EY Employees Reviews, Feedback, Testimonials

Employee Testimonials

"I joined as a consultant and the first few months were a whirlwind — in a good way. You will get steep learning curves, supportive teammates, and plenty of client exposure. My project teams have been collaborative and energetic; you will find people who will stay late to help you finish an important deliverable. There are moments you will feel stretched, but you will also feel proud of the outcomes.

Another colleague said they stayed because of the mentorship. They felt seen and guided through performance reviews and enjoyed the chance to rotate between different service lines. If you like variety and fast-paced problem solving, working at EY will give you that boost. On the other hand, some people mentioned the busy seasons can be intense and that you will need to manage expectations."

Company Culture

The company culture at EY blends high professionalism with a surprisingly human touch. Teams tend to be mission-driven and focused on client outcomes, but there is also attention to inclusion and diversity initiatives. You will find formal processes alongside informal networks: affinity groups, mentorship circles, and cross-border collaborations. For many, the strongest part of the company culture at EY is the sense that continuous improvement and learning are rewarded. There is an emphasis on ethics and client service, and that shapes day-to-day behavior. For job seekers, company culture at EY often translates into plenty of networking opportunities and visible career paths.

Work-Life Balance

Work-life balance at EY varies widely by role and region. You will see better balance in advisory roles and some technology functions, while client-facing assurance and tax seasons can be demanding. Many employees say the firm tries to offer flexibility — remote days, time-off policies, and formal "use it" encouragement — but there will be peaks where personal plans may need to be shifted. If you are joining for the experience and learning, be prepared to trade some evenings and weekends during busy periods. That said, colleagues often form strong support systems to help each other maintain balance.

Job Security

Job security at the firm is generally strong for those who perform consistently and align with client needs. There are clear performance criteria and structured review cycles. There will be periodic restructurings and business shifts as market demands change, but core businesses remain resilient. Employees who maintain billable utilization and continue to develop relevant skills tend to experience stable tenure.

Leadership and Management

Senior leadership provides a visible strategic direction and frequently communicates priorities across regions. Management tends to be results-oriented and puts emphasis on client delivery. There will be variability in managerial quality across teams; some leaders are hands-on mentors while others focus on outcomes. There are formal leadership development programs to prepare managers for bigger roles. Overall, leadership is competent, but execution depends on local office dynamics.

Manager Reviews

Managers are typically well-versed in technical aspects and are accountable for team performance. Many report that managers are supportive with career conversations and feedback. There are cases where managers can be task-focused and less available for coaching, particularly during high-demand projects. The best managers are those who balance client commitments with team development, actively sponsor promising talent, and communicate transparently about expectations.

Learning & Development

Learning and development is a strong pillar. There are extensive formal training programs, certifications, and online learning platforms. New hires will have onboarding tracks and access to specialized courses in advisory, tax, audit, and technology. The firm encourages continuous learning with subsidized certifications and rotational opportunities. Employees who take initiative with these resources will find rapid skill growth and greater career mobility.

Opportunities for Promotions

Promotion pathways are structured and generally transparent. There are defined levels, competency models, and scheduled promotion cycles. Advancement will depend on performance, client impact, and networking within the firm. It will often require meeting billable targets and demonstrating leadership capabilities. Ambitious professionals who seek out stretch assignments and visible client work will enhance their promotion prospects.

Salary Ranges

Compensation is competitive within the professional services market. Entry-level salaries are attractive for recent graduates and interns, with clear increase trajectories as one progresses. Mid-level and senior roles include market-aligned base pay. Salary adjustments are tied to performance reviews, market benchmarking, and sometimes geographic location. Candidates should research local salary bands, as ranges vary by country and service line.

Bonuses & Incentives

Bonus structures exist and are tied to individual performance, team outcomes, and firm profitability. Bonuses may be discretionary or formula-based depending on role and level. High performers will see meaningful variable pay, while more junior staff may receive smaller incentives. Incentives are intended to recognize client impact, leadership, and billable success.

Health and Insurance Benefits

Health and insurance benefits are comprehensive. Standard packages include medical, dental, and vision coverage, along with life and disability insurance. Many offices offer wellness programs, mental health support, and employee assistance services. Benefit details depend on country-specific regulations, but the overall offering is robust and designed to support employee well-being.

Employee Engagement and Events

Employee engagement is active, with regular town halls, team-building events, and social responsibility initiatives. There are affinity groups and volunteer programs that create a sense of community. Firm-wide events promote networking and recognition. Engagement is higher in teams that invest in informal bonding and cross-functional activities.

Remote Work Support

Remote work support includes technology tools, flexible arrangements, and clear remote policies. Teams tend to adopt hybrid models, allowing a mix of office and home days. The firm provides laptops, collaboration software, and IT support to enable remote productivity. Remote work acceptance varies by client requirements and specific engagements.

Average Working Hours

Average working hours depend on role and season. Typical weeks may range from 40 to 50 hours, with spikes beyond that during client deadlines and busy seasons. There will be periods of intense workload where extended hours are common, but there are also times with more predictable schedules.

Attrition Rate & Layoff History

Attrition rates reflect industry norms; the firm experiences regular turnover as professionals move between firms or pursue other opportunities. There have been occasional rounds of restructuring in response to market conditions, but large-scale layoffs are infrequent. The firm tends to redeploy talent across service lines where possible.

Overall Company Rating

Overall, the firm scores highly for career development, learning, and professional exposure. It will suit those seeking rigorous training, diverse client work, and clear advancement paths. There will be demands in terms of time and client pressure, but those who thrive in fast-paced, client-centric environments will find it rewarding.