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.
Snapshot:
What's behind these figures?
This reduction in the gender pay gap is primarily due to increases in the representation of women in the upper middle pay quartile (from 44.9% to 46.6%) and the upper pay quartile (from 27.2% to 30.1%) over the past 12 months. This is a result of a higher number of male leavers in the upper pay quartile than joiners. It is also due to an increase in female representation at executive level. Our mean gender bonus gap reduced significantly from 68.4% in 2021 to 21.9% in 2022. The main factors influencing the reduction are that in 2021 our then new CEO Mark Allan received a one-off sign-on and relocation bonus. This increased our mean gender bonus gap in that year. In 2022 female employees at executive level received large sign-on and share bonuses. This significantly reduced the gender bonus gap. Our median gender bonus gap also improved slightly, from 52.2% in 2021 to 47.9% in 2022 due to a range of factors including the impact of Covid-19 on 2021 bonus pay outs and individual new joiners and leavers.
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 relatively small at Professional, Manager and Senior Leader level. The slightly higher gender pay gap in favour of men at Leader level is due to occupational segregation: Property roles receive higher remuneration than Support roles and 76% of those in Property roles at Leader level are male, compared to 53% of those in Support roles.
