PROTECTING PEOPLE. ENHANCING LIVES. PRESERVING OUR PLANET.
CELEBRATING A CENTURY OF SERVICE
Rentokil Initial plc
Responsible Business Report 2025
https://www.rentokil-initial.com
Rentokil Initial plc | Introduction | Colleagues | Environment | Service & | Communities | Supply | Governance | Frameworks | KPIs |
Responsible Business Report 2025 | & Culture | Innovation | & Charities | Chain |
0101.
Introduction 01
Review of 2025: 100 Years of Service 02
Protecting People 03
Enhancing Lives 04
Preserving Our Planet 05
Our Global Operations 06
Our Operating Model 07
Accreditation & Memberships 08
Celebrating 100 years of Rentokil 09
05.Communities & Charities 35
Living our Values 36
Celebrating 100 years of Rentokil 37
Supporting Regional & Global Initiatives 39
Malaria No More 39
Street League 40
Cool Earth 41
The Daintree 42
Anne Frank Centre 43
03.Environment 21
Our Approach 22
Our Plan 23
Sustainable Solutions 24
Sustainable Workplace 25
Sustainable Operations 25
Moving to a Lower-Emissions Fleet 26
Our Progress in 2025 27
Chief Executive's Environment Awards 28
07.
Governance 48
Our Approach 49
Our Stakeholders 50
Materiality 53
Policy Framework 54
Data Security & Privacy 55
CONTENTS 02.2025 Overview
Our Approach Health & Safety
Long-Term Focus on Safety
Chief Executive's Health & Safety Awards
Recruitment
Colleague Engagement Training & Development
Committed to Colleague Health & Wellbeing
Inclusive Culture AI
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06.Supply Chain 44
Supplier Management 45
Our Supplier Code 46
Supplier Audits 47
Procurement and Supply Chain Training 47
08.
Frameworks 56
Task Force on Climate-Related
Financial Disclosures
Alignment With the UN Sustainable Development Goals
Sustainability Accounting Standards Board
56
56
58
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04.Service & Innovation 29
Our Approach
Leading in Innovation & Digital
Product Stewardship & Regulatory Compliance
Partnering
30
31
34
34
09.KPIs 60
Customers 60
Colleagues 60
Environment 61
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Cover picture: Colleagues in Brunei partnered with Green Brunei for the R100 Years Celebration x SHE Day 2025, where they planted 100 trees.
REVIEW OF 2025100 YEARS OF SERVICE
This year we celebrate 100 years of Rentokil. Over the past century
the business has grown from humble beginnings into the global leader
in pest control. As Rentokil Initial has progressed, there has been a growing commitment to ensure we are a responsible and sustainable business.
2025 stands as a year of significant progress, demonstrating the power of embedding our core mission - Protecting People, Enhancing Lives and Preserving our Planet - into our global operations. We continue to deliver measurable results in areas such as safety, training, service, innovation and sustainability that solidify our position as a responsible business.
This year we have continued to ensure colleagues have safe and fulfilling work lives, supporting customers by delivering first-class services, doing so more responsibly, with
the clear aim of benefiting society and the environment by acting in the most responsible and effective manner.
Our five-year target was to reduce emissions intensity by 20% which we achieved in 2025.
Our mission of Protecting People starts with our commitment to safety and the services we provide to customers from the people at home to the largest multi-national food and pharmaceutical producers. It is encouraging to see another year of world-class safety performance, setting new records and exceeding our targets. Health and safety remains our first priority.
Enhancing Lives is reflected in our vibrant culture, career development and community impact. This year's Your Voice Counts survey confirmed strong engagement, enablement and intent to stay scores, proving our commitment to being a world-class Employer of Choice. We also continue to outperform global norms for equal opportunities.
Crucially, to mark our centenary, our colleagues rallied to support over 180 charities and communities, far exceeding our initial goal
of 100. This collective action highlights the deep sense of purpose shared across our organisation.
Preserving our Planet saw further execution of our environment transition plan. Through
In 2020, we set our five-year targets and have achieved the following:
We targeted 20% reduction in emissions intensity; we have achieved 21.8%
We targeted 10% of our European and
UK fleet were ultra-low emission vehicles; we have achieved 12.5%
the continued rollout of sustainable innovations - such as our new EcoCatch™ external fly and wasp control solutions - and the addition of 884 lower-emission vehicles, we are actively decarbonising our operations.
