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Syngenta Benefits

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We Help Syngenta Employees Maximize Their Benefits

You’ve worked hard to build your career at Syngenta. It is important to make sure you’re getting the most from your company benefits.

We have worked alongside Syngenta employees for years, helping them navigate all of their financial decisions including the benefits offered by Syngenta. We’ve combined this knowledge and experience into a one-stop resource center designed entirely for you.

Below we’ve dug into all of your Syngenta benefits and provided our honest opinion on everything you need to consider. Learn more about your 401(k), insurance, and additional benefits.

Keystone Financial Partners are not endorsed by or affiliated with Syngenta.

Your Syngenta 401(k), Explained

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Deciding How Much to Contribute

There are a number of moving parts to the Syngenta 401(k) plan and it is important to understand how each of the components works. If you can, we recommend taking full advantage of the employer match from Syngenta.

Traditional or Roth

Syngenta offers employees both a Traditional 401(k) made with pre-tax contributions and a Roth 401(k) made with after-tax contributions. How do you decide which to choose? In general, the Roth is the better option for employees who are younger and/or in a lower tax bracket. The traditional is better for employees in a higher tax bracket now, and who expect to be in a lower tax bracket at retirement.

How much will Syngenta contribute?


Syngenta will match 100% on the first 4% contribution and 50% on the next 2% contributed for a maximum company match of 5%.

DISCLOSURE: This information is sourced from the Syngenta Benefits Guide. Please reference your Employee Benefits Guide for the most accurate information. 

How much can I contribute?


The IRS limits the total amount you can contribute into the plan. The IRS limit for 2021 is $19,500. 2022 limits are not finalized yet. 

What are “Catch-Up” Provisions?


For those over the age of 50, you can make additional “Catch-Up” contributions to your 401(k) plan. The IRS limit for 2021 is $6,500. If you are over the age of 50, your total contribution amount for 2021 is $26,000.

What is the Retirement Contribution amount?


In the first quarter after each plan year, Syngenta will make an annual contribution of 5% of eligible earnings. This is non-elective and follows a 3-year vesting schedule.

DISCLOSURE: This information is sourced from the Syngenta Benefits Guide. Please reference your Employee Benefits Guide for the most accurate information. 

How many years before my funds are vested?


Your contributions and Syngenta’s match are immediately vested. The additional non-elective retirement contribution amount follows a 3-year vesting schedule.

DISCLOSURE: This information is sourced from the Syngenta Benefits Guide. Please reference your Employee Benefits Guide for the most accurate information. 

Quick Tip

If contributing to the match is too hard initially, consider starting lower and increasing your contributions by 1% each quarter to reduce the pinch you might feel from less take-home pay. This will help you gradually get your savings level to where you want it to be over time.

We typically recommend a target of 10 to 15% of your annual salary.

Deciding How to Invest

Once you’ve decided how much to contribute, it’s important to consider how those funds are invested. Below are three sample portfolio allocations each with different exposures to the stock market, and therefore, different potential for growth and volatility.

When selecting a portfolio allocation, it is important to consider your financial goals and your comfort level with risk. We’ve included guidelines on who might be suitable for each portfolio, but keep in mind your situation is unique to you and we recommend consulting with a financial professional before making any changes.

Syngenta - 100 Stock
US Large-Cap Growth 27%
US Large-Cap Value 27%
US Mid Cap 10%
US Small Cap 8%
International Blend 22%
Emerging Markets 6%
Intermediate Term Bond 0%
Short-Term Bond 0%
Syngenta - 80 Stock
US Large-Cap Growth 22%
US Large-Cap Value 22%
US Mid Cap 8%
US Small Cap 5%
International Blend 18%
Emerging Markets 5%
Intermediate Term Bond 16%
Short-Term Bond 4%
Syngenta - 60 Stock
US Large-Cap Growth 17%
US Large-Cap Value 17%
US Mid Cap 6%
US Small Cap 4%
International Blend 12%
Emerging Markets 4%
Intermediate Term Bond 28%
Short-Term Bond 12%

The above portfolio allocations are suggestions. Please consult with your financial professional when considering any changes. It is important to consider the level of risk and appropriateness for your individual financial goals.

