Since 1929 we’ve been working hard to make sure our people are happy. It’s this principle that our benefits package is based on – we believe in rewarding our Partners for their time and energy. After all, they are the people that make the John Lewis Partnership special.
The rates of pay we offer are set at a competitive level to ensure we attract and retain the highest calibre people. We have a performance-based pay policy whereby every job in the Partnership has a pay range. Partners can progress their pay through their pay range based on their performance, achieving faster pay progression for higher performance. Each year, every Partner completes a performance appraisal with their People Manager and their performance is rated. We review the pay of every Partner annually and the performance rating received is used to help determine any pay adjustment in their pay range. We actively encourage Partners to discuss their pay review with their People Manager who will be able to explain their rate of pay and also how their performance affects their rate of pay.
We generally advertise a pay range which shows how a Partner can progress within the role. We set pay based on clear guidelines, and for most entry-level roles candidates would be offered a pay rate at the start of the pay range and it will initially be set dependent on experience and performance during the assessment process. Partners will then have the opportunity to progress their pay based on their performance in the role as outlined above.
The Partnership’s pension scheme is made up of two sections: the Defined Contribution (DC) and the Defined Benefit (DB) sections. Upon joining the Partnership you have the option of joining the DC section where both you and the Partnership make contributions. On completing five years’ service, whilst continuing to maintain your defined contribution fund, you will be eligible to join the non-contributory DB section of the scheme.
Further information on the Partnership Pension scheme will be made available to you on the Partner intranet once you have joined.
The most tangible advantage of being a Partnership is the annual bonus. We distribute a proportion of profits to our Partners as a percentage of their salary. The 2017/18 bonus was 5% of each Partner’s pay.
For UK Mainland Partners the first £3,600 of any bonus received is free of income tax. We also run a BonusSave scheme – a Share Incentive Plan – that enables Partners to save income tax and national insurance on money invested into the scheme from their Partnership Bonus.
Once you’ve been with us for three months, you’ll be entitled to a discount on your shopping in John Lewis and Waitrose. The discount rates in John Lewis are 12% and 25% (depending on the product). In Waitrose you’ll receive a 15% discount.
Those joining the Partnership at Levels 10 to 8 receive 22 days + public and bank holidays, rising to 25 days after three years’ service. If you join at Partnership Levels 7 and above, you receive 25 days holiday + public and bank holidays. After ten years’ service, all Partners receive 30 days holiday pro rata.
Once a year Partners can also choose to purchase up to one week’s additional holiday through our Buying Holiday scheme.
If you die in service, our scheme will pay three times your annual salary to your nominated beneficiary.
Most of our sites have subsidised dining facilities that offer excellent food at very reasonable prices.
We have five locations around the UK that Partners with three months’ service or more can visit at a discounted rate. The holiday centres are located in some of Britain’s most beautiful areas, including the Lake District in the north and Brownsea Island in the south. Each centre offers its own individual style and facilities.
If golfing is your thing, you can enjoy the use of our facilities in Berkshire and Hampshire. While members of our sailing clubs make the most of the five yachts that we have available on The Solent in Hampshire throughout the sailing season. Our sailors frequently take part in regattas and races in the area.
We support a large number of subsidised sports clubs and societies at local and Partnership-wide levels. Partners are encouraged to join the clubs, choosing from everything from abseiling, climbing, football, gliding and golf, to mountain biking, netball, racquet sports, riding, skiing, sailing, surfing and swimming.
Our subsidised non-sport clubs and societies are also open to all Partners. Get involved in drama, photography, music or art.
Partners can get a 50 per cent subsidy on tickets for the theatre, opera and music performances, up to a maximum amount per year. This subsidy is also available for entry to exhibitions and museums.
The Partnership can give financial support to Partners who want to continue their education or learn new skills – whether these are work-related or of personal interest. Many Partners take advantage of this benefit when on extended leave, using the subsidy available to them to learn a new skill or language.
Partners with more than 25 years’ service can take paid leave for six months. This is seen by many Partners as an opportunity to learn new or develop existing skills or talents in sports, the arts and languages and to travel extensively.
We have negotiated over 500 local and national benefits for Partners including discounted holidays, hotels, amusement parks, restaurants and much more.
Partners can obtain free entry to visitor attractions including Historic Royal Palaces, Imperial War Museum & Wildlife and Wetlands Trust through our Corporate Memberships.
The Partnership offers an HMRC approved salary sacrifice scheme enabling Partners to save on the cost of buying a bike for cycling to work. Participating Partners agree to a monthly reduction from their gross pay – saving income tax and National Insurance contributions.
Through our Payroll Giving scheme, Partners can support the charities they care about the most by donating through their pay. It is a simple and tax-free way to donate to charities and is one of the most cost-effective ways for charities to raise funds.
We arrange large events and tournaments which bring Partners and their families together from across the business, these have included exclusive days at Alton Towers, Legoland and Thorpe Park. Partners can also enjoy concerts and performances in our VIP suites at the O2 Arena, Wembley Arena or Hydro in Glasgow.
Loans are available to help finance purchases of travel season tickets which for most Partners are interest-free.
Partner Support is one of the things that makes our business so unique. Always has been, always will be. Specialist Partners are available by phone six days a week to support working and retired Partners experiencing difficulties in their working or personal lives. This includes employment, working relationships, health, finance, bereavement or family. Where needed, face to face support is also provided.
On a regular basis sessions are run in locations across the country by a dedicated provider of financial education offering seminars; surgeries; 1:1 advice and Topics covered include; Partner Benefits (BonusSave, Discounts and Offers), Money Management, Savings and Investments, Pensions & Retirement Planning,
Inheritance & Estate Planning, Tax Planning, Mortgages, Life Assurance and Income Protection.
In addition, the Partnership is a member of the UK’s first credit union specifically for retailers. Partners have access to both savings and loans, with competitive rates of interest. A Credit Union is a membership co-operative saving and loans provider, serving a defined group of people – in this case, anyone who works in Retail. Members save to create a common pool of savings, which is then used to provide loans to members who wish to borrow. The Credit Union has no external shareholders and all profits made are kept within the union which exists solely for the benefit of its members.
Job levelling enables different jobs to be measured based on their relative scale, impact and size. The Partnership hierarchy consists of 10 levels with every job in the Partnership sitting in one of these.
This is an incredibly diverse business, and our job levelling system allows us to compare job levels in all the different industry sectors we touch. We look at every individual role (not the person in the role) to determine a Partnership Level and consider the impact it has on the organisational structure. It allows Partners to see what roles they might be qualified for in other parts of the business – offering a big benefit to career development and progression.
It also means that everyone, from Supermarket Assistants at Level 10 through to the Chairman, has a clear understanding of where their position fits – and there’s a consistent and transparent way of allocating everything from benefits and holiday to financial authority.
South East England
£8.40 - £10.00
Closing Date: 1/11/2019
£59,200 - £87,300
Closing Date: 27/10/2019