About our people

PayPoint seeks to improve its employees’ working environment. Employees are invited to participate in two staff meetings a year where the directors present the performance of the group. In addition, regular staff meetings and functional meetings take place throughout the year at our various offices. PayPoint believes that keeping its employees informed of new developments and products as well as the financial performance of the group motivates the employees and helps them understand the group’s progress towards its goals and objectives.

Download PayPoints employee statistics

PayPoint’s employment policies are designed to attract, retain and motivate the best people. All staff are given two appraisals per annum, which cover performance management, employee development, training and succession planning where applicable. Training is undertaken locally and all employees are given equal opportunities to develop their experience and their careers.

All employees across the group participate in an annual employee engagement survey which covers a wide range of subjects, including job satisfaction, employee involvement, learning and development, reward and recognition and management effectiveness. This survey is used to agree with employees the actions necessary for improvement.

PayPoint has the following policies in place:

Equal opportunities

We treat job applicants, employees and temporary staff equally, regardless of their sex, sexual orientation, age, race, ethnic origin or disability. It is also the group’s policy to retain employees who may become disabled while in service and provide appropriate training as necessary.

Whistle-blowing

We are committed to ensuring that malpractice is prevented and immediately dealt with, should it arise. We encourage employees to raise their concerns about any malpractice promptly and we have an established procedure for raising any such concerns.

Health and safety

We recognise that effective health and safety management is fundamental to running a successful business. We are committed to operating high standards, designed to minimise the risk of injuries and ill health to employees, contractors, visitors and others who come into contact with the business, so far as is reasonably practicable.

Disciplinary and grievance procedures

We recognise that effective health and safety management is fundamental to running a successful business. We are committed to operating high standards, designed to minimise the risk of injuries and ill health to employees, contractors, visitors and others who come into contact with the business, so far as is reasonably practicable.

Bullying and harassment

We recognise that effective health and safety management is fundamental to running a successful business. We are committed to operating high standards, designed to minimise the risk of injuries and ill health to employees, contractors, visitors and others who come into contact with the business, so far as is reasonably practicable.

Business ethics

We set out clear standards for ethical relationships and conduct to be maintained by employees and sub-contractors and conduct our business in accordance with the highest ethical standards. We do not offer or accept any bribes.

Training and development

All employees meet twice a year with their line manager to discuss performance and any development needs. Training is provided either in-house or externally. We also sponsor employees through further professional and technical qualifications. We promote internally, where appropriate.

GENDER PAY GAP REPORT

Our Gender Pay Gap report can be downloaded below. The report reflects our total UK employee base of 445 people who were employed on 5 April 2017. Our statutory reporting requirement in respect of PayPoint Network Limited, our only entity employing the minimum 250 employees required for disclosure, can be found at the end of this report.

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