Used to be a nice place to work, not anymore - Anonymous employee Sanofi Employee Review

2.0
Nov 16, 2011
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Salary/benefits are competitive in the industry. Company provides a good tuition reimbursment program and time off benefits and flexible work schedule was a nice plus.

Cons

Sanofi used to be a nice place to work. The company was never the highest paying pharma co., but focused on providing a strong benefits package and backed it up with a culture that was employee centric-people were treated like individuals, not interchangable parts. That has changed since 2009 and "Transformation" began. Senior leadership has no idea what direction they are going in. If they do, they are incapable or unwilling to provide that message to its employees. The company has dismantled many of the pros that encouraged people to stay despite the lower salaries. Company loyalty towards employees is not longer considered an important aspect of the culture, yet the company still wants unquestioned loyalty from its employees.

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5.0
Jun 24, 2026
Recommend
CEO approval
Business Outlook

Pros

work life balance, benefits, flexibility

Cons

less competitive salary, less promotion

3.0
Jul 1, 2026
Recommend
CEO approval
Business Outlook

Pros

Extensive and active employee resource groups, strong leadership development opportunities, clear company mission, gig opportunities that support career development, strong employee support through the ombuds office and compliance help line, and stable company portfolio.

Cons

No work-life balance considerations with hybrid work model, contradictions in company mission compared to policies (i.e., target to reduce carbon emissions with employee commuting to office as one of the top 5 causes but yet still requiring employees to commute to office 3 days a week), some office sites are not conducive to in office productivity (not enough privacy or space), compensation package is not competitive for MA pharmaceutical companies, long-term incentives have almost no value once they are vested, health care benefits require employees to jump through hoops to maximize discounts or qualify for coverage of certain medications, and accountability for department leadership to follow the corporate leadership pillars is inconsistent across departments.

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