Aon
What's It Like to Work at Aon in London?
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 it like to work at Aon?
Strengths in hybrid flexibility, collaborative teaming, and structured learning are accompanied by slower processes, integration churn, and deadline‑driven workload spikes. Together, these dynamics suggest the London office offers stability and development within a client‑first environment that can periodically test speed and capacity.
Key Insight for Candidates
Defining pattern: Smart Working—hybrid flexibility is truly embedded, with office spaces and workflows built for hybrid collaboration. In London, that means real flexibility alongside consistent in‑person collaboration rhythms, which strengthens cross‑team coordination and client responsiveness in a large, regulated environment.Evidence in Action
- Hybrid Smart Working — Aon’s Smart Working model formalizes flexible workstyles and hybrid collaboration across teams. In London, colleagues balance in‑office and remote time around client and team needs, maintaining collaboration without losing flexibility.
- Two Global Wellbeing Days — Aon provides two Global Wellbeing Days annually to encourage employees to focus on themselves. London teams gain predictable recovery space and a shared norm that well‑being is part of workload planning.
Positive Themes About Aon
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Learning & Development: London teams benefit from a large platform for rotations, credentials, and internal mobility across risk, benefits, retirement, and analytics. Feedback suggests formal training and study support are common, enabling strong on‑the‑job learning.
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Work-Life Balance: In London, Smart Working enables hybrid flexibility and in‑person collaboration when useful. Feedback suggests many groups operate with a hybrid rhythm day‑to‑day.
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Team Support: Colleagues in London are often seen as collaborative under a one‑firm mindset, with cross‑team partnering and access to global expertise. Feedback suggests supportive peers and approachable leaders help with execution and problem‑solving.
Considerations About Aon
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Change Fatigue: London teams can face friction from legacy tools and ongoing integration efforts that introduce new processes and platforms. Feedback suggests these initiatives take time to land and add noise to delivery.
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Weak Management: Experience varies by team in a large, matrixed structure, with mixed middle‑management quality and governance that can slow decisions. Feedback suggests leadership consistency is uneven across groups.
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Workload & Burnout: Client cycles bring periodic long hours around renewals and proposals, with quick‑turn expectations. Feedback suggests service intensity can spike seasonally.
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