BP
London · founded 1908
see the full file on BPdocumented benefits (8)
| Stock purchase plan | yes |
|---|---|
| Retirement plan | yes |
| Life insurance | yes |
| Health plan offered | yes |
| Mental health | yes |
| Wellness stipend | offered |
| Work from home | yes |
| Employee discount portal | yes |
notable perks
- Depending on your location and job level, there may be equity (stock and share) options you are eligible to join so you can be part of bp’s success.
- We may also be able to support your career break for up to 12 months.
- We provide comprehensive paid maternity, parental and adoption leave to support you in cherishing important moments, bonding with loved ones and transitioning smoothly into your new role as a parent.
- A flexible allowance on top of your salary that you can put into your pension, spend on benefits, or just take as cash
- Buy bp shares and bp matches them
- Free Headspace for you and your family
- Free barista-style hot drinks on shift, and half-price lunch (bp retail stores)
the legal floor where they are
Set by law, not by BP. It applies to every employer in London.
| PTO | 28 (Working Time Regulations 1998; Employment Rights Act 1996) |
|---|---|
| Birthing-parent leave | 52 (Working Time Regulations 1998; Employment Rights Act 1996) |
| Partner leave | 2 (Working Time Regulations 1998; Employment Rights Act 1996) |
| State pension | auto-enrolment: employer contributes at least 3% of qualifying earnings (Working Time Regulations 1998; Employment Rights Act 1996) |
| Disability rights at work | Equality Act 2010: disability is a protected characteristic and s.20 imposes a duty to make reasonable adjustments (Working Time Regulations 1998; Employment Rights Act 1996) |
| Neurodivergent adjustments | Reasonable adjustments are owed on the IMPACT of a condition, not on a diagnosis. ACAS is explicit that no formal diagnosis is required, so the duty can arise before anyone has been assessed -- which matters when an adult autism assessment is a multi-year wait. Autism, ADHD, dyslexia, dyspraxia and dyscalculia are covered where the effect on day-to-day activities is substantial and long-term. Asking for an adjustment is itself protected: you cannot lawfully be dismissed or treated worse for asking. (Working Time Regulations 1998; Employment Rights Act 1996) |
Every claim above is sourced and dated. See sources on the full page.
Work at BP and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.