Accolades like this wouldn’t be possible without the support of our teams, who shared their feedback on working in the NRL Group anonymously with Great Place To Work® last year. 97% of them agreed that they thought the NRL Group was a great place to work when surveyed, earning us the official certification.

Diversity and inclusion are deeply rooted within our culture, and we’re committed to providing new job opportunities and career development support to women across our business. So, we couldn’t think of a better way to celebrate our latest accolade, than to shine a spotlight on just some of our wonderful colleagues working across our teams.

Lisa Jackson, Divisional Manager at NRL’s Sunderland recruitment branch

We’re privileged to have had Lisa in our Sunderland team for 22 years and are pleased to have seen her career develop over this time to her current role overseeing the strategic growth of the branch, during an extremely busy and exciting time.

“Throughout my time at NRL, I’ve been fortunate to work alongside some incredibly talented women whose leadership and mentorship have helped shape my career.  They have pushed me to back myself and lead with confidence, to really challenge myself and use my voice in high-pressured, often male dominated situations.  It’s something I’m really passionate about passing on and supporting others with as they grow in their own careers.

Selina Benton, Operations Manager for NRL’s Rail contracting business

Having worked in NRL’s Rail business for more than 10 years, there isn’t a single thing Selina doesn’t know about our rail maintenance and contracting services. Historically male-dominated, it’s refreshing to see the sector advocating for a better gender balance.

“I can honestly say through my own experience at NRL, roles are filled based on skill, not gender, which is great to see and rewarding as an employee who’s progressed her own career with the company. The National Skills Academy for Rail (NSAR) Workforce Study 2024 highlighted that gender diversity has risen to 17.4%, indicating the rail industry is moving in the right direction. But real progress requires equal access to jobs and training, inclusive growth, and shared success. Career advancement should be driven by experience, proficiency, and opportunity – not gender bias.”

Martha Njue, International Compliance Manager for NRL’s recruitment business

Our international recruitment and global mobilisation capability has grown significantly since Martha’s first day in the office 17 years ago.

“It has been an incredibly uplifting journey to witness the growth of NRL’s International services – from a small team of 3 people to two dynamic teams; International Compliance and International Recruitment, comprising of 6 talented ladies and 6 dedicated gentlemen.

With our operations now spanning multiple regions across the globe, I feel truly fortunate to be part of NRL. Over the past 17 years, I’ve been supported and empowered to grow—from starting as a junior Payroll Assistant to becoming an Office Manager and now serving as the International Compliance Manager. NRL has not only fostered my professional development but has also exemplified what it means to be a workplace that champions women and nurtures talent.”

Natalie Baines, Operations Manager for our Linx business

Within our Linx business we help companies gain better oversight and management of their contingent labour workforce and recruitment supply chain, so it’s always busy for Operations Manager Natalie. Joining the business in 2017, she’s been pivotal in evolving our client services.

“Reflecting on my journey since joining Linx, I’m proud of the growth I’ve experienced both personally and professionally. Over the past eight years, I’ve had the opportunity to develop my skills, broaden my experience and contribute to key areas of business growth, all of which have played a significant role in building my confidence and shaping my career.”

Taylor Gibbons, Technical Assistant/NDT Technician for NRL’s Non-Destructive Testing business

When Taylor joined NRL’s NDT business last year it marked an important milestone, as we look at how we can attract more women into a male-dominated discipline.

“Joining NRL Group has been an exciting step in my career, offering strong professional support and opportunities for growth. As a Radiographer entering a male-dominated sector, I have been encouraged by the inclusive environment and the respect shown for my skills and contributions from day one.”

Jessica Neil, Compliance and Administration Assistant at NRL’s Wigan recruitment branch

Jessica joined NRL’s Wigan team through an apprenticeship opportunity 4 years ago, and we’re pleased to see how much her knowledge and skills have grown over the years.

“When I joined NRL’s Wigan team through an apprenticeship opportunity, I received a great deal of support throughout my learning. I was given dedicated time to revise for exams and complete my Level 3 Business Administration course work, with everyone in the team invested in my learning. Since then, I’ve continued to be given more opportunities to learn new skills and extend my knowledge, including getting more involved with the facilities management side of our operations, and have been encouraged to participate in personal effectiveness training, which has been extremely beneficial.”

