People First

We recognise the impact we have on our colleagues, communities and beyond, and are committed to ensuring that we engage appropriately with all key stakeholders.

Employee engagement

We are proud to have launched the Eurocell Colleague Forum in 2025. Over 50 representatives across the business now collect colleague questions and suggestions which are communicated to senior leadership at local and national forum meetings.

The forums run as part of our broader Listening Programme, which also takes in local site listening groups and our informal colleague networks, which includes an LGBTQIA+ network that was launched in 2025. In addition, we continue to run our Board listening groups, led by our designated Non-executive Director, Alison Littley.

People First survey

Our 2025 externally administered employee engagement survey results demonstrate progress in some areas, but also that more work on engagement is required.

Our Overall Winning Formula (engagement score) decreased slightly compared to 2024, although this is against a backdrop of very challenging market conditions, as well as a higher response rate in 2025.

We are progressing plans built in response to the survey findings, including development of the Forum, simplification of business processes (facilitated by the new systems), plus increased visibility of senior leadership and more regular updates on progress against our strategy.

^{The People First survey results for 2025 are inclusive of Alunet and Vista.}

Community partnerships

We continued our charitable efforts with Maggie’s again in 2025, raising £25,000 through a variety of activities. Maggie’s provides emotional support and care for cancer patients and their families, with 24 centres across the UK.

Our Employee Value Proposition captures the various topics which together aim to ensure our employees feel valued and supported as members of the Eurocell team.

Fair working practices

We are committed to providing a fair working environment for all our colleagues, including a fair salary, terms and conditions of employment, and statutory benefits.

Employee turnover

Our labour turnover has remained steady at 25% in 2025 (2024: 25%). Our full-time colleague voluntary turnover rate was 19% in 2025 (2024: 20%).

Reward and recognition

In line with our ambition, we are pleased to confirm that all of our employees were paid at or above the National Living Wage in 2025.

In addition, all employees remain eligible for our benefits package, including a salary sacrifice pension scheme, life insurance, Save As You Earn (‘Sharesave’) schemes, a health care cash plan and access to savings and offers through our third party platform. In addition to the formal packages, we have a variety of events and vehicles to engender a culture of feeling valued.

There were 42 winners in our Proud Award programme in 2025, where employees are encouraged to nominate fellow colleagues that have demonstrably showcased our Company values. In addition, we introduced long service awards this year, with 177 employees rewarded for service ranging from 5 to 25 years.

Wellbeing framework

We are committed to supporting all colleagues in their wellbeing, inclusive of mental, physical and financial issues. We provide tools to support colleague wellbeing, including an Employee Assistance Programme, access to health and wellbeing support, and our occupational health programme with targeted health surveillance and a health care cash plan. In 2025 we continued our mental health training and Employee Assistance Programme awareness campaign.

Equity, diversity, inclusion and belonging

The overriding policy in any new appointments we make continues to be one of selecting candidates with an appropriate mix of skills, capabilities and market knowledge, to ensure the continued success of the business. However, we recognise fully the benefits of encouraging diversity and inclusivity across the business and believe that progress in these areas will contribute strongly to our continued success.

We are committed to providing a working environment that embraces opportunities for everyone, that respects the equity and diversity of all colleagues and that ensures their feeling of inclusion and belonging.

We have made a substantial effort on inclusive hiring practices this year. This has included incorporating ReciteMe onto our careers website to improve accessibility, as well as offering more part-time roles across our Branch Network. We ended 2025 with 86 part-time colleagues, compared to 71 in 2024. We also continue to engage with the Construction Inclusion Coalition, and make their materials available to all colleagues.

In addition, we continue to promote flexible solutions tailored to, and supportive of, individual needs. Our internal processes support all colleagues who may require help and support, including employees who are disabled or become disabled during their employment, to fulfil their day-to-day work activities through our occupational health provision. We provide tailored support for specific groups and individuals throughout our business, including the provision of free English and maths tuition for non-English speakers.

Whilst we operate in an industry in which, historically, women have been under represented, we are very committed to increasing the participation of women throughout the Group. Our objective is to deliver year-on-year increases in the proportion of female employees in the Group. In 2025, female employee representation remained level at 17% (2024: 17%).

Gender diversity statistics

Our Board Diversity Policy is available on our website at investors.eurocell.co.uk. We currently meet two of the three FCA targets on Board diversity, with one Director from an ethnic minority background and one senior Board position held by a female. Our percentage of females on the Board remains unchanged from 2024 at 29% against the FCA target of 40%. The Board remains committed to move towards this target as and when vacancies arise.

With the inclusion of Alunet’s CEO into our Executive Committee, female membership has decreased to 50% in 2025 (2024: 60%).

2025 diversity statistics

^{The 2025 diversity statistics exclude Alunet and Vista.}

During the year we engaged with business leaders across the Group to expand the breadth of apprenticeship programmes we offer. As a result, we had over 30 apprentices in post in 2025. Following the Government’s withdrawal of support for the Kickstart programme, we will reset our apprenticeship targets in 2026.

The Branch Manager Development Programme launched in 2024 is now complete for our existing managers. We will introduce a new leadership development framework for senior managers in 2026, affiliated to the Institute of Leadership and Management.

Ongoing skills development training is also provided across the Alunet group of companies.

2025 training statistics

^{The 2025 training statistics exclude Alunet and Vista.}