We’re dedicated to providing a broad range of rewards and benefits. As well as a competitive salary, our employees enjoy a comprehensive core benefits package which includes:
- Group Pension Plan matched up to 10%, to help you save for the future
- Discretionary bonus schemes and incentive payments to recognise high-performance
- Travel packages, company car or car allowance
- Season tickets and season ticket loans
- Income protection
- Private healthcare and dental packages
- Life assurance, to help protect your loved ones financially
- 24/7 Employee Assistance Programme, to help employees and their families balance the pressures of work and home life
- Funded membership to a professional institute
- Cycle to work scheme
- Discounted gym membership, to keep you as fit and as healthy as you can be
- Volunteering days, so you can give back to your local community
- 25 days annual leave plus an extra day for your birthday and if moving to a new house
- Option to purchase up to five additional days of annual leave
- Additional annual leave given to recognise long service
- Parental leave: Available to employees who need to take time off work to look after a child's welfare. This is unpaid (with the exception of one week) and is available for each child up to their 18th birthday.
Additional leave offerings
We offer a range of leave to support our employees in undertaking their personal obligations and goals outside of work. The table below outlines our parental and adoption leave offering. We also provide further types of leave which are explained below the table.
|Entitlement||Total No. weeks leave||No. weeks full pay||No. weeks part pay||No. weeks stat pay only||No. weeks no pay|
|Maternity pay/leave||At least 26 weeks continuous service up to the 15th week before the expected week of childbirth (known as the qualifying week) / day one right||52||0||6||33||13|
|Company maternity pay/leave||After one year’s service (alternative pay structure available as shown in brackets)||52||10 or (18)||16 or (0)||13 or (21)||13|
|Paternity/partner pay/leave||Employed by us for a period of at least 26 weeks by the end of the 15th week before the expected week of childbirth||2||0||0||2||0|
|Company paternity/partner pay/leave||One or more years’ service before the expected week of childbirth||2||2||0||0||0|
|Adoption pay/leave||Employed by us for 26 weeks or more, leading into the week in which you are officially notified of being matched with a child for adoption (referred to as the matching week)||52||0||6||33||13|
|Company adoption pay/leave||Employed for one or more years’ service prior to the matching week (alternative pay structure available as shown in brackets)||52||10 or (18)||16 or (0)||13 or (21)||13|
|Shared parental pay/leave||The employee must have a minimum of 26 weeks' service at the end of the 15th week before the child’s expected due date/matching date||50||0||0||37||13|
Dynamic working to accommodate caring responsibilities
At Costain we implement a dynamic working approach, where employees should have a discussion with their manager to agree working arrangements, including hours and locations in line with the needs of the individual, team, project and client, the likelihood for needing time off for dependants/emergency and how to keep in touch when it is needed.
We acknowledge that our employees may have long-term caring responsibilities and although we do not offer specific carers leave, we empower our employees to use dynamic working practice and a combination of other statutory leave options to support their caring responsibilities. Other statutory leave includes parental leave, parental bereavement leave, compassionate leave, time off for dependants/emergency leave.
Holy festivals leave
We endeavour to accommodate where possible employees wishing to work on bank holidays and take this time owed to mark their holy festivals avoiding the need to take annual leave.
The Company recognises the vital role of Britain’s Reserve Forces, and the valuable contribution that members of the Reserve Forces make to Britain’s defence, their communities, and their civilian workplace. In line with the Armed Forces Covenant, reservists will receive two weeks additional paid leave for training and will be granted additional unpaid time off to support the Regular Forces once every five years.
Sabbatical leave is a period of time, not less than three months and no longer than a year in duration, which is taken out of the business by employees. Sabbatical leave is available to all employees who have been continuously employed by the Company for at least three years and have been in their current role for at least 12 months. Every individual will have different reasons for wishing to take sabbatical leave. Example circumstances for taking sabbatical leave include further education, travel, community of voluntary service, caring responsibilities, supporting someone through transition.