Tiffanie Harding, Recruitment Consultant in NRL’s Teesside branch

When Tiffanie joined NRL’s North East operations in 2023, fellow colleagues were only too happy to share their knowledge and help her progress.

“As someone new to the recruitment industry, it is incredibly inspiring to start my journey at a company recognised as one of the UK’s best workplaces for women. In my 2 years recruiting in the engineering sector – a traditionally male-dominated field – I’ve seen first-hand how our company creates a truly inclusive environment where everyone can excel.”

Want to find out more about our UK’s Best Workplaces for Women™ listing?

You can read our full release below.

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The UK’s Best Workplaces for Women™ 2025 List, celebrates those businesses whose own female colleagues rated them outstanding, following anonymous feedback shared through Great Place To Work^®. The NRL Group have been recognised in position 45 for medium-sized organisations, reflecting their ongoing efforts to build a workplace culture rooted in respect, equity, and opportunity.

With 97% of UK-based colleagues agreeing the company is a great employer, survey responses earned the company the official Great Place To Work^® certification in 2024. When analysed on a demographic level, 97% of female employees felt they were treated as full members of the company, regardless of their position. 100% said they were given the resources and equipment to effectively work, and 97% felt their work contributed to achieving the company’s mission.

It’s the fifth Best Workplaces award the company has been presented with, having previously been recognised for their commitment to career development and wellbeing, as well as being named one of the UK’s Best Workplaces for 2025.

NRL Group CEO David Redmayne reflects on the latest accolade.

“We’re incredibly proud to be recognised as one of the UK’s Best Workplaces™ for Women, this achievement reflects our long-standing commitment to creating an inclusive environment where every woman feels empowered to grow, lead, and succeed.

Across our teams we’ve had the privilege of supporting women to progress in their careers, and many who joined in junior positions are now leading the delivery of our recruitment, workforce and contracting services.”

With small, medium, large and super large sized organisation featured on this year’s list, each share a commitment to ensuring a meaningful balance of women and men across the organisation; removing barriers to women’s career advancement; and creating workplaces where all employees, regardless of gender, can flourish.

Benedict Gautrey, Managing Director of Great Place To Work UK added:

“This year’s UK’s Best Workplaces for Women list highlights organisations that are moving beyond good intentions and delivering real, measurable progress. These companies are dismantling outdated norms, prioritising women’s health, and building clear, supported pathways to leadership.

This recognition is driven by what matters most: the voices of women who work there. They’ve said, in their own words, that their workplace is one where they’re respected, empowered, and able to succeed.”

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The list recognises organisations that excel in supporting employee wellbeing. Compiled by Great Place To Work®, the rankings are based on in-depth analysis of thousands of employee surveys, exploring key aspects such as work-life balance, job satisfaction, sense of fulfilment, and financial security. The evaluation also considers how consistently positive the employee experience is across all roles and departments. 

When anonymously surveyed a resounding 97% of colleagues agreed the NRL Group was a Great Place To Work®, earning the organisation the industry-recognised accolade. Survey results have since been assessed alongside other businesses, resulting in further recognition for the NRL Group for career development as well as wellbeing. 

With a strong company culture that’s grown organically around the people in the organisation, wellbeing and looking out for colleagues have always been important to the family-owned business. This year marks 10 years since directors launched a company-wide employee benefits programme that includes a Health Cash Plan to reclaim medical expenses and access to a 24/7 employee assistance help line and counselling. Whilst in recent years investment has been made to fund a free-to-access financial wellbeing service, that provides personal finance coaches to colleagues. It followed the company voluntarily signing up to become a Real Living Wage Employer, keen to ensure everyone is pay as wage that they can comfortable live on. Whilst 11 colleagues have also trained to become Mental Health First Aiders, volunteering their time to help others who need support. 

NRL Group CEO David Redmayne was pleased to secure another important accolade that helps demonstrate the company’s culture. 

“We want everyone who works in the NRL Group to feel valued, that they are not alone, and that we are always here to support them. If they are going through something at home then it’s important to us we’re able to provide assistance to help them, and we’re pleased to be able to roll out wellbeing initiatives such as our Mental Health First Aiders and personal finance coaches to do this. We’ve always committed both financially and personally to make the NRL Group an employer who cares, and recognition such as the UK’s Best Workplaces for Wellbeing™ is very much appreciated.” 

