Carpetright is one of the UK’s leading flooring and bed providers. Since our launch 30 years ago we have grown into an international retailer, operating in four territories the UK, Netherlands, Republic of Ireland and Belgium. As an employer that promotes flexible working, we want to make the most of your ambition, passion and personality.


With a history spanning 30 years, everything you walk on or sleep on, we sell. From carpets to artificial grass, rugs and even beds, we put the customer at the heart of everything we do. Our aim is to deliver excellent customer service by making it easy for our customers to transform their homes.

We understand that every individual is unique and promote flexible working and equality in the workplace.  There is plenty of opportunity to succeed and thrive at Carpetright; whether you’re a store colleague, a buyer, or part in the marketing department, there’s always a new idea just waiting to be developed by a talented member of staff.

Everything you want from a retail career and more can be found with us.

Company Overview

Our commitment to our customers and our colleagues is central to everything we do. We employ over 2,500 people across our organisation, including in our 320+ stores, who work hard to deliver excellent customer service.

We’re committed to taking the basic skills from everyone and transforming each into an unbeatable, knowledgeable and professional team member.   Simply put, we want everyone to reach their full potential.

From before you begin – to day one and beyond – you will have access to our learning tools. This is just a taste of the kind of skills development, support and training you will receive from us, every day you work here.

The two most important things to us are our Customers and our Colleagues; these are what have made us the market leader in what we do. If you are passionate, friendly and put the customer at the heart of everything you do you’ll fit right in.

Our CEO, Wilf Walsh, is an ambassador for the Retail Week Be Inspired campaign, which is an initiative to inspire and promote the careers of successful female retail leaders. It’s also important to us that all colleagues are treated with the respect that they deserve and so we continually evaluate our HR policies – and we have recently strengthened our maternity and paternity payments.  We invest in skills, develop people and reward well. We work hard, we play hard, we all pull together to help – it’s the people that make Carpetright!


With over 320 stores across the UK, we aim to create a culture where our employees can develop and be valued for their strengths.

Retail is changing, and we want to ensure we change with the times by offering flexible opportunities for people with diverse backgrounds and experiences. We want to attract a diverse talent pool which reflects the communities we work in.

From flexible working hours to job sharing, Carpetright wants to ensure we continue to create an agile workforce. We already have many of our employees on flexible working patterns, with options such as part time working, or working at the weekend and having 2 days off during the week, if full time work is important to you.

We care about being a supportive place for our employees to work and a welcoming place for all our customers to invest.  We’re proud that all our colleagues earn at least National Living Wage, regardless of their age and that we are out performing the retail sector when it comes to the gender pay gap.  We’re not resting on our laurels though; it remains high on our agenda to keep closing the gap.


We’re not just about great salaries. We’ve also set out to offer the kind of benefits that show how much we care about our employee’s:

  • Generous commission, bonus and incentives schemes
  • Free uniform (for retail colleagues)
  • Colleague and family discount scheme (25%)
  • 28 days holiday (including Bank Holidays)
  • Opportunity for career progression supported by product training and structured development
  • Pension
  • Long service awards
  • Enhanced maternity, paternity and company sick pay
  • Life Assurance
  • Flexible working opportunities
  • Gender pay gap considerably less than national average in retail

…to name but a few

So take the next step in your career and apply for a role with us now click here

Case Study:

carpet right case study

Claire Brown left a million miles an hour job in the City and is now working part time as Internal Communications and Corporate Social Responsibility [CSR] Manager at Carpetright. The post means she has enough time for her family and voluntary work and can use her skills and experience in a senior role.

Claire has two children, one is nearly seven and the other nearly two. Until this autumn, Claire worked in the City for the world’s largest sports betting and gaming company GVC Holdings. She had been there since 2008 doing internal communications, having started as a PA, moving to CSR/charity work and being trained by her boss to do internal communications.  “I loved the job, but it was very fast paced,” she says.

She had short maternity leaves with both children. When she had her first child she was working on CSR, having set up a programme for the company which became the blueprint for the gaming sector and attracted high levels of participation. She took eight months off and returned full time to “a whirlwind”, having to pick up the slack left by her maternity cover and to deal with an office move and takeover.  After her second maternity leave ended, she was in a senior internal communications role and came straight back to a massive acquisition.

Claire and her husband shared their parental leave – she took the first half and her husband the second. He didn’t return afterwards as he was offered voluntary redundancy. He is now a stay at home dad, looking after the kids while also working as a freelance designer.

Claire decided that she needed greater flexibility and a better work life balance so she applied for the job at Carpetright which is just down the road from where she lives in East London. Claire says she was initially nervous about working part time and thought it would be difficult to do what could be a full-time job in three days. Her boss Rachel Wheeler convinced her that it could be done through prioritising and being clear about what could be achieved in three days.

Claire now works Monday-Wednesday from 8am to 4pm. What’s more, once she leaves she is not thinking about work all the time. It has taken a while to adjust. “In a fast paced technology business you can do five days and still do more. It was all quick fire communications,” she says. “Carpetright is very project-based and more strategic,” she says.

While Carpetright has a charity partnership, it doesn’t have a full CSR policy or an internal communications strategy and Claire is excited at making a difference and helping plug into local communities through working with schools and other organisations.

She hopes to help Carpetright get ahead of the curve. That means, for instance, getting employees to follow the company on LinkedIn and getting senior managers to write blogs. She is also excited about Carpetright’s commitment to diversity and is keen to highlight examples of flexible working, such as people working on job shares or in senior roles on part-time hours.

Claire, who is on a fixed-term contract, is passionate about flexible working and says younger workers now expect it since both parents are now working. “Everything has changed and companies need to catch up,” she says.

It’s not just parents either. Employees generally have a range of other responsibilities in their lives. Claire knows this better than most. On the two days she is not at work, she does a lot of voluntary work as she has been running her village’s residents association for the last five years. That involves running events, such as fundraisers for Macmillan Cancer, writing newsletters and campaigning against gravel extraction. The latter has occupied a lot of her time of late. The association was involved in a big legal process to oppose extraction which has meant Claire having to learn a lot of about legal and regulatory issues as well as give interviews to the media and sitting in on numerous meetings. In the end, the extraction has been given the green light.

Her community experience gives her added value as an employee, particularly one working on CSR.

Claire says moving to part-time work and learning to prioritise has taken time to get used to, but states that she is now loving it. It also means she is more focused. “Now I write a list the night before of my priorities so I don’t deviate,” she says. “It means I am more focused as I know what I need to achieve.”


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