Staff at Axa know that a job with the firm is a good insurance policy for a rewarding time and a secure future.

The company gets its best scores for wellbeing, and its near 11,000 employees say that they don’t suffer stress-related symptoms (a 72% positive result) or spend too much time working (59%).

“I feel valued not just as an employee but as an individual,” one employee says. “There is a visible effort from the senior management to improve the company and change the culture for the better.”

Axa offers financial products to individuals and businesses including life cover, pensions and investments as well as home, travel and private health insurance.

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The company can trace its roots back to the 18th century, and the modern-day group has a culture of longevity and loyalty. There is a low staff turnover of 8% and almost a fifth of the workforce have been there for at least 15 years (one employee has just celebrated 50 years at Axa). Holiday increases with length of service and rank, from 23 to 28 days a year, and the organisation offers sabbaticals and career breaks of up to six months.

The London-based business has 35 sites around the country, including offices in Bristol, Leicester and Glasgow. There are plenty of flexible ways to work on offer. The company provides the necessary equipment for staff to work from home, and people are happy with their work-life balance (65%, a top five score). Staff, typically customer service representatives, are 36 years old on average, and for those thinking about a family, the firm is generous. Maternity leave is 15 weeks at full pay and 24 at the government minimum.

Everyone benefits from performance-related pay and most get share options. Staff have life assurance, access to loans and childcare vouchers and subsidised gym membership. There is also a contributory pension in which the firm almost trebles the staff investment of 2.5% of salary.

The company is all about finance, but profit isn’t the only thing driving it (49%). Employees are highly valued, and the organisation is particularly strong on training managers. All new leaders have an orientation programme called Headstart, which includes training in how to motivate teams and individuals.

Staff say that managers care about their job satisfaction (70%), are supportive, and share important knowledge and information with them (both 73% scores).

The group’s senior management team has invited all employees to one of 17 road shows across the UK to give people the chance to ask leaders questions.

“Employee engagement is critical and the management are doing their utmost to ensure that all employees have the tools to do the job, have the opportunities to develop and understand what is required of them,” one staff member says.

Everyone creates a personal development plan with his or her manager, which is regularly reviewed. There are training opportunities including help with professional qualifications, online courses, mentoring and secondments to other roles. All staff members can apply for the firm’s graduate scheme.

Aware of personal finance problems across the UK, the firm set up Axa Avenue to give staff professional advice and a course in financial planning. Following a successful trial period, the company introduced a regular event to help people get their finances on track, called My Budget Day. Under the scheme, employees are encouraged to spend an hour a month reviewing their earnings and spending to keep things under control.

Work is an important part of people’s lives here (70%), but they feel good about it too (with an overall score of 63% for questions about wellbeing). “There are great facilities on site, free parking, good benefits and a flexible approach to work-life balance, and you are made to feel appreciated,” said one employee.

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