Hi Luke! Thanks for taking the time to speak with us today. First off, could you share a bit more about Miller’s general approach to identifying the best benefits for colleagues?

Luke: Absolutely. Miller is committed to promoting a healthy and motivated culture and we are proud to offer our people a range of competitive benefits designed to support their overall health, wellbeing and careers. Miller’s benefits are reviewed continuously and range from generous pension contributions and family-friendly policies, to choices designed to help prevent ill health, protect against unforeseen challenges and provide support during the 'moments that matter'.

It’s great that the benefits on offer are reviewed continuously. Are there any particular benefits available for all colleagues you’d like to tell us more about?

Luke: Definitely – we can start with our Lifestyle benefits. As well as our Sports & Social club and subsidised gym membership offerings, Miller offers a generous holiday entitlement, plus a ‘Yourtime’ benefit, that allows employees to “purchase” additional days off to be taken as holiday, sabbatical leave, or as a temporary flexible work schedule.

Being able to take control of your holiday allowance is very helpful. Can you tell us more about benefits aimed at supporting working parents?

Luke: Of course. At Miller, we offer enhanced maternity pay, meaning that during maternity leave employees are paid six weeks at 90% of average weekly earnings (in line with SMP), with the remaining 33 weeks paid at 90% of base salary. Similarly, we offer enhanced paternity pay, which means employees are entitled to two weeks’ paternity leave, paid at their normal base salary.

Colleagues can also benefit from enhanced adoption and shared parental leave pay. These are designed to mirror statutory provisions, whilst matching the level of earnings provided in enhanced maternity pay. Miller is also supportive of employees looking to exercise their ability to take parental leave. This comprises up to a maximum of 18 weeks’ total unpaid leave for each child up until to their 18th birthday.

It’s great to see a progressive approach to supporting working parents. Finally, can you share more on Miller’s approach to supporting employee wellbeing?

Luke: We have organised our wellbeing offering into four pillars: physical, mental, social, and financial. Within these pillars we provide a variety of insured benefits, including a private medical scheme and healthcare cash plan, plus regular fully-subsidised medical screenings.

Miller also offers a free Employee Assistance Programme, which is a confidential and independent resource to help employees deal with issues affecting everyday life, plus we have a team of Mental Health First Aiders who are available for anyone wanting to talk about a specific subject or even just have a chat.

On the financial side, Miller’s pension scheme funds a 10% core contribution and matches employee contributions up to a further 5%.

Finally, we provide additional free resources and host regular interactive sessions covering topics across the wellbeing spectrum, including financial resilience, guidance for employees with caring responsibilities, and mindfulness.

A great range of benefits on offer, and it’s brilliant to see the emphasis on supporting colleagues – thanks for sharing, Luke, and good luck for the year ahead!

Luke: Thanks!