EY - Flexible working

Flexible working

We aspire to be the leading professional services firm for both informal and formal flexible working arrangements that benefit our people, our clients and the communities we work within. Find out more

EY - Flexible working culture

Flexible working culture

We’re a Top 10 Employer for Working Families, recognising our approach to flexible working.

EY - Challenging the stigma of mental health

Challenging the stigma of mental health

Recognised for helping to improve mental health awareness in the workplace. Find out more.


Life at EY

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What does working at EY feel like?

Talk to anyone at EY and they’ll tell you what a rewarding place it is to work. We attract individuals from different backgrounds and cultures who — like you — bring a unique point of view and unique business skills. You’ll work with great people and will be exposed to a range of alternative perspectives. building lifelong relationships and networks. You’ll also play an important part in fostering sustainable growth – helping to create the fundamentals that are vital to economic health right around the world.

Everyone's opinion is valued. After all, diversity of thought and ideas enables us to provide better services to our clients. In return for your input and ideas, we're committed to giving you the experiences you need to progress and develop as well as the learning and coaching to help you to excel.

For us, it's vital you share our goals — so we can work together to achieve success.

Global mindset


You'll find that EY is a place where respect, integrity and teamwork define the way we work.



At EY, you'll be given the experiences, training and coaching you need to achieve your goals.


People talking around a table

By being a part of EY you'll feel the impact we have on businesses and communities.



There is a wide range of opportunities for you to increase your sense of belonging at EY.

Rewards and benefits


We recognise and reward your performance, motivating you to contribute to our success and helping you achieve your potential.


Diverse viewpoints produce better answers. That’s why we embrace the increased diversity that is such a feature of the modern workforce. And as our clients become more global and expand into new markets, they expect us to be as equally diverse.

We have a strong commitment to bringing together the right teams for our clients from across our global organisation. These teams match our clients’ needs in terms of knowledge, skills and cultural background.

Diverse teams are also proven to stimulate innovation and new ways of problem solving. But they need an inclusive culture to help them function at their best.

Inclusiveness is all about making the diverse mix work. It’s about equity and opportunity – making sure that differences are celebrated so that talented people from any background can rise to the top, and ensuring that opportunities to develop and advance are available for all from day one.

Making sure that all our people’s voices are heard and valued not only helps attract and retain the best people, but also it helps get better answers for our clients.

Visit our new diversity & inclusiveness microsite to see how we build a more inclusive culture for our people: www.ey.com/differencesmatter

The future is flexible

We aspire to be the leading professional services firm for both informal and formal flexible working arrangements that benefit our people, our clients and the communities we work within. Find out more about the world of flexible working here.

Women at EY

The World Economic Forum estimates it will be 80 years before women achieve gender parity. Learn about what EY is doing to accelerate progress here.

Inclusive leadership

We want to ensure that everyone can truly be themselves and feel included at work, regardless of their race, gender or background. Our award winning Inclusive Leadership Programme helps build high performing teams to deliver exceptions client service.

Awards and recognition

We benchmark ourselves regularly against other organisations and are proud of our high standards. But don't just take our word for it, find out more about some of the awards and recognition we have won recently.

Our Networks

As part of our approach to Diversity & Inclusiveness, we are proud to sponsor a number of networks within the firm. These networks support their members in many ways, including connecting people across the business and empowering them to achieve their full potential. All our networks are fully inclusive and welcome members from any background.

EY - Network


We'll help you get where you want to go

At EY, you'll be provided with the experiences, training and coaching you need to be part of our high-performing teams.

You'll be inspired to achieve your aims, both professionally and personally, while making a difference to our clients and in our communities. And you'll be empowered to take your career in the direction you want it to go.

Find out more about the learning, experiences and coaching that will shape your development here.

We'll involve you in our business – and in the wider community

At EY we have a strong commitment to involvement and teamwork. It’s important you feel part of our wider organisation and feel at first hand the powerful impact we’re able to have on businesses and communities.

This sense of involvement stretches a long way beyond the formal work you’ll add to your CV. It’s about the bonds that you form with your colleagues, the support you give to our corporate responsibility activities and the way you contribute to our ongoing discussions within the organisation. And the experiences you gain along the way will last throughout working life.

We make a difference

If you join EY, you'll feel welcome from your first day until long after you leave. But there are lots of opportunities to enhance your sense of belonging here.

