Great colleagues, unpleasant and disrespectful company to work for - IT Analyst CGI Employee Review

1.0
Dec 10, 2014
Recommend
CEO approval
Business Outlook

Pros

Great colleagues Decent sharesave scheme where employee contributes 2.5% and company matches it Reasonable focus on training/PDP

Cons

Absence policy is aggressive. On your first day off sick you are sent an email with a ‘return to work form’ including questions such as “Is absence outside of company sickness tolerance levels?”, “Has an Absence Performance Improvement Plan (PIP) been implemented?” and “Is disciplinary action required?”. No TLC whatsoever. Toxic behaviours which destroy trust with employees, e.g. withholding on call allowances payments > six months even though client has been billed. Sending fake phishing emails to "catch employees out". Constant agressive barrage of admin tasks to complete within tight timescales or your performance rating will be slashed even though you've done great in you "day job". CGI Intranet only functions from a company laptop, not via the Portal where most of the links are broken, most notably to their health and well being site "Oxygene".

Explore other reviews about CGI

5.0
May 27, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Good work environment Strong leadership

Cons

Room for growth can be limited unless you really seek it out.

1.0
Jun 16, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

no specific positives to highlight from my perspective

Cons

I worked at CGI in both India and the USA and observed similar workplace culture concerns across both locations. The only real difference was HR—India HR felt more supportive, while my experience with USA HR was disappointing. My employment ended shortly after maternity leave due to an alleged “lack of projects,” which I experienced as a layoff. I also observed what appeared to be misuse of position by some leaders, including blurred professional boundaries, preferential treatment, and expectations that went beyond normal workplace roles—at times resembling personal-assistant-style demands rather than professional conduct. Surprisingly, I also noticed inconsistent “policies” applied differently to different individuals. In some cases, it felt like the rules changed depending on who you were. When leadership became aware that someone was related to another employee in the organization, it sometimes felt like that person was singled out or targeted rather than treated objectively. Overall, these practices—whether through inconsistent treatment, perceived power misuse, or favoritism—undermine trust, damage workplace culture, and raise serious concerns about fairness and professionalism.

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