Aon

London

Total Offices: 36

61,599 Total Employees

View Website

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

Updated on September 08, 2026

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

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

Strengths in flexibility, time off access, and wellbeing initiatives are accompanied by challenges from heavy workloads, resourcing gaps, and after-hours expectations in some roles. Together, these dynamics suggest a workplace where balance is achievable but highly dependent on team context, staffing, and seasonal intensity.

Key Insight for Candidates

Aon’s biggest WLB tradeoff: strong flexible-work and wellbeing policies versus persistent coverage gaps. Employees report surging workloads after staff reductions and stressful PTO due to limited backfill, sometimes working during vacations. This gap determines whether flexibility feels real or performative.

Evidence in Action

Smart Working Flexibility — The Smart Working model provides flexible hours, hybrid/remote choices, and up to 20 days of remote work abroad, with options like compressed weeks, job‑sharing, and part‑time. Employees can shape schedules around peaks, reduce commute load, and protect personal time while still meeting client demands.
Global Wellbeing Days — Two Global Wellbeing Days each year provide dedicated company-wide time off, complemented by recovery time and wellbeing resources. These pauses normalize rest, reduce burnout risk during peak seasons, and signal leadership support for taking time off.

Positive Themes About Aon

Remote or Hybrid Flexibility: Teams leverage hybrid and remote options under the Smart Working model, providing location flexibility that supports day-to-day balance. Time and place flexibility is commonly available so long as deliverables are met.
Time Off Access: Employees are able to take needed time off, supported by flexible PTO and understanding supervisors. Personal time is generally accessible outside peak cycles.
Wellbeing Programs: Company initiatives such as Global Wellbeing Days and an agile environment encourage personal time and wellbeing focus. These resources are intended to reinforce healthy boundaries and recovery.

Considerations About Aon

Workload or Staffing: Workload can become unreasonable or extremely heavy, with some roles absorbing multiple people’s responsibilities. High-intensity periods create stress and can strain balance.
Turnover & Resourcing: Job reductions without corresponding workload decreases and limited coverage during absences shift extra responsibilities to remaining teams. These resourcing gaps contribute to burnout and reduce time for recovery.
Always-On Culture: Certain positions face expectations of late evenings, weekend hours, or being effectively on call. Such after-hours demands blur boundaries and undermine balance.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

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.