LEGO has shifted from being a people-first company to one where poor leadership, unchecked harassment, and burnout have become alarmingly common. Internal mobility is almost non-existent, with leadership consistently prioritizing external hires over long-standing employees. Promises of work-life balance — often used to attract talent from abroad — are misleading. In reality, long hours and relentless pressure are the norm, even though the company is performing extremely well financially.
Harassment issues are widespread, ranging from mistreatment by managers to serious allegations that go uninvestigated. Certain departments face constant stress-related absences, while others suffer extreme turnover due to toxic leadership and a move away from the company culture many once valued. Career growth is stifled to the point where roles feel like dead ends. Many employees remain in the same position for years with no advancement opportunities.
To make matters worse, the company’s internal surveys — which are supposed to measure motivation and satisfaction — are fundamentally flawed. The results are tied to bonuses, so employees inflate their scores to protect their paychecks. It’s such a glaring and absurd design flaw that it’s hard to understand how People Leadership has allowed it to continue.
The company also takes advantage of its location’s global appeal, recruiting international employees into lower-level or lower-paid roles, often freezing their career progression entirely. The reality is a far cry from the image portrayed publicly. Some staff still buy into the “best place to work” narrative — usually those content to stay in the same role indefinitely — but for anyone seeking growth, respect, or a healthy environment, this is no longer that company.
