Deel reviews

- Repeated payroll errors and data inaccuracies. - Lack of clear ownership in people operations. - Poor offboarding and compliance processes. During my employment, I noticed a significant discrepancy in my monthly pay. When I logged into the system using my own credentials, it displayed another employee’s contract instead of mine, which resulted in an incorrect salary being paid. This also raised concerns around data access and privacy. The issue required manual intervention and multiple follow-ups with the relevant team to resolve. While this occurred once, it required significant effort to correct. There was also confusion around my annual leave entitlement, and HR was unable to confirm the correct number of days without me providing my own contract for reference. In addition, my home address on my P60 was incorrect for two consecutive years, despite my address having been updated in the system promptly after I moved. I flagged the issue after the first year and was assured it would be corrected; however, the following year’s P60 still contained the same incorrect address. The correction process took an extended amount of time, which caused unnecessary stress during a time-sensitive mortgage application. After leaving the company in July 2025, I have still not received my P45 as of February 2026. I contacted both the People and Payroll teams, but received no response, and one payroll inbox appeared to be inactive. Taken together, these issues indicate serious gaps in basic payroll accuracy, data handling, and offboarding processes, which is particularly concerning for a company operating in HR and payroll.

Based on my experience, the rapid acquisition of other companies has led to operational misalignment that does not always appear to be fully reviewed or integrated. This has contributed to a sense of disconnect and ongoing uncertainty. Career Opportunities In my experience, growth opportunities for certain senior roles are limited/misaligned. Experience and qualifications did not consistently factor into advancement decisions, and I personally covered the cost of my professional memberships and certifications. In my case career progression appeared to require a change in role or career path, which was not aligned with my goals. Some job re-alignments were communicated with limited consultation, using a “take it or leave it” approach. Employees with very different responsibilities would shared the same job title, which made roles, responsibilities and expectations unclear. Priorities and inputs changed frequently, making consistent delivery challenging despite agile intentions. The company’s focus on AI is promising; however, it appeared to emphasize standardizing roles around AI-related tasks rather than developing a broader range of long-term, transferable skills. In practice, this focus seemed oriented toward improving efficiency with fewer employees. Compensation & Benefits Employees in similar roles, particularly those from acquired companies, appeared to be compensated differently despite performing comparable work. Top management “does not believe in bonuses" and compensation adjustments for acquired employees (who did previously earn bonuses) were not reevaluated to address these losses. Culture & Values Employees were offered the option to purchase company shares; however, the restrictions around trading appeared questionable. The legal issue in Ireland and its potential impact on the company and those shares is effectively off-limits for discussion. Senior Management Concerns raised by a full team regarding a manager’s conduct and capability were escalated, but the outcome did not result in the changes the team had hoped for. Management decisions appeared focused on role accommodation rather than reassignment.