It is an honour to be appointed as Chief Executive of Rentokil Initial.
I admire the Company's commitment to its colleagues and customers,
its focus on innovation, and the dedication of its people. There is an exciting opportunity ahead to build upon these strong foundations and create value for all stakeholders.
Mike Duffy
CEO, Rentokil Initial plc
02CELEBRATING 100 YEARS OF RENTOKIL
Colleagues around the world celebrated Rentokil's 100th birthday and supported over 180 charities and communities.
Rentokil Initial plc | Introduction | Colleagues | Environment | Service & | Communities | Supply | Governance | Frameworks | KPIs |
Responsible Business Report 2025 | & Culture | Innovation | & Charities | Chain |
Rentokil Initial plc | Introduction | Colleagues | Environment | Service & | Communities | Supply | Governance | Frameworks | KPIs |
Responsible Business Report 2025 | & Culture | Innovation | & Charities | Chain |
03
PROTECTING PEOPLE WE PROTECT PEOPLE FROM THE DANGERS OF PEST-BORNE DISEASES AND THE RISKS OF POOR HYGIENE.0.28 2025 Lost Time Accident* rate remained at world-class standards (2024: 0.29) | 5.65 2025 Working Days Lost** rate remained at world-class standards (2024: 6.25) | 98.4% State of Service |
600,000 PestConnect devices in customers' premises (100,000 added in 2025) | 60.6 Net Promoter Score | |
* LTA: The Lost Time Accident rate is calculated as the number of lost time accidents (injuries and illnesses) per 100,000 hours worked. * * WDL: The Working Days Lost rate is calculated as the number of working days that colleagues could not work because of lost time accidents (injuries and illnesses) per 100,000 hours worked. | ||
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Responsible Business Report 2025 | & Culture | Innovation | & Charities | Chain |
04
ENHANCING LIVES
WE ENHANCE LIVES WITH SERVICES THAT PROTECT THE HEALTH AND WELLBEING OF PEOPLE AND THE REPUTATION OF OUR CUSTOMERS.
137 Apprentices in Rentokil Initial | 767 Apprentices have already gained distinctions to date | 5% Of all customer service apprenticeships in England |
2.2m+ Activities were completed within U+ in 2025 For more information about Colleagues & Culture, go to page 11 | 87.4% Colleague retention rate in 2025 (2024: 86.3%) | |
Rentokil Initial plc
Responsible Business Report 2025
Introduction
Colleagues & Culture
Environment Service & Innovation
Communities & Charities
Supply Chain
Governance
Frameworks KPIs 05
PRESERVING OUR PLANET 19.4%Decrease in emissions from
fumigant usage since peak in 2022
WE PROTECT THE PLANET BY DEVELOPING MORE SUSTAINABLE SOLUTIONS AND WAYS OF OPERATING.21.8% Improvement in carbon emissions per $m of Revenue (2025 target 20%) | 12.5% Of UK & Europe fleet are ultra-low emission vehicles (2025 target 10%) | 19.4% Decrease in emissions from fumigant usage since peak in 2022 |
2,141 Low-emission hybrid vehicles in our global fleet (2024: 1,718) For more information about Environment, go to page 21 | 1,479 Ultra-low emission vehicles in our global fleet (2024: 1,018) | |
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Responsible Business Report 2025 | & Culture | Innovation | & Charities | Chain |
06OUR GLOBAL OPERATIONS
After a century of service, we continue to
build a higher-quality company for the next 100 years with investments in engaged colleagues, satisfied customers, leading brands, emerging technology and innovative products. We provide essential services which protect people from the dangers of pest-borne disease and the
risks of poor hygiene.
OUR VISION
To be the most loved and respected services business on the planet.
Colleagues employed (2024: 68,500)
c.63,400Revenue growth of 3.8% (at CER)
E6.9bnCountries in which we operate
90OUR VALUES
We have a one-team mentality with a common purpose and set of values, focused on delivering a great customer experience.
