Employee Ownership at Salus

What it means for your career

Salus is an employee-owned business. That matters — not as a badge, but in how the company is run, how decisions are made, and how people build long-term careers here.

In 2025, Salus transitioned to an Employee Ownership Trust (EOT). This means the company is owned on behalf of its employees, not external shareholders or private investors. The structure is designed to protect independence, reward contribution, and support long-term professional integrity.

For people considering a career at Salus, employee ownership changes the conversation from working for a company to being part of one.

“We never set out to build something that would be sold on. We wanted to build a business that people could rely on — including the people who work here.”
Paul Meadows – Joint CEO of Salus (Building Control & Fire Safety Consultants) Ltd

What employee ownership means in practice

Employee ownership at Salus is not a bonus scheme or a short-term incentive. It is a long-term commitment to shared success.

Long-term stability

Because Salus is owned by its employees, the business is not driven by exit timelines, acquisitions, or external investor priorities. This provides greater stability for staff and clients alike — particularly important in regulated sectors such as building control and fire safety.

“This wasn’t about a financial transaction. It was about continuity.”
Paul Meadows – Joint CEO of Salus (Building Control & Fire Safety Consultants) Ltd

A genuine stake in the business

Employee ownership means everyone benefits from the company’s success. As Salus performs well, that success is shared collectively rather than extracted externally.

This reinforces a sense of shared responsibility — people understand how their work contributes to the wider business, not just their individual role.

Independence you can rely on

Salus operates in sectors where professional judgement, integrity, and independence are essential. Employee ownership reinforces that independence by removing commercial pressure linked to shareholder returns.

“Clients and regulators need to trust that decisions are being made for the right reasons — not because someone is chasing short-term return.”
Stuart Power – Joint CEO of Salus (Building Control & Fire Safety Consultants) Ltd

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Why this matters for your career

Careers built for the long term

Salus has a strong track record of developing people internally — supporting progression from administrative and trainee roles into senior technical and leadership positions. Employee ownership strengthens this approach by aligning career development with the long-term health of the business.

“People here already act like owners in the way they approach their work. Employee ownership simply recognises that.”
Paul Meadows
Joint CEO of Salus

A culture of responsibility, not hierarchy

Employee ownership doesn’t remove leadership or accountability — but it does encourage collaboration, openness, and shared responsibility.

Decisions are made with long-term impact in mind, not short-term gain. That applies to technical judgement, client relationships, and internal development.

“We didn’t want Salus becoming something else because of external pressures. We wanted it to stay Salus.”
Stuart Power
Joint CEO of Salus

Recognition beyond job titles

In an employee-owned company, contribution matters. People are valued for the quality of their work, their judgement, and their willingness to support others — not just their position on an org chart.

This creates an environment where experience is respected and learning is actively encouraged at every stage of a career.

How Salus is different in the job market

Many organisations talk about culture. Fewer hardwire it into their ownership structure.

At Salus:

  • The business is independent by design
  • Leadership continuity is protected
  • Employees benefit from success collectively
  • Professional standards come before commercial shortcuts

For people working in regulated construction roles, this creates an environment where technical rigour, ethical decision-making, and personal development are actively supported — not compromised.

“Employee ownership helps make sure Salus stays what it’s always been — a business that does the job properly.”
Paul Meadows – Joint CEO of Salus (Building Control & Fire Safety Consultants) Ltd

Leadership and employee ownership

Salus’s founders remain actively involved in the business, providing continuity and experience while supporting the next generation of leaders. The Employee Ownership Trust sits alongside a strengthened leadership team, ensuring clear governance, accountability, and direction.

This balance matters. Employee ownership works best when paired with strong leadership, transparent decision-making, and professional accountability — all of which are central to how Salus operates.

“This is about building something that lasts — for our people, our clients, and the standards we believe in.”
Stuart Power – Joint CEO of Salus (Building Control & Fire Safety Consultants) Ltd

Is Salus the right place for you?

Employee ownership isn’t for everyone. It suits people who:

  • Want to build a career, not just a role
  • Value integrity and independence in their work
  • Take pride in contributing to a shared outcome
  • Care about the long-term impact of what they do

If that sounds like you, Salus offers the opportunity to be part of a business where your work genuinely matters — to clients, colleagues, and the wider built environment.

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