bp is a global energy company operating across oil and gas, low-carbon energy, and renewables, with headquarters in London, United Kingdom. The company’s core services include exploration and production, refining, petrochemicals, electric vehicle cha...
People I spoke with who are working at bp often describe it as a place with smart, committed colleagues and pragmatic goals. You will hear comments like, “The projects are meaningful and the tech is modern,” or “There is a strong focus on safety and compliance — you will learn a lot.” Some junior staff say they feel supported and mentored, while a few mid-career professionals mention occasional bureaucracy. Overall, working at bp feels like joining a company that is trying to balance energy transition with operational excellence.
The company culture at bp mixes corporate rigor with pockets of entrepreneurial energy. Teams focused on low-carbon initiatives tend to be fast-moving and mission-driven, whereas some legacy functions can be more process-oriented. Diversity and inclusion are talked about openly, and there are employee networks to support underrepresented groups. If you care about sustainability and innovation, the company culture at bp will likely feel aligned with your values, although you should be prepared for periodic internal change as the business evolves.
People often say the work-life balance at bp is reasonable, especially in roles that are desk-based or in corporate hubs. You will find flexibility in many teams — hybrid schedules and time-off policies are common. However, there are peak periods (project deadlines, operations incidents) where hours can stretch. On the whole, work-life balance at bp is good compared with industry peers, but it varies a lot by function and location.
Job security at bp is influenced by commodity cycles and strategic shifts. There will be times when the business is growing and hiring aggressively, and other times when restructuring or cost-saving programs will occur. Employees in critical operations roles tend to be more insulated, while some corporate roles may see higher turnover during reorganizations. Overall, there is stability for those in core or high-demand skill sets, but there is no absolute guarantee against change.
Leadership at bp emphasizes long-term strategy and risk management. Senior leaders are generally visible and communicate strategy through town halls and updates. There will be leaders who are deeply committed to the energy transition and others who focus on operational discipline. Management quality can vary by team; strong managers provide good direction and sponsor development, while weaker ones can be bogged down by reporting and bureaucracy.
Managers at bp are typically experienced and technically competent. They are expected to set priorities clearly and foster safe working environments. Many managers invest time in coaching and career conversations, but some are constrained by competing demands and metrics. If you are joining, try to meet your prospective manager and ask about their approach to feedback and growth before accepting a role.
Learning and development are taken seriously. There are formal training programs, e-learning platforms, and funding for external courses and certifications. Technical upskilling is supported, as are leadership programs for mid and senior-level employees. Mentorship schemes and rotational opportunities exist, making it easier to build cross-functional experience if you proactively pursue them.
Opportunities for promotions exist, particularly for high performers and those who take on visible projects. Career progression can be faster in newer business areas like renewables. In some legacy segments, promotions are steadier and tied to established career ladders. Overall, if you are ambitious and demonstrate impact, there will be paths to advancement.
Salary ranges at bp vary significantly by geography, role, and experience. Entry-level corporate roles typically start in the lower-to-mid market range, mid-level technical or commercial roles are competitively paid, and senior technical or commercial roles command market-leading packages. Compensation will depend on location, function, and market conditions. Total pay tends to be competitive with major energy firms.
Bonuses and incentives are a meaningful part of compensation. There will be annual performance bonuses, long-term incentive plans (including share awards), and spot recognition for outstanding contributions. The size of bonuses varies with individual performance and company results. Executives and senior staff will see a larger proportion of variable pay tied to long-term performance.
Health and insurance benefits are comprehensive in most regions. Standard offerings include medical, dental, and vision coverage, along with life insurance and disability plans. There will often be employee assistance programs and resources for mental health. In many locations, pension or retirement plans are competitive and sometimes generous relative to local norms.
Employee engagement initiatives are active, with regular town halls, team offsites, and community volunteering. Networks and affinity groups host events that foster connection and inclusion. There are also innovation challenges and hackathons in technical areas. These events help people feel involved beyond day-to-day work.
Remote work support is generally solid. Hybrid working arrangements are common, and teams have the tools and platforms needed for collaboration. The company provides equipment and IT support for home offices in many locations. Remote work policies will vary by country and by role, particularly for field and operations roles where on-site presence is required.
Average working hours are around 40 per week for many corporate roles, with some variance. Peak workloads during project launches, operations incidents, or business cycles can push hours higher. Field and operational roles often follow shift patterns that can differ from standard office hours.
Attrition and layoffs have occurred periodically, often tied to commodity prices or strategic reorganizations. The industry is cyclical, and the company has undertaken restructuring at times to align with new objectives. That said, many people have long tenures and there are roles that provide steady, long-term employment.
Overall, this is a company that offers meaningful work, competitive rewards, and solid development opportunities. There will be variability by team and location, and job security can be influenced by wider market cycles. For candidates seeking to work in energy with exposure to transition initiatives and operational depth, this is a strong option. On a balanced scale, the company rate is 4 out of 5 — a reliable employer with room for improvement in consistency across teams.
Read authentic experiences from current and former employees at bp
Strong focus on innovation, access to academic collaborations and good lab resources.
Funding cycles and internal bureaucracy can slow projects down.
Good benefits and supportive peers.
Promotion path unclear; decisions are sometimes slow and layered.
Interesting projects, flexible hours, good analytics tools.
Matrix organisation can be confusing; promotions take time.
Good visibility into global operations. Colleagues are helpful.
Contract role with limited benefits and low job security.
Hands-on work and great team camaraderie.
Long shifts and occasional overtime; safety paperwork is heavy.
Strong safety culture, excellent training and equipment.
Some bureaucracy; decision-making can be slow at HQ.
