Pictures of FatFace store crew with the FatFace 360 graphic
Number 3

Our people & communities

At FatFace we believe that our brand heritage, identity and image are shared by our people, at all levels, which helps to distinguish us from competitors and has been part of the success of our business. This is why it is important to us to engage, listen to, reward, develop and respect our employees.


We engage with our employees in a number of ways to encourage active participation and alignment with business strategy. Regular updates are held to inform employees of performance and the key drivers of this. These include an annual retail conference where the Group communicates and engages with its store managers on its key priorities and business plans as well as reinforcing the vision and values of the brand.


At FatFace, the Group is committed to being an equal opportunities employer and it is our policy to provide employment and development opportunities to persons regardless of age, race, colour, religion, gender, sexual preference, marital status, nationality, ethnic origin or disability. It is Group policy to, wherever possible, retain in employment employees who have become disabled during their employment and to arrange appropriate provisions for them.

We continue to ensure all our processes and practices are inclusive. We monitor our diversity through regular questionnaires and ensure that our recruitment practices are all-encompassing, based on talent and experience and that we give full and fair consideration to applications for employment from disabled candidates. Our approach on the gender pay gap is positive - as is our approach to pay in general; with the recent introduction of living wage, we made the decision to pay all store crew at the same rate, regardless of their eligibility under age criteria.


The health, safety and well-being of our employees and customers are of great importance to us. There is a comprehensive structure of processes and procedures to mitigate health and safety risk, including risk assessments, accident reporting and nominated health and safety representatives across the business. Within stores, each of its store managers are provided with a “Stay Safe Guide” which informs them of their responsibilities to take reasonable precautions to ensure the safety, health and welfare of those likely to be affected by the operation of the business. Policies and procedures are reviewed and audited regularly to make safety management more robust and up to date.