We believe in rewarding our Partners for their time and energy. After all, they’re the ones that make the John Lewis Partnership special.
When you join the Partnership, you’ll be given access to our very own internal benefits website, PartnerChoice. In the meantime, find out about the extensive range of exciting benefits that you could enjoy when you join us.
Determined by our overall performance, the John Lewis Partnership bonus is our annual share-out of profit, and all Partners receive it as a percentage of their salary. The 2018/19 bonus was 3% of a Partner’s pay.We also run BonusSave – our Share Incentive Plan that allows you to invest your Partnership Bonus and save Income Tax and National Insurance.
The Partnership has a Defined Contribution pension scheme where your contributions will be matched by the Partnership (up to 8% of pay) and, after three years’ service, you’ll receive an additional Partnership contribution of 4% of pay, regardless of whether you pay in or not.
Our life assurance scheme covers a lump sum of four times your annual salary, which may be paid to a chosen benefactor in the event of your death.
If you join at levels 8 to 10, you’ll receive 22 days holiday, plus public and bank holidays, rising to 25 days after three years. Anyone at level 7 and above receives 25 days holiday, plus public and bank holidays.After ten years’ service, all Partners receive 30 days’ holiday. Once a year, you’ll also have the option of buying an extra week’s holiday.
And have you heard about our long leave? All Partners get six months off work, on full pay when they’ve worked for us for 25 years – an amazing opportunity to relax, travel and take time for yourself.
Across the UK, we also own 5 exclusive Hotels for Partners and their guests to enjoy. Find out more about our hotels here.
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, you’re adopting or using a surrogate. The John Lewis Partnership supports all Partners to find the right balance between parenting and satisfying careers in our business. We offer equal parenthood, parental and shared parental leave.
Each year, you can claim up to £250 to cover half the cost of a range of tutored courses. This benefit is open to all Partners, but you can also use it to claim for baby and child courses such as NCT and hypnobirthing or parent and baby swimming lessons.
Our Working Parents Network is one of the eight networks in the John Lewis Partnership that exist to educate, influence and challenge the business.
We’re invested in the financial, physical, mental and social wellbeing of our Partners. Changes in society and the workplace are putting new pressures on workers, and we’re more committed than ever in supporting Partners and helping them fulfil their potential.Our Partner Support team offers a helpline for emotional and practical support as well as financial mediation, while our Partnership Health Services provide physiotherapy, counselling and other health services. In 2018, a free health and wellbeing platform, Unmind was rolled out to all Partners.
Private Healthcare
The private healthcare scheme, run by Bupa, is offered to Partners at levels 1-6 . It aims to provide Partners who need medical attention, to obtain it with minimum interference to their work.
The Partnership will pay the cost of healthcare for eligible Partners with Partners paying the tax on the value of this benefit
For all other Partners, there are offers available from Simplyhealth.
We’re really proud of our exclusive hotels based in some of Britain’s most beautiful areas and once you’ve been with us for three months, you’re welcome to explore them. Find out more about our hotels here.
Every Partner can claim up to £60 a year towards the cost of event tickets such as concerts and festivals and £250 a year to help towards learning a new skill or exploring an interest. If music’s your thing, make sure you take advantage of our VIP suites at the O2 and Wembley Arena. We also arrange large events and tournaments – past events have included exclusive Partner days at Legoland and Thorpe Park.
You’ll also get free entry to many attractions such as Historic Royal Palaces and museums and take advantage of over 500 discounts and deals on holidays, restaurants and theme parks across the country.
And as a Partner you’ll also be able to join our sports clubs and societies that cover everything from abseiling and skiing to drama and photography.
Flexible working is welcomed and encouraged. It’s not where, when or how you fulfil your role that is important to us, it is the contribution you make to our business. 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 and we’ll always carefully consider requests and accommodate them where we can.Learn more about flexible working at the Partnership.
Our equal parenthood leave gives all new parents 26 weeks paid leave (14 weeks at full contractual pay and 12 weeks at 50% contractual pay). It’s available for all Partners who’ve worked for the Partnership for one year at the qualifying week or you’re notified of being matched with a child, regardless of how you become a parent. It tops up any statutory maternity leave and pay, statutory paternity pay and leave or statutory adoption leave and pay.