+ Service
+ Relationships
+ Teamwork
+ Responsibility
OUR MISSION
Our mission defines what we do and how we serve our stakeholders
+ Protecting People
+ Enhancing Lives
+ Preserving our Planet
Location
North America
Europe (including Latin America) Pacific
Asia & MENAT
UK & Sub-Saharan Africa
Introduction
Rentokil Initial plc
Responsible Business Report 2025
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OUR OPERATING MODELWithin our business model, each element is related to the others and measured regularly at Group,
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business, region, country and branch level. By focusing on executing our model, we create long-term value for colleagues, customers, shareholders and society.
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Our colleagues are at the heart of our business, as we continue to deliver our Purpose of Protecting People, Enhancing Lives and Preserving our Planet.
By getting it right for our people, we create the right environment for our colleagues to deliver a high-quality service to our customers. This
in turn allows us to retain more customers, to whom we sell additional services - ultimately creating shareholder value.
Thanks to our colleagues' unwavering commitment and dedication to our customers, our operating model continues to create value for all stakeholders.
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Our multi-local approach features single management teams operating in our countries. Each country team leads integrated, multi-local and multi-service operations, using combined back-office functions underpinned by shared systems and processes, such as route optimisation, marketing and brand alignment, and measurement of customer satisfaction.
Colleagues & Culture
Environment Service & Innovation
Communities & Charities
Supply Chain
Governance
Frameworks KPIs
07Impact
on society
Employer
of Choice
Health
& safety
Shareholder
value
Great
service
Dividend
Leading
brands
M&A
Customer
retention
Cash
Organic
revenue growth
Profit
growth
New
business
Low-cost
model
Additional
services to customers
Density
Innovation
& Digital
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20+ Years of environmental reporting | |
10 Years of LTA rate below 1 Read more on page 15 | |
2.2m Training sessions undertaken on U+ | 19.4% Decrease in emissions from fumigant usage since peak in 2022 |
87.4% Colleague retention rate (2024: 86.3%) | |
3,620 Lower-emission vehicles in fleet (2024: 2,736) | 21.8% Reduction in emissions intensity (vs 20% five-year target) |
OUR 2025 SUMMARY
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Responsible Business Report 2025 | & Culture | Innovation | & Charities | Chain |
08Rentokil won Innovation of the Year at the UK Pest Awards for our PestConnect Optix cameras that use AI-powered connected
camera devices to provide 24/7 pest monitoring and management for real-time pest detection and identification.
This year the Company received independent assurance of our sustainability performance through participation in the S&P Global Corporate Sustainability Assessment (CSA) and was again included in the Dow Jones Sustainability Europe Index and invited to join the Dow Jones Sustainability World Index.
We were pleased to note that our percentile ranking for companies in our sector has remained consistent at 92% (2024: 96%).
Based on our performance, we again qualified for inclusion in S&P Global's Sustainability Yearbook 2025.
Rentokil Initial is an ongoing member of the FTSE4Good Index. As of 31 December 2025, the Company was ESG rated as 'AA' by MSCI and as Low Risk, Strong Management by Sustainalytics. Across the Group, 18 countries and c.26% of branches have environmental management systems certified to ISO 14001.
In addition, we continued to make progress with our footprint of EcoVadis accreditation, particularly across Europe.
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09CELEBRATING 100 YEARS OF RENTOKIL
Rentokil's centenary year has been a remarkable milestone - an
opportunity to reflect on our history but also celebrate the extraordinary commitment, generosity and passion of our colleagues.
We focused the celebrations on giving back and connecting our Rentokil family, and the response was phenomenal. Our initial target was to support at least 100 charities and communities globally, but thanks to colleagues' enthusiasm we ultimately supported more than 180 worldwide, far exceeding our target. These charities covered a wide range of causes,
with particular emphasis on Health, Hospice and Cancer Support, and Children, Youth and Education.
See page 37 for more informationColleagues across the globe engaged with their local communities, delivering environmental initiatives such as litter picks, tree planting and river restoration. Colleagues also came together at more than 100 local events during the year, with many teams forming the number 100 -captured by drones - as a powerful symbol
of Rentokil's people and passion.
