Horrible - Department Manager H&M Employee Review

1.0
12 Aug 2017
Recommend
CEO approval
Business outlook

Pros

The staff in stores are great. The live the company values and work really hard. However it only goes as far as the stores. As soon as you get to the area team it's just a clique of bullies that have no idea what's going on.

Cons

I have worked for this company for over two years. Despite the sales advisors wage increases to national living wage as management Not once have we been able to negotiate our salarys or have a pay rise. Not even inline with inflation. There are sales advisor responsible that make more money than managers. We don't get paid over time yet are still expected to work over our contracted hours. The area team treat the management instore like criminals and are constantly using feedback as a beating stick to bully and attack anyone who doesn't agree with them or challenges them And when you do do something right it's usually not even acknowledged. They think they can do as they please and blatantly favourtise and discriminate against stores and staff in those stores. the area team do not in anyway behave in a professional manner or act inline with the company polices or with any form of integrity.

Explore other reviews about H&M

5.0
30 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Very exprienced & skilled person

Cons

Highly recommended and skillful person to trust

2.0
30 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Job had potential growth when company was in a healthy state, ability to move into different career paths internally, pay is competitive, discounts on clothes a plus

Cons

Company lacks ability to adapt and evolve with market which has resulted in poor sales, mass layoffs, constant restructuring of positions, putting people in positions with limitedexperience and setting them up for failure consistently, poor leadership, lack of accountability and ownership, bonus structure poor, work life balance non existent if you are in an operations role.

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