Careers

Salary and benefits

At Inmarsat, we believe in attracting and retaining talented, high-achieving people by offering excellent remuneration and benefits programmes.

Remuneration

Inmarsat benchmarks pay against external market comparators, considers the rarity of skills and accounts for personal impact, as well as the value the individual brings to the business.

Salaries at Inmarsat are highly competitive and appropriately reflect an individual's contribution, in line with level or responsibility and complexity of the position they hold.

Salary reviews

A formal salary review is held every year to ensure salaries remain in line with market trends and on-going value to the business. Ad hoc salary increases may occur if there is a substantial change in responsibilities or a job has evolved significantly, although generally the focus is on an annual review in July every year.

Bonus plan

The aim of the bonus plan is to recognise and reward individual contributions to corporate success. The scheme works within a clearly defined structure and is based upon the achievement of individual objectives, which are aligned to corporate goals. 

In addition, if the company achievement exceeds its EBITDA target, a corporate bonus uplift is triggered, producing an 'acceleration bonus pool', which is shared amongst staff.

Employee share incentive schemes

To acknowledge the important role and contribution that each employee makes towards business success, Inmarsat operates a range of employee share incentive schemes.

Annual leave

All Inmarsat staff are given 25 days annual leave in each 12-month period. In recognition of long-term commitment to the company, this goes up to 30 days per annum after five years of employment. 

As a flexible benefit, there is an annual leave "buy and sell" policy, which means staff can buy up to five extra days in each year. Equally, if you don't plan to use your full annual holiday entitlement, and would prefer extra cash, you can sell up to five days each year. 

Staff also have the option of carrying up to 10 days' leave from the current year's entitlement into the next, if specific work commitments or personal plans need to be accommodated.

Pension schemes

In recognition of the diverse and international nature of our workforce, we have a range of different pension schemes to meet a variety of needs and circumstances. Eligibility depends on where you live and where you work.

Inmarsat's pension schemes are contributory, with contributions from the company and from staff. You will be eligible to join one of our pension schemes from the first day of your employment, if you are aged 18 or over.

Health and dental care

Staff can enjoy the benefit of private medical insurance through Inmarsat's non-contributory scheme. Partners and dependants can also take advantage of the same private medical cover as staff, based on a staff contribution scheme. 

There is also a separate non-contributory corporate dental scheme that staff may choose to join. Again, partners and dependants can also take advantage of the same scheme, for a fixed annual premium. The scheme offers regular and preventative dental care and worldwide cover.

Once every two years (every year for those 55 and over), we encourage all our employees to have a full medical check-up, paid for by Inmarsat. The results of this screen are confidential and discussed only between you and the doctor. The health screen includes an assessment of work-life balance and addresses general lifestyle issues.

Life, disability and other insurances

To support staff in dealing with major life events, Inmarsat runs life, accident and disability insurance policies to give you peace of mind.

Employee assistance scheme

Right Corecare operates a free telephone helpline that provides unlimited access to a confidential advice, information and counselling referral service, designed to help individuals deal with a range of issues, which may affect their personal lives or performance at work.

More specialist support for staff, their partners or their dependants is available through the provision of eight free counselling sessions with experienced, local professionals from the Right Corecare network.

Salary sacrifice

Salary sacrifice arrangements create an increase in your take home pay by eliminating specific elements of employee tax and National Insurance contributions. 

Smart pensions and childcare vouchers are two such schemes.

Season tickets and computer loans

We understand that commuting into London can be expensive, so Inmarsat provides an interest-free annual season ticket loan from the start of your employment with us.

You may also wish to take advantage of Inmarsat's interest-free loan scheme to purchase a computer or computer peripherals, repayable over three years or less.

Give as you earn (GAYE)

GAYE is an extremely tax efficient way of making charitable donations through the company payroll. As well as receiving tax relief at your highest marginal rate, the Inland Revenue will also donate an additional 10 per cent of your donation to your chosen charity.