people
benefits & well-being
At Carter’s, we understand that supporting our employees extends beyond the workplace. We offer a robust benefits package designed to support employees at every life stage and career level. In response to evolving employee needs, we enhanced our benefits package in 2024 through several key initiatives that reflect our commitment to addressing workforce challenges.
Financial Support
- Absorbed medical premium increases to reduce the financial burden of inflation on employees
- Introduced the Greenlight debit card program to support financial literacy for employees’ children
- Enhanced diabetes and weight management programs within our medical benefits
In 2024, Carter’s was recognized by the Dave Thomas Foundation for Adoption (DTFA) as one of the nation’s top 5 adoption-friendly retailers, ranked No. 5, and a DTFA 2024 Adoption Advocate. The award recognizes organizations that offer financial reimbursement, paid leave or both, to make adoption and foster care supported options for every working parent.
For further information on Carter’s full suite of benefits, refer to the Disclosure Index.
401(k) Matching
Over 93% of eligible U.S. employees participate in our retirement plan, with automatic enrollment for new employees. For 2024, we provided a 100% match for up to 4% of eligible 401(k) compensation, totaling over $9M. Our company match has exceeded benchmark rates for 9 of the past 15 years.
Living Wage
We carefully track Living Wage22 benchmarks against current wages for our GOTS-certified distribution centers. While Living Wage targets continually evolve, we monitor and document our progress toward closing any gaps, such as through our merit increase program. This ensures we make informed decisions about wage adjustments that support our employees’ well-being.
22
Living Wage is defined as the income needed for basic needs and reasonable living.
Employee Testimonial
Lantern Cancer Care
A Carter’s employee, and single mother of two, was referred to Lantern, a specialty care platform, following her Stage 2 breast cancer diagnosis. Throughout early 2024, Lantern’s care team secured financial assistance to cover the employee’s essential needs, while her Oncology Nurse Navigator supported her through treatment and now provides continuous care coordination.
Pay Equity
We assess pay equity across our corporate workforce through regular evaluations, upholding equitable compensation across comparable roles regardless of race, gender, or age. Reviews occur during annual and midyear assessments, reorganizations, hiring, promotion cycles, and upon request.
employee safety
The safety and well-being of our employees is fundamental to our operations. Whether they work in our retail stores, distribution centers, or corporate offices, we prioritize a proactive approach to workplace safety. This approach operates on three guiding principles, with targeted programs that address the unique needs and risks of each workplace environment.
Prevention First
We emphasize injury prevention through ongoing safety training and communication. Our distribution centers conduct daily start-of-shift meetings focused on safety awareness and injury prevention techniques, addressing both acute and repetitive stress injuries. This consistent communication ensures safety remains a top priority in our daily operations.
Rapid Response and Support
When injuries occur, we provide comprehensive support to ensure employees receive proper care and can safely return to work. Our temporary light-duty program helps injured employees maintain employment while recovering, reinforcing our commitment to employee recovery. This approach has contributed to lower workers’ compensation costs.
Continuous Improvement
In 2024, we initiated a comprehensive review of our safety programs to identify opportunities for improvement.
Emergency Notification System
In 2024, we rolled out an emergency notification system that streamlined how we communicate during urgent situations. Whether there is inclement weather, an active threat, or a sudden disruption, this system delivers real-time alerts directly to employees via text, voicemail, and email.
Tier 1 and 2 Supplier Compliance Auditing
2022
2023
2024
Work-related injuries23
50
56
52
Days away, restricted, or transferred (DART) rate24
0.78
0.88
.85
Total recordable incident rate (TRIR)25
Not calculated
2.16
1.77
High-consequence work-related injuries26
0
0
0
Fatalities
0
0
0
23
Top types of work-related injuries: Slip or fall, strain by lifting, injury due to objects.
24
DART Rate = Number of OSHA recordable injuries and illnesses that resulted in days away, restrictions, or transfers × 200,000 / employee hours worked.
25
TRIR = (Number of recordable injuries and illnesses × 200,000) / employee hours worked.
26
Work-related injuries from which the worker cannot, does not, or is not expected to recover fully to pre-injury health status within 6 months.