Discussing the latest listing, Benedict Gautrey, Managing Director of Great Place To Work UK said: 

“A thriving workplace culture is rooted in trust, pride, camaraderie, and a genuine commitment to employee wellbeing. As we mark the fourth year of the UK’s Best Workplaces for Wellbeing™ list, we’re proud to celebrate organisations that go above and beyond to support their people’s mental, physical, financial, and social health. When employees feel truly valued and supported, they’re not only healthier – they’re also more energised, motivated and aligned with their organisation’s goals. Congratulations to the NRL Group on earning a well-deserved place on this prestigious list.” 

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Linx and the wider NRL Group have been recognised for their commitment to learning and development, reaching position 32 on the UK’s Best Workplaces for Development™ List for medium-sized organisations.

Published by Great Place To Work®, the UK’s Best Workplaces for Development™ List is compiled following comprehensive analysis of colleague feedback captured through an anonymous survey. New for 2025, the list is designed to highlight those companies who are prioritising learning and development and making it part of their company culture. It follows the NRL Group being recognised in March in position 28 on the UK’s Best Workplaces List for medium-sized organisations.

To understand each company’s learning and development strategy, colleagues who completed the Great Place To Work^® survey were asked to rate their employer in key areas. 90% of NRL Group employees surveyed said they were offered training or development to further themselves professionally, and 91% felt they were given the appropriate information and training to do their jobs well. Crucially 92% agreed management shows a sincere interest in them as a person, not just an employee.

Analysis of survey responses paid particular focus on businesses understanding that development should not be a one-size fits all approach, which the NRL Group demonstrates through individual personal development plans for colleagues and a range of training options including formal qualifications, mentorships and 1-2-1 support.

Commenting on the launch of the new list, Benedict Gautrey, Managing Director of Great Place To Work® UK said:

“Training and development aren’t just about helping employees perform their day-to-day tasks – it’s about demonstrating that people are valued and that there’s a clear path for growth and inclusion. When employees can’t see opportunities ahead, they’re less likely to be fully engaged. Development is all about looking forward – it shows a commitment to an employee’s long-term potential. It helps individuals feel appreciated and plays a vital role in shaping a strong company culture.

Every year, we celebrate organisations that are building exceptional workplace cultures where people and businesses thrive. Learning and development opportunities are a key part of that, which is why we’re especially excited to be unveiling the UK’s Best Workplaces for Development.”

NRL Group CEO David Redmayne was delighted to be recognised on the list.

“Across our business operations we have fantastic people delivering our services, so it’s important to us that we’re able to provide them with the support they need to grow and excel in their roles. A key part of this is working with them to provide the right learning and development programmes, whilst identifying where they can take on more responsibility.

It was rewarding to see the positive feedback colleagues shared through our Great Place To Work^® survey, together with the long service awards we regularly celebrate it’s gratifying to know that our colleagues value working within the NRL Group. I’ve had the privilege of seeing colleagues develop their careers within our business across decades, myself included, and as a family-owned business every promotion is personally rewarding for us.”

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Entering the medium organisations category, the award follows an initiative last year to anonymously survey UK-based colleagues across the organisation through Great Place To Work®, a market leading employee experience platform. The results were overwhelmingly positive, with 97% off colleagues in agreement – earning the NRL Group the Great Place To Work® certification. In comparison, the equivalent satisfaction level for a typical UK business is just 54%.

Organisations who take part in the Great Place To Work® survey are assessed together with other participating businesses, to compile the UK Best Workplaces™ Listing each year. The NRL Group’s business listing recognises the highest scoring employers based on the company’s culture and employee’s experience.

Revealing the 2025 list, Benedict Gautrey, Managing Director of Great Place To Work® UK said,

“Year after year, it’s truly inspiring to witness a growing number of organisations earn a spot on our UK’s Best Workplaces™ List. The UK’s Best Workplaces all excel in creating consistently great experiences for all employees through fostering high levels of trust, pride and camaraderie. These crucial elements collectively contribute to creating cultures where employees feel they can truly be themselves and thrive in a supportive and caring environment. Congratulations to the NRL Group for achieving a place on our 2025 UK’s Best Workplaces™ List.” 

