Officially a Very Good
Company to Work For

Officially a Very Good
Company to Work For

Officially an Outstanding
Company to Work For

Officially an Outstanding
Company to Work For

Officially a World Class
Company to Work For

Officially a World Class
Company to Work For

Officially a Good
Company to Work For

Officially a Good
Company to Work For

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Best Company to work for in the UK
th
Best Company
to work for

Six cannot compete with the salaries of surrounding firms in the City of London, but offers its 60 employees flexible working hours. It is sixth in our list for making sure staff are happy with the balance of work and home life (83% positive).

Featured Workplace Factors

My Company

98% of staff agreed

I believe I can make a valuable contribution to the success of this organisation

The MRAP scheme (Market Rate Adjustment Programme) was launched in 2008 in response to feedback SIX received on their remuneration section of the employee survey of that year. The MRAP scheme was created with two objectives in mind: (1) to invest money into basic wages part way through the year (rather than waiting for year end) if their salary benchmarking process shows that an individual has fallen below market rate, and (2) to reward individuals with one off cash bonuses for outstanding contribution to a particular project or business issue. The budget for the MRAP scheme is reviewed on a quarterly basis and financial rewards are offered to individual employees for either outstanding contribution during that quarter to their business, whether it be through new ideas put forward, innovative solutions or the successful completion of a project, or investment into their basic salary if the market has shifted. These payments are a separate reward to their annual bonus or annual salary review. HR work closely with line managers to review nominations for the MRAP list. If they are unable to financially reward an individual in one quarter, they remain on the list and are prioritised for the next quarter. The MRAP initiative has been effective in bringing the philosophy of contribution and reward closer together and strengthens employee engagement with the organisation.

My Manager

96% of staff agreed

I feel that my manager talks openly and honestly with me

The MRAP scheme (Market Rate Adjustment Programme) was launched in 2008 in response to feedback SIX received on their remuneration section of the employee survey of that year. The MRAP scheme was created with two objectives in mind: (1) to invest money into basic wages part way through the year (rather than waiting for year end) if their salary benchmarking process shows that an individual has fallen below market rate, and (2) to reward individuals with one off cash bonuses for outstanding contribution to a particular project or business issue. The budget for the MRAP scheme is reviewed on a quarterly basis and financial rewards are offered to individual employees for either outstanding contribution during that quarter to their business, whether it be through new ideas put forward, innovative solutions or the successful completion of a project, or investment into their basic salary if the market has shifted. These payments are a separate reward to their annual bonus or annual salary review. HR work closely with line managers to review nominations for the MRAP list. If they are unable to financially reward an individual in one quarter, they remain on the list and are prioritised for the next quarter. The MRAP initiative has been effective in bringing the philosophy of contribution and reward closer together and strengthens employee engagement with the organisation.

Personal Growth

94% of staff agreed

The experience I gain from this job is valuable for my future

The MRAP scheme (Market Rate Adjustment Programme) was launched in 2008 in response to feedback SIX received on their remuneration section of the employee survey of that year. The MRAP scheme was created with two objectives in mind: (1) to invest money into basic wages part way through the year (rather than waiting for year end) if their salary benchmarking process shows that an individual has fallen below market rate, and (2) to reward individuals with one off cash bonuses for outstanding contribution to a particular project or business issue. The budget for the MRAP scheme is reviewed on a quarterly basis and financial rewards are offered to individual employees for either outstanding contribution during that quarter to their business, whether it be through new ideas put forward, innovative solutions or the successful completion of a project, or investment into their basic salary if the market has shifted. These payments are a separate reward to their annual bonus or annual salary review. HR work closely with line managers to review nominations for the MRAP list. If they are unable to financially reward an individual in one quarter, they remain on the list and are prioritised for the next quarter. The MRAP initiative has been effective in bringing the philosophy of contribution and reward closer together and strengthens employee engagement with the organisation.

Benefits

Holidays

Companies offering a minimum of 26 days annual leave to all employees.

Long Service

Companies where at least 40% of the staff have worked there for more than five years.

Pensions

Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.

Private Healthcare

Companies offering private health insurance to all employees.

List Positions

National Ranking
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Best Small Companies to work for in the UK
National Ranking
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Best Mid-Sized Companies to work for in the UK
National Ranking
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Best Large Companies to work for in the UK
National Ranking
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Best Big Companies to work for in the UK
National Ranking
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Best NFP Organisations to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
Sector Ranking
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Best Companies to work for in the UK
London
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Best Small Companies to work for in London
London
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Best Mid Sized Companies to work for in London
London
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Best Large Companies to work for in London
London
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Best Big Companies to work for in London
The Midlands
#
Best Companies to work for in the Midlands
East of England
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Best Companies to work for in the East of England
The North East
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Best Companies to work for in the North East
The North West
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Best Companies to work for in the North West
Northern Ireland
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Best Companies to work for in Northern Ireland
Scotland
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Best Companies to work for in Scotland
The South East
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Best Companies to work for in the South East
The South West
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Best Companies to work for in the South West
Wales
#
Best Companies to work for in the Wales
Yorkshire & The Humber
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Best Companies to work for in Yorkshire & The Humber
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