Independent Renewable Energy Consulting and Engineering for the Global Energy Transition

Respect should never depend on role, seniority or location. SgurrEnergy expects a workplace free from physical, verbal or sexual harassment, intimidation and hostile behaviour, with concerns directed to the appropriate POSH representative so they can be addressed through the right channel.

Speaking up should lead to a fair process, not hesitation. Concerns and reports are expected to be taken seriously, investigated professionally and handled confidentially as far as reasonably possible, with protection against retaliation when an issue is raised in good faith.

Everyone should be able to finish the day as safely as they started it. Our workplace expectations place personal responsibility at the centre of health and safety—from following procedures and reporting hazards to stopping work when something appears unsafe or presents a risk to health.

Opportunity should follow merit—not background. SgurrEnergy is committed to an inclusive workplace where employment decisions are based on merit, talent and suitability, and where discrimination on legally protected characteristics is not accepted.

Different perspectives strengthen the way we work, collaborate and solve problems. SgurrEnergy’s values encourage inclusive growth, gender equality, diversity, knowledge sharing and contributions from colleagues across the organisation.

Good work is sustainable when people can work safely and responsibly. Across our policies, employee wellbeing is supported through health and safety expectations, appropriate leave, work-life balance, responsible remote working and avenues for support when health or substance-related concerns affect work.

Clarity matters from day one. Employees are expected to understand their employment agreement and the policies that define working hours, professional conduct, workplace responsibilities and the processes that apply across different stages of employment.

Time away from work should be clear, planned and workable for both people and projects. The Leave and Attendance framework covers attendance expectations, flexible working hours, leave categories and approvals, compensatory off, leave encashment and provisions for long-term international assignments.

Flexibility works best when expectations are equally clear. SgurrEnergy’s WFH framework supports work-life balance where roles and business requirements permit, while setting out approval, availability, attendance, productivity, information-security and performance expectations for remote working.

Not every working day needs the same arrangement—but every arrangement needs structure. Current working provisions combine office-based working and approved flexible hours with WFH where business, project and role requirements allow, helping teams balance flexibility with collaboration and client commitments.

Support can take different forms across an employee’s journey. SgurrEnergy’s current policies include leave provisions, employee referral benefits and salary-advance support for eligible employees, each governed by defined eligibility, approval and administration requirements.

Unexpected situations sometimes need practical support. Eligible employees may apply for an interest-free salary advance for serious or urgent needs, subject to the policy’s service, approval, affordability and repayment requirements.

Performance is clearest when expectations are visible. Relevant policies consider factors such as deliverables, quality, productivity, responsiveness, collaboration, attendance and timely completion, with structured escalation where performance concerns persist.

Technical excellence depends on continuous learning. SgurrEnergy’s Code places importance on keeping required training and certifications current, while its values encourage knowledge sharing, learning, innovation, independent thinking and continuous improvement.

A professional employee experience should remain structured through the final working day. The Separation framework covers notice-period requirements and different categories of exit, while the Code also addresses handover, return and deletion of company information and post-employment obligations.