There might be times when you need some extra flexibility to accommodate your parenting responsibilities. We want you to know that you can take up to 18 weeks’ unpaid parental leave to care for your child if they’re under 18 years old. If you have more than one child, you’re 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 up to four weeks per child per year. It needs to be taken in weekly blocks, if you take less than a contractual working week, it will still be counted as one week of your entitlement.
To qualify, you must have at least one year’s continuous service with the Partnership and:
Shared parental leave allows you to take a flexible approach to deciding when you’ll be away from work after your baby is born or when you adopt or foster a child.
If you’re the mother of the child, the first two weeks following the birth or adoption of your child must be taken as statutory maternity or adoption leave. After this, you’re free to end your statutory leave when you wish and share some or all of the remaining statutory leave and pay entitlement with the child’s father or your partner. You can 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’re the father, or the mother’s partner, and share the main responsibility for the care of the child with the child’s mother (where the child’s father doesn’t), 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 statutory 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 statutory paternity leave entitlement. Find out more on statutory shared parental leave and pay.
You’re usually eligible for shared parental pay if one of the following applies:
We offer competitive pay for all roles in The Partnership.
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Determined by our overall performance, the John Lewis Partnership bonus is our annual share-out of profit, and all Partners receive it as a percentage of their salary. The 2019/20 bonus was 2% of a Partner’s pay.
We also run BonusSave – our Share Incentive Plan that allows you to invest your Partnership Bonus and save Income Tax and National Insurance.
Once you’ve been with us for three months, you’ll get 25% discount (12% off electrical products) in John Lewis & Partners, including online. You’ll also get 20% off in Waitrose & Partners, including online. You’ll even be able to nominate someone you live with to share your discount too.
If you join at levels 8 to 10, you’ll receive 22 days holiday, plus public and bank holidays, rising to 25 days after three years. Anyone at level 7 and above receives 25 days holiday, plus public and bank holidays.
After ten years’ service, all Partners receive 30 days’ holiday. Once a year, you’ll also have the option of buying an extra week’s holiday.
Our dining rooms across our shops, head offices and distribution sites offer excellent food and drink for generously subsidised prices whilst Partners are at work.
The HMRC-approved salary sacrifice scheme lets Partners save on the cost of buying a bike for cycling to work.
We’re invested in the financial, physical, mental and social wellbeing of our Partners. Changes in society and the workplace are putting new pressures on workers, and we’re more committed than ever in supporting Partners and helping them fulfil their potential.
Our Partner Support team offers a helpline for emotional and practical support as well as financial mediation, while our Partnership Health Services provide physiotherapy, counselling and other health services. In 2018, a free health and wellbeing platform, Unmind was rolled out to all Partners.
Partners can support the charities they care about the most by donating through their pay. It’s a simple and tax-free way to donate to charities and is one of the most cost-effective ways for charities to raise funds.
Season tickets
Partners can buy their season ticket through the Partnership and spread the cost of that ticket over a period of time via their pay.
Partnership Car Scheme (PCS)
A Personal Use Car (or if preferred an allowance as a cash amount) is offered to Partners at Partnership levels 1-5 . The scheme allows Partners to select from most car brands, comes with insurance, recovery, fuel card and service plans included.
Essential use cars are available for Partners who are required to travel on business regularly.
Our equal parenthood leave gives all new parents 26 weeks paid leave (14 weeks at full contractual pay and 12 weeks at 50% contractual pay). It’s available for all Partners who’ve worked for the Partnership for one year at the qualifying week or you’re notified of being matched with a child, regardless of how you become a parent. It tops up any statutory maternity leave and pay, statutory paternity pay and leave or statutory adoption leave and pay. close
You may be eligible for Statutory paternity pay and leave where you can take one or two consecutive weeks in the immediate 56 days following the birth or adoption of your child. If you’d 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.
In addition, we offer Partnership Paternity Pay. To qualify, you’ll need to have worked for us for a year. Partnership Paternity Pay is paid for one week and is designed to top up your Statutory Paternity Pay to your normal earnings. (If your Statutory Paternity Pay is greater than your normal earnings, you won’t be paid Partnership Paternity Pay.) If you wish to take two weeks’ paternity leave, the second week will be paid at the statutory rate of paternity pay.
All Partners who’ve worked for the Partnership for one year at the qualifying week, will receive 26 weeks paid leave (14 weeks at full contractual pay and 12 weeks at 50% contractual pay) regardless of how they become a parent.
