Working for Asthma UK

Personal and professional development

Staff development is a key priority for the charity and in recognition of the fact that we need the right staff with the right skills and knowledge to be able to deliver our aspirations our effective training and development methods and consistent people-management standards are supported by the Investors in People standard which we first achieved in 2001.

All staff have their own personal development plan which is devised during their induction and reviewed regularly throughout the year.

We run a comprehensive induction programme, aimed at developing an understanding of the charity's structure, main functions, strategic direction and policies.

Our award-winning management programme is aimed at ensuring that managers have the leadership and management skills to motivate, support and develop their staff and teams within the charity.

As well as attendance at traditional training events, staff are able to receive coaching to aid their personal development. During the course of their career, staff are encouraged to pursue professional qualifications where these are relevant to their job and Asthma UK makes a contribution towards the study costs.

Fairness and flexibility

Asthma UK has a wide range of employment policies and procedures that provide favourable conditions in areas such as maternity, parental and special leave. We also ensure fair treatment and representation of staff on employment matters through a discussion and consultation forum.

Both as an employer and as a service provider, the charity is committed to equality of opportunity and ensures that recruitment, training and development and promotion decisions are based on competency, performance and ability and by working towards providing equal access to the Asthma UK’s services for all people with asthma.

Balancing home life with work

The charity has received public recognition for its flexible, family friendly and work-life balance policies and its commitment to staff development, most recently returning as top 'not for profit' employer in the UK by being placed 3^rd in the Financial Times 2008 list of best workplaces in the UK and 23^rd in the 50 best small and medium sized workplaces in Europe. We also won the title of London and South East Employer of the Year in the 2001 Parents at Work Employer of the Year Awards, supported by the Department of Trade and Industry, and in November 2003, Asthma UK was awarded a Greater London training award and a special award from the London Learning and Skills Council in recognition of our management development programme. 

Supporting our staff

Asthma UK has a comprehensive no smoking policy and offers guidance and support to staff wishing to quit. Staff also have access to a contributory health scheme and a free, confidential, counselling helpline, should they need it.

Staff entitlements and working practices at Asthma UK include:

• Competitive salaries, based on market data and a performance related pay system that rewards performance based on individual contribution.
• An annual leave provision of 22 days, rising to 30 days after 8 years service.
• Entry to a stakeholder compliant group personal pension scheme with a maximum employer contribution of 7.5% of salary, rising to 10% after 5 years.
• A comprehensive non-contributory life insurance scheme including critical illness, income protection and spouse and partner cover, tailored to suit individual circumstances.
• An annual interest free season ticket loan.
• Flexible working opportunities including condensed working weeks, 9-day fortnight, ad hoc home working and time off in lieu, where the nature of the work allows, which is particularly helpful for staff with childcare responsibilities.
• Extra-statutory maternity pay and parental leave provisions.
• Paid leave in the following areas: compassionate leave, emergency time off to care for a dependant, exam and revision leave, leave to attend medical appointments relating to a long term medical conditions.

What our staff say

‘Working part time flexible hours, some of which are worked at home, offers me an excellent work-life balance, giving me the opportunity to pick my daughter up from school at least three days a week.’ Cheryl Armitage, Community Supporter Manager.

'I am grateful for the opportunity to condense my hours into four days instead of five each week so that I can have a more hands-on role in my son's upbringing during these important early years.’ Greg Yakub, IT Director.

'I feel I have room to be an individual, to be creative and to take opportunities.' Claire Randolph, Community Development and Volunteering Manager.