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Responsible Employer

We want all Carnell employees to perform to the best of their ability. As a responsible employer we embrace best practices and assist our workforce in looking after themselves. We insist that everyone adheres to sensible working hours to maintain a healthy work life balance and encourage them to look after their mind, body and soul.
We want to leave a responsible legacy in the community in which we operate, and we demand the same of our supply chain.


Our Employee Assistance Programme ‘Health Assured’, is available to all Carnell employees and their immediate family. This service includes 24/7 confidential support, where the call will be handled by an experienced therapist or advisor. It also includes an online portal which offers webinars, four-week programmes, health checks and fitness/nutritional advice.

To learn more, go to:

“We believe that our partnership with Health Assured is a great enhancement, and source of advice for issues from physical health and wellbeing, mental health counselling, and advice on the general stresses and strains of life such as divorce, debt and legal problems.”
Andrew Sharp – Managing Director


Carnell have committed to becoming a MINDFUL Employer Charter signatory. This has enabled us to provide additional support for all of our employees.

How can this benefit you? MINDFUL Employer has a 24/7 independent and completely confidential Staff helpline, this offers support for whatever life presents at you. Whether it is to do with work, relationships, health & well-being, debt, legal problems, from work-place challenges to personal difficulties, support is just a phone call away. They also offer a Managerial Advice line which is available from 8am – 8pm, 7 days a week to all Supervisors & Managers.

Who will answer the phone? CIC provides MINDFUL Employer+ on behalf of MINDFUL Employer and Devon Partnership NHS Trust. CIC advisors answering the helpline are fully qualified counsellors or psychotherapists and those taking calls to the Managerial adviceline have expert training in human behaviour and relationships and have management experience.


Carnell have encouraged employees to speak out against inappropriate or unsafe behaviour in the workplace for many years, and we have maintained a policy that protects ‘whistleblowers’ from any adverse impact from reporting incidents.

If you have any concerns about how a colleague is being treated or about how a colleague is treating others – report it to your line manager, or speak to a senior manager, or call Safecall – a totally independent company who will, if you wish, guarantee your anonymity.

In partnership with SafeCall, Carnell have now gone a step further, and ensured that reporting any such incidents can now be done anonymously.



Nominations can be made relating to all three National Highways imperatives: Safety, Customer and Delivery.

Please let us know how you and other team members are pushing the boundaries of excellence, approved nominations receive a shopping £25 shopping voucher.



The company is pleased to present it’s second gender pay gap report in 2021, for the relevant period ending with the ‘snapshot date’ 5th April 2020.

Pay structures in the business are fundamentally different for weekly paid site based workers and monthly paid staff; site based workers make up the majority of the workforce (>60%), and their pay structure includes significant enhancements for night work; overtime is regularly paid. Monthly paid (non-site) workers will not typically benefit from either of these pay enhancements, but are incentivised on performance using performance related pay/bonus. As females are more highly represented in our staff headcount than in our predominantly night based safety critical site work, this results in a mean ‘bonus gap’ that moves significantly in favour of females.

This is not a gender based gap, but rather a reflection of the composition of the workforce between site based and staff.

Notwithstanding the above, the company believes that it has a balanced and fair approach to employee remuneration, the business must do more to close the gender pay gaps, and in particular, ensure greater female representation at senior levels as part of that strategy, in order to ensure that equality of opportunity and fairness in pay remains embedded in the culture of the business both in recruitment and in promotion.

> Download our Gender Paygap Report 2021

> Previous Years