What is the Mayor's Good Work Standard?

The Mayor's Good Work Standard brings together best employment practice and links to resources and support from across London to help employers improve their organisations. The initiative has been developed in collaboration with London's employers, professional bodies and experts.

The Good Work Standard sets the benchmark the Mayor wants every London employer to work towards and achieve. Organisations able to meet the Good Work Standard criteria can apply for accreditation and recognition as leading employers from the Mayor.

Start your journey

Good work starts with the basics and the legal requirements of employers to provide a safe and fair workplace. To find out if your organisation meets the most important legal requirements and to start your Good Work Standard journey, complete our quick check.

More about the Good Work Standard

Benefit to businesses

Employers play an important role in the lives of the people working for them. Not only can they ensure the health and safety of their workers and employees but also that they are fairly treated and rewarded. As a result, they can improve the performance and success of their organisation and realise numerous business benefits. These benefits include:

  • Attracting, recruiting and retaining the best skills and talent
  • Reduced absences and sick leave
  • Higher levels of employee engagement and motivation
  • Increased productivity
  • Cost savings
  • Reputational gain

Successful organisations would be able to use their accreditation to demonstrate social value when competing for public sector procurement opportunities with the GLA Group. Members of the GLA Group include the Greater London Authority, Metropolitan Police, London Fire Brigade and Transport for London.

The four pillars

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 the below four key areas relevant and important to any organisation and employer.

Fair Pay and Contracts

Fairness, merit and transparency should be at the heart of any good pay and reward strategy. That means that everyone's hard work is rewarded fairly for their skill and effort.

It's essential that organisations follow the law but it's also good practice to ensure both employers and employees understand the basis on which employment has been agreed.

Employers also have the ability to support the financial wellbeing of the employees and workers in ways that help them manage their finances.

Some of the first things London employers can do are: 

  • Pay all workers and employees at least the London Living Wage
  • Provide the best possible leave entitlements - including annual, sick and maternity/paternity leave
  • Write and provide clear employment contracts and written statements to workers and employees
  • Pay the best pension possible to employees
  • Offer financial support such as financial advice services, interest free tenancy and childcare deposit loans, payroll savings schemes and staff discounts
Workplace Wellbeing

All employers have a duty of care to protect the health, safety and welfare of their workers as well as third parties such as contractors and visitors. This includes both daytime and nighttime workers.

The wellbeing of people at work goes further than just legal requirements. These are benefits that come when people feel a part of the organisation they work for, influencing how best they do their work and organisational decisions that impact them. 

Each organisation will have their own method to accomplish the right environment for their workplace, depending on what works best for their type of work and what their people need most to get on and do their jobs effectively.

Some of the first things London employers can do are: 

  • Produce a Health and Safety Policy and carry out associated risk procedures to minimise risks to physical and mental wellbeing
  • Create processes to engage with employees and workers, whether through collective consultations and trade union representatives, staff surveys or other methods
  • Introduce a positive approach to work life balance and offer flexible and family friendly working practices where possible
Skills and Development

People are the most important part of your business but managing them effectively can be challenging. In today's competitive world, the skills and capabilities of the workforce are vital.

Leaders and line managers play a crucial role in the development of an organisation's people. Their management skills strongly impact employee attitudes on commitment, motivation and satisfaction. These factors are key in determining an organisation's business success.

It's also important to ensure that as people grow and develop in the workplace they have equal opportunity to progress from whichever career stage they are at.

Some of the first things London employers can do are: 

  • Offer genuine and high quality apprenticeships and paid internships as pathways to employment in your organisation
  • Offer quality training and development across a range of areas for managers and leaders
  • Provide a structured programme of training and development and make clear progression pathways for all employees at all levels
  • Offer Employer Supported Volunteering as genuine training and personal development
Diversity and Recruitment

Evidence shows that employers who commit to diverse leadership and embed diversity into their workforce management are more successful and have more engaged workforces.

A good employer should embed diversity and inclusion into how they recruit, train, manage and reward at all levels within the organisation. They should consider characteristics like gender, ethnicity, disability, age, faith and sexual orientation.

The working environment should be inclusive, where everyone is treated with respect and feels able to speak up and contribute. Good employers take steps to create equality, harness diversity and create safe and welcoming workplaces. Their values and behaviours reflect the importance of diversity and inclusion and they actively address all forms of discrimination. Everyone should have an equal opportunity to succeed.

Some of the first things London employers can do include: 

  • Collect data and monitor and report gender, ethnicity and disability pay gaps and develop and implement action plans to tackle inequalities in the organisation 
  • Offer diversity and inclusion training to everyone in their workforce
  • Put in place a zero tolerance approach to all forms of discrimination, harassment and bullying
  • Provide a fair, open and transparent recruitment process using multiple channels to advertise jobs and encourage applications from under-represented groups
  • Participate in school and community outreach programmes