Social - Employees
The Group has about 300,000 employees and therefore has a very important role to play in being a responsible employer. These are 300,000 individuals, all with their own hopes, motivations and objectives. The long-term success of the Group depends on their dedication and engagement. This is not won over lightly and relies on creating a trusting, supportive and rewarding workplace culture.

Attraction and Retention

The Group aspires to be an employer of choice through initiatives for talent retention, competitive remuneration packages, continuous professional training, and a safe and inclusive working environment.

Employees are offered a broad range of monetary and non-monetary benefits.
Non-pay benefits that go above the legal minimum are on a country-by-country basis and grade-specific. However, we aim to attract employees by going above and beyond wherever possible. Specific examples of non-statutory benefits that may be offered to all permanent employees (full-time and part-time) include:

  • Maternity and shared parental pay above the legal minimum *
  • Onsite medical clinics and private healthcare
  • Employee assistance programmes for access to medical services and financial advice
  • Childcare and educational support
  • Staff discounts on company products
  • Long service awards
  • Mobile phone and SIM for work and personal use
  • Wellness options to support employee wellbeing during the pandemic: “distance gym”; wellness workshop; free access to Headspace mobile app
  • Payroll giving
  • Cycle to work scheme

Skills development programmes are in place to further motivate employees with potential for job rotation and relocation to other markets. For further information, see the training and development section of this website.

The Group also takes a proactive approach to succession planning to ensure a pipeline of future leadership through identifying and developing top talent. Every year the Group undergoes a review of succession plans across the Group for senior management. Annually plans must be submitted by all businesses for sign-off by the Group’s Directors.


* Specific examples of businesses offering enhanced maternity, paternity and/or shared parental leave well above the legal minimum defined by individual country legislation include Northern Gas Networks, Wales & West Utilities, A S Watson UK Head Office, Wind Tre, 3 UK, 3 Ireland and 3 Denmark.