BrewDog PLC Review - Real Employee Experience

Published: 21 November 2025

Long before you sign a contract at BrewDog, there’s a gnawing question that many current and former employees quietly wrestle with: "Is this company as bold and ethical as its punk-beer branding suggests?", or "Is its rapid growth hiding serious workplace risks?"

The tension isn’t new. Former staff, under the banner “Punks With Purpose”, published a devastating open letter accusing the company of fostering a “culture of fear,” alleging bullying, rapid turnover, and a chilling effect on speaking out - even after leaving.

In 2024, that same collective publicly claimed many current employees felt unsafe to even discuss pay reforms, including BrewDog’s controversial decision to abandon its real living wage pledge.

Financially, the pressure is real. BrewDog has closed 10 UK bars in recent months, citing “challenging trading conditions” - a move that directly threatens staff job security.

Meanwhile, employee reviews continue to highlight chronic understaffing, unpredictable rotas, and break times that are often more theoretical than guaranteed.

As you weigh a role there, it’s critical to dig into how your local bar or site really operates - because the experience can vary radically depending on where you work.

Editorial note: Content on this page reflects commonly reported employee experiences observed across publicly available review platforms. It represents opinion and commentary, not verified facts, and does not reproduce individual reviews.

Company Details

• Company name: BrewDog plc
• Industry / Sector: Beverages Manufacturing / Food & Beverage Services / Craft Brewing
• Number of employees: ~2,400
• Company number (registered): SC311560
• Registered office address: Balmacassie Commercial Park, Ellon, Aberdeenshire, Scotland, AB41 8BX
• Telephone: +44 1358 724924
• General email: info@brewdog.com
• VAT number: 897 6381 54
• Legal Entity Identifier (LEI): 213800DAEV1T2UOHJE09
• Subsidiaries / Related Companies: BrewDog International Limited - Company number SC580048; BrewDog Retail Limited - Company number SC389114 (both registered at the same address as BrewDog PLC)

Pay & Financial Term

BrewDog has revised its pay policy in recent years, moving away from its previous living wage commitment for new hires and aligning base pay with government minimum standards.

Many employees feel this change does not reflect the demands of the job or the company’s “ethical” branding. For new staff, this adjustment has created frustration, as the guaranteed wage can feel lower than expected for the level of responsibility required.

To supplement base pay, BrewDog offers profit-sharing and performance-related bonuses. Staff are told they can earn extra based on bar performance or service metrics. In practice, these incentives can vary widely between locations.

Some employees report that promised bonuses or profit-share payments are inconsistently applied or lack transparency, which can make total earnings unpredictable. The company justifies these changes as necessary to manage financial pressures, but staff experience them as a source of uncertainty.

Employees in slower bars or who do not consistently meet performance targets may find that the mix of lower guaranteed pay and variable bonuses does not provide a stable or competitive income. Overall, while potential rewards exist, employees report that the package is less predictable than advertised.

Hours, Breaks and Scheduling

BrewDog’s shifts follow a typical hospitality pattern, including evenings, weekends, and peak-period long days. Employees frequently report that some shifts can be physically demanding, and that break enforcement varies depending on the location and management team.

While certain bars ensure employees receive proper rest, others push staff through busy periods with minimal downtime.

Last-minute rota changes are common, and understaffing during peak periods can add extra pressure. Employees note that the predictability of schedules depends heavily on the individual bar or brewery site, making some locations more manageable than others. Planning personal commitments around shifts can be challenging in less well-managed sites.

Staff also report that overtime is sometimes expected without sufficient notice, which can further contribute to fatigue. For prospective employees, understanding the typical shift patterns and how breaks are enforced at a specific location is essential before accepting a role.

Management Style and Employee Treatment

Experiences with management at BrewDog vary significantly between locations. Some employees describe supportive, approachable managers who provide guidance and foster a positive working environment. Others report aggressive behaviours, micro-management, and inconsistent disciplinary practices, which can create a stressful atmosphere.

Several former staff cite management style as a key reason for leaving, rather than the work itself. Employees note that communication and leadership quality are highly dependent on the local manager, so the same role can feel very different depending on where you work.

For prospective staff, meeting the manager and speaking with current employees at that location is recommended. Doing so can provide insight into the team culture and management expectations before committing to a role.

Bullying, Grievances and HR Handling

Some employees report issues with bullying and inadequate handling of grievances, particularly in busier bars or high-pressure environments. Experiences with HR are inconsistent: some staff say concerns are addressed appropriately, while others report that complaints are ignored or delayed.

The perception of poor grievance handling has contributed to a sense of mistrust among certain teams. Employees recommend clarifying the grievance process during recruitment, including timelines and protections in place for those raising concerns. Understanding these procedures beforehand can help new hires navigate potential issues effectively.

Turnover and Job Security

Turnover is high in customer-facing roles, with many employees leaving within months. Frontline bar staff are particularly affected, while production and warehouse roles tend to have greater stability.

Recent bar closures and restructuring have also created job insecurity in some locations. Employees note that financial pressures on certain sites can impact stability, and the pace of change may affect both morale and long-term employment prospects.

