Pros
Despite the challenges, I did meet some genuinely great people during my time there—people who became real friends and supportive colleagues. That said, it’s crucial to be careful about who you choose to trust and align with, as the wrong associations can put you at risk. There are also some excellent supervisors and managers who truly care about the job, their teams, and doing what’s right. Unfortunately, their efforts are often overshadowed and undermined by louder, more toxic voices higher up and throughout the chain.
Cons
In my experience, Jet2 Manchester operates within a toxic workplace culture where gaslighting is a frequent and deeply concerning issue. I often felt that trust, fairness, and transparency were lacking, and that genuine concerns were met with deflection or denial rather than support. The management culture appeared to prioritize loyalty to certain individuals over staff wellbeing or performance. Speaking up or raising valid concerns often led to subtle retaliation or exclusion, and I experienced situations where my version of events was questioned or dismissed, contributing to a sense of being gaslighted throughout the process. Efforts to address issues through official HR channels were, in my view, ineffective. I learned early on that keeping personal records was the only reliable way to protect myself, as I had concerns that documentation was sometimes inconsistent or selectively interpreted. Those who didn’t conform to certain workplace dynamics could find themselves sidelined or discriminated against. Favoritism was a persistent issue. In my observation, recognition and advancement often went to individuals based on personal alignment with influential staff rather than merit or conduct. Some individuals with concerning behavior remained in positions of influence for extended periods even now , despite repeated complaints. Informal power structures within the workplace contributed to a climate of manipulation and exclusion. Certain particular compartmentalised groups based on ‘culture’ seemed to control the social environment and, in my experience, contributed to an atmosphere where bullying could occur with little accountability. Leadership, in some cases, did not appear to act impartially or uphold a consistent standard of conduct. I also observed divisions in the workplace that reflected broader issues of inclusion and equity. Rather than fostering unity, these divisions—whether social or cultural—seemed to deepen the sense of fragmentation and isolation among staff. If you’re considering a role at Jet2 Manchester, I encourage you to look into the company’s staff turnover rates, especially in comparison to other airlines operating at the airport. In my view, this reflects the underlying challenges within the organisational culture. This review reflects my personal experience and perspective. While others may have had different journeys, I believe it’s important to share mine honestly. In my experience, HR appeared more focused on protecting the company’s reputation than addressing the concerns of employees. Also beware of the ‘top table’ group and there leader an older who should know better and her minions and the management who use religion / race as a weapon for themselves and there clique this is led by a DM who covers a lot of them and a supervisor who is a bully and is one to watch. A lot will warn you of them when you start, and Take this warning literally.