse/partner, your child, your sibling, your grandparent/step grandparent, your grandchild/step grandchild, and your parent-in-law/stepparent-in-law. If you need additional time off, talk to your manager about taking unpaid personal leave.

Eligibility: All employees in France.

Entitlement: 3, 5, or more days per year (see the “Additional Information” section below).

Accrual rules: Time is not accrued and does not carry a balance. Time off is unpaid.

Carryover rules: Not applicable.

How to request carer’s leave: Submit requests in half or full day increments through Workday for manager approval.

Additional information: Entitlement is 3 days per year to provide care to a sick child under the age of 16, and 5 days per year to care for a sick child under the age of one year or if there is responsibility for three or more children under the age of 16. Additionally, parents of a child under the age of 20 with a serios disability or illness, or having suffered a serious accident, requiring a high level of parental care may take "parental presence leave" as prescribed by the doctor responsible for the child's care up to a maximum of 310 days over a three-year period.

Eligibility: All employees in France.

Entitlement: Variable (see the “Additional Information” section below).

Accrual rules: Time is not accrued and does not carry a balance.

Carryover rules: Not applicable.

How to request a family event absence: Submit requests in half or full day increments through Workday for manager approval.

Additional information: Time off may be taken for the following reasons and lengths of time. 3 days for the birth or adoption of the employee's child 1 day for the wedding of the employee's child 4 days for the employee's own marriage or civil partnership 2 days for a child's disability announcement.

Eligibility: All employees in France.

Entitlement: Not applicable.

Accrual rules: Time is not accrued and does not carry a balance. Time off is unpaid.

Carryover rules: Not applicable.

How to request an unpaid absence: Submit requests in half or full day increments through Workday for manager approval.

Additional information: Unpaid time off may be used to care for a disabled child, a dying family member, a sick child, to establish a business or to provide family support.

Modern Health provides a combination of on-demand digital tools with virtual coaching (and therapy, if needed). You set up the approach that best meets your needs. Your family members are also covered at no cost to you.

Any information you or your family member provides through Modern Health or discusses with your dedicated coach or therapist is confidential. Your name, records, and other private information will not be shared with Okta.

How Modern Health can help you and your family

Modern Health provides support for many areas, such as:

• Work performance—find coaching and support to improve productivity, leadership skills, work relationships, and professional development
• Financial wellbeing—for example, when your student loan debt seems to take over, or you need help with saving for an emergency and planning for future financial needs
• Help with life challenges—like preparing for having a family, adjusting once you’re a parent, getting help with child care and elder care, and dealing with loss
• Diversity and inclusion—to better understand and overcome bias or find balance between your personal and work identity
• Stress and anxiety—for when even small things seem really big and scary
• Healthy lifestyles—to help you move more, eat healthier, and sleep better
• Mindfulness and meditation—techniques for managing stress, focusing, and meditating
• Relationships—with your partner, friends, family, and dating

You can share Modern Health with your family members. This includes your legal spouse or registered partner, your child(ren) between the ages of 6 and 26, and relatives that reside in the same household as you.

You and your family will receive up to 8 therapy and 8 coaching sessions per person per calendar year, in addition to unlimited access to Modern Health’s digital resources.

Getting started with Modern Health

To get started visit the Modern Health website or download the Modern Health app. You can also access Modern Health via SSO on your mobile device. To get started via SSO, follow these steps:

1. Open Okta Verify.
2. Select Launch Dashboard.
3. Select Sign in with Okta FastPass.
4. Search for Modern Health on your Launch Dashboard and select it.
5. If you then download and open the Modern Health mobile app, you should be automatically authenticated.

Note that your family members’ Modern Health access is initiated by you in the app settings. Your family members will need to provide some basic information such as their name, birthday, and email address, then Modern Health will send them an email to register. In most countries, Modern Health is only available to those 6+ for therapy, and 18+ for all other content. Learn more about getting started with Modern Health.

Take a confidential wellbeing survey to start

After you’ve registered, you can complete an online wellbeing survey through Modern Health. From there, Modern Health will deliver you a personalized wellness plan, match you with the appropriate personal coach, and provide you with personalized links to the Modern Health digital library.

Connecting on your terms

Modern Health provides you with up to 8 video sessions with your coach or therapist. You also have unlimited access to your coach through text or email.

If your coach or your wellbeing survey indicates that you have a clinical need—for example, you may suffer from depression—Modern Health will recommend a therapist to work with you in addition to your dedicated coach.

As you get to the end of your covered sessions, you and your coach or therapist can work with Modern Health to determine the next steps for continuing your relationship.

24/7 counselor phone support for urgent needs

If you need support right now, Modern Health provides 24/7 counselor phone support for urgent needs and critical incidents, extended work-life services, manager support for workplace concerns through their EAP partner, Workplace Options (WPO). You can find more information in this flyer or through Modern Health’s FAQ.

Modern Health digital resources

Along with your confidential sessions with your coach or therapist, and 24/7 support, Modern Health also provides you with a variety of on-demand resources, such as:

• Educational videos and flyers on helpful topics such as the difference between coaching and therapy, a coaching miniseries, caregiver resources, and support for children and adolescents.
• Self-guided courses on a variety of topics, such as: Building Healthy Habits, How to Set Yourself Up for Better Sleep, the Art of Giving & Receiving Feedback and more!
• Short meditations to help you practice mindfulness. 
• Circles, which are community spaces to help you learn, grow, and connect across topics that impact your day-to-day life. You have unlimited access to Circles – attend as many or as few as you like. Learn more about Circles. 

Modern Health regularly refreshes these topics so feel free to come back if you don’t see something for you right away.