180+Charities supported worldwide
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COLLEAGUES & CULTURE
2025 Overview 12
Our Approach 13
Health & Safety 14
Long-Term Focus on Safety 15
Chief Executive's Health
& Safety Awards 16
Recruitment 17
Colleague Engagement 17
Training & Development 18
Committed to Colleague
Health & Wellbeing 19
Inclusive Culture 20
AI 20
11
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IN SHORT: 0.28
+ Record safety performance in 2025
with Lost Time Accident rate of 0.28.
87.4%
+ The Employer of Choice programme continues to make good progress with further improvements in colleague retention to 87.4%.
1,600
+ Strong recruitment practices with over 1,600 people recruited through the Company's own Career+ app in 2025.
+ Colleague engagement and enablement remains strong according to a confidential survey.
2.2m
+ Extensive training undertaken in 2025 with 2.2m sessions on the Company's U+ system.
99%
+ The Company supports young people with high-quality apprenticeship programmes with a 99% success rate.
2025 OVERVIEW
SAFETY
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NUMBER OF COLLEAGUES
0.28Lost Time Accident rate per 100,000 hours worked.
Target for 2025: 0.28
* We divested the France Workwear business in 2025
2025*
2024
2023
2022
2021
c.46,031
c.58,600
c.63,400
c.62,900
c.63,400c.68,500
TRAINING
Success rate of the apprentices who have completed their end-point
assessment to date, with 767 out of the 888 apprentices achieving distinction.
99%
Training sessions on U+
2.2m
Read more about our approach to Health & Safety on page 14EMPLOYER OF CHOICE STRATEGY:
1
Deliver an Employee Value Proposition to attract, recruit, train and retain colleagues.
2
Develop an effective succession planning process and talent pipeline.
3
Improve overall retention, with particular attention to short-term retention levels in sales and service.
4
Improve people data, systems, reporting, insight and processes.
5
Listen, understand, respond to and offer solutions to changing business needs.
6
Create, articulate and embed the Company's reward philosophy.
OUR VALUES
We have a one-team mentality with a common purpose and set of values, focused on delivering a great customer experience.
Service
Relationships
Teamwork
Responsibility
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Rentokil Initial is focused on being a responsible employer. Safety always comes first, together with a
commitment to ensure our colleagues are engaged, able to enjoy a longterm career and supported in an environment which is underpinned
by our values and culture.
We strive to be an organisation that values everyone's talents and provides equal opportunities and our colleagues agree,
with an 81% favourable rating for Belonging & Inclusion in the 2025 Your Voice Counts (YVC) survey; 3% points above global norms.
We recruit, appoint and promote based on merit. We have clear guidance in our Code
of Conduct to ensure we maintain the highest standards of behaviour. What is expected from colleagues and what colleagues can expect from the Company is set out in our Employee Value Proposition.
To support our strategy, an Employer of Choice data dashboard includes a suite
of HR metrics and targets - measured each month by all country and regional operations. These include retention (including sales and service), time to hire, gender profile, numbers of colleagues versus budget and absenteeism. These are standing agenda items and reviewed regularly by the Board, Executive Leadership Team and regional management teams.
Our Employer of Choice strategy directly contributes to several of the UN Sustainable Development Goals but, in particular, we align with Decent Work and Economic Growth (Goal 8).
Read more on page 57Globally, all aspects of employee management are overseen by our HR team and Health & Safety is overseen by the Safety, Health and Environment team.
PERSONAL DEVELOPMENT
The Company is committed to personal and career development in line with our Code of Conduct, policy framework and commitment to supporting colleagues develop a longterm career with the Company. Managers are encouraged to provide regular feedback and
recognition to their team members. Colleagues recognise this is a strength of Rentokil, with
an 83% favourable response in respect of Review & Recognition in the 2025 YVC survey.
Annually, a formal development review process is undertaken by every manager for every colleague, which is tracked by the HR function:
Goals are set, competencies are discussed and development opportunities agreed
Monthly check-ins on key activities
Promotions are undertaken throughout the year with new goals set
Formal review of goals at end of the year
Ratings are agreed and aligned with bonus
New goals are agreed for the year ahead
Personal development goals linked to ESG areas, such as safety, sustainable product deployment and supply chain management, remain a key focus for employees. We actively encourage all colleagues to contribute ideas and initiatives to improve sustainability across the business.