This year’s list, which marks the 25^th anniversary of the accolade, was revealed at a special awards ceremony on Thursday 13^th March, held at Grosvenor House, on London’s Park Lane.

Reflecting on the 2025 UK list, NRL Group CEO David Redmayne shared the business’ appreciation:

“The success of the NRL Group is down to our colleagues and the expertise and service they deliver to our clients, as much as a cliché as that may sound. Our role is to be the best employer we can be – whether that’s caring for their professional and personal lives or providing a nurturing environment where they can grow and progress.

When we took the decision to survey our colleagues through Great Place To Work®, we hoped that the passion and positive culture we see across the NRL Group was echoed in how colleagues felt about working within our business. It was rewarding to see that colleagues agreed. As a family business we always strive to stay true to our values, so this accolade is of particular significance and reflects the outstanding people we have in our business who work every day to build a sense of community. We hope this demonstrates to candidates considering their next career move.”

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A key aspect of the NRL Group’s strategy, as well as our Linx business operations, is delivering meaningful change as we grow. Social value is at the core of this approach, shaping the way we operate and helping us pinpoint opportunities to make a positive impact.

It’s this commitment and hard work that has made it possible to create and publish the NRL Group’s inaugural social value report, showcasing the positive impact we’re making together.

Supporting our communities

At the heart of our commitment to social change is our drive to give back, whether that’s through fundraising within our communities or providing financial support. This ethos is one of the foundational principles that has shaped the growth of our Linx business and the wider NRL Group – and we’re proud to see our colleagues share the same passion for creating positive social change.

Each year, we are dedicated to offering paid charity days to our colleagues, alongside company match funding, to support and amplify their personal fundraising efforts.

Supporting our people

Caring for our people is a priority, and as an employer, we’re dedicated to making a positive difference wherever possible – from offering Mental Health First Aiders to voluntarily becoming a Living Wage Employer.

Providing everyone with a fair opportunity to succeed is equally important to us. Whether it’s acknowledging the valuable transferable skills of Armed Forces personnel transitioning to civilian careers or promoting diversity, we are committed to driving social change in every way we can.

Supporting our planet

Achieving net zero requires collective action, which is why we made the decision to become carbon neutral across the NRL Group in 2021.

By partnering with One Carbon World, we have successfully maintained the One Carbon International Standard each year, offsetting emissions we cannot immediately eliminate while continually seeking opportunities to further reduce our carbon footprint.

About the NRL Group

Established over 40 years ago, the NRL Group delivers workforce, contracting, and language solutions to businesses across the UK and internationally.

While we have grown and evolved significantly over the years, one thing has always remained constant – the importance of how we generate our revenue. That’s why we are proud to dedicate time and resources to supporting local initiatives and collaborating with our clients to create meaningful social change.

This commitment is rooted in our ethos of doing the right thing, a core value that has guided our organisation since it was founded in 1983 and continues to act as our moral compass.

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With the change last year in government, the precedence of such issues will only intensify as new legislation is introduced, and new acts are drafted for debate.

Compliance is not just about adhering to legal requirements; it forms the foundation of trust, brand reputation, and the overall integrity of an organisation. Here’s why UK businesses must make recruitment compliance a priority in 2025.

Adapting to legislation changes

Legislation is dynamic, reflecting continuous socio-economic changes. Laws concerning recruitment, such as modifications in the Equality Act, adjustments following Brexit, or evolving tax regulations like IR35, need constant attention. Businesses must be proactive in educating themselves about these changes to avoid non-compliance consequences, which can be severe in terms of legal penalties, costs, and reputational damage.

GDPR and Data Protection

The introduction of the General Data Protection Regulation (GDPR) marked a substantial shift in data privacy laws. Recruitment involves processing a lot of personal data, and mishandling this can lead to hefty fines and a trust deficit with potential employees. By ensuring GDPR compliance, businesses not only protect themselves legally but also demonstrate to candidates that they are serious about protecting personal information – a key concern for many individuals.