That's because we take community leadership seriously; our support for the United Nations Global Compact and Transparency International are just two examples. And we rely on the enthusiasm and skills of our people to cement our place in each community we're a part of.

Corporate social responsibility

CareersYou've found the right place if you want to make a difference outside of your professional role. Our approach to corporate responsibility coordinates volunteering activities — in education, entrepreneurship and environmental sustainability — in a way that makes real use of your unique skills and capabilities. That way, you can have a far greater personal impact.

Community engagement is also a key part of our global career development framework.

You'll have the opportunity to develop in new and different contexts. You might be improving your public speaking, sharpening your negotiating skills or collaborating with people from a variety of backgrounds. But at the same time, you'll be helping the community and building career-enhancing skills.


CareersNot everyone spends their whole career at EY. But no matter where your career takes you, you'll find your time here will do more than develop your skills and increase your experience.

You'll have made connections and friendships that will prove invaluable throughout your career. As an EY alumnus, you'll be offered many opportunities to network with your fellow professionals.

So however your career evolves, you'll continue to benefit from your time with us, whether you choose to leave or stay. And if you do decide to pursue opportunities outside EY, we hope you'll become one of the many people who rejoin, bringing valuable experience and perspectives that enrich our organisation.

Rewards and benefits

By meeting challenges and performing at a consistently high level, you make a valuable contribution to EY’s success.

We recognise this and have structured our remuneration packages accordingly. You’ll be rewarded for your individual and team performance in a way which motivates you to achieve your goals.

Rewards can take many forms, from competitive salaries and traditional benefit plans through to financial planning and legal assistance programmes. We also support flexible working and will work with you to help you benefit from the right career development opportunities.

Meet our people

At EY our inclusive work environment means everyone's opinion is valued. Whether a recent joiner or long-serving member of the firm, all our employees have a unique story to tell.

Click the image below to watch some of our people talk about their experiences.

Hear what our employees have to say about working at EY



Read the full interview transcripts by clicking on the links below

I joined EY four years ago, obviously a huge company. As I came in as a disabled person – I have a physical disability, I have problems with my stamina and strength, I have fatigue problems – I wondered what it was going to be like. Obviously, with the Disability Discrimination Act, you're going to get the support you need, and I've had that at all my other companies, but, to be honest, at EY it was so much more effortless. I'd had to do so much less to get the same kind of support, so I haven't had to fight to get what I should be entitled to. Everything I needed has been provided, without question. Some of the things I've had… I've got a lightweight laptop so I don't have to carry such a heavy bag if I want to work out of the office. I do actually work from home one day a week as well, so it's lovely to be able to get that flexibility which not all employers, I think, would give. It's just made my working life so much easier.

I'm part of the Disability Working Group. The main focus of the Disability Working Group is on education. We've run a series of events throughout the year and had quite a few events, recently, on both hearing impairments and stammering. The whole point of the education group is to help people be more aware of their colleagues and responsibilities within EY, but also to know what support is available, and what can be given as well.

We've had all sorts of events. We also get an acting group in to do some wonderful events and bring things to life. We've got some actual groups that are formed from that, and one of them is the dyslexia group as well. So, it's now a little network that meets and supports each other.

A couple of years ago, I found out I was dyslexic. I was having some trouble with my exams and some of the work that I was doing in EY, work that I wasn't doing in prior companies because it's a very, very different type of work. Suddenly, I came across a few issues. No matter how much extra time I spent on it, I couldn't work around it, so time wasn't going to be of help to me. EY supported me through the whole assessment process, and then provided me with some software that's really useful. But also, I think, even more helpful has been providing me with the opportunity to meet with a mentor who's been providing me with training and support. So, I understand dyslexia.

I've got haemophilia. Always had it, of course. I was born with it and I guess, whilst I was going through school and the treatment for haemophilia was developing, I had to work pretty hard to stay on track with my studies. With my parents' help, I was determined to do that and it, I guess, made me quite a determined individual.

I was also born with a faulty heart valve, so in 2004 I had a valve replacement in the heart as well. The way the partners gathered around and clients were supportive and the colleagues on teams worked around me, that was a real affirming experience – if you like – coming back from that, even though it was quite stressful, throwing yourself back into work after several months. We all worked round that, the technology, being "skyped" up and interneted up and all the rest of it worked a treat. So, I got through that and I guess experiences like that, whilst they're not fun, show you the power of being colleagues and the support that you get is great. It got it down from, you know, professional role to human being, which I found really rewarding looking back.

