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      Gallagher

      Engaged Employer

      Gallagher reviews

      Disappointed - Anonymous employee Gallagher Employee Review

      2.0
      May 3, 2017
      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Worked tirelessly and sacrificed so much but with a smile on my face, my passion is insurance and all I wanted was for my team and office to succeed.

      Cons

      I feared going into the office some days. I was bullied and harassed by employees which made it very difficult for me to get my work done. And although I'm very team oriented, I kept to myself to avoid the constant conflict and unfair office politics that often arose. I've never felt so defeated in my entire insurance career.

      avatar
      Gallagher Response
      9y
      Thank you for sharing what you experienced. We are concerned by what you are reporting. Gallagher promotes a working environment free of harassing, abusive, disrespectful, disorderly, disruptive or other non-professional conduct that interferes with another’s work performance or that creates an intimidating, offensive, or hostile environment. We encourage you to report bullying behavior to the Ethics and Compliance Hotline, which provides the opportunity to remain anonymous, at (888) 878-6236.

      Explore other reviews about Gallagher

      5.0
      Apr 3, 2026
      Senior actuarial analyst
      Recommend
      CEO approval
      Business Outlook

      Pros

      The company has a positive and inclusive culture

      Cons

      There is a poor work life balance

      4.0
      Jun 8, 2026
      Broker placement specialist
      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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