Visit the Global Employee Experience page on The Landing to learn about all of our great programs!

We have partnered with Carrot Fertility to provide our employees with inclusive fertility, hormonal health, and family forming benefits. Employees can use Carrot to get personalized support – regardless of age, race, income, sex, sexual orientation, gender, marital status, or geography. This support* includes:

• Understanding fertility health (e.g., fertility testing and ovulation tracking)
• Preservation (e.g., egg, sperm, embryo freezing)
• Assisted reproduction (e.g., in vitro fertilization)
• Adoption, gestational surrogacy, and donor assistance
• Pregnancy and postpartum (includes funds for doula support and milk shipping)
• Perimenopause, menopause, and low testosterone (i.e., low T)

*These services are subject to any local legal law and regulations. All benefit-eligible employees and their eligible spouse/partners can participate in this program.

How Carrot works

To get started, go to the Carrot website or use the Carrot app on your Okta dashboard. After you register with Carrot, you’ll be assigned a dedicated care team of benefits experts and fertility clinicians to support you with high-touch care and guidance throughout the family planning process.

• You can schedule a personal consultation with the Carrot care team – to learn more about your options and connect with a top provider in your area.
• You have access to Carrot’s global provider directory – including 2,700 clinics and 1,250 attorneys and agencies in more than 42 countries. Carrot also gives you discounts and expedited appointments at top fertility clinics.
• Your care team can also answer medical, legal, benefits coverage, and regulatory questions.

Okta provides you with money for reimbursing your eligible expenses related to fertility healthcare and adoption. This may include reimbursement of up to 100% of your eligible expenses, up to a $5,000 annual maximum. Expenses for you and/or your spouse/partner are combined. Please note that some banks may charge an international transfer fee.

Review the Carrot benefit guide for more details and frequently asked questions about eligible fertility treatment and adoption expenses.

Additional support resources

The following documents provide details about how Okta manages the program:

• Fertility program plan document
• Surrogacy program plan document
• Adoption assistance plan document
• Pregnancy support overview
• Menopause and low T support overview
• Infertility health reimbursement arrangement (HRA) plan document

Bump Boxes help Okta to celebrate and support expecting families during pregnancy, after your baby comes into the world, and as you return to work after bonding time with your new baby.

• When you register for Bump Boxes, you’ll receive three boxes with fun (and useful) swag that promotes a healthy pregnancy and things you can use when your baby arrives.
• Non-birthing parents can sign up too! Your spouse/partner will receive the first Bump Box starting the third trimester. The second and third boxes will be sent shortly after the due date that you've provided.
• You can register at any time during pregnancy.

Whether you’re planning for the future, helping a loved one, or actively providing short- or long-term care, Grayce is here to support you. Grayce experts provide personalized support to navigate needs such as:

• Finding in-home care
• Navigating legal planning
• Addressing your own wellbeing while caring for your loved one

When you get started with Grayce, you’ll be matched to a dedicated Grayce expert who will guide you through any stage of your care journey, whether you’re navigating planning, ongoing care, transitions, crises, or bereavement. You can stay in touch with your Grayce expert via chat, phone, or video calls.

What’s covered?

Grace is available to all Okta employees. To register, visit the Grayce website and follow the account overview guide. Once you sign up, you can invite others to join.

Okta pays your Grayce subscription fee, which includes an initial consultation to create a care plan with a Grayce expert and an additional four hours of expert support. In addition, you have the option to purchase more hours of support if needed, which will be billed directly to you.

For help registering, contact the Grayce support team at team@withgrayce.com. You can learn more about Grayce by watching the What is Grayce? video or by reviewing these FAQs.

When it comes to assistance with neurodivergence, RethinkCare is here to help at no cost to you. Whether you identify as someone who is neurodivergent, or you are engaging with someone who does at work (e.g. a peer, direct report, manager) or at home (e.g., a child, spouse, family member), we are adding a new program with the support of our Neurodiversity ERG to ensure that we are creating a space where every mind can thrive.

Workplace consultation – support at work

• Elevate your career through 1:1 consultations focused on helping you identify and build scaffolding in areas you need support, such as executive functioning skills. There are also courses available with additional tools and tips on how to navigate your daily work activities and relationships.
• Managers and peers: Take advantage of online courses and resources aimed at better understanding neurodiversity and how to work more effectively with all peers.

Parenting consultation – support at home

• Find expert parenting support to help navigate concerns around your child’s learning or developmental differences.
• Common challenges that arise from these differences such as bullying, test anxiety, and more.
• Schedule free 1:1 consultations with board-certified parenting experts, participate in the parent group discussions and self-paced online courses aimed at teaching you skills to help your child(ren).
• To invite non-employees to access the parental success resources, adding a care team member is simple - access from Account Settings > My Family & Care Team.

You can access 9 hours of consultation support for both workplace consultations and parenting consultations per year. Access RethinkCare through your Okta Dashboard. If you have questions, email pops@okta.com.

Summary of the AXA medical benefits (healthcare) 
TPA Contacts 
Modern Health family and caregiver resources 
Behavioral health coverage by country medical plan
Gym and/or fitness discounts by country medical plan

You can view prior benefit webinar recordings on OktaTV.

With questions, please submit a ticket through the People Portal from your Okta Dashboard or email pops@okta.com.

Email affiliations@mercer.com and note that you are an employee of Okta France.

AIG Travel Guard        
Policyholder: Okta, Inc.        
Policy number: 9159537         
877-244-6871        
Email        
Website

LearnLux
Website

800-838-0908        
Website

Modern Health        
Email        
Website
Explore Modern Health Circles        
Download the app from the App Store or Google Play.

Grayce
Email         
Website