Internally we have various communities: so we have networks within EY, whether it's working people's network, the South East Asian network, the black network – we have lots of communities which bring people together, but unite them in terms of the values of the organisation rather than looking for splinter groups who go off and do their own thing. So internally, we have our own networks and communities which are there to support people. Externally, what does that look like?  It means that when we go out to the communities and support local causes or even local schools, local events, communities or whatever, we are able to do that and talk to them about diversity, the networks we have within the firm; and also the firm is very generous in that it allows all of its employees so many days a year to go out and support the community.

Our client definitely comes first. But at the same time we are a people business, ultimately, and the firm recognises talent, recognises people and recognises the importance of holding on to very good people.

EY is one of the pioneers of diversity and inclusiveness. It's not something that we did as a slogan, but it's something that drives at the root of where the leadership see and believe and operate and instil as a culture. I happen to be a part of the Black and Minority Ethnic initiative and it's something that has been championed by the leadership team the managing director of the UK business chairs it and is passionate about it. He really tries to understand what I've been doing about trying to actually encourage people from such backgrounds.

For me, I benefit a lot from it, it's effectively a programme that has allowed me to try and actually have the opportunity of talking to the leadership team within EY and understand where they are trying to go, what difference I can make and how my personal background and how my personal beliefs and value systems can actually help the leadership team in the direction in which EY is going to.

I think EY absolutely delivers on treating diverse people as who they are, and I think that's evident especially in the strength of our networks, our diversity and inclusiveness networks.  A lot of them have just grown up from the grassroots.

I'm involved in the Lesbian and Gay network, Eagles, and it wasn't as if EY said: 'form a network' you know, 'find a way to be inclusive and diverse' – it was like-minded people getting together to create business networking opportunities and also to connect with clients on the diversity agenda as well.  So diversity and inclusiveness at EY are very real and powerful, and definitely not just lip-service.

The commercial side – I mean, we are here to do business, frankly. And the networks are, it's true they are fun, and they are great socially, but the real point of them is creating relationships and building teams, because it helps us meet each other and build teams internally. But also recently we reached 100 members, and so we had a big 100-member event, a big celebration of that number of people, and more than half of the people that we invited were clients.  So this is simply another way to connect with clients, to build relationships with them and to do business.

The people I work with come from a wide range of backgrounds and disciplines. The thing that unites them is intelligence. Diversity and inclusion are always on the agenda. Our clients can be anywhere in the world, and our teams reflect that.

It doesn't really matter who you are, whether you're an industry specialist or you work for another professional services firm, or you're coming from another whole different industry. I think one of the things that makes EY great is diversity and bringing people in from different backgrounds. Within Supply Chain Operations we have a huge, very successful health team, and the other part of Supply Chain Operations doesn't do much in health at all so bringing those two areas together enables us from a non-health background to learn from some of the optimisation and efficiency techniques that are used across the NHS and across hospitals. Similarly the health professionals learn from some of our more commercial or more procurement or more supply chain optimisation techniques there; so in diversity I think we really become stronger, so I don't think there are any prerequisites in terms of coming to talk to us, at all

I think the important thing for EY is to get people from a very interesting mix of backgrounds, because if we just recruit people who have only ever been in accountancy firms or partnerships, we're only going to get more of the same, and we need people to bring their experience to the firm. We need you to come with your experience of a completely different background to me, such that we can have a kind of enriched future. All experience is good experience, be it work or be it life, and that is what makes our individuals different. Our business, as anybody else's business, is a relationship business, and we need people who are completely at ease talking to all our different kinds of clients so that we can build up our working relationships with them in the future.

Whenever I tell people I meet I work for EY, they automatically think I'm an accountant, but I'm not an accountant. I've never done any accountancy exams. When I first joined 14 years ago nearly, I was told, if someone asks you a question – a client – you can be fairly comfortable that you can say, yes someone can answer it and you'll find them within, and that has been true 100 per cent of the time. Whenever anyone has asked me anything, not just tax, anything business related, there's always someone here who can answer it, and that is because we take people from diverse backgrounds and different range of experiences, and specifically target different sectors.