Right to Work and Immigration Controls

In the context of post-Brexit Britain, UK businesses must be diligently aware of Right to Work checks to ensure that their workforce is legally permitted to work in the country. With immigration policies subject to change, businesses must be agile and correctly verify the status of their employees to avoid the risk of illegal employment penalties.

For businesses hiring talent from abroad, additional compliance layers come into play, including visa applications, and adapting recruitment and onboarding practices to accommodate cultural differences. Each step requires careful consideration to ensure full legal compliance in an increasingly global talent pool.

If you’re engaging with workers who reside outside the UK or have entered the country to undertake a Statement of Works, it’s advisable to partner with an independent, external consultancy business who has the expertise to ensure your employment practices remain compliant.

The importance of delivering equity and inclusion

A diverse workforce drives innovation and reflects an inclusive company culture. However, achieving diversity targets must be balanced against the need to avoid discrimination in the recruitment process. Therefore, companies need to embed fair hiring practices into their recruitment strategies to align with both ethical standards and compliance regulations.

Managing Agency and Contract Workers

In industrial sectors such as engineering and construction, an increasing number of UK businesses rely on agency and contract workers. Compliance with the Agency Workers Regulations (AWR) and IR35 is critical. Mistakes in classification or contractual terms can lead to significant tax liabilities and undermine workers’ rights, potentially causing legal disputes and reputational harm.

Whether businesses engage contractors directly or through their supply chain, it’s crucial that auditing processes are in place to ensure this is managed compliantly.

Maintaining meticulous record-keeping

Documentation and record-keeping are crucial in evidencing compliance and facilitating audits. In case of legal scrutiny, having detailed records of your recruitment process, including any investigations undertaken, can potentially save organisations from damaging legal ramifications and fines. Understanding the steps these processes need to take however as recruitment legislation continually changes, can be difficult to keep up with.

Reviewing internal training and education

Continuous internal training and awareness programmes help HR teams, recruiters and hiring managers stay up-to-date with the latest regulatory requirements and ethical recruitment practices. As compliance standards evolve, so must the knowledge and skills of those involved in recruitment – meaning training material must to subject to regular updates.

Prioritising recruitment compliance in 2025

As we step into 2025, the complexities and legal implications of recruitment compliance are clear. UK businesses who prioritise this are not only safeguarding themselves against potential risks but are also building foundations of trust and brand integrity with current and future employees.

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Engineering recruitment and contracting specialist the NRL Group, which includes their Linx Workforce Solutions business, has proudly announced its official certification™ as a Great Place to Work^®, a prestigious recognition based on direct feedback from their employees. An incredible 97% of employees agreed the NRL Group is a great place to work, substantially surpassing the 54% average of UK businesses.

Certification™ is a significant achievement, backed by validated and anonymous feedback from employees that is collected through Great Place To Work^®. As the global authority on workplace culture, Great Place To Work^® utilises its rigorous, data-driven For All™ methodology.

Securing this employee endorsement demonstrates NRL and Linx’s commitment to nurturing a supportive and engaging work culture. The results from the comprehensive survey, conducted as part of the certification process, highlight high levels of satisfaction and wellbeing within the company. Other stand out statistics included 99% of workers feeling warmly welcomed upon joining the business, and an impressive 95% feeling a sense of pride when they look at what they accomplish.

NRL Group CEO David Redmayne was delighted to review the survey results.

“Receiving the Great Place to Work^® certification™ is a tremendous honour and a reflection of the collective effort of every member of our team to make this a rewarding environment to work in. These results are not just numbers, they are a testament to our company values, the people we have in our business and our unwavering dedication to creating a workplace where our employees can thrive and feel a sense of belonging.
We’ve long felt our team enjoy where they work, but to receive such overwhelming feedback from across the business is resounding.”

Benedict Gautrey, Managing Director of Great Place To Work^® UK, expressed his congratulations to the NRL Group for attaining their Certification™:

“We know that prioritising the employee experience leads to building trust among employees, fostering a remarkable workplace culture, and ultimately achieving exceptional business outcomes.”

For over 40 years, the NRL Group has provided supply chain solutions to the engineering sector, building a reputation for excellence, compliance and trustworthiness. The longevity of service amongst the NRL Group’s workforce, with 27% of surveys completed by long-standing employees who have been with the business for over a decade, is a direct reflection of a workforce who see the business as a place they can grow and develop their careers.