Not sure which portfolio fits best with your risk tolerance?

Insurance Benefits

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As part of your compensation package with Syngenta, you have a wide variety of insurance options available to you. The options play key roles in your overall financial well-being. It is important to evaluate both the cost and benefit of each of these various forms of insurance and determine which one, if any, fits your unique need. In many cases – group life and group disability policies may not provide enough coverage to fully protect you and your family.

We recommend working with a financial professional to properly evaluate your situation and navigate the different options offered by Syngenta.

Disability Insurance

Syngenta provides both short-term and long-term disability coverage at no cost to you. This coverage provides you a percentage of your salary if you aren’t able to work due to a covered illness or injury.

It is important to verify what Syngenta considers your weekly or monthly pay to be. Syngenta doesn’t include your incentives, bonuses, or overtime pay, which can be a significant portion of your compensation. This could leave you with a gap in coverage. In this situation, utilizing an independent disability policy might be a good choice for you and your family.

Your plan document will go into the details of the types of illness and injuries that are covered, and how to submit a claim. For more details, please refer to your Employee Benefits Guide.

Short Term Disability Coverage

If you are unable to work for two or more days due to an accident or one work week or more due to illness, Short-Term Disability Benefits are paid from the first day of your approved absence. Salary continuation under Short-Term Disability is paid only if the absence is certified under the disability guidelines and if the appropriate medical documentation is provided by a licensed physician to Syngenta’s Short-Term Disability administrator.

Salary continuation benefits are:

  • Weeks 1 – 16: employees receive 100% of base salary*
  • Weeks 17 – 26: employees receive 60% of base salary*
  • The maximum monthly benefit is $12,500

If you are not approved to return to work after you have used the entire 26 weeks of your Short-Term Disability benefit, your employment with Syngenta will terminate. However, you may be eligible to receive a benefit under the Long-Term Disability Plan.

* Short-Term Disability and Long-Term Disability benefits are paid using base salary prior to disability, which does not include incentives, bonuses, or overtime pay.

Long Term Disability Coverage

If your disability continues for more than 26 weeks as an active employee, your employment will be terminated and you can then apply for Long-Term Disability benefits with Syngenta’s administrator (currently UNUM). It is important to note that certification under the Short-Term Disability does not guarantee certification under the Long-Term Disability. Long-Term benefits will begin after 180 days or the date your Short-Term Disability ends, if the administrator determines you are eligible for the benefit based on your medical condition.

The basic Long-Term Disability plan provides 60% of base salary*. The maximum monthly benefit is $12,500. It is important to note that basic Long-Term Disability coverage is provided by Syngenta and any benefit you receive will be considered taxable income.

All Long-Term Disability benefits will be reduced by other deductible sources of income, including but not limited to state disability benefits, pension payments, third-party liability payments, and any other group disability insurance plans.

We recommend reviewing the plan document located on the Benefits Portal for a complete list of deductible income the plan excludes.

* Short-Term Disability and Long-Term Disability benefits are paid using base salary prior to disability, which does not include incentives, bonuses, or overtime pay.

Life Insurance

The most important thing to remember about these benefits is that they are based on your annual base salary, which may not include a substantial percentage of your total compensation. Syngenta doesn’t include your incentives, bonuses, or overtime pay, meaning the life insurance benefit may be less than what you really need. Here are some important things to consider.

  • What exactly constitutes your annual base pay, according to Syngenta?
  • How much money are you spending each year and is there a gap between your annual base pay and that figure? In other words, how much of your spending is covered by those extra sources of income, like bonuses, STI, LTI, etc.?
  • If something were to happen to you, what worries, goals, and wishes would you want taken care of for your family in your absence? College for your kids? Paying the mortgage?

Answering these questions can help you determine whether there’s a gap in coverage, meaning the death benefit offered by the policy won’t cover your family’s cost of living and other goals. It is also important to note that the Accidental Death benefits only payout in the unlikely event that death is caused by a covered accident. From a planning perspective, we disregard the dollar value of this benefit when calculating how much life insurance a client should purchase. We suggest you do the same as you figure out your insurance needs.

