A façade of awards hiding systemic exploitation - REGULATORS, take note - Anonymous employee Experian Employee Review

Deceptive hiring: Roles advertised as “permanent” even when management knows they’ll be cut. That’s not restructuring; that’s misleading recruitment and fraud. Zero stability: Jobs can disappear within weeks; careers and finances destroyed overnight. Compensation insult: Severance and pay are below industry norms, especially damaging for employees with immigration or relocation needs. They have made policies to exploit employees. Family myth: The heavily marketed “family culture” evaporates the moment help is needed. Bias tolerated: Reports of bullying, racism, and misconduct are brushed aside. Colleagues are warned that speaking up could “risk their job.” Policy as scripture: Every piece of feedback is met with policies quoted as if they are the rule of law. Humanity and discretion are absent. Mental health deflection: Redundancy stress is reframed as a “personal wellbeing issue.” Instead of fixing systemic harm, employees are told to see counsellors - as though they are the problem. Survey theatre: Staff pressured to complete “Great Place to Work” (GPTW) surveys and then treat a survey as feedback. Criticism is rebadged as “feedback,” managers demand employees propose fixes, and then ignore them. Skewed results: GPTW Scores are inflated by graduate hires whose enthusiasm drowns out incumbent employees. This props up employer branding while silencing real voices. Communication failures: Organisational changes are discovered informally, not communicated openly. Basic respect for staff is missing. Human cost ignored: Families separated, employees financially stranded, and loyal careers discarded - all while managers parade awards and glossy PR campaigns. I’ve noticed that the company often responds to reviews on Glassdoor with generic statements about Employee Relations engagement, mental health support, and career development. In my experience, none of these were visible when redundancies were happening: there was no direct ER engagement, “wellbeing” initiatives were mentioned instead of addressing systemic issues, and while development pathways were talked about, no time was actually made available to pursue them. Feedback wasn’t acted on; those who spoke up often moved on.