I've been here for 14 years, which I think is quite unusual for a lot of professional services firms, so I've come in at the bottom. I'm now heading up a team of people – Executive Director. We've got people with different skill sets so half the team are similar to me. They were chartered surveyors, originally in the construction industry. The other people have come up through our graduate scheme, done their accountancy exams or their tax exams. So, it's quite a blend of skills, and we're constantly teaching each other different things. We have round-table meetings where people talk about what experience they want, or some other experience they need, what they're not happy with, and then we just flip everybody around, so put them in different directions. Or some people will only work in one sector, so they become a sector specialist, and then somebody else will say, "well I want to work in that sector", so we just move them around. We just try and match their experience to what they want.

Whenever I recruit people, I'm almost looking for personalities rather than technical excellence. It's almost, how will they fit; how will the personalities work with a small team. I think as long as you can keep the team happy, then they'll stay. I always say to them, if there's any issues, just let me know what they are, and I'll see if I can sort them out. I think that's why we've managed to keep the team happy and we've had good retention as well.

I would say that we really believe in diversity, and not just because it's the right thing to do, but also because actually it makes us better at what we do, so the more people that we have from a diverse range of backgrounds the better it will be for us and for our clients, because the more we can challenge each other and come up with better ideas and deliver a much better solution.

So I would say, you know, it doesn't matter what background you're from; you can definitely have a career in EY. I mean, we've got people who – I studied aeronautical engineering, there are not a lot of aeronautical engineers in this firm – but I work with colleagues who studied music. I mean, that's quite a big range, so absolutely, I think if you are passionate and you are driven and you want to deliver great work for clients and you are curious, you like solving problems, then this is the place for you, irrespective of your background.

I've worked in another Big Four firm and a number of other law firms. I think it is diverse. I think there is a way to go with that. You know, in certain areas there is more that we could be doing. But I had a meeting this morning with somebody from Scotland, a Glaswegian, an American, and myself. None of us were English, actually, in an English firm, essentially. And most firms that you work with in the City are English. Everybody is from England, which is not a bad thing, but when we talk diversity, it is diverse here.

I remember the week that we had Comic Relief. And we had all our senior partners sitting, you know, standing outside the MLP, More London Place offices doors with their trays and things, and all dressed in fancy dress and trying to get us to donate some money.  And we had cake sales and people abseiling down things, and I just thought, God, you know, to have a firm this big – have the leadership be so visible about this charity – was very good.  And we've got the parents' network, and we've got the women's network, and we've got the black network, we've got all sorts of networks; and I think this idea that you're not just a number – you come in, we give you a number, do your work, go home – but you're an individual, and we want you to succeed here, we want you to have a good time.  We want you to have full expression of who you are –  I've had it more in this firm than anywhere else I've worked.  They've got a session for the parents' network tomorrow or some time this week to talk about getting your kids to eat different things, and I've got a seven-year-old who will only eat chips, chicken nuggets and naan bread.  So I'm quite interested in going to that.  But you know, to have a firm this big hold a session on that, knowing that parents are concerned about what their kids eat, I think is a very good thing.

My work has been quite intense, so I've been working quite long hours; but we run a mature working environment, so I think if I needed to take some time off or work from home, I don't think anybody is going to get difficult about it.  I met a partner the other day who works three days a week.  I've never known that, actually.  So you see instances of that, and you know that… I just actually can't see an environment where I'd say, you know, I have to go home because my son is ill, or they've called me from his school, and anybody would be difficult about that.

Whatever area you come from, whether it's in industry or in a small accounting firm, there is always a place where you can make your mark within EY.  Certainly within my team there are people from all sorts of backgrounds, because we want the people who have worked in a real-life business. Who can say that if I make a recommendation to help a head of tax improve their tax function, they can say to me, no, that doesn't work in real-life? So to have the people with real-life industry experience is invaluable, and similarly if someone is in a small firm and is concerned about the move to a global group, the supportive network you get here means that doesn't need to be a big concern.

I think everybody knows this, but EY is people. It's people, people, people – that's all we are! That's all we talk about, and that's what gets us wherever we need to get to. I think moving to Edinburgh – the reason to move to Edinburgh was people: because I'd worked in three different offices before I arrived in Edinburgh, and the warmth and the acceptability and the compatibility I got there, I couldn't find anywhere else, which was, besides the lifestyle of the city, it was the people in the office who convinced my heart to stay where I am just now.

There are very, very clear structured chances of progression for anybody who has the drive to do it, and at the same time there is a lot of acceptability for whoever you are, wherever you are from, so those would be the two main reasons I would recommend somebody to join EY.