As the UK’s #1 recruitment business, REED understands the importance of strong corporate governance supporting business decisions to ensure REED has a positive impact on all stakeholders from its employees, clients and suppliers through to the wider community.
Further details of REED’s Corporate Governance may be found below.
Section 172 Statement & Stakeholder Maps
This Statement sets out how the Board of Directors of Reed in Partnership Limited (“the Board”) have complied with the requirements of Section 172 of the Companies Act 2006 and how these requirements have impacted each Board’s activities and decision making during the financial year ending 30th June 2020. Section 172 of the Companies Act 2006 states that Directors of a company must act in the way they consider, in good faith, would be most likely to promote the success of the company for the benefit of the members as a whole, and in doing so have regard (amongst other matters) to:
- The likely consequences of any decision in the long term,
- The interests of the company’s employees,
- The need to foster the company’s business relationships with suppliers, customers, and others,
- The impact of the company’s operations on the community and the environment,
- The desirability of the company maintaining a reputation for high standards of business conduct, and
- The need to act fairly between members of the company.
These duties are designed to ensure that Directors act in such a way as to promote the long-term success of the company by delivering and creating sustainable shareholder value as well as contributing to wider society.
Streamlined Energy Carbon Reporting (SECR)
REED is required to comply with the Companies (Director’s Report) and Limited Liability Partnerships (Energy and Carbon Report) Regulations 2018. REED’s SECR applies to all UK entities operating within the REED Group.
Gender Pay Reporting
Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing the pay gap between their male and female employees. The gender pay gap shows the difference in the average pay between all men and women in a workforce.
It is important to distinguish this from Equal Pay, which deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally solely because of their gender.
At REED, we fully support the government initiative to redress gender imbalance in the workplace.
This Tax Strategy applies to the UK entities operating within the REED Group. The publication of this strategy is in compliance with Part 2 of Schedule 19 of Finance Act 2016 for the financial year ending 30th June 2020.