Prospective staff should investigate recent turnover rates and stability at their specific site. Doing so provides a realistic picture of how long-term employment might look.

Health and Safety and Working Conditions

Working conditions vary depending on the site and role. Production and warehouse staff generally report structured safety training, although periods of understaffing and pressure can make adhering to safety procedures challenging.

Bar staff face physically demanding shifts, including heavy lifting, long periods on their feet, and high customer interaction. Some employees report lapses in on-site safety practices during busy periods, though others note strong adherence to protocols in well-managed bars.

Understanding the health and safety culture at a specific location is important, particularly for physically demanding roles or busy bars.

Training, Onboarding and Progression

Training quality at BrewDog is inconsistent across sites. Some new hires are thrown into busy shifts with minimal formal induction, while others receive structured onboarding programs.

Career progression exists but can feel opaque. Promotions often appear to depend on being noticed by management rather than transparent performance metrics. Employees recommend asking for examples of recent internal promotions and a clear development plan during the recruitment process.

Staff who experience structured onboarding and supportive management tend to report higher satisfaction and better retention.

Perks and Benefits

BrewDog provides perks such as beer discounts, occasional incentives, and profit-sharing schemes. These are appreciated by employees but often do not compensate for long hours, high workloads, or inconsistent management.

Profit-sharing and bonus programs exist but are sometimes perceived as unclear or unevenly applied. Employees recommend confirming all benefits in writing before accepting a role to avoid surprises.

Reputation, Public Controversies and Impact on Morale

BrewDog’s public controversies - including open letters from staff and media coverage of management and pay issues - have affected morale internally. Employees report that trust in leadership can fluctuate, particularly following pay adjustments or bar closures.

These controversies can impact recruitment, staff retention, and the daily working environment. Prospective staff should consider the internal atmosphere at their specific site and how leadership changes may influence morale.

Employee Experience: Pros and Cons

Pros of Working at BrewDog PLC

• Recognisable brand and product perks - Employees benefit from staff discounts, free or discounted beer, and the chance to experience new product launches. This is particularly appreciated by those who value craft beer and company culture.
• Opportunities for profit-sharing and bonuses - Staff can earn additional income through bar performance incentives and profit-share programs, which can increase total pay in high-performing locations.
• Supportive teams and managers exist - While experiences vary, some bars and brewery departments have approachable, professional management and collaborative colleagues, making the workplace enjoyable.
• Potential career progression in non-bar roles - Employees in production, warehousing, and certain corporate roles report opportunities for promotion and skill development.
• Dynamic and engaging work environment - Roles in bars and the brewery can be lively and fast-paced, offering variety compared with standard hospitality jobs.
• Exposure to a global brand and innovative projects - Employees can gain experience with large-scale operations, marketing initiatives, and international expansion projects, which can be valuable for CV development.
• Creative freedom in some locations - Certain teams report opportunities to implement ideas, contribute to events, or influence customer experience, which is unusual in hospitality roles.

Cons of Working at BrewDog PLC

• Inconsistent and reduced pay for new hires - Base pay is no longer tied to the real living wage, and variable bonuses can be unclear or unevenly applied, leaving staff uncertain about total earnings.
• Management issues and inconsistent treatment - Aggressive or micro-managing leadership has been reported at some locations, causing stress and poor morale. Experiences depend heavily on local managers.
• High turnover, especially in bars - Staff frequently leave within months, creating pressure on remaining employees and increasing the likelihood of understaffed shifts.
• Unpredictable hours and last-minute rota changes - Scheduling can be unstable, with short notice for changes, overtime expectations, and busy periods impacting work-life balance.
• Limited or inconsistent enforcement of breaks and health measures - Particularly during peak times, staff may have restricted downtime and face physically demanding conditions.
• Opaque career progression in certain roles - Promotions are often perceived as dependent on being noticed by management rather than clear performance metrics, creating uncertainty about advancement.
• Job insecurity due to bar closures and restructuring - Recent closures have affected staff morale and created anxiety over long-term employment stability.
• Profit-sharing and bonus schemes not guaranteed - While theoretically available, many employees find these payments inconsistent or poorly communicated, reducing their practical value.
• Impact of public controversies - Media coverage and internal disputes can affect morale, staff confidence in leadership, and perception of the company as a stable employer.

Real Employee Perspective on Working at BrewDog PLC

Many staff raise serious concerns. Base pay for new hires is lower than the company’s previous living wage commitment, and variable bonuses are often inconsistent or unclear. High turnover in bars, last-minute rota changes, and periods of understaffing create stress.

Management styles are highly variable, ranging from helpful and professional to aggressive or micro-managing. Breaks and health and safety practices can be inconsistently enforced, particularly during busy periods. Job security has also been affected by recent bar closures and restructuring, adding to uncertainty.

Note: While some teams provide a positive environment and decent perks, others experience poor management, unpredictable pay, and challenging working conditions. You should carefully investigate the specific site, speak with current staff, and consider the variability in pay, scheduling, and culture before accepting a role.