L&Q

An environment where we can be ourselves

 

 

Jobs & family friendly benefits

L&Q is one of the UK’s leading housing associations and one of London’s largest residential developers. We own or manage over 100,000 homes across London and the South East. Following our recent merger with East Thames, we are now the largest provider of new affordable homes in the country, with a commitment to building 100,000 new homes over the next ten years.

Recognised as a great workplace L&Q is ranked in the top 30 of the national “Great Place to Work” 2017 survey. We believe our people are our greatest asset and every year we achieve much higher than average levels of employee engagement. We share a set of values, which are brought to life by our diverse workforce – People, Passion, Inclusion, Responsibility and Impact.

We are committed to supporting work-life balance and recognise the changing demands of family life, whether due to adoption, the responsibility of being a carer, the arrival of a newborn, or a child starting school – whatever the challenge, finding the right balance is crucially important. The bottom line is that L&Q is an employer of choice for talented people. To achieve this we provide a working environment and benefits package that attracts and retains the best people in the business. L&Q has developed a number of family friendly policies to benefit our great people.

Maternity Leave – L&Q offers generous maternity leave and pay arrangements far in advance of the statutory requirements (actual arrangements dependent on service).

Paternity Leave – L&Q recognises the importance of the role that partners play during pregnancy and the early days – and provides two weeks paid leave for husbands and partners.

Adoption Leave – Time off given to make arrangements in the same way as for antenatal care. Post adoption leave and pay arrangements in line with Maternity/Paternity arrangements.

Leave for infertility treatment – Time off is granted in the same way as for antenatal care.

Parental Leave – Allows time off to look after a child or make arrangements for a child’s welfare. Employees can also use it to spend more time with their children.

Grandparent Leave – In addition to recognising the important role that partners play in a new baby’s life, L&Q are aware that many grandparents need to provide support to their children and help with their newborn grandchild.

Carer’s Leave – In an emergency situation, staff are allowed additional paid leave – up to 5 day’s for any dependent.

Carer Expenses – L&Q will reimburse the cost of carer expenses if an employee is needed to work outside their normal hours.

Flexible Working – After six months’ service, any staff member is entitled to request flexible working arrangements – a change to working hours, part time working or job sharing, for example. L&Q are very proud to be able to say that most requests have been accepted.

Home working – The use of technology has made home working a possibility for staff – e.g. 30% of our contact centre are home workers.

Childcare plus – L&Q promotes Childcare plus, a Government approved employee benefit which saves employees money by allowing them to receive part of their salary free of tax and national insurance to pay for registered or approved childcare.

For more details about our family friendly benefits please click here.

We are delighted to say that over 90% of women at L&Q who go on maternity leave return to the organisation. A large part of this is due to the fact that L&Q are so flexible – each woman’s proposal for returning to work to date, has been accepted – and this applies to every level of the organisation

Case Study:

Pam – Performance Director, Strategic Services
L&Q Case Study - Pam Sullivan fam pic

In my role as Performance Director at L&Q I am responsible for a centralised team that supports the teams responsible for building new homes. This includes ensuring all the right policies and procedures are in place and followed, reporting on performance and managing funding programmes. I work with hundreds of people across the Development Department, as well as external agencies such as GLA and Homes England. I manage a core team of 11, but am also responsible for carrying out new starter monthly inductions for 20-30 people where I explain the development structure and processes.

I’ve worked in the housing sector for 14 years, but joined L&Q in 2010 from another housing association and was impressed by its social purpose, to provide quality, affordable homes for the most vulnerable in society, as well as its scale and the amount of stock it holds.

My family keeps me busy. I have two children, a three-year-old boy and a girl who is nine. My work fits around family commitments and on Friday’s I have no childcare in the afternoon, so my flexible arrangement allows me to start early or finish late to make up any time. If my childcare fails  I have the flexibility to  work from home, as the IT system and external login is seamless. I was also given carer’s leave when my son was admitted to hospital, which was one less thing to worry about at a particularly stressful time.

It’s a respectful working environment at L&Q – we’re treated like adults and trusted to get things done and there is no pressure to work the routine 9-5. I pass on the same arrangements to my team, and find that if I give them lots of trust, in return I get heaps of commitment.

L&Q Case Study Squirrell Family1

Emma Squirrel

I was originally attracted to work for L&Q because of its social purpose and its great values. Since I started here 13 years ago, I have always enjoyed my role within the finance department, where I am currently Executive Assistant to Waqar Ahmed, Group Director of Finance. I have worked with some fantastic people and have really enjoyed the culture here at L&Q.

While my professional life has continued to grow, my personal life has also changed over the years but, thanks to L&Q’s family-friendly flexible working policies, I can coordinate my working hours around my family time with my husband and two children and still give 100% to my work, my manager and L&Q.

My current arrangement involves me working full time, some days from home, others in the office. I have a really good relationship with my manager, Waqar, which is based on trust and good communication. My flexible hours allow me to be around more for my children, I will always work evenings if necessary to make sure all my work is done. I think of my working relationships a bit like a marriage – it’s about give and take. When I’m not in the office, Waqar and I have very regular contact and catch-ups so we can both be clear on where we are with things. At L&Q, this support has enabled me to continue with my career without having to make compromises in my private life. It really does work for me and my family.”