Forvis Mazars Group reviews

1. Rigid Policies & SOPs, “Hybrid” Work Arrangement Lacks Flexibility Although the company adopts a hybrid model, in practice it operates more like a controlled on-site arrangement. Employees must follow office rosters set by "Managers" from other departments who may not fully understand our peak periods. During peak cycles, working late into the night is common, yet employees are still expected to report to the office the next morning. Working hours are tightly controlled, with strict reporting time and requirement to complete full 8 hours in the office, with rigid flexibility for personal situations such as traffic or emergencies, even if we continue to work remotely in home afterward. Attendance to office rosters is closely monitored, and missing a scheduled office day may lead to escalation. Do expect your supervisor will come having "sweet talk" to you if not attending the scheduled WFO day, as someone will feedback to management. 2. Management & Limited Employee Welfare Management culture can be political. While they are putting effort to present a caring image for employees, compensation and benefits are generally below market standards. Team-building activities are minimal, basic provisions (e.g., office snacks) are not company-sponsored. Super funny where a “snack club” was introduced where employees contribute their own money to purchase snacks for the office. Similarly, certain team-building activities may require employees to top up additional costs if budgets are exceeded. Salary adjustments are limited, and increments typically only occur upon promotion. Bonuses are modest, even for strong performance employees during appraisals, with a maximum only 2 months bonuses, and paid in bi-yearly basis. At the same time, management emphasizes budget constraints and encourages employees to be understanding and supportive of the company’s growth. While business expansion is positive, the messaging can be repetitive and not aligned with realities on basic employees' welfare and benefits. As a result, employee turnover is relatively high. In some cases, employees resign even before completing their probation period, showing that the working environment and expectations is difficult to sustain for new joiners. 3. Overtime Expectations & Complex OIL Process Working overtime, including during weekends and public holidays, is often necessary to meet deadlines. However, claiming off in lieu (OIL) is a lengthy and complicated. Employees are required to justify the necessity of overtime in advance, attend detailed discussions with supervisors, followed by supervisors to submit requests for management approval on working overtime. We need to fill up "timesheets" on daily basis by tracking hours in timesheets and provide breakdowns of work completed. Even after approval, OIL is granted based on approved hours rather than actual time worked (e.g. if worked on PH straightly granted 1 day), making the process feel disproportionate to the benefit received. 4. Public Holiday & Leave Challenges Public holiday entitlements may not fully align with M'sia's standards, as they follow Singapore HQ's calendar rather than local standards, resulting in fewer holidays. (e.g., Non-mandatory ones like Vesak Day are not observed). Employees are required to work as usual on these days, without entitlement to OIL or replacement leave. Applying for leave can be challenging. Employees may need to go through lengthy discussions with managers regarding workload, backup arrangements, and justification, particularly if you are taking a long leave. Approval is not always straightforward. Employees may be encouraged, directly or indirectly, to bring along their laptop, to remain contactable during leave period, under the notion of being a “responsible” employee. Communication can be inefficient at times, with lengthy discussions or meetings required by certain "Manager" for matters that could actually be resolved quickly. There is also limited openness to feedback or differing viewpoints from employees. Nevertheless, the "Manager" will affirm with a strong expectation for employees to follow her views.

Work culture can be quite unpleasant