At Independent Age, each and every one of our employees contributes to our progress as an organisation. In return, we want to make sure you are supported and rewarded through high-quality learning and development, fair and inclusive policies and processes, and access to valuable benefits to ensure a good work-life balance and to help you perform at your best.
97%
of employees feel they are offered good flexible working.
87%
of employees feel Independent Age offers a good benefits package.
90%
of employees feel they are provided with training and resources to support their wellbeing.
Results taken from our 2023 Employee Survey.
Redefining flexible working
At Independent Age, we reject the old narrative of having to justify 'why' we need flexibility. That’s why flexible working hours and hybrid working are standard for all our employees from day one of employment, where:
- hybrid employees work a minimum of four days a month in the office (usually attending one day a week)
- fully homebased working is available where the role permits
- a full-time contract is 35 hours a week worked over five days
- you have the option to work your contracted hours over a nine-day fortnight
- you have the option to work flexibly around our core office hours (10:00am to 3:30pm).
However, we also know there isn’t a one-size-fits-all way of working and we will always be happy to discuss alternative arrangements. As part of our commitment to supporting colleagues to balance their work and family life, we have signed the Happy to Talk Flexible Working pledge.
Brilliant employee benefits
Working at Independent Age gives you access to a wide range of benefits in addition to our competitive rates of pay, including:
- 28 days' annual leave a year, plus bank holidays
- a defined contribution pension scheme (we will contribute up to 10%), which includes life assurance cover up to five times your annual salary
- a salary sacrifice pension scheme
- a cycle-to-work scheme
- a season ticket loan
- free eye tests and contribution towards the cost of your glasses
- payment for flu vaccinations
- an active office social calendar, including game and film nights and summer socials
- the Independent Rage softball team (we were London Charity Softball League 2022 winners!)
- peer-led communities for shared interests and hobbies, including a green team, book club, music club and crafting afternoons.
Working for a charity also gains you and your family exclusive access to a Charity Worker Discounts membership, offering generous shopping discounts and rewards.
Supportive enhanced leave options
We offer a number of enhanced leave provisions and benefits, including to support parents, soon-to-be parents or colleagues who have other caring responsibilities, including:
- bereavement leave and pay – up to 10 days' paid leave
- carers leave – up to four weeks' unpaid leave a year
- dependants leave and pay – up to five days' paid leave
- maternity and adoption pay – 12 weeks on full pay, eight weeks on half normal pay and 19 weeks at the statutory rate
- paternity leave and pay – three consecutive weeks' leave on full pay
- pregnancy and baby loss leave and pay – up to 10 days' paid leave
- sickness leave and pay – paid sickness leave from day one of employment (and entitlement increases with length of service)
- paid study leave (for recognised qualifications relevant to your role) – up to two days' paid leave a year.
If you would like a copy of any of our enhanced leave policies mentioned above, please contact us and we would be happy to provide this.
Committed to your wellbeing
With more than a third of our lives spent at work, its effects on wellbeing can be vast. That's why we are committed to putting the wellbeing of our employees at the heart of our success and offer a number of provisions that actively promote better work and working lives:
- mental-health first-aiders
- employee assistance programme
- online peer support groups
- gender-neutral toilet facilities and free period products for all
- menstruation and menopause policy
- quiet room
- daily ‘no-meeting’ diary block.
A voice that counts
Our employees' voices are valued and heard. We foster an environment of openness, honesty and transparency to ensure everyone who works at Independent Age feels safe and confident to express their views and share ideas.
We encourage open dialogue between colleagues at all levels, so feedback can be given freely. However, there are also recognised channels our colleagues can use to share their voice, including our feedback surveys or Employee Forum, made up of elected employee representatives who meet regularly with senior leadership to share feedback and suggestions on behalf of colleagues. The employee representatives collate feedback through everyday conversations and monthly drop-in sessions. The work of our Employee Forum has successfully led to many improvements and changes, including reviewing organisational policies and supporting the introduction of a nine-day fortnight working arrangement.
Pledges and accreditations
We are proud to have signed several pledges and been accredited by various organisations, all of which demonstrate our commitment to providing our employees with a safe, fair and supportive place to work.
We have signed the Show the Salary pledge, committed to always showing the salary for the roles we advertise and never asking candidates for their current or previous salary.
We have signed the Pregnancy Loss pledge, committed to ensuring that any of our employees going through what can be a very difficult or traumatic time get the support and time off they need.
We have signed the Happy to Talk Flexible Working pledge, committed to supporting colleagues in balancing their work and family life.
We are an accredited Age-friendly employer, recognising the importance and value of older workers. We are committed to improving work for people in their 50s and 60s – and beyond – and are prepared to take action to help older workers flourish in a multigenerational workforce.
We are an accredited Living Wage employer. This means we guarantee all directly employed staff are paid at least the living wage rates. It also means that we have a plan to ensure that third-party contractors (who work regularly for two or more hours a week for eight or more consecutive weeks a year) are paid this rate (either immediately or at contract renewal).
To find out more about our commitment to EDI in our recruitment and selection practices, please visit our FAQs page.