Health & Safety

Health & Safety has always been on the top of our priority list. Each year is approached with a renewed vigour and our drive for continuous improvement is relentless. Workforce engagement is a key element of our Health & Safety strategy. We keep the subject fresh and meaningful and listen to feedback, building on new ideas and suggestions.

Senior managers are actively involved in site visits to continually emphasise the critical importance of Health & Safety. In addition, dedicated safety teams undertake site audits each week to confirm that procedures are being followed.

The management systems for safety, quality, environment and energy are under regular review by external bodies to ensure they fully comply with the relevant national standards.

Competency of individuals is assured through training and development programmes, both internally run and through external agencies, with 25,465 hours of training delivered in FY22 (FY21: 15,962 hours). Directors from across the Group attended the IOSH training ‘Safety for Executives & Directors’.

The Group collates extensive data on Health & Safety including an All Accident Incidence Rate (“AAIR”), which records the rate of all accidents, no matter how minor, per 100,000 personnel in a workforce. Due to our continued focus on safe working environments and learning from situations and trends, our AAIR improved; the year-end figure reduced, to 3,836 (FY21: 4,508).

In addition, the Accident Incidence Rate (“AIR”), which records the rate of more serious RIDDOR-reportable accidents per 100,000 in a workforce, also reduced, to 83 (FY21: 433). By comparison, the Health and Safety Executive’s figures, published in December 2021, state that the equivalent average for the UK construction industry overall in 2021/22 was 326.

The total number of all RIDDOR-reportable events (including injuries, diseases and dangerous occurrences) across the Group in the year was 2 (FY21: 6).

Tamdown’s performance in Health & Safety was again recognised by the Royal Society for the Prevention of Accidents (RoSPA), receiving a Gold Award for the 13th consecutive year. Tamdown was also awarded its fourth RoSPA President’s Award.

Occupational health screening is offered to Nexus employees; this enables early intervention as well as identifying any underlying health problems. We are mindful that some individuals may struggle in times of uncertainty. In December 2021, we re-launched our Employee Assistance Programme and promoted this further during Mental Health Awareness Week in May 2022. We have trained ‘wellbeing champions’ who support positive mental, physical and social wellbeing across the Group.

Covid-19 continued to pose a threat in the UK. We maintained a proactive approach to the protection of our people, in line with Government requirements and sector advice. At various times in the year, we modified our operational practices to protect the health and wellbeing of our employees, business contacts and the wider community in general.



At Nexus, and as part of our purpose Building Bright Futures, we believe that our employees are our most important asset. Taking care of our employees is therefore a critical aspect of our long-term strategy. We have a dedicated in-house People Team, providing support to all our people, so that working lives are enjoyable and productive.

‘My Bright Future’ is our framework used by individuals and managers to discuss performance and career aspirations. Any training and development needs, opportunities for promotion, internal moves or longer-term career goals are reviewed at the My Bright Future meetings. It is also one of the ways we communicate our Business Targets with our employees, so they feel connected to our strategy.

We endeavour to provide good terms of employment with the provision of benefits that employees want, as well as promoting health and wellbeing and ensuring we have a happy and safe work environment.

Employee surveys were carried out during the year, including surveys run by ‘Best Companies’. These have provided valuable feedback and an understanding of what is going well and what areas may need attention. Salaries are market tested on a regular basis and adjustments made where necessary.

During the year, our employee benefits were enhanced in a number of areas including increases to maternity pay, access to a scheme offering discounts on purchases, electric vehicle salary sacrifice scheme, critical illness cover and a health cash plan.

We recognise that there is a gender pay gap in the Group, largely driven by a lack of female representation within our on-site workforce. Unfortunately, this is a common issue within our industry, which historically has been male-dominated. Nevertheless, we are taking measures to help recruit and attract more women and reduce the pay gap through the implementation of a range of initiatives, including our ‘Women in Construction’ campaign.