We offer competitive salaries and a good benefits package, including generous annual leave, flexible working arrangements and a pension scheme with employer contribution. 


Our benefits package includes:

Holiday icon

We want to make sure that our employees have sufficient time off to recharge batteries and to spend time doing non work related activities.

Our holiday entitlement is fair and compares very well to what is offered in the market.

We also recognise that people have different holiday needs from year-to-year so we want to offer some flexibility through the option to buy and sell holidays.


  • Every employee will be eligible for 25 days holiday a year, calculated on a pro-rata basis for part time employees.

  • This will increase by one day a year for each year of service up to a maximum of 30 days holiday a year. Bank holidays are on top of this which means an additional eight days holiday a year for everyone including any part time employees.

  • Employees will be able to carry forward up to five days of unused holiday, to be taken any time during the next holiday year.

  • All employees will be able to buy and sell up to five days holiday a year.

  • The holiday year will run from 1 April to 31 March,

If you buy or sell holiday you’ll pay/get paid for the value of the days over an agreed period in equal instalments via payroll.

Life cover icon

We really hope that you remain healthy and well during your time at Sovereign. However, if the unthinkable happens, we want to make sure that your dependants remain financially secure.

Our life cover pays out a lump sum to your dependants in the event of a death in service.


  • Every employee will have life cover equivalent to one times your annual salary.

  • An additional three times annual salary cover is provided if you join the SHPS DC or Scottish Widows pension scheme.


We’ll automatically provide life cover for all employees from 1 April 2018 to the equivalent of one year of your annual salary.

You can nominate who you’d like to receive this benefit by completing an expression of wish form which we’ll make available.

Private medical insurance icon

Your health is important and life can be difficult when you start to worry about it. Private medical insurance may help reduce the worry a little and give you extra peace of mind.


  • All employees will be eligible for ‘single cover’ private medical insurance (this covers just you).
  • This will provide benefits for in-patient, day-patient and out-patient investigations and treatment.
  • This is a taxable benefit and will be reflected on your P11D and the tax deducted in the following tax year.

You’ll be given the opportunity to join. Membership isn’t automatic and you’ll need to complete a joining form, which we can give you when you start with us.

Flexible working icon

We’re a diverse team at Sovereign with diverse needs, in terms of the roles we do, the requirements of those roles and us as individuals.

We’re committed to providing flexibility which helps us deliver a great service to our customers and enables our teams to balance their work and home commitments. We think that every role at Sovereign should be able to provide some flexibility while still being mindful of business requirements.


  • We have a flexible working policy which will provide the framework for flexible working arrangements (such as different start and finish times).

  • These arrangements will be made available as widely as possible, provided they meet the needs of the business.

  • Alternative considerations to full-time working including job share, part time hours, compressed hours or annualised hours will also be considered by formal request.


Where possible, there’ll be flexibility on start and finish times, to help you balance your work and home commitments, and to provide a more flexible service for our customers. For most employees, the busiest time of the day is between 10am and 4pm so flexibility outside these hours can usually be accommodated. Depending on customer needs, your manager may need to put a rota in place to ensure fair and effective cover.

We also want to make best use of the technology available to us so we can be more flexible about where we work and continue to provide a good service wherever we are working from.

Sick pay icon

Although we want to create a working environment where people are happy and well, people do sometimes get sick.

In those cases we want to make sure that you recover quickly without having the unnecessary worry about the financial implications of being away from work.


  • To support you when you’re ill, we’ll top up your Statutory Sick Pay (SSP) entitlement to your basic salary for three months, followed by three months half pay.



After the completion of a probation period, everyone will receive three months full pay, followed by three months half pay if you are too ill to work and if you follow our sickness absence procedures.

During the probation period, sick pay will be one week full pay and one week half pay.

Mileage icon

We understand that running a car is expensive and that you should be fairly reimbursed for the miles that you travel for work. 

We want our approach to be fair and simple to use for everyone so we’re introducing a flat rate across the organisation. 

However we’re also mindful of the need to minimise the mileage that we do, to save the wear and tear on you, your car and our environment. We now have technology in place for video and other conference calls to help you reduce the need for travel.


  • For business journeys, everyone will receive 35p a mile.
  • You can claim tax relief (called Mileage Allowance Relief or MAR) on the difference between what we pay per mile and 45p per mile up to 10,000 miles a year.


Long service icon

We think it’s important to recognise the value our longer serving employees bring to Sovereign.


  • After five years service, you’ll receive one additional days holiday for that year only.
  • After 10 years service, you’ll receive a one off payment of £500.
  • For every five years service after that, you’ll receive £500.


Pension icon

We know that planning for your future financially is really important for many of you; so we want to provide an attractive pension scheme that offers employer contributions above what is typically found in the market.


  • We offer the SHPS DC scheme that will auto-enrol new employees into it. You’ll also have the option of choosing the Scottish Widows DC pension scheme.
  •  If you’re a member of either of these schemes, we’ll match your pension contributions on a 1:1 basis starting at 3% up to 12% of your salary.
  • Remember that both of these schemes offer you additional life cover.
  • You’re also welcome to contribute more or less than 12% of your salary. Sovereign will match any contribution from 3% up to 12%.
  • From 1 April 2018, you’ll need to contribute a minimum of 3% of your salary in to a pension as part of national auto enrolment legislation. Please remember that you have the right to opt out of auto-enrolment and we will let you know how you can do this closer to the time.

