Company is getting worse over the years. - Anonymous employee Gallagher Employee Review

1.0
13 Jan 2016
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Any pros for working at AJG have long since gone out of the window. AJG used to be a great place to work for, but it's gone downhill as the company has grown bigger and expanded quite rapidly, along with many changes that have occurred over the years, some of these changes have been good, but unfortunately many of these changes have not been good!!! AJG prides itself on its "family" values, that feeling has long since gone which is a shame as we used to be a warm, close company. Now it is very much them and us, by that I mean AJG and Heath Lambert - a big divide!!

Cons

No pay rises and if you do get something, it's absolute rubbish and just absorbed when you pay your tax and NI!! No bonuses either!! No thank you for your hard work!! Massive workload which you're expected to get done. You're expected to work all hours of the day for nothing. You have to pay for your own department Christmas do!! No company Christmas party for some years which is mean and just plain downright tight fisted! The good hard workers are often overlooked for the workers who are just downright rubbish at their jobs. There have been quite a few devious tactics employed over the years in which the company have got rid of people they don't want working for them anymore, which is shocking and unethical!!

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5.0
18 Jun 2026
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CEO approval
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Pros

Flexible, Great Team, Mentorship, Opportunity to Grow and Gain Insurance Knowledge

Cons

I have enjoyed my time here

4.0
8 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Great work-life balance as a remote employee. Management is approachable and genuinely willing to help when it comes to workload — you never feel like you're on your own.

Cons

Mentorship is largely self-driven. if you don't seek it out yourself, it won't come to you. Systems and internal processes can be slow and tedious, which adds friction to an already fast-paced workload. Compensation does not reflect the complexity or volume of work expected. High performers who are ready for the next step would benefit from clearer, more proactive promotion paths. When that structure is missing, talented people disengage quietly long before they ever leave.

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