Basic Life and AD&D

Syngenta provides basic life insurance along with accidental death and dismemberment (AD&D) insurance at no cost to its employees. These policies are pretty straightforward. If you pass away during your tenure with Syngenta, your named beneficiary, such as your spouse, children, or another close family member, will receive the death benefit from these policies. They are issued without a doctor’s visit for proof of good health.

Here are the basics.

Policy Benefit
Basic Life 1x your annual base salary up to $1,250,000
AD&D* 1x your annual base salary up to $1,250,000
Business Travel Accidental** 1x your annual base salary up to $1,250,000


*AD&D is a benefit on top of your life insurance policy that is only paid out if death is caused by a covered accident, whether you’re at home or at work

** All active Syngenta employees are eligible for this benefit. This insurance pays a benefit, in addition to the basic AD&D and basic life insurance benefits, if you die accidentally while traveling on company business.

Supplemental Life Insurance Options

Say you’ve established that there’s a gap in your coverage, and you need more insurance than what Syngenta’s basic coverage provides. Syngenta offers several choices for purchasing supplemental life insurance. Premiums are deducted from your paycheck on an after-tax basis. Evidence of insurability will be required. Here are the basics.

Policy Benefit
Employee 1x to 8x your annual base salary up to $1.5 million
(Amounts above 3x or $600,000 require evidence of insurability)
Spouse or Domestic Partner $25,000 to $500,000 benefit in increments of $25,000
(Amounts above $50,000 require evidence of insurability)
Children $5,000 to $20,000 benefit in increments of $5,000 up through age 25
(No evidence of insurability required)


The value or total benefit of your supplemental life coverage will reduce to 65% at age 65 and to 50% at age 70. You do not need a life event to make decreases any time during the plan year.

Supplemental life insurance may be a way to help cover the gap, but keep in mind that most company-provided life insurance policies won’t move with you if you leave the company. If you’re between jobs for a period of time without any independent coverage, you may not have any coverage at all.

A life insurance policy from an independent carrier may be worth considering. If you’re not sure what makes sense for you, we can help you determine how much and what type of life insurance you may need.

Health Insurance

Syngenta offers two health insurance plans from UnitedHealthcare, with various deductibles, copays, and coverage limits. Choosing the right plan for you and your family is an important step that may require an in-depth look at the types of care you anticipate needing in the coming year.

The lower-cost option comes with higher annual deductibles and higher out-of-pocket maximums. It is important to choose the solution that best fits you or your families’ medical needs. We recommend reviewing the medical summary located in your annual employee benefits guide or visiting the Syngenta Benefits Portal to review the summary plan description.

Changes to your health insurance plan can only be made under qualifying events – a change to your marital status, the birth of children, a change to your or your spouse’s employment status, etc. – or during Syngenta’s open enrollment period.

Vision and Dental Insurance

Syngenta employees are also eligible to receive vision insurance coverage through Vision Service Plan (VSP) and dental coverage through Delta. Basic and Enhanced plans are available through these providers. Benefits are offered to employees and employees’ families.

Flexible Spending Account (FSA)

To participate in the Health Care Flexible Spending Account (FSA), you must enter elections during your New Hire or Annual Enrollment period.

Flexible Spending Accounts (FSAs) allow you to contribute money on a pre-tax basis (reducing income and Social Security taxes). Any funds in the account not used by the deadline (generally March 31) are forfeited. These should generally only be used for known expenses.

Some examples of eligible expenses are:

  • Deductibles, coinsurance, and copayments for medical, prescription, and dental services that are not reimbursed by a health care plan
  • Certain over-the-counter drugs
  • Eyeglasses, contact lenses, an eye-care solution not covered by a Vision Plan
  • Orthodontia expenses that are not covered by a dental plan

Dependent Care Flexible Spending Account (FSA)

To participate in the Dependent Care Flexible Spending Account (FSA), you must enter elections during your New Hire or Annual Enrollment period.

