Under resourced - werkgeversreview Claims Adjuster bij Gallagher

1,0
19 mrt 2013
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Mostly good people and good working environement. Nice ofices in London.

Minpunten

Worked in the claims department of London office dealing with liability claims. Adjusters caseloads are far too high, sometimes double that of Insurance companies claims departments. Expect 400 to 500 claims against around 200-250 in some good Insurers. GB business model is to maximise number of claims as they are a TPA. Problem is that this model means limited time per claim which means their adjusters dont often save claimant costs as they should. If adjusters workloads were lower then, with greater time and resource, it is a no brainer that savings would naturally be made. Most people want to develop their career but if they are unable to through the workload then there is no reason to stay. I used to spend most of my time on the phone and never was able to easilly work off all post. High staff turnover because of caseloads and they dont seem to attract expereinced people. When I left I communicated with some of them but I would never got expedient replies. I wonder why?

Ontdek andere reviews over Gallagher

5,0
18 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Flexible, Great Team, Mentorship, Opportunity to Grow and Gain Insurance Knowledge

Minpunten

I have enjoyed my time here

4,0
8 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Great work-life balance as a remote employee. Management is approachable and genuinely willing to help when it comes to workload — you never feel like you're on your own.

Minpunten

Mentorship is largely self-driven. if you don't seek it out yourself, it won't come to you. Systems and internal processes can be slow and tedious, which adds friction to an already fast-paced workload. Compensation does not reflect the complexity or volume of work expected. High performers who are ready for the next step would benefit from clearer, more proactive promotion paths. When that structure is missing, talented people disengage quietly long before they ever leave.

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