Health & Safety

The health and safety of our employees and all those working at, or visiting, our sites and offices is our number one priority. Our management systems 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 11,224 hours of training delivered in FY23 (FY22: 11,176 hours)1.

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. AAIR for the year was limited to 4,885 (FY22: 4,834) 1.

The Accident Incidence Rate (“AIR”), which records the rate of more serious Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (“RIDDOR”) RIDDOR-reportable accidents per 100,000 in a workforce, was 122 (FY22: 369) 1.

Our continued focus on safe working environments and the encouragement of our teams to report all observations and incidents, no matter how minor, is a likely contributing factor to the increases seen in the years’ Health & Safety statistics.

By comparison, the Health and Safety Executive’s figures, published in December 2023, state that the equivalent average for the UK construction industry overall in 2022/23 was significantly higher at 296.

The total number of all RIDDOR-reportable events (including injuries, diseases and dangerous occurrences) across the Group in the year was 3 (FY22: 1) 1.

Tamdown’s performance in Health & Safety continues to be recognised by the Royal Society for the Prevention of Accidents (RoSPA), receiving a Gold Award for the 14th consecutive year. Tamdown was again awarded the RoSPA President’s Award.

  1. FY22 numbers are comparisons to Tamdown only.



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.


Our ‘My Bright Future’ (MBF) framework is 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 MBF 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. Salaries are market-tested on a regular basis and adjustments are made where necessary. During the year, our employee benefits were adapted to best meet the needs of our people; this included the addition of independent free Mortgage advice due to the challenging mortgage market.


We are proud to have strong female representation on the Board, over and above many businesses in our sector. However, we recognise that there is a gender pay gap across 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.