Since 1929 we’ve been working hard to make sure our Partners are happy. It’s this mind set that our benefits package is based on – we believe in rewarding our Partners for their time and energy. After all, they are the ones 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 Partners. Every job in the Partnership has a pay range in which Partners can progress their salaries based on individual performance.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 Line Manager who will be able to explain their rate of pay and how their performance reflects their rate of pay.When recruiting, we generally advertise a pay range to show how a Partner can progress within the role. Upon offering roles in the Partnership, we set initial salaries based on clear guidelines. Partners will then have the opportunity to progress their pay based on their performance in the role.
We know that not all families are the same, so, we’ve got a range of support available, whether you’re a same sex couple, a new mum, a father who wants to share parental leave with your partner, or you’re adopting. The Partnership supports all Partners to find the right balance between parenting and satisfying careers in our business.
We are proud to have active networks across the Partnership who support individual working parents at every stage of the parenting journey and are able to influence and inspire the way the Partnership supports working parents.
Any Partner can join a network, whether they are already a parent or thinking of becoming one. Getting involved can be as simple as joining a community on Google+, attending a Working Parents Network event or contacting one of the network members to find out more, including about how to access our working parent buddy scheme.
Flexible working is welcomed and encouraged in the Partnership. It is not the where, when or how you fulfil your role that is important to us, it is the contribution you make to our business as a Partner. Here we are more than employees, we are co-owners. Partners should feel comfortable to have conversations about flexibility at any point in their career with us, whether this is through formal or informal arrangements. The Partnership will always carefully consider requests and accommodate them where we can.
Buying Holiday is a benefit that allows eligible Partners to buy extra days of holiday in addition to their annual leave allowance. It operates in a similar way to authorised unpaid leave, but allows Partners to spread the cost of additional leave over a longer period of time.
Each holiday year, you will be able to purchase a minimum of one day, up to a maximum of the amount of days in your normal working week.
Each year, you can claim up to £250 to cover half the cost of a range of tutored courses. Although this benefit is only open to Partners, it can be claimed for classes that you choose to attend for or with your child such as National Childbirth Trust (NCT) classes or swimming lessons, which need to be attended with the parent/responsible adult who could be your spouse or partner.
There are also some practical policies which support Partners with their parenting commitments:
Having a baby is an exciting time and we want to support you in the best way possible. You have to take at least two weeks leave after giving birth, but after that the choice is yours for how much maternity leave you decide to take up to a maximum of 52 weeks in total.
Statutory Leave and Pay (Statutory Maternity Pay or Maternity Allowance) -for information on the current statutory provision for maternity leave click here.
Partnership Leave and Pay:
We know that becoming a father is an important time and we want to support you to take time off to welcome the new addition to your family. You may be eligible to take one or two consecutive weeks in the immediate 56 days following the birth or adoption of your child. If you would like to take more time off work after your two weeks’ paternity leave, you can request to take holiday or Parental Leave. You may also be eligible for Shared Parental Leave.
Statutory Leave and Pay – for more information on the current statutory provision for paternity leave click here.
We want to support all Partners to balance the needs of their families and careers within the Partnership. There might be times when you need some extra flexibility to accommodate your parenting responsibilities so we want you to know that you can take up to 18 weeks’ unpaid Parental Leave to care for your child if they are under 18 years old. If you have more than one child, you are entitled to take up to 18 weeks’ leave for each child e.g., if you have two children you can take up to 36 weeks.
You can take more than a week at a time, or up to 18 weeks together, but you must take parental leave in weekly ‘blocks’ of time. If you take less than a contractual working week, it will still be counted as one week of your total entitlement.
To qualify for Parental Leave, you must have at least one year’s continuous service with the Partnership and:
All Parental Leave is unpaid.
Shared Parental Leave allows you to take a flexible approach to deciding when you will be away from work once your baby is born or when you adopt or foster a child, while maintaining your employment.
If you are the mother of the child, the first two weeks following the birth or adoption of your child must still be taken as Maternity Leave. After this, you are free to end your Maternity Leave when you wish share some or all of the remaining leave and pay entitlement with the child’s father or with your partner. You may also take Shared Parental Leave when an adoption or foster agency has placed a child with you and your partner as adoptive or foster parents.
If you are the father, or the mother of the child’s partner, and share the main responsibility for the care of the child with the child’s mother (where the child’s father does not), or an adoption or foster agency has placed a child with you and your partner or foster parents, Shared Parental Leave is available to you.
If you wish to take Paternity Leave this should be taken during the first 56 days following the birth or placement of your child. Once Shared Parental Leave is started, you will lose any untaken Paternity Leave entitlement.
Statutory Leave and Pay – for more information on the current statutory provision for Shared Parental Leave click here.
You’re eligible for Shared Parental Pay if one of the following applies:
Adopting a baby is an exciting time and we want to support you to find the right balance for your family and work commitments by providing you the ability to take time away from work when you adopt a child.
Statutory Leave and Pay – for more information on the current statutory provision or adoption leave click here.
If you are adopting jointly with your spouse or partner only one of you can take Adoption Leave (you can choose which one of you does that.) If your spouse or partner takes the Adoption Leave you may be entitled to Paternity Leave and/or Shared Parental Leave.
If you’re eligible, you’re entitled to take up to 52 weeks’ adoption leave, regardless of the number of hours you work or your length of service.
The period of adoption leave is split into two parts:
Adoption leave can be taken:
Adoption Leave is only available if you are adopting through a UK or overseas adoption agency. It is not available if there is no agency involved, for example, where a step-parent is adopting their partner’s children.
If you are entitled to take Adoption Leave, you can also get paid time off work to attend 5 adoption appointments after you’ve been matched with a child.
Job levelling enables different roles 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 them.
The Partnership is incredibly diverse and our job levelling system allows us to compare roles in different industry sectors to determine its reward. 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 every Partner, from Supermarket Assistants through to the Chairman, have clarity on 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: 27/9/2019
£59,200 - £87,300
Closing Date: 29/9/2019
£9.65 - £10.87