What's the Company Culture Like at RELX?

Key Insight for Candidates

• Collaborative & Supportive Culture: Coworkers are consistently described as high quality, collaborative, and helpful, with an overall sense of teamwork and effective meetings. Onboarding support is portrayed as strong, including direct managers being helpful in the early months.
• People-First Culture: Employee well-being is treated as a priority through flexible work arrangements, mental health support, generous leave policies, and education reimbursement. A culture of belonging is reinforced through active Employee Resource Groups and volunteering opportunities.
• Transparency & Integrity: Integrity and ethical standards are positioned as embedded in day-to-day operations through a Code of Ethics and Business Conduct. Compliance expectations and responsible governance are presented as part of how decisions are made across the organization.

• Inauthentic or Inconsistent Values: Support for raising ethical concerns is described as uneven, with instances where insufficient backing is felt when issues are escalated. A gap is implied between stated commitments and lived experience in certain pockets.
• Change Fatigue & Ineffective Decision-Making: Organizational changes are associated with unclear direction and stress for some roles and teams. Matrix complexity and governance-heavy processes are depicted as slowing decisions and adding coordination overhead.
• Low Morale & Disengagement: Feeling undervalued is tied to recurring concerns about compensation competitiveness and limited advancement, which can erode engagement despite otherwise positive cultural signals. Stagnation is noted in flatter structures where progression is perceived as constrained.