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Latest carbon emission reporting from the NRL Group, including their Linx workforce solutions business, has recorded over one tonne of carbon dioxide reduced per employee since the business first start recording their carbon emissions in 2021.

Calculations are verified by One Carbon World each year, and the NRL Group’s latest 2023 carbon emission figures reported 2.12 tonnes of CO₂e per employee per year, compared with 3.14 tonnes when figures were first submitted for 2020 activity. One Carbon World work with organisations to better understand how their carbon emissions are accumulated, including investigating scopes 1, 2 and 3 reporting. Once the footprint is calculated investment can be made in carbon credits to offset unavoidable emissions, rebalancing operations and achieving carbon neutrality.

This year the NRL Group opted to invest these carbon credits into an exciting hydroelectric power plant under construction in Indonesia that will provide zero emission energy to displace fossil fuel power generation. The NRL Group’s own engineering recruitment, consultancy and contracting services have grown extensively across the globe in recent years, including supporting energy transition projects internationally. Investment in development projects such as the Indonesian hydroelectric plant provides a great way for the business to give back on a global scale, as CEO David Redmayne explains.

“Securing the Carbon Neutral International Standard each year is incredibly important to us as a business because it ensures we remain accountable by voluntarily purchasing carbon credits where we cannot reduce emissions any further. Like many businesses the output of certain carbon emissions is unavoidable, but we’re always keen to challenge the status quo and make investment and improvements to close this gap as much as possible each year.

Crucially though, these carbon credits provide an opportunity for us to contribute to some fantastic projects across the world, which has seen us support reforestation efforts, reduce ozone layer damage and progress clean energy production in key countries. It’s great to work with One Carbon World to get involved with projects like these across the globe, whilst ensuring we neutralise our own carbon footprint.”

Part of the NRL Group’s environmental strategy is colleagues across their branches volunteering to become carbon champions. Their remit is to challenge improvements that can be made on a local level, as well as proposing initiatives that could be adopted across the wider group. Impact on the environment is a key governing factor for the NRL Group’s executive board, which plays a key factor in the organisation’s current and future growth plans.

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The specialist recruitment and contracting organisation previously held the bronze award for several years, before putting forward an application for the judging panel to evaluate their progress in the silver category.

Through the Armed Forces Covenant, businesses make a long-term commitment to support our Armed Forces community – ensuring those who serve, and their families, are treated fairly and are well supported. The Employer Recognition Scheme provides an opportunity to demonstrate this commitment in action, including ensuring recruitment opportunities are available to the Armed Forces community through the identification of transferable skills.

During the recent review panel, forty seven organisations from across the North West of England were awarded Silver under the Ministry of Defence Employer Recognition Scheme for their support to Defence and the wider Armed Forces community. In recent years, the NRL Group have increased their support by attending monthly employment fairs for service leavers, as well as joining Forces Families Jobs, to advertise open vacancies to join their businesses.

Reflecting on the silver award, NRL Group CEO David Redmayne said,

“We owe a lot to our Armed Forces community, because we all benefit from their dedication and selfless service. That’s why we want to help as best we can, and why aiming for the silver Employer Recognition Scheme award was so important to us.

We’re committed to helping as many people as possible find rewarding work in the civilian world, whilst also supporting Armed Forces families. From reservists to veterans and family members, we understand the value they bring to our organisation and our clients, so are delighted to see this commitment recognised through the Employer Recognition Scheme.

The silver award stands as a meaningful reminder that we welcome applications from all service personnel and their families.”

Commenting on the announcement of the 2024 Employer Recognition Scheme Silver awards; Colonel Mark Underhill OBE DL, Chief Executive at the North West of England and the Isle of Man Reserve Forces’ and Cadets’ Association (NW RFCA), said:

“On behalf of the Ministry of Defence we are honoured and delighted to be able to recognise the outstanding support and commitment given to the Armed Forces Covenant by businesses and organisations in the region, through the Employer Recognition Scheme awards. Each recipient has demonstrated not only that their support to the Covenant and the wider Armed Forces community, but also that they are prepared to support their Reservists, Service Leavers, Spouses, Veterans, Cadet Force Adult Volunteers and Cadets in the workplace.”

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