How to achieve the Good Work Standard

We're encouraging London's employers to go further than legal requirements and achieve the Good Work Standard. Below you'll find more information about the structure of the Mayor's Good Work Standard, the support we offer and guidance on how to work through the self-assessment and accreditation process. When you're ready, you can start your journey below.

What are the four pillars of the Good Work Standard?

The Good Work Standard provides employers with a set of best employment practices alongside information and resources to help achieve them. They are organised into four key areas, known as pillars, that are relevant and important to any organisation and employer.

We have provided some examples for each of the four pillars below, laid out in the Achievement and Excellence levels. Employers will need to complete and demonstrate a number of requirements across these levels in order to achieve the Good Work Standard.

The Good Work Standard accreditation will be awarded to employers who can demonstrate that they have implemented a sufficient range of requirements in order to reach the benchmark.

An employer’s commitment to an existing workplace accreditation programme gives them a ‘head start’ in achieving the Good Work Standard, and vice-versa. Examples of helpful existing workplace accreditations include the London Living Wage and the London Healthy Workplace Award.

The Good Work Standard team is working with other workplace accreditation providers so employers can use further existing accreditation to demonstrate how they meet the benchmark criteria.

Below you'll find examples of things your business could do in working towards the Good Work Standard.

Fair pay and conditions


  • Pay all workers and employees the London Living Wage (including internships) and show you are already accredited by the Living Wage Foundation
  • Provide a clear statement about employment status and rights from day one
  • Offer above the statutory paid leave and benefits (maternity, paternity, sick pay etc)
  • Offer financial benefits to support living costs in addition to pay, e.g. staff discounts, advice services, interest free payroll loans such as Tenancy and Childcare Deposit Loans


  • Work with your supply chain to sign up to pay the London Living Wage and become accredited
  • Ensure interns and apprentices are also paid the London Living Wage
  • Avoid and/or limit the use of non-standard contract workers such as self-employed, zero hour contract and others
  • Introduce a London Weighting pay policy to reflect local pay rates and costs of living in London
  • Offer further support for living costs including working with credit union membership, providing time off to house hunt and/or preferential lending terms for mortgages

Workplace wellbeing


  • Sign up and adhere to the London Healthy Workplace Charter and Women's Night Safety Charter
  • Consult with your workforce to agree shift patterns and times, anti-social working hours and pay premiums
  • Produce a Health and Wellbeing plan for your workforce
  • Implement collective mechanisms, trade unions and/or staff surveys to obtain workforce feedback on important issues in your organisation
  • Make flexible and agile working available for your entire workforce


  • Encourage active commuting and provide healthy food options
  • Develop a Mental Health strategy and make training accessible to all people in your workforce
  • Establish arrangements including workers in senior decision making or company boards
  • Offer regular or guaranteed working hours in contracts
  • Develop and publish a Violence Against Women and Girls (VAWG) policy

Skills and progression


  • Implement a structured programme of learning and training for your entire workforce
  • Offer apprenticeships and internships as a pathway to employment
  • Implement training for managers and leaders in managing and developing people
  • Create clear progression pathways accessible to everyone in your workforce
  • Support the progression of women and other under-represented or disadvantaged groups e.g. GLA's Our Time initiative
  • Recognise informal training such as volunteering in personal development plans


  • Offer accredited and recognised training that encourages lifelong learning beyond job requirements
  • Provide volunteering leave and promote skills-based Employer Supported Volunteering (ESV) to all people in your workforce
  • Provide accredited management training including 360 degree feedback as part of development
  • Offer supported internships to young people with special educational needs and disabilities 
  • Consult your workforce in the process of job design and workforce planning

Diversity and recruitment


  • Offer Diversity and Inclusion training for everyone in your workforce
  • Put in place a zero tolerance approach to all forms of discrimination, harassment and bullying
  • Broaden recruitment channels and encourage applications from diverse and under-represented groups
  • Collect and analyse data to identify ethnicity/BAME and disability pay gaps
  • Report and publish your gender pay gap even if not legally required


  • Put in place action plans and pathways to tackle gender, ethnicity and disability gaps at all levels of your organisation
  • Develop and actively participate in school and community outreach programmes
  • Collect and monitor workforce data to benchmark the diversity of your workforce to the local area of the organisation
  • Provide or support English for speakers of other languages (ESOL) workforce learning
  • Report and publish your ethnicity and disability pay gaps even when not legally required

Guidance for employers

We have worked with CIPD, the professional body for experts in people at work, to develop this guide. It explains each of the criteria and provides links to partners that can provide further guidance. (This information is also in the self-assessment tool.)

Read the guidance for employers.

Support and assistance

We will be running workshops throughout the year to help employers achieve the Good Work Standard and explore ways in which they can implement excellent workplace conditions and practices. Visit the London Growth Hub to learn about upcoming events. 

Contact us

If you have any questions or want to provide feedback on your experience working through the assessment process, you can contact us at [email protected].

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