Employment practices

We have been an accredited Real Living Wage (RLW) employer since 2021, with a commitment to make sure that all eligible colleagues working regularly directly or indirectly are paid at least the RLW rate determined by the Living Wage Foundation following regular reviews. This means colleagues earn a wage that goes above and beyond the legal minimum. This commitment extends to all in -scope contracted services within our supply chain, contingent workers and contractors. Our commitment to fair pay forms an important part of our wider approach to protecting workers' rights and reducing the risk of exploitation, as set out in our Modern Slavery Statement.

As set out in our Opportunity for All Report We have a clear pay and grading framework for all job roles in the company, supported by a fair job evaluation methodology, and pay and conditions at each level are standardised. This gives us confidence that gender cannot affect the way pay is set.

Our Working Time Policy sets out our position to working time and our commitment to fulfilling our legal obligations through a series of reasonable steps.

We promote responsible working hours to support the health, safety and wellbeing of our employees. We have an agreed approach to working time in partnership with our recognised trade unions to ensure that working hours remain within reasonable and legal limits and that employees are able to maintain a healthy balance between personal life and work. For the vast majority of our roles the standard contract averages at 37 hours per week, and all overtime is worked on a contractual or voluntary basis. Unless an opt-out agreement is in place, an employee’s working time, including overtime, in the agreed reference period (52 worked weeks) must not exceed an average of 48 hours per each 7-day period.

Whilst our Working Time Policy does not apply to contractors, consultants or any self-employed individuals working on our behalf, we expect our partner organisations to ensure compliance with all relevant working time legislation.

We understand that people work best when they can balance their professional and personal commitments. That's why we offer a range of family-friendly policies and enhanced benefits, including maternity, paternity and adoption support.

We are committed to discussing flexible working options with both current and prospective employees and will consider arrangements such as part-time working, job sharing, hybrid working or adjusted hours wherever the role and business needs allow. Our aim is to create an inclusive and supportive working environment where everyone can thrive.

We provide all employees with paid annual leave that exceeds statutory minimum requirements, offering enhanced holiday entitlements of up to 30 days plus bank holidays to support rest, wellbeing and a healthy work-life balance. Employees also have the option to purchase additional annual leave.

We actively monitor annual leave uptake and work closely with managers to encourage employees to take their entitlement. This helps ensure that individuals have the opportunity to rest and recuperate, supporting personal wellbeing.

We are committed to engaging constructively with our recognised trade unions and, where appropriate, our employee representatives, and approximately 90% of our workforce is covered by collective consultation arrangements. Where organisational change or workforce reductions are necessary, we will consult appropriately with our trade union colleagues and provide notice in line with UK employment legislation and best practice.

We expect all businesses in our supply chain to acknowledge the right of all employees to freedom of association and collective bargaining; this is set out within our Responsible Sourcing Principles.

Our approach to preventing illegal working ensures that everyone undertaking work for us, whether directly employed or supplied through agencies, contractors or other labour providers, has a valid right work in the UK.

We carry out right to work checks in line with Home Office requirements and maintain appropriate evidence of those checks. We also require labour providers and contractors in our supply chain to conduct and evidence right to work checks for any workers they supply to us.