Allows you to contribute up to $5,000 per year for child care expenses. Money contributed is not included in taxable income. The Dependent Care Flexible Spending Account (FSA) can be used by anyone, regardless of health plan. This is ideal for employees with young children and fixed daycare expenses.

Want to stay up to date on Syngenta news that could impact your financial decisions?

Key Contact Information

Keystone Financial Partners

Syngenta Benefits Service Center

Syngenta Benefits Service Center

Customer Service:
Monday – Friday 8 AM – 6 PM ET
Saturdays 8 AM – 5 PM ET


Syngenta Retirement Benefit Provider

Syngenta Retirement Benefit Provider

T. Rowe Price
4515 Painters Mill Road
Owings Mills, MD 21117-4903

Customer Service:
Monday – Friday 7 AM – 10 PM ET

Syngenta Insurance Provider

Syngenta Insurance Provider

PO Box 740800
Atlanta, GA 30374

Customer Service:


Additional Benefits

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Pre-paid Legal

Syngenta offers low-cost legal insurance through ARAG® Legal Plan to help you manage many of your legal needs throughout the year. For more information on the available legal insurance plan options, access the ARAG website at Please refer to your Employee Benefits Guide for the Access Code.

Employee Assistance Program (EAP)

The Employee Assistance Program (EAP) is a company benefit for you and your dependents provided at no cost to you. EAP offers confidential support and counseling services to meet a variety of personal needs, is designed to help you and your family members with issues at home, at work, and at school issues that range from work-related concerns to financial and legal problems to relationship difficulties and more.

EAP services are confidential and are provided by a large and diverse network of licensed and certified professionals, including psychologists, marriage and family therapists, abuse professionals, lawyers, paralegals, and financial professionals.

To use your EAP benefit, simply go online to (please refer to your Employee Benefits Guide for the Access Code) or call the toll-free number 1-866-828-6049 and tell the EAP specialist you are a Syngenta employee. The EAP specialist will help you get started using your EAP benefit.

Access Perks

Syngenta has partnered with Access Perks to offer you discounts on dining, electronics, movies, travel, theme parks, health & beauty, and more, at no cost to you. To register and access the largest employee discount network and discounts negotiated for Syngenta, visit and enter the registration code located in your benefits guide. You can also contact Access Perks at 1-800-331-8867 if you have questions regarding their website or discounts.

Student Loan Debt Counseling

Syngenta offers no-cost Student Loan Debt counseling and education through Gradifi to help you manage your financial obligations for your student loans. Through the counseling and education process, you may find you are eligible for refinancing options that may help you lower your monthly payments. Gradifi offers third-party refinancing through several competitive lenders and offers a bonus of $300 towards your student loan payments if you qualify for refinancing. All other refinance fees and student loan payments. For more information: Contact Gradifi with any questions at 1-844-GRADIFI or email

Vacation Policy Enhancements

In January 2022, Syngenta is introducing two new policies including an ‘Open’ Vacation and ‘Enhanced Version’ for different employees overall increasing flexibility, inclusivity, and physical and mental wellbeing.


Additional Benefits

Syngenta also offers other benefits to employees in addition to the benefits summarized within the benefits guide document including:

  • Adoption assistance
  • Bereavement leave
  • Employee discounts
  • Education assistance
  • Family and Medical Leave (FMLA)
  • Jury and Witness duty
  • Military leave
  • Paid holidays
  • Parental leave
  • Retiree medical
  • Service awards
  • Severance plan
  • Time off to vote
  • Vacation
  • Wellness programs

Are you eligible for Syngenta’s Executive Benefits Package?

Christopher Walsh, CFP, Wealth Manager | Keystone Financial Partners

Christopher Walsh, CFP®

Keystone Financial Partners

My name is Christopher Walsh, CFP® and I am a Wealth Manager with Keystone Financial Partners. I have had the pleasure of working with Syngenta employees for over 10 years, helping them maximize their employee benefits and plan for their ultimate financial future. With my extensive knowledge of Syngenta employees and their benefits, I am uniquely qualified to help you navigate these options and develop a comprehensive plan.

Are you interested in receiving personalized advice?


Keystone Financial Partners