The John Lewis Partnership has announced a £108m investment in Partner pay, delivering a 6.9% increase for shop floor workers across John Lewis & Partners and Waitrose from 1 April.
The uplift will see minimum hourly rates rise to £13.25 nationally and £14.80 within the M25. For a typical full-time frontline Partner, this equates to around £1,600 more per year.
The latest commitment brings total investment in Partner pay to nearly £300m over the past three years.
6.9% pay rise for shop floor Partners
The retailer confirmed that nearly 90% of the £108m increase is voluntary, representing investment above and beyond National Minimum Wage requirements.
Pay rates will rise further for those taking on enhanced skills and specialist roles.
Helen Webb, Chief People Officer at the Partnership, said the investment reflects an ongoing commitment to embedding reward into monthly pay.
“Our Partners are the heartbeat of our business. This investment is about putting more money into their pockets month in, month out,” she said.
Part of a broader reward and wellbeing offer
In addition to baseline pay, Partners have access to a wider benefits package, including staff discount across both brands, pension contributions of up to 12%, discounted stays at the Partnership’s UK hotels, personal development allowances and subsidised meals.
The organisation also offers a health and wellbeing package including self-referral options for physiotherapy and counselling support.
John Lewis Partnership is also a Keep Britain Working Vanguard employer, joining a mix of companies and public sector bodies working with government to test and refine workplace health approaches and build the evidence base for what really works.
The UK’s largest employee-owned business
The Partnership, which owns both John Lewis and Waitrose, is the largest employee-owned business in the UK. Founded more than a century ago, it operates 34 John Lewis shops and 315 Waitrose branches across the UK, alongside a significant online presence.
The latest pay announcement comes at a time when financial wellbeing and cost-of-living pressures remain high on the employer agenda, with organisations under increasing scrutiny to demonstrate tangible support for their frontline workforce.
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