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Benefits summary for employees

Save the Children UK employee salaries and benefits are benchmarked against the UK charity sector. The reward package includes the following

Salary review

A review of salaries takes place every April.

Salary awards will take into account an assessment of individual performance.

A minimum of six months service is required to be eligible.

 

Flexible Working

The standard working week at Save the Children UK is 35 hours and start and finish times can be agreed between employee and manager.

Flexibility of working hours may be required to meet Save the Children’s varying needs. A number of posts are offered on a part-time basis and there is potential for job sharing in some roles.

 

Holiday

The basic allowance is 25 days leave per year (pro rata for part timers). After five years this increases to 27.5 days and after 10 years it rises further to 30 days.

As well as the 8 public holidays there is an additional “Save the Children Day” immediately before or after Christmas. The date is set by Save the Children UK.

 

Sickness pay

Maximum sickness pay is one month of full salary and one month of half salary after the first year of service (pro rata before).

This increases to a maximum of six months of full pay.

 

Service

Maximum
0-1 year 1 month's full pay, pro rata
1 year 1 month's full pay: 1 month's half pay
2 years 2 month's full pay: 2 months half pay
3 years 3 months full pay: 3 month's half pay
4 years 4 years full pay: 4 months half pay
5 years 5 years full pay: 5 months half pay
6 years  6 months full pay: 6 months half pay

 

 

Maternity and adoption leave

After working for Save the Children for six months, full and part-time employees are entitled to 21 weeks full maternity/adoption pay. 

A reduced entitlement applies to staff with less than six months service.

All employees, regardless of the length of their employment, are entitled to 52 weeks statutory maternity leave.

Completed continuous service in months at 2 weeks before commencement of EWC Occupational Maternity Pay, i.e, normal full pay
 1 month  3.5 weeks full pay
 2 month  7 weeks full pay
 3 month  10.5 weeks full pay
 4 month  14 weeks full pay
 5 month   17.5 weeks full pay
 6 month  21 weeks full pay

 

 

Special leave

Up to 10 days per rolling year are permitted (pro rata for part time employees), without loss of earnings or annual leave, when an urgent and exceptional domestic situation or personal crisis arises.

 

Childcare vouchers

Parents can spend up to £243 per month on childcare vouchers via salary sacrifice.

This method frees the benefit from income tax and National Insurance contributions and therefore delivers a significant employee saving.

Save the Children UK has appointed a partner, Edenred, to administer the scheme. 

 

Save the Children UK is committed to developing and enhancing people across the organisation.

Financial support and/or study leave may be offered to individuals who are studying for professional qualifications.

 

The scheme offers substantial one-off grants to help employees with 2 years service gain either a vocational or academic qualification.

Season Ticket Loan Interest-free annual season ticket loans are available once any period of probation is complete.

Pensions & Life Assurance

New recruits will be automatically enrolled into a Group Personal Pension Plan (with the right to opt out) after a 3 month postponement period.

This applies to everyone aged 22 and above but under state retirement age, earning at least £9,440 p.a. and classed as working in the UK.

Length of pension membership Employer contribution of % of basic annual salary Employee contribution % of basic annual salary
On joining the scheme 5% 3%
After 12 months the member can choose to move up to either of these bands or stay on the initial rates 6% 4%
  7% 5%

 

Employee contributions are to be made by salary exchange, which gives full exemption from income tax and National Insurance.

Save the Children UK will pay 50% of its employers National Insurance savings into the fund to enhance the benefit further.

Death-in-service benefit will be 3 times salary for employees irrespective of whether they are enrolled in the pension scheme or choose to opt out. There will be no dependants’ pensions.

For more information please visit www.legalandgeneral.com/scuk