Absolutely awful - CSA - Customer Service Associate Gallagher Employee Review

1.0
1 Apr 2021
Recommend
CEO approval
Business outlook

Pros

Good coworkers Nice office equipment like printers and computers

Cons

Management is corrupt Work you to the bone Do not value employees or their families Some management have called me retarded for having dyslexia The mental games of abuse and harassment will haunt you for years (not an exaggeration)

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Gallagher Response
5y
We are quite concerned by what you are reporting and have followed up with leadership. The behaviors that you have reported are against Gallagher’s values and policies and we don’t condone them in any way. 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 want anyone who feels they are experiencing such behavior to reach out to a divisional or regional Human Resources Manager or Director; the Corporate Human Resources Department; or to the Ethics and Compliance Hotline, which provides the opportunity to remain anonymous, at (888) 878-6236. Gallagher strictly prohibits acts of retaliation against any person for reporting an issue in good faith or for cooperating in an investigation.

Explore other reviews about Gallagher

5.0
18 June 2026
Recommend
CEO approval
Business outlook

Pros

Flexible, Great Team, Mentorship, Opportunity to Grow and Gain Insurance Knowledge

Cons

I have enjoyed my time here

4.0
8 June 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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