What's the Company Culture Like at UL Solutions?

Teams at UL Solutions collaborate through cross-functional work, shared goals, open communication and global knowledge sharing. Employees describe a culture where people readily exchange expertise, involve colleagues across functions and regions, and work together to solve customer and technical challenges.

• Cross-functional teamwork keeps work moving: UL Solutions teams collaborate across engineering, digital, IT, HR, operations, sales and other functions, with shared goals and regular communication helping employees stay aligned. A senior talent acquisition adviser said regional and cross-functional teamwork supports “alignment, transparency and shared accountability,” while a senior director described innovation as relying on networks across digital, IT and functional teams.
• Global expertise strengthens problem-solving: Employees regularly work with colleagues in different offices, countries and markets to access specialized knowledge and respond to complex customer needs. A project engineer in Japan said relationships with global colleagues who had deep oil and gas expertise were essential to his growth and helped him build stronger local market capabilities.
• Employees are expected to help beyond narrow job boundaries: Collaboration at UL Solutions is reinforced by a practical ownership mindset. An engineering manager said, “No one ever says, ‘That’s not my job.’ We work together to get the job done,” reflecting a culture where teams share responsibility for solving problems and delivering results.
• Communication and feedback are built into the operating model: Company-wide town halls, local meetings, regular manager check-ins and employee feedback channels give teams multiple ways to stay connected and raise issues. UL Solutions also uses shared Ways of Working, including connectivity, customer centricity, decisiveness and accountability, to create common expectations across functions.
• External signals:
  • Supportive teams: Employees highlight knowledgeable, collaborative coworkers who are willing to help one another succeed. (Glassdoor)
  • Aligned teamwork: Employees describe teams as collaborative, supportive and open to new challenges, with aligned goals and a strong willingness to share knowledge. (Comparably)
  • Open communication: External reviews cite open communication, engaged peers and shared problem-solving as strengths of the work environment. (Comparably)

Bottom line: Collaboration at UL Solutions is built around shared ownership, cross-functional communication and access to global expertise, helping teams solve complex problems without operating in silos.

UL Solutions recognizes employee work through formal awards, company-wide incentive programs, manager acknowledgment and public celebration of meaningful contributions. Recognition is tied both to performance and to the company’s values, giving employees multiple ways to see their work noticed across teams and the broader organization.

• Recognition happens at both company and team levels: UL Solutions uses all-hands celebrations, annual awards tied to company values and performance and departmental recognition practices to highlight employee contributions. Managers also recognize employees in team meetings and town halls, making recognition part of regular communication rather than only an annual event.
• Employees are recognized for different kinds of impact: Recognition can reflect work anniversaries, learning and development achievements, scientific contributions and participation in projects that advance business goals. This broad approach allows technical, operational and developmental contributions to be acknowledged alongside traditional performance results.
• High-impact work can receive visible leadership recognition: An engineer project associate described an assignment that became the first baseline project for a new standard. The employee gained recognition across the company. Her manager and senior leaders highlighted the work at events, and the project was later featured on a town hall slide as an important success for the Engineered Materials business.
• Recognition can include financial rewards: All employees participate in UL Solutions’ company incentive bonus program. The Total Rewards framework also connects performance with recognition and reward as part of the broader employee experience.
• External signals:
  • Recognition and appreciation: Employees highlight accomplishment, supportive managers and seeing major work completed as positive parts of the employee experience. (Comparably)
  • Positive team environment: Recent employees describe supportive immediate teams, collaborative colleagues and managers who help employees succeed. (Glassdoor)
  • Culture and satisfaction: UL Solutions earns a B+ rating for employee happiness and ranks in the top 20% among similarly sized companies, while 82% of employees describe the work environment as positive. (Comparably)

Bottom line: UL Solutions recognizes employee work through a mix of formal awards, financial incentives, manager acknowledgment and visible celebration of project impact, helping employees see how their contributions connect to team success and company goals.

Employees at UL Solutions have access to two days volunteering time off and are actively encouraged to use these to support meaningful causes in their local area. Several individual teams also carry out an annual Global Day of Service in which an entire department all across the world volunteer their time for local causes.  UL Solutions partners with Ronald McDonald House Global Charities, Habitat for Humanity, the Red Cross, and many Chicago-based business and charitable groups, as that is where the company headquarters is located.