Helping everyone belong at Monzo
Everyone should feel like they belong at Monzo. Our mission is to help our colleagues do the best work of their lives. We support the people lifecycle at Monzo: every stage someone experiences from the moment they join, to the time that they leave. We give them tools and support so they can carry out our mission: to make money work for everyone – and have a career that’s fulfilling and challenging, too.
Our People Policies
This page gives some examples of how we help everyone belong.
We offer paid maternity, paternity, adoption or shared parental leave, if you’ve been with us for at least 13 weeks. Specifically, we offer 52 weeks of primary caregiver leave (13 weeks at 100% pay, 13 weeks at 50% pay, 13 weeks at Statutory Maternity Pay. Plus 6 weeks of secondary caregiver leave at 100% pay. We also offer up to six days of leave per year for fertility treatments to support Monzonauts in their family planning.
We offer 10 days of compassionate leave to all staff as standard, access to grief counselling, and if further paid leave is needed then that’s a conversation that can be had between the Monzonaut, their manager, and our People team.
All employees have a learning budget of £1,000 a year for books, training courses and conferences. There are also regular knowledge-sharing sessions and (when we’re back in the office) a library of industry-related books that you can borrow at any time.
Mental health support
We all struggle with mental health at times. Needing support when things get tough is a normal part of life - and we're working hard to break the stigma around mental health in the workplace.
With 43% of UK businesses reporting to have employees absent from work for more than four weeks due to ill health in the last two years, it's time to take a different approach.* We want our team to feel supported to bring their whole selves to work. We provide access to counselling through our healthcare and explicitly encourage Monzonauts to take time off for their mental health when they need it. We have trained over 50 members of our team to become mental health first aiders to offer advice and support to their colleagues throughout the day.
We actively choose to work with healthcare providers that cover mental health extensively and our private healthcare offers discounted access to gyms and we promote proactive mental health support through discounted access to apps such as Headspace and Thrive.
- Information taken from the British Chambers of Commerce
Paid leave for colleagues who suffer from pregnancy loss or who are undergoing fertility treatments
Monzo has become the first bank in the UK to introduce dedicated policies of additional paid leave for colleagues who suffer from pregnancy loss or who are undergoing fertility treatments.
It’s appropriate to recognise and support our colleagues (male and female) who may be experiencing these emotional and physical challenges, the number of parents at Monzo has increased 7% since 2018.
Colleagues who suffer from pregnancy loss (including but not limited to stillbirth, miscarriage and abortion) will have up to ten days additional paid leave. This also includes colleagues who are partners or surrogate mothers, recognising that pregnancy loss doesn’t just affect women or heterosexual partners.
Colleagues who are undergoing fertility treatments, diagnosis or consultations will have up to eight days of additional paid fertility leave per year (fully flexible). This might be used for taking time to rest after a procedure, recover from the emotional effects of treatments or to attend outpatient appointments and scans. We’ve also created an employee support group for colleagues going through similar journeys.
We are a living wage employer
This is a public commitment that every single member of the Monzo team, regardless of whether they are employed by us or third-party contractors receives at least the minimum living wage as set yearly by the Living Wage Foundation.
Diversity & Inclusion
We believe diverse teams make better decisions, build better products and provide better service. We’re committed to promoting an inclusive and empowering working environment to support each and every team member so that everyone can have a sense of belonging at Monzo.
Diversity & Inclusion
Diversity and Inclusion has always been a priority at Monzo, and while there is always more to be done, we’re proud of what we’ve achieved so far. We have recently appointed a new director of D&I, and we are developing a strong, data-driven strategy for inclusion, engaging everyone in our journey. We recognise there’s a lot to learn about how to be more inclusive in our day-to-day lives, alongside regularly challenging our own biases and perspectives.
We have met our Women in Finance charter goal of having 40% of our executive team made up of women. We hold regular listening sessions with employees to understand more about how they are feeling and run a regular anonymous survey to understand which areas people want us to prioritise. Alongside this we’ve created a D&I handbook and regularly share updates on what we’re doing in this area.
On our blog you can find our most recent updates on our work for the Women in Finance Charter, and on the gender pay gap.
You can also read our 2020 diversity and inclusion report.
We are a signatory of the Women In Finance Charter
When we signed up to the Women in Finance charter in May 2017, 38% of our board members and 11% of our executive committee identified as women. We said that by 2020 we’d aim to have women make up at least 40% of both our executive committee and our board.
As of 30th September 2021 we’ve exceeded our charter target, with 44% of our board and 44% of our executive committee members identifying as women.
We continue to review the representation of our most senior leaders and are working to make sure we have a strong female pipeline throughout our senior manager population.
You can find out more about how we are improving gender representation in our latest Gender Pay Gap Report "An update on our gender pay gap, April 2020 and April 2021"