How to be a greener employer: part one – people and culture

The UK Government has committed to reaching net zero carbon emissions by 2050. This is part of a worldwide effort to limit global warming to 1.5°C above pre-industrial levels, as set out in the Paris Agreement.

Businesses have a key part to play in reaching this target – which is ambitious, but also important to ensure their long-term sustainability and resilience. The challenge will compel organisations to significantly reduce their own carbon footprints ahead of that date. Achieving this will require businesses to actively engage and collaborate with employees to embed sustainability into the culture of the workplace and empower employees to contribute through their roles.

A recent ONS survey found that 67% of professionals consider climate change and the environment to be an important issue. Unsurprisingly, employees are increasingly drawn to workplaces where sustainability is embedded in the organisation’s ethos and operations. Employment policies and practices are a powerful way to convey these values, helping to engage employees at all levels and integrate environmental awareness into everyday workplace culture. When employees are engaged with their employer’s environmental goals, sustainability becomes a shared priority, which can drive more meaningful action across the organisation and have a stronger impact on reducing its overall carbon footprint.

This article is the first in a two-part series, exploring how employers can work with their people to embed sustainability into workplace culture. Here, we look at the types of workplace environmental initiatives that – when developed collaboratively with employees – can help develop a sustainable, net-zero culture. In part two, we look at how employee incentives (and disincentives) can be leveraged to secure a positive environmental impact.

People-powered sustainability in the workplace

The success of any workplace initiative depends on the active involvement of your people, guided by your organisation’s employment policies. This is especially true for environmental and sustainability efforts, which should be deeply embedded in your culture and supported by structured systems. Below are examples of such initiatives – often championed by leadership but designed to engage all employees and, ultimately, influence customers and clients as well:

1. Give responsibility for sustainability to senior leaders

To begin embedding a culture of sustainability within an organisation, it is essential to start at the top. One of the first steps is to assign clear responsibility for sustainability to senior individuals. This includes establishing a dedicated Sustainability Team, which should include a representative from the board of directors who possesses appropriate training and expertise in climate and sustainability matters. Their leadership and oversight will help ensure that sustainability is treated as a strategic priority.

In addition to structural leadership, sustainability objectives should be integrated into the performance expectations of senior leaders. This can be achieved by incorporating environmental goals into their contracts and linking executive remuneration – such as share-based awards – to the achievement of specific climate targets. By tying compensation to sustainability outcomes, organisations signal a serious commitment to environmental responsibility and encourage accountability at the highest levels.

2. Empower employees through sustainability training

To effectively engage staff in the organisation’s sustainability journey, training can be embedded into the employee experience from the outset. A sustainability induction for all new joiners can introduce the organisation’s environmental commitments and clarify each employee’s role in achieving net zero targets. This foundation could be reinforced by awareness raising sessions for all staff covering the latest climate science, relevant legal and policy frameworks, and the social, economic, and health benefits of reducing environmental impact.

In addition to formal training, organisations can foster ongoing engagement through interactive initiatives such as annual sustainability workshops, energy awareness campaigns, and “switch off” drives. These activities not only raise awareness but also empower employees to take practical steps in their daily work. By making sustainability education accessible, relevant, and action-oriented, organisations can build a workforce that is informed, inspired, and actively contributing to climate goals.

3. Use staff data to drive sustainable change

To better understand and reduce their carbon footprint, organisations can partner with specialist providers like Planet Mark to gather and assess environmental data from employees. This may involve targeted surveys focused on commuting patterns and homeworking habits, which are key contributors to carbon emissions. By analysing this data, organisations can better understand the environmental impact of their workforce and identify opportunities for reduction. Regular data collection, supported by expert analysis, can enable more accurate reporting and, in turn, help shape effective sustainability strategies within the organisation.

4. Transform employee leave into climate action

Employee leave periods – such as sabbaticals, career breaks, or garden leave – can, in the right circumstances, be powerful opportunities to support environmental action. For example, initiatives like “climate career breaks” can enable staff to volunteer with approved environmental organisations while receiving partial pay for the time engaged in environmental activities. Activities could include tree planting, habitat restoration, installing renewable energy systems, or raising awareness about climate change. By offering structured, employer-supported volunteering, organisations not only incentivise meaningful engagement but also align employee development with the organisation’s broader environmental priorities, contributing directly to the transition to net zero.

5. Lead by example when hosting and entertaining clients

Client and customer interactions offer a valuable opportunity to reflect and reinforce an organisation’s sustainability values. Some companies have explored the possibility of encouraging employees to use restaurants and venues that prioritise sustainable practices – such as sourcing organic or local ingredients – whenever entertaining clients or hospitality is involved. Employees could also be encouraged to choose vegetarian or vegan options when dining with clients. These small, mindful choices help employers and employees to demonstrate a genuine commitment to sustainability, setting a positive example that can influence clients and encourage more environmentally conscious practices in their own businesses.

People-driven environmental initiatives have the power to propel environmental values across all areas of the organisation. As these initiatives take root, their impact can grow far beyond the workplace. When scaled across departments, or even global operations, these collective actions can lead to significant reductions in resource use and emissions. Together, these actions lay the foundation for a sustainability-driven culture – one that is led by example, supported by systems of accountability, and enriched by the contributions of employees at every level. In the second part of this series, we will look at the potential environmental impact of employee incentives.

This publication is a general summary of the law. It should not replace legal advice tailored to your specific circumstances.

© Farrer & Co LLP, June 2025