The Pensions Regulator reviews

Senior leadership doing and saying all the wrong things. In the face of considerable change over the past 12 months (new CEO, change of office, departure of several high-profile Directors), the approach seems to be to disengage and unsettle everyone further. Ongoing industrial action not being resolved, low staff morale is a known issue. Talks of organisational development and 'working smarter' with an already unhappy workforce is driving the wedge in. Total lack of emotional intelligence and management style is about 3 decades out of date. Lip service paid to wellbeing, mental health, EDI etc. when the reality is that TPR is a toxic workplace. This is remedied by having 'face-to-face' meetings with leadership where many employees find it difficult to be honest and when they are, get closed down.

Management at most levels are useless. In some cases, junior colleagues have been given senior management roles without merit. Unnecessary management structures introduced resulting in more management than staff doing the work. Additional management structures have resulted in more meetings. The phrase “meeting about a meeting” is certainly true here. Favouritism always seems to play a factor during promotions. Numerous cases of juniors on more money than their leads / seniors. Almost 20% difference in pay between some colleagues in the same role and in most instances, the lower paid employee is more experienced. This discrepancy is due to a change to pay for new employees joining TPR within the last 3-4 years. When pay is questioned, employees are told by management they understand the issue however nothing can be done. Any form of grievance is quickly dismissed and not actioned accordingly. There is a low retention rate with the company, when this is question with HR again this is dismissed with evidence from 2019. Employees who leave the company and request an exit interview on most occasions are told to fill out a form and not offered a formal exit interview. The company has adopted a new form of recruitment to mostly offer FTC for criterial roles.