At Ted, we believe in being open and honest in the way we do business and operating in a fair and sustainable manner


Talent, commitment and passion are three essential strands to the success of the Group. The energy and inspired performance of our team are key factors in helping the Group to deliver growth and drive innovation. The Group places significant importance in creating learning and development opportunities, nurturing individual employee growth and recognising and rewarding contribution.

Reward and Recognition

The Group operates an annual pay for performance remuneration approach for employees at our London head office (“Tedquarters”) and at our North American local offices. Performance is measured against individual and business-led objectives that directly support our culture and brand values. This approach enables the Group to measure and evaluate individual success and achievement, and reward accordingly. All other employee groups’ remuneration is reviewed annually using a combination of informal and formal benchmarking tools.

In each territory we offer reward and recognition schemes in line with local legislative and market requirements for employees but also seek to bring parity across the Group where appropriate. Our reward packages include bonus schemes linked to sales targets, individual performance and corporate performance. We encourage all UK employees to join our Save As You Earn share scheme. The Group also provides a Long-Term Incentive Plan (LTIP) for key senior employees throughout the business.

Gender Pay Gap Report is available here. We are confident that male and female employees in the same or similar roles or roles considered of equal value across the business are paid within a fair range.

Learning, Development and Talent Management

Employee performance is reviewed formally during the probationary period as the employee settles in to life at Ted and then bi-annually. This focuses on behaviours, competence, talent and career development. Goals and objectives linked to business development and contribution are a key focus to ensure performance is directly linked to Group delivery. Talent is mapped every quarter to identify high performers, areas for development and gap analysis. This supports the development of dynamic and diversified teams.

We invest in employee development from specialist and technical skills to bespoke courses developed in-house.


The Group believes in respecting individuals and their rights in the workplace and that diversity supports the dynamic of our teams to deliver success. With this in mind, people policies are in place setting out our commitment to managing harassment and bullying in the workplace, whistle blowing, equality and diversity. Our team represents a wide and diverse workforce from all backgrounds, sexual orientations, nationalities, ethnicities and religious groups. We support sponsorship of visa applications, where appropriate, to retain specific talent within the business. We respect cultural difference and actively seek to learn about each territory we operate within.

Our commitment to diversity across the Group continues and consideration to diversity and gender is given with a view to appointing the best placed individual for each new role.

Health, Safety and Welfare

The Group employs a growing Health and Safety team to support the identification of risks and prevention of accidents in the workplace. The team provides ongoing education and training to strengthen employees’ knowledge and commitment in this area. This includes emergency and crisis event management and business continuity plans.

Our duty and commitment to the well-being of our team is supported by a programme of wellness that is relevant to each area of the Group. This includes private healthcare, occupational health, health seminars and funding for flu jabs. During the period, we conducted a Well-being Week including physical health and mental well-being seminars, health assessments and healthy eating options. We offer health and fitness classes to our employees at Tedquarters. An Employee Assistance Programme further supports our commitment to the well-being of our employees. To support work–life balance we offered for the second year a “Buy Holiday” option for Tedquarters employees, and new to this year we launched early finish Fridays during the summer for Tedquarters employees.

Employees with Disabilities

All applications for employment within the Group are considered based on merit alone. Should an applicant inform the Company that they have a disability their application will continue to be considered in exactly the same way, focusing on the aptitudes and abilities of the applicant concerned. Any reasonable adjustments that may be required to employ the applicant will be considered based on its practical application. In the event of an employee becoming disabled during their employment, every effort is made to ensure that their employment with the Group continues and that where practical reasonable adjustments are made and relevant training and education of the wider team is arranged. It is the policy of the Group that the training, career development and promotion of persons with disabilities should, as far as possible, be aligned with that of all employees.


Our brand values are important in everything we do and are instilled into the hearts and minds of all our employees from initial onboarding throughout their employment journey. Employees are encouraged to always ask: “Would Ted do it that way?” and to apply that thinking into everything they say or do.

Employee Engagement

The Group places considerable value on the involvement of its employees and continues to keep them informed on matters affecting them and the Group, communicating in a way that aligns with the brand tone of voice and actively encourages feedback. This is achieved through formal and informal meetings, BroadcasTED communications, Talk to Ted sessions, team member surveys and e-postcard messages. Employee representatives are consulted regularly on a wide range of matters affecting employees’ current and future interests. Employees are regularly informed of the Group’s performance and any factor affecting its performance during the period, in addition to business development initiatives to maintain interest and encourage participation. Following the launch of our first engagement survey across the Group last period we acted upon the feedback received to drive continuous enhancement and improvement to the employee experience, for example the introduction of early finish Fridays during the summer for Tedquarters employees. The second engagement survey will be released in the following period.