CGI: Fairly decent place to work - Programmer/Analyst CGI Employee Review

3.0
Nov 9, 2008
Recommend
CEO approval
Business Outlook

Pros

They have a pretty good vacation structure. I get around 3 or 4 week vacation this year. That's kind of nice. You can get a consultant position where travel is available, but if you tire of it you can get a more home-based position. I've also been able to work from home quite a lot while I've been there. The pay is OK for my position, in this city. There is a good dental/vision/drug benefit package. CGI and the employees do a lot of charity work. It's nice to work for a company with a conscience. Altogether, they seem to be OK.

Cons

I'm supposed to have a $1000 annual training allowance, but I've never seen any of that money. I usually spend several hundred dollars a year of my own cash to buy books to keep up with what is going on in my field. CGI won't reimburse me for anything except fees for certification exams. The problem is that the exams only have partly to do with my job, so I have to buy books which I need to do my job. Also, there's no profit sharing. They say there is, but I've never met another CGI employee who received profit sharing.

Explore other reviews about CGI

5.0
Jun 18, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Work life balance, growth, quality

Cons

Less pay compared to market

1.0
Jun 16, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

no specific positives to highlight from my perspective

Cons

I worked at CGI in both India and the USA and observed similar workplace culture concerns across both locations. The only real difference was HR—India HR felt more supportive, while my experience with USA HR was disappointing. My employment ended shortly after maternity leave due to an alleged “lack of projects,” which I experienced as a layoff. I also observed what appeared to be misuse of position by some leaders, including blurred professional boundaries, preferential treatment, and expectations that went beyond normal workplace roles—at times resembling personal-assistant-style demands rather than professional conduct. Surprisingly, I also noticed inconsistent “policies” applied differently to different individuals. In some cases, it felt like the rules changed depending on who you were. When leadership became aware that someone was related to another employee in the organization, it sometimes felt like that person was singled out or targeted rather than treated objectively. Overall, these practices—whether through inconsistent treatment, perceived power misuse, or favoritism—undermine trust, damage workplace culture, and raise serious concerns about fairness and professionalism.

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