WEALTH at work listed in Sunday Times Best Places to Work 2024.

15th May 2024

We are absolutely delighted to announce that we have been named as one of The Sunday Times Best Places to Work 2024 and are amongst the best ‘Big Organisations in the UK’.

Jonathan Watts-Lay, Director, WEALTH at work comments, “This is extremely exciting news, especially because employee wellbeing is so very important.

As a people-centric business providing financial wellbeing services to many UK companies, we are particularly thrilled to have been recognised for our approach and ethos to ensuring we are doing the best for our own staff right across the group and making WEALTH at work a business people want to work in.”

Notes about the survey: The Sunday Times Best Places to Work 2024.

WEALTH at work is listed in the Big Organisations category employing between 250-1,999 employees.

The Sunday Times Best Places to Work awards survey uses 26 questions from WorkL’s employee engagement survey, developed by behavioural scientists, data analysts, psychologists, business leaders, academics and other independent parties to most accurately monitor employee engagement, wellbeing and discretionary effort in the workplace.

To achieve a high overall engagement score, an organisation must score well across WorkL’s six-step framework;

1. Reward and Recognition
2. Instilling Pride
3. Information Sharing
4. Empowerment
5. Wellbeing
6. Job Satisfaction

In a highly engaged workplace all six steps will be seen positively by employees, albeit in varying degrees. Each of WorkL’s steps consist of between three and five key elements which are measured on a 0-10 scale. An organisation’s overall engagement score is the sum of all question responses divided by the maximum possible values as a percentage.

To be successfully accredited, organisations must achieve a minimum of 70 per cent overall engagement score. Banding threshold is based on both independent and WorkL’s commissioned research on employee engagement initiatives and is reinforced by WorkL’s benchmarking data of more than 70,000 organisations. For an accurate representation of employee sentiment, organisations were required to send the survey to as many current employees as possible. To participate, the big category had to reach a minimum average response rate of 50 per cent to qualify.