Find a space
Whether you need a retail space to rent in Leeds or an office to rent in London, we’ve got the commercial property to fit your needs. Or dive into our regeneration projects that are bringing new life to towns and cities around the UK.
Introducing Below The Lights
Below The Lights opened in summer 2024 in the heart of London - under the famous Piccadilly Lights.A unique Spotlight space for immersive events, Below The Lights is a place where brands can create memorable experiences and incredible media campaigns.
About
We build and invest in buildings, spaces and partnerships to create sustainable places, connect communities and realise potential.
Our 2023 Impact Report
Our 2023 impact report deep dives into the ways our places and activities are making a difference across the UK. From our economic contributions to the social and sustainable value we deliver, we recognise that the consequences of the actions we take as an organisation are both far-reaching and long-lasting.
The potential of sustainable retail
Sustainable retail has the potential to boost local UK economies by nearly £100m and grow brand revenues by up to 13%.
Investors
Discover the strategy that drives our success, as we create sustainable value for our three types of investor: institutional, private and debt.
Half Year Results 2024
Land Securities Group PLC announced its half year results for the six months ended 30 September 2024 on Friday 15 November 2024
Creating valuable places
We enter the coming year with a renewed sense of clarity and purpose.
Sustainability
We're working to enhance the health of our environment and improve quality of life for our people, customers and communities - now, and for future generations.
Landsec Futures
Landsec Futures is a £20m fund that aims to deliver around £200m of social value by 2030, supporting at least 30,000 people from underrepresented socio-economic backgrounds towards long-term employment. It will also provide the chance to increase the diversity of talent across the industry and in our business.
We are working to Let Nature In
We’re letting nature into the design, development, and management of our spaces. We’re improving biodiversity; promoting health, wellbeing and community engagement by creating green spaces; and creating nature-based solutions to mitigate and adapt to climate change.
Careers
Life at Landsec
We're shining a spotlight on some of the inspirational people that work for us as part of our Life at Landsec series.
Media & Insights
Reverse mentoring for an inclusive future
Earlier this year, nine executive leadership team members (ELT) were each paired with a more junior colleague for a six-month reverse mentoring opportunity.
This slight reduction in the gender pay gap is due to small decreases in female representation in the lower income quartile (-1.3) and lower middle income quartile (-3.2) and slight increase in female representation in the two upper income quartiles. This is due to an increase in female representation at executive level with two new female executives, and small increases in female representation within our Senior Leader and Leader populations. Although our gender pay gap has improved, our gender bonus gap has returned to similar figures that were reported prior to last year which is in the range of 60%. Last year’s significantly smaller bonus gap was more of an exception, with one female executive receiving a large sign-on and the other benefiting from share schemes vesting that year. We believe the main reason for our large bonus gap is due to the reduction in gender diversity as the job level increases and due to there being a larger proportion of men in property roles which attract higher salaries (and therefore higher bonus outcomes) than our non-property roles.
Find out how we're addressing our pay gaps.
Our horizontal pay gaps are voluntary calculations that help us to better understand the pay gap at each level of the business. At our most senior (Executive) and most junior (Support) levels, our gender pay gaps are in favour of women.
Our horizontal gender pay gaps are smaller at Support, Professional and Manager level. The slightly higher gender pay gap in favour of men at Leader and Senior Leader levels is due to occupational segregation: Property roles receive higher remuneration than Group function roles and a higher proportion of those in property roles at these levels are male, compared to the proportion of men in Group function roles.
*After welcoming mixed-use regeneration business U+I into the Landsec Group, you’ll see we’ve included data for Landsec Group and Land Securities Properties Ltd. We have chosen to voluntarily publish pay gap and diversity data for all of our employees who are on one PAYE reference. This includes Land Securities Properties Ltd and U and I Group Ltd and we refer to it as Landsec Group throughout our report.
