Employees

Our strategy starts with our people. The breadth and depth of our knowledge, our skills and our relationships underpin our competitive advantages and enable us to deliver on our broadest purpose, creating Places People Prefer.

Having expert people is one of the four core elements of our business strategy. Our employees are split between the core team at British Land and our property management subsidiary, Broadgate Estates.

We encourage a high degree of employee involvement and provide regular information on business activities and explanations of strategy, through meetings, training sessions, internal communications and our annual company conference. Employee feedback is also strongly encouraged. The information on this page relates to British Land direct employees, unless otherwise specified.

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Policies

Our internal Employee Handbook, which all employees are required to confirm in writing that they have read, contains the policies and procedures outlined below, with key policies signed off by members of our Board of Directors.

  • Anti-Bribery and Corruption, Competition and Fraud Awareness Policies: We conduct business in an honest way. Measures to deliver on this include our Anti-Bribery and Corruption Policy, Competition Policy and Fraud Awareness Policy. We also have a confidential whistleblowing hotline, should anyone internally or externally wish to raise something confidentially.
  • Code of Conduct: We are committed to an ethical approach to business. Our Code of Conduct sets out our high standards of ethical business conduct, which all our employees must comply with.
  • Dignity at Work Policy: We treat our employees and suppliers with fairness, dignity and respect. As outlined in our Dignity at Work Policy, we do not permit or condone any form of harassment, discrimination, victimisation or bullying. Everyone is responsible for delivering on this. We provide 'respect and fairness in the workplace' training for all employees.
  • Disabled Workers Policy: As described in our Disabled Workers Policy, we invite any employees with a disability to contact us if there are reasonable adjustments that we could make which would allow them to contribute more fully or to improve their working conditions.
  • Disciplinary and Grievance Policies: Our Disciplinary Policy and Grievance Policy detail clear procedures for the reporting, reviewing and investigation of complaints, with formal disciplinary procedures. Anyone raising a complaint externally would inform their contact within British Land, who would ensure the grievance was escalated and the disciplinary procedure enacted. One grievance was lodged in 2015/16.
  • Equal Opportunities Policy: British Land is an equal opportunities employer. As set out in our Equal Opportunities Policy, we treat all job applicants and employees equally. We endeavour to ensure that none of our decisions or actions causes discrimination, whether direct or indirect, on the grounds of sex, sexual orientation, gender reassignment, religion, religious belief or other philosophical belief, race, colour, ethnic or national origin, nationality, marital or civil partner status, disability, age, pregnancy or maternity.
  • Flexible Working Policy: We always consider requests for flexible working, in addition to statutory requests. Our employees have been able to use a range of flexible working practices such as part-time working, job sharing, compressed hours and working from home. For all employees with over two years’ service, we provide enhanced maternity and paternity packages.
  • Health and Safety Policy: As set out on in our Health and Safety Policy and OHSAS 18001 certified health and safety management system, we ensure that employees are kept safe and healthy at work and are not subjected to experiences that might, if unchecked, cause stress. We also support them in maintaining their wellbeing and safe working practices. In addition to being included in our Employee Handbook, our Health and Safety Policy is available for download at: www.britishland.com/sustainability/governance-and-policies/policies.
  • Living Wages: We are committed to paying fair wages. It is our policy to pay the Living Wage Foundation wage to direct employees.
  • Parental Leave Policy: Includes information on maternity, paternity, shared parental and adoption leave.

Health and wellbeing

Our Head Office offers a well-managed, low-risk business environment. 99% of British Land employees find our office an enjoyable work environment, after we piloted wellbeing innovations through a refurbishment. We’re now rolling out initiatives elsewhere, increasing natural light, views out and greenery, and encouraging active living and social interaction. In addition, Broadgate Estates achieved the world’s first BREEAM Outstanding Fit Out in its offices at The Hub, Paddington Central. The new environment is helping Broadgate Estates attract and retain the best talent.

Our OHSAS 18001 certified health and safety management system includes thorough risk assessments, as well as appropriate processes and training in manual handling, first aid and fire evacuation.

To support employee wellbeing, we offer:

  • Private healthcare insurance for all employees.
  • A 24/7 employee assistance scheme, providing confidential guidance on areas such as finance, wellbeing and childcare. This includes up to eight sessions of face-to-face counselling per year.
  • Company doctor providing voluntary medicals every two years and flu vaccinations annually.

To support active lifestyles, we offer:

  • Substantially subsidised gym membership.
  • Showers, lockers, secure cycle spaces and a drying room on site.
  • Key fobs for Santander Cycle Hire docking stations, as well as helmets and reflective clothing for safety.
  • Cycle to work loans through the UK Government’s Ride2Work scheme.

For our Health and Safety Policy: www.britishland.com/sustainability/governance-and-policies/policies.

Benefits

At British Land, salary is just one aspect of our employees' reward package. They also have access to a whole range of great benefits. The total reward package comprises discretionary bonus, save as you earn scheme, share incentive plan, pension scheme, medical insurance, life assurance, subsidised gym membership, interest-free season ticket loans and childcare vouchers.

Training and development

We continue to implement a number of initiatives to help develop our employees and grow internal talent, reinforcing our culture of excellence and embedding values and behaviours. As a relatively small company in terms of number of employees, we are proud to be able to invest in our people on an individual basis, taking time to understand specific requirements to progress careers.

We empower our people to make the most of their potential with us by encouraging all our employees to create a Personal Development Plan. This is supported by regular discussions with their manager, and training needs are formally assessed as part of the appraisal process.

All new employees are provided with a formal induction programme, which includes presentations from senior business leaders on the key business strategies and values of British Land and finishes with an informal lunch with our Chief Executive Officer. The induction includes an introduction to our approach to sustainability. We also hold all-employee briefings fortnightly, covering a range of topics, including sustainability.

Nurturing talent and supporting development is an important element of our people strategy. We operate a range of online resources to help employees develop their skills, and work with Cambridge University to run a Leadership in Real Estate programme.

For more detail on training and mentoring activity in the year, see our Annual Report and Accounts.

Making a difference

We encourage employees to develop through providing skills-based volunteering opportunities, which may involve mentoring a team member at a charity or community organisation, being a charity trustee or school governor, or applying expertise to help a not for profit organisation. 84% of employees took part in volunteering activities last year, including skills-based volunteering.

We offer all employees two days of paid leave each year for volunteering and £750 of match funding for fundraising. We also provide 50% match funding for all employee payroll giving contributions, up to £5,000 per person per year.

In addition to bringing benefits to local communities, employee volunteering encourages cross-departmental interaction and team building, and offers opportunities for personal and professional development.

Visit our stories for examples of volunteering initiatives.