We aim to be a highly regarded employer, through our investment in training, policies on equality, competitive remuneration package and by encouraging all our employees to participate actively in our business strategy.
Wetherspoon is regarded as one the UK’s top employers and has been recognised as such by the Corporate Research Foundation, in association with The Guardian newspaper, as a ‘Top Employer United Kingdom’ for 13 consecutive years including 2016. We aim to continue our success by investing in training, policies on equality, competitive remuneration packages and by encouraging all our employees to participate actively in our business strategy.
Attracting & Retaining Talent
We employ over 37,000 people across all pubs, in regional roles and at our head office in Watford, Hertfordshire.
255 people are employed in the Republic of Ireland.
We created over 600 new jobs in 2015/16, the majority of which are within the local communities of our pubs across the UK and Ireland. We continue to work with a number of organisations to offer jobs to the long-term unemployed, ex-military personnel and those with disabilities.
The company does not employ anyone aged below 16 years or before the recognised school leaving age.
62.5% of our staff are aged 25 years or under and, for many, this is their first experience of working. Many join the company from the NEET population (not in employment, education and training) and can start with limited basic skills and confidence.
Many employees have chosen to spend their career with us and progress through the company. The average length of service for a pub manager is now over 11 years and 20% of hourly paid employees have been with us for over 3 years.
All staff are directly employed by the company, with the exception of a small number of contractors at the head office involved in specific project work.
Management and supervisory staff are employed on a guaranteed hours contract.
Hourly paid staff are given the option of being employed on a guaranteed hours contract or with no minimum guarantee of hours each week. Some employees prefer the flexibility of a contract with no minimum hours. Where these contracts are used, there is no ‘sole-employer’ restriction and there is no obligation on employees to accept the hours that are offered to them.
Equality, Diversity & Inclusion
We are committed to supporting diversity at all levels within the company by providing equality of opportunity, and eliminating all forms of any direct and indirect discrimination, harassment and victimisation of employees, job applicants, customers and contractors.
A ‘Women @ Wetherspoon’ support network has been established to support the development new and existing of female managers within the company, especially at a senior level, including a dedicated training programme and coaching support.
The breakdown by gender across the company is as follows:
- 52% is female and 48% is male.
- At a senior manager level, 41% is female and 59% is male.
- At Board level, 43% is female and 57% is male.
The company has been recognised as an ‘Age Positive’ and a ‘Disability Confident’ employer, by the Department for Work and Pensions.
Training & Career opportunities
The quality and range of our training courses help to motivate our employees and provide them with the necessary skills to carry out their jobs to a consistently high standard.
The company strives to provide careers rather than just jobs and those showing promise is given the opportunity to progress. The nature of our business means that the company attracts applicants with a range of skills and experience. We offer employees training programmes throughout their careers with the company including on the job training, academies and e-learning via a dedicated employee website.
In addition, the company carried out approximately 14 days’ pre-opening training for each new pub and has initiated a formal one-day induction programme for new bar and kitchen staff.
Internal progression is our main source of appointing job roles throughout the company. All pub manager and area manager vacancies are by internal candidates.
In 2016 we promoted over 554 hourly paid staff to management positions.
In addition, our professional diploma in leisure retail management, run in conjunction with Leeds Beckett University, is offered to all pub managers and head office management allowing them to gain a professional qualification while working for the company.
Pay & Reward
We offer fair and competitive rates of pay and benefits to our staff, including a bonus scheme to all employees.
Pay rates are above the National Minimum Wage and all employees aged 21 years or over receive the National Living Wage, as a minimum (based on their basic pay only, excluding bonus payments and other benefits).
In addition to basic pay, all employees are eligible for the company bonus scheme, which is paid monthly to pub based staff and half yearly to head office based staff.
The average bonus payment for an hourly paid employee was 3.9% and for a pub manager, 10.6%.
All employees with more than 18 months’ service are eligible to join the Share Incentive Plan (SIP) and receive free shares in the company, giving them the opportunity to benefit from in the company’s future success. Employees can also choose to purchase additional shares in the company under the Partnership Shares Scheme.
The company awarded bonuses and shares (SIPs) for employees of £33.0 million in the year, an increase of 7.5% (2015: £30.7 million). Of the payments, 98% were made to employees below board level, with approximately 85.6% of payments made to employees working in our pubs.
All employees also receive a staff discount that can be used on or off duty in our pubs and hotels, and are able to join our company health and pension plans, as well as obtain tax-efficient childcare vouchers.
All employees are encouraged to participate actively in the business strategy, including:
- A ‘Tell Tim’ suggestion scheme for all employees;
- Pub managers, area managers and other pub employees attending and contributing to the weekly operations meeting, hosted by the Chairman or Chief Executive;
- Regular liaison meetings with employees at all levels to gain feedback on aspects of the business and ideas for improvements;
- Directors and senior management completing regular visits to pubs, and pub employees visiting the head office;
- A weekly email to all employees from the Chief Executive;
- An employee website.
Whilst some employees are members of a Union [and/or representative body], the company does not recognise any Union for the purposes of collective bargaining.
The company respects the right that employees have to the freedom of association.
We support the wellbeing of our employees on a wide range of health issues including those raised at the recruitment stage and with any necessary adjustments required to help them maintain employment and to ensure that our employees are not harmed by their work.
We have established a Welfare Committee that meets weekly to review any requests from employees for additional financial, pastoral or occupational health support.
We offer a range of flexible working arrangements and hours to support employees in different stages of their career or life, including sabbatical leave and school holiday leave.