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Corporate profile

  • 27000 employees
  • Retail and leisure sector
  • Multi-site: 300+ sites
  • Company turnover: 2.5 billion

Key work-life balance initiatives

  • Flexi-time - 62% of all employees work flexibly,
    160 different shift patterns for example at Sunderland
  • Term-time working
  • Annual hours
  • Home-working
  • Enhanced maternity, fostering and adoption leave
  • Paternity leave - 10 days paid
  • Paid family leave - 5 days paid
  • Career breaks
  • Employee information packs
  • Partnership nursery and playscheme places for staff children

Workforce profile

  • 63% female, 37% male: 20% board membership is female, 30% of senior management and 50% middle management

Business benefits

Our employees are ambassadors for the company and are encouraged to be involved in a range of community initiatives: for example, mentoring head teachers and pupils from disabled and ethnic minority communities. 1% of pre-tax profits are invested in community development initiatives, particularly economic regeneration.

  • Our community recruitment initiative at Oldham has trebled application rates, reduced turnover to 5% and generated new customers, saving us 126,000 in the first year of operation
  • Our Work/Life balance policies have:
Reduced absenteeismincreased loyalty and commitment

reduced staff turnover

reduced recruitment and retraining costs

Increased productivity and enhanced
corporate image with customers and clients
  • Staff turnover is only 1% at Sunderland
  • Overall, 98% of our staff returned from maternity leave 1998/99.

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