Bellway employees

The quality of our developments, the standard of our customer service, the strength of our business strategy and the value we deliver for our stakeholders are all a result of the people who, together, make up Bellway.

Training and Development

The success of our business relies on us having a skilled and competent workforce, and developing our people remains a key priority for us.

Recruiting, developing and retaining high quality site managers is essential in order to achieve these objectives. We are increasing the number of training hours and investing in the development of our Site Managers and Assistant Site Managers with NVQ Level 6 qualification or above and have implemented a Trainee Assistant Site Manager Programme with the objective of ensuring our trainee assistant site managers have the pre-requisite skills to develop into experienced site agents. We also have a dedicated Construction Learning and Development Manager to improve construction related training across the organisation.

The Bellway Learning Hub, an online learning platform, continues to provide e-learning courses and online resources for new and existing employees. It allows the delivery of a deliver a wide range of mandatory and developmental training across the entire Group as part of our commitment to further improve the learning and development opportunities available to our employees.

We are also members of ‘The 5% Club’, a charitable organisation, recognising our commitment to ensuring that at least 5% of our workforce are employed in apprenticeship and graduate developmental roles.

Communication

We encourage the sharing of good practice through regular meetings across a number of disciplines. Divisional management teams often visit other regions to exchange information on issues of importance, including new materials or build techniques, new house type designs, training and new working practices.

InTouch, an external third party company, provide Bellway with a confidential reporting service known as SpeakUp, allowing our people a confidential way of raising concerns anonymously, should they wish to do so.

We also publish an internal Bellway newsletter to keep our 2,800+ people informed about news, issues, initiatives and events across the Group.

Employment Policies

We believe in treating all our employees and contractors fairly and responsibly. We have policies and procedures in place to ensure that equal opportunities are provided to all existing and prospective employees of Bellway, irrespective of age, colour, disability, ethnic origin, gender, marital status, nationality, parental status, race, religion, belief or sexual orientation.

In addition all employees, whether part-time, full-time or temporary, are treated equally, with all decisions around recruitment, promotion, training (or other matters affecting employment) based solely upon aptitude and ability, as reflected in our Equality Policy.

We also operate a range of additional policies and procedures to safeguard our employees/the company and to provide additional welfare benefits:

Adoption leave policy; bereavement leave policy; bribery policy; bullying and harassment procedure; flexible retirement scheme; flexible working policy; grievance procedure; job share policy; maternity leave policy; parental leave policy; time off for dependents policy; time off for study policy; whistleblowing procedure.

We act in accordance with the Modern Slavery Act 2015 and we publish a slavery and human trafficking statement on our website.

Employee Benefits

We offer a competitive salary and benefits package, including pension, life assurance and private medical scheme. Our employees are also able to acquire shares in Bellway through our savings related share option scheme.

We operate an Employee Assistance Programme through which employees can speak to an advisor (24 hours a day, 365 days a year) on a range of issues, including financial concerns, relationship worries, bereavement, stress and anxiety.

We also support the young families of our employees by promoting the use of childcare vouchers, providing parents with a tax saving, and we work hard to be flexible when considering maternity and paternity leave, including a phased return to work, flexible hours or job sharing where feasible.

Summary of performance

The total number of Bellway employees increased by 11.9% to 2,904 (2017 – 2,595)


274 of our site managers hold NVQ Level 6 (or equivalent) qualifications, up 12% (2017 - 245). Now 61% of our site managers hold this level qualification (or equivalent) compared to 48% last 

We implemented a Trainee Assistant Site Manager Programme to ensure that our trainee assistant managers have the necessary skills to progress


Training hours increased by 10.5% to 69,688 (2017 – 63,101)

Training days per employee increased to 4.7 (2017 – 4.2), a 10.7% increase


142 apprentices and graduates are employed in the business, a 54% increase (2017 – 92)

We are members of the 5% Club, recognising our commitment to ensuring that at least 5% of our workforce are employed in graduate and apprentice development roles


We are a major contributor to the Construction Industry Training Board (CITB) Levy, and The Apprenticeship Levy, contributing £1.6 million to schemes that invests in and supports the training of workers across the construction industry (2017 - £1.2m)

49 NHBC ‘Pride in the Job Awards’ were received (2017 – 49)


11 Bellway Site Managers won awards at the 2018 NHBC Health and Safety Awards (2017 – 10). Four of these site managers went on to win ‘Highly Commended’ Awards (2017 – 5), including one who achieved the National Runner-Up Award in the Large Builder Category. This represents 18% of the awards issued across the industry, far above our share of volume output

Employee turnover remained broadly static to 21.4% (2017 – 21.2%)


We estimate that our construction activities support between 27,000 to 32,000 jobs (direct, indirect and induced) through Bellway, sub-contract labour and our supply chain

We have undertaken a range of health awareness activities in partnership with Cancer Research UK aimed at improving employee’s understanding of health and highlighting the changes they can make to reduce their own cancer risk. In the coming year we will be launching an overarching Health & Wellbeing programme with a monthly focus on specific areas of health.

Performance data