Home EmployersWainwright case study libraryLarge Private Sector Employers Lloyds Banking Group, Winner 2017, Best Large Private Sector Employer

Case study library

Lloyds Banking Group, Winner 2017, Best Large Private Sector Employer

  • Enhancements offered for all family leave
  • Proactive support for flexibility in recruitment processes
  • Launched a colleague network for parents and carers

Lloyds Banking Group puts flexible work at the heart of its business, focusing on agile workers, parents and carers.

Agile working is key to the Group’s strategy. Over a third of employees work in an agile way. The company receives 100 formal applications per month, of which 90+ per cent are approved.

Around 43 per cent of employees at Lloyds Banking Group have parenting or caring responsibilities.

Extended maternity leave of up to 63 weeks is offered and pay is enhanced for maternity, adoption and shared parental leave. Partners can also take extended leave and parents can take leave to support their children at critical times, such as school transitions.

The company’s maternity support package is leading-edge, with e-learning modules for each stage of the process, including modules for fathers and partners. A specialist support team helps colleagues and line managers ensure an effective transition.

Shared parental leave (SPL) has been rolled out to all. Of all SPL cases to date, 84% were by male colleagues, and further initiatives will be launched for fathers this year.

In 2016, Lloyds Banking Group launched a new network to support parents and carers. The network’s three chairs all have parenting and carer responsibilities and are agile working champions. Some 11 per cent of employees (8,500) participate in the network, which offers support through monthly events, networking, coaching and masterclasses.

Lloyds Banking Group also operates a returners’ programme for professional men and women who have been on a career break of two years or more. It has created professional internships for 28 candidates, and will place 45 in 2017.

In 2016 the company launched a new approach to hiring. Actively promoting flexible options led to 93 per cent of new advertised roles being agile. The bank also analyses performance management results for part-time vs full-time workers, feeding them into line manager guidance and objectives.

Employee engagement surveys show an upward trend in the experiences of flexible workers, parents and carers.

“Working for the Group has been absolutely ideal for me. It allows me to use several different agile practices to help balance my work and home life.”

Cathy Meston, Manager, Retail Engagement and Responsible Business