Companies AIG

AIG

New York

Total Offices: 32

49,681 Total Employees

Year Founded: 1919

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What's the Work-Life Balance Like at AIG?

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about AIG and has not been reviewed or approved by AIG.

What's the work-life balance like at AIG?

Strengths in flexibility, time off, and formal wellbeing supports are accompanied by variability in workload intensity, staffing coverage, and local culture. Together, these dynamics suggest work-life outcomes can be solid in well-supported teams but can deteriorate in volume-driven, client-facing, or restructuring-impacted groups where hours and stress rise.

Key Insight for Candidates

Real flexibility, fragile stability: AIG’s hybrid freedom and ample PTO are undercut by recurring layoffs that thin teams and normalize overtime, fueling a cautious, churn-prone culture. Candidates trade schedule control for heightened workload volatility and job-security risk.

Evidence in Action

Manager-Approved Hybrid Flexibility — Hybrid models (3 days WFH or up to 4 remote days weekly) with manager-approved adjustable hours are widely used. This enables schedule shifts for caregiving and commutes, improving daily balance when workloads are reasonable.
Mandatory Overtime Peaks — Mandatory overtime and weekend threats in claims and auditing drive 50–80 hour weeks during high-volume periods. Employees encounter burnout risk and lost personal time, making balance contingent on staffing, prioritization, and manager support.

Positive Themes About AIG

Remote or Hybrid Flexibility: Remote or Hybrid Flexibility: Hybrid flexibility is positioned as a common arrangement, with hybrid schedules and work-from-home options available in certain roles. Flexible work arrangements and manager discretion can provide weekly control over where work gets done.
Time Off Access: Time Off Access: Time off offerings are framed as generous, including up to several weeks of PTO depending on role and tenure. Paid time off for volunteering and leave options can create more room for recovery when team norms support taking it.
Wellbeing Programs: Wellbeing Programs: Wellbeing supports include physical and mental health benefits, an Employee Assistance Program (EAP), and wellness programming. Family-oriented supports like emergency child/elder care and parental leave can reduce non-work strain during demanding periods.

Considerations About AIG

Workload or Staffing: Workload or Staffing: Workload is described as uneven across functions, with some roles experiencing large volumes, limited backup coverage, and frequent weeks beyond standard hours. Restructuring and headcount reductions are portrayed as factors that can stretch remaining teams and intensify day-to-day load.
Remote or Hybrid Limitations: Remote or Hybrid Limitations: Hybrid expectations are described as potentially more in-office than a typical three-days-in norm, with some sources pointing to a four-days-in guideline and location-specific set days. New collaboration-focused hubs are positioned in ways that may reinforce more consistent on-site presence for certain teams.
Unsupportive Culture: Unsupportive Culture: Team environment is portrayed as variable, including accounts of toxic dynamics and lack of psychological safety in some areas. Perceived management ineffectiveness and shifting priorities can compound stress even when formal wellbeing benefits exist.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.