Our vision is to strengthen our performance by attracting and developing people who are passionate about making a positive difference. We’ll do this by ensuring the offer to our colleagues and the clear expectations we set of them make Amplius a great place to work, where people are challenged and supported to perform at their best and fulfil their potential.
Continuing to come together
Our people are integral to everything we do. Without the right people in the right roles, driven to make a positive difference, we won’t be able to realise our vision and our plans.
Throughout the year we kept colleagues informed as we carried out changes and restructures following the merger. This process included developing a new Amplius job profiling framework to standardise roles and tiers across the business.
By 31 March 2026, the majority of teams had been through their restructures.
Alongside this, significant work took place to improve our offices, making them places where people really enjoy visiting, meeting and working from. And there’s more to come in the year ahead.
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Creating a high-performing, highly engaged team
Professional development is incredibly important to us, not only to retain the best talent within the sector, but also to strengthen our workforce.
That’s why we launched the Amplius Academy during the year. This provides bespoke learning pathways tailored to roles, functions and career stages. The academy creates a structured environment where colleagues can build capability and thrive in their careers.
Over the last 12 months, we delivered:
Training courses
Training course delegates
Leadership courses
Leadership and management programme delegates trained
Training hours delivered by our in-house team
This work is particularly key as legislative changes around professionalism in our sector are coming into force in October 2026.
Number of CIH memberships
Number of certified practitioners
Number of CIH qualified colleagues
Number of colleagues studying for CIH qualifications
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Taking the baton
We continue to take a strategic approach to early careers by creating clearer, supported pathways into the housing sector.
That’s why we signed up to be part of a bespoke training programme designed to address the critical skills shortage in the housing and construction sectors.
Alongside some of the UK’s leading housing associations, we partnered with PfP Thrive to ensure the sector has the expertise needed for the challenges we face now, while preparing to meet the evolving needs of the industry.
This saw us bring in five apprentices to join our trades teams and benefit from the training at PfP Thrive and on-the-job experience working with our teams.
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Gaining national acclaim
We continued to enhance our profile across the sector and beyond, with various teams and colleagues shortlisted for national awards during the year.
In June our Communications and Marketing Team won Gold at the 2025 Internal Communications and Engagement Awards. Up against strong competition and in the company of huge names such as Tesco, Royal Mail and Bupa, the team picked up the top award for our communications around the merger and formation of Amplius.
Then, in March 2026, Fallon Warren, Head of Asset Optimisation, Sustainability and Commercial Facilities, picked up an award at the People in Housing Awards Midlands, which celebrate the people and teams who make housing happen across the Midlands.
Fallon was named the winner of the Women in Housing Leadership category in recognition of all the hard work put in as we improve the energy efficiency of customers’ homes.
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An employer of choice with a strong offer
At Amplius, we want to be an employer of choice, with an offer that helps us recruit and retain the best talent. This is shown in the extension of our Investors in People Silver accreditation.
Part of this means offering a benefits package that attracts and retains the very best talent.
During the year we completed a comprehensive review of our terms and conditions in partnership with our colleagues. This formed part of our new employment offer, which includes a variety of additional benefits that we know our colleagues value.
This new offer was created following extensive work with external expert consultants Altair and our colleagues, through surveys and engagement with our representative groups. It’s designed to support people at work and in their personal life, covering health, financial wellbeing, work-life balance and personal growth.
Colleague recognition
In November we rolled out Bonusly. This employee recognition software, which is embedded in our new intranet - the Ampliverse - helps teams celebrate achievements and boost morale.
Colleagues are given a pot of points each month so they can recognise each other, shining a light on great work and collaboration. These can then be cashed in for gift vouchers. It had been in place at Grand Union and has so far proved to be just as popular and effective.
Since it was launched across Amplius, nearly 21,000 recognition points have been given out. The business also gives out points for long service, 100% attendance and for customer compliments. In total, over 22,527 points were given out, which equates to over £83k in recognition.
A sense of belonging
We’ve continued with our work to develop a high performing, inclusive culture where colleagues feel that they belong.
Our Belonging Group continues to raise awareness of Equality, Diversity and Inclusion, analyse customer and colleague data, encourage diversity of thought and celebrate key awareness dates.
Several EDI sub-groups continued their work during the year:
SOUL: supporting and empowering people of colour or other ethnic minorities.
HEAR: supporting colleagues with hearing loss and tinnitus in the workplace.
Neurodiversity Network: promoting understanding and awareness of neurodiversity and supporting colleagues who may have different needs.
The Belonging Group will continue to look at how we can attract diversity and provide feedback on colleague initiatives.
Into the Ampliverse
Throughout 2025, introducing a new company-wide intranet was a key priority for us.
Moving from three separate legacy platforms symbolised and engendered a cultural divide but also led to duplication and an inconsistent colleague experience.
Colleagues needed an accessible, engaging, informative and easy-to-use intranet that enabled them to do everything they needed in one place.
Feedback from colleagues highlighted a desire for the intranet to keep popular aspects from existing platforms, such as reward schemes and colleague news. There was also a need for additional functionality, including a reliable search function – particularly an accurate colleague search, which could be used by searching for names, departments, roles, skills or expertise. This was very important following restructures.
Every team was given their own area to explain the work they do and their skills, and to add links to important documents and answer frequently asked questions.
An individual page for each colleague was created where they could provide information about their role, social media platforms they were on, contact details and more.
Our mission was to create a new online environment that embraced the Amplius ethos of ‘going further and doing more,’ delivering a virtual space for colleagues to collaborate, communicate and thrive. With this in mind, the Ampliverse soon became our chosen name for the new platform.
The Ampliverse was officially launched in November 2025 with a comprehensive internal communications campaign, including the video below.
In the four months since ‘lift-off’, the Ampliverse received over 163,785 homepage views and more than 10,519 uses of the ‘find a colleague’ search. This shows just how well received the platform has been and how successfully the project has realised its objectives.
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Colleague Engagement Statement
At Amplius, we’re driven to have a positive impact on people’s lives. To help us do that, we have a team of 1,133 colleagues working hard to provide homes and services that make a difference.
Our diverse workforce is spread out across our area of operation and beyond, with colleagues working from home, out on patches, in schemes or in one of our four offices. We work hard to make sure everyone is kept up-to-date with key information and has access to it wherever they work.
