Company does not care about employees - Anonymous employee Gallagher Employee Review

2.0
11 Mar 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Hybrid schedule with more days at home than not. Clients are interesting. If you like being busy, you will be happy. Overload is the norm.

Cons

Boston office is a dystopian, grey, dark, sterile location with no decoration or character. No privacy or places to focus because desks are all half-height. Extremely uncomfortable atmosphere which clients have commented upon when brought to the location. Half of the office - the side with any sunlight - is now forbidden because of an initiative for "collaboration." Everyone is now crammed on top of each other. I have noticed some employees are visibly distressed. Hotelling desk system is not respected by employees. No place to keep personal items - no lockers like NYC location. Unreliable equipment at desks. Mice and keyboards don't work, or don't exist. Must bring your own every day to ensure you have working equipment. Client service teams are not treated well at all. Producers are allowed to do anything to them and know it. Bad health insurance. expensive with poor coverage and invasive and humiliating biometric screening every year. Very few career paths.

Explore other reviews about Gallagher

5.0
22 May 2026
Recommend
CEO approval
Business outlook

Pros

Good people, opportunities to be challenged and learn

Cons

Complex industry with moving parts

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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