We’ll use a salary exchange arrangement for making your pension contributions, also called salary sacrifice. It’s a more efficient method of paying your contributions with lower National Insurance (NI) contributions for you and for Sovereign. Salary sacrifice is a well-established method of paying pension contributions.

The Pensions regulator

Our pension schemes are managed within the requirements set by The Pensions Regulator. The Pensions Regulator deals with risks to pension schemes and members’ benefits. You can find out more about the role of The Pensions Regulator at thepensionsregulator.gov.uk

Notice period icon

Notice periods are one of those benefits that we don’t really think about unless we are looking at changing jobs. But we know that they are important to you at that time so we want to make sure that what we offer is consistent and fair across the organisation and comparable with the market.


For executive directors (and some additional discretionary director roles):

  • If you wanted to leave Sovereign, you’d need to give six months notice (or one month during your probation period).

  • If Sovereign were to end your employment, we’d need to give you six months notice.

For senior managers

  • If you decided to leave Sovereign, you’d need to give three months notice (or one month during your probation period).
  • If Sovereign were to end your employment, we’d need to give you three months notice.

For all other employees

  • If you decided to leave Sovereign, you’d need to give one months notice (or one week during your probation period).
  • If Sovereign were to end your employment, we’d need to give you between one month and 12 weeks notice, depending on your length of service.


Maternity and Paternity icon

We want to be a family-friendly organisation, offering a modern and flexible approach to working which supports new parents.


  • Providing that you meet the terms set out in our policy, once you go on maternity leave, we’ll pay you for three months at your normal full monthly salary and for a further three months at half your normal monthly salary.
  • Paternity leave - If you’ve worked for Sovereign for a minimum of 26 weeks by the end of the 15th week before the baby is due, you’ll be entitled to two weeks paid paternity leave from the baby’s due date.



If you’ve worked for Sovereign for at least 26 weeks by the end of the 15th week before the baby is due, you’ll be entitled to enhanced maternity pay at three months full and three months half pay. The full pay will include any statutory payment due and the half pay will be in addition to any statutory payment due, subject to a maximum of full pay in some circumstances.

Salary review icon

We want our employees to feel valued and rewarded for the great work they do. To do this, it is important that we continue to review your pay on an annual basis to make sure it’s still competitive. We need to do this at the same time of year across the organisation.


  • Salaries will be reviewed in July each year.



A July pay review date allows us to take into consideration last year’s organisational performance when making any decisions about pay. Pay reviews in July also tie in with the benefits renewal period to help you make decisions about what flexible benefits you choose for the year ahead.


Hours of work icon


  • All full time employees will work 37 hours per week, except for full time trades employees who will work 40 hours per week.



Everyone is different, so we want to offer some more flexibility and choice in our new T&Cs, as well as making them a little different.


  • We’ll introduce a flexible benefits scheme later in the year. Everyone (including people who work part time, people on maternity leave and those on long term sick leave) will have £450 to spend.
  • You’ll be able to choose how to spend your money, giving you flexibility and choice over what benefits and products you receive and when. 
  • Some of the products available will be subject to tax, for example dental insurance, which will be reflected on your P11D and deducted in the following tax year.
  • Until the scheme is up and running, you’ll receive the flex-pot in cash each month with your pay, to spend however you’d like. When the scheme is available, you’ll still have the option to take the flex-pot as cash, rather than spend it on the benefits available through the scheme.



We’ll provide you with a flex-pot of £450 to spend on benefits through a flexible benefits scheme.

When the scheme is introduced, you’ll be able to use your flex-pot to spend on benefits in the scheme, or you may choose to take the cash payment instead, to top up your pension, or spend how you’d like.

A flexible benefits scheme can give you access to benefits such as cash plan, dental cover, a car purchase scheme etc (see below for more examples). You can pay for these benefits at preferential rates with the £450 and top this amount up directly from your salary if you like.

Each year there will be enrolment windows to review and select your benefits.

This benefit will be in place by April 2019, at the latest. 

Until the scheme is introduced, you’ll receive the flex-pot as a monthly cash payment of £37.50 along with your pay, to spend as you wish.

Tool allowance icon

We want you to have the right tools for your job and to replace them when you need to. You’re the expert, so you’re the best person to choose what to buy and when to buy it.



  • We’ll give you a tool allowance on top of your salary for you to buy your own tools. This allowance will be subject to tax and NI.



All eligible employees will receive an annual tool allowance as detailed below.

Single trades get 100% of the appropriate group rate (A or B). Multi trades get 100% of the appropriate rate for their core trade plus 50% of a second trade (or 25% of a second and third trade).


Bricklaying, Fencing, Ground Works, Masonry, Paint/Dec, Plastering, Roofing, Tiling, Labourer

100 % = £176

50% = £88

Group B

Carpentry, Plumbing, Electrical, Gas, Builder

100% = £330

50% =  £165

If you need to replace all of your tools now and cannot afford to do that in one go, you can apply for an interest-free loan for tools above £250. The loan will be repaid via payroll over a maximum period of 18 months or repaid in full if you leave the business before that.

You’ll also enjoy access to all of the following:

  • Financial support with learning and development opportunities
  • A discount shopping scheme
  • Employee Assistance Programme
  • Occupational health support
  • Paid professional subscriptions
  • Cycle to work scheme
  • Eye test vouchers