13
HEALTH & SAFETYThere is nothing more important in Rentokil Initial than ensuring that 'Everyone Goes Home Safe' at
the end of their working day. Our colleagues, their families and our customers rely on this commitment. Health & Safety (H&S) will always be our first priority and there is no compromise on this.
Safety is the first item on every management team agenda - always. This includes the Board and Executive Leadership Team (ELT) meetings. Rentokil Initial's Health & Safety
approach comprises Company-wide and national programmes, focusing on operational protocols and actions taken to reduce risk.
The primary focus areas are where potential impacts are greatest, including driving at work, working at height, fumigation, working in areas of high voltage and machinery safety.
In 2025, the driving campaign 'Winter is Coming' focused on 'Preparation, Plan Ahead and Keep Your Distance', reminding colleagues about
the importance of ensuring all vehicles and equipment are prepared for winter.
Our underpinning policies are featured on the Rentokil Initial website, along with our Health & Safety Policy. All safety policies are overseen by our Chief Procurement and Sustainability Officer, a member of the ELT.
Working Days Lost rate (2024: 6.25)
5.65Lost Time Accident rate (2024: 0.29)
0.28
The Company's Safety, Health and Environment (SHE) team includes Group, regional and country leaders, reflecting regional cultures, local legislation and operational capabilities.
Safety is one of our primary ESG risks and is managed by a dedicated SHE team with consistent policies and measures across the Company. We continued to operate with our robust policies and processes, including H&S Policy Statement, H&S Management Standard, H&S Operational Standards, H&S
Guidance Documents and Regional/Country H&S Management Systems. In 2025, the SHE leadership team made greater use of data collected across the reporting platforms to develop initiatives to further reduce accidents and their impact.
14Rentokil Initial plc
Introduction
Colleagues
Environment
Service &
Communities
Supply
Governance
Frameworks
KPIs
Responsible Business Report 2025
& Culture
Innovation
& Charities
Chain
This year, we have maintained our first-class level of colleague safety - reducing both the frequency of accidents and the severity, with
a Lost Time Accident rate of 0.28 (target: 0.28), and we have further improved Working Days Lost rate to 5.65 (target: 6.03). This performance was driven by our ongoing focus on safety, robust management standards and commitment to best practices. Our award-winning SHE Golden Rules represent the Company's most significant global safety initiative, mandatory
for all colleagues. These rules clearly and unambiguously define the essential knowledge and actions required to prevent serious harm. There were no work-related colleague fatalities in 2025 (2024: one fatality).
See page 60 for our Health & Safety KPIsRentokil Initial plc
Introduction
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Environment
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Communities
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Responsible Business Report 2025
& Culture
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15
LONG-TERM FOCUS ON SAFETY2008: LTA*: 2.06 WDL**: 50.84
2009-2011MINIMUM STANDARDS FOR WORKING AT HEIGHT
2009-2010
Minimum standards for working at height
SHE leadership team established
2010-2011
Minimum standards for core processes (e.g. incident management)
SHE goals incorporated in PDRs for operations
2012-2013CHIEF EXECUTIVE SHE AWARDS FIRST INTRODUCED
2011-2012
SHE Health-Check audits launched
'In Focus' initiatives first introduced
New safety training introduced
2012-2013
Programme to improve workplace transport safety
Chief Executive SHE Awards first introduced
2013-2014
Improved site-risk assessment process and tools launched
2014-2017LTA RATE <1 FOR THE FIRST TIME
2014-2015
Golden Rules implemented
Innovative online training tools launched
Minimum standards for fumigation
2015-2016
Driving at work standards implemented
Focus on improved near-miss reporting
'In Focus' initiatives extended
2016-2017
2017-2021ELECTRICITY GOLDEN RULES AND HIGH VOLTAGE POLICY
2017-2018
Safety Moments initiative launched
Training to identify potential electrical risks
2018-2021
Electricity Golden Rules and
2022-2023ENHANCED ROAD SAFETY TRAINING
2022
Alignment of Terminix policies with Rentokil Initial, including the provision of new safety boots and bee suits for Terminix colleagues
ahead of the insect-stinging season
2023
Rolled out global safety incident management platform, which
is now being fully used across all regions
Developed enhanced training on road safety
2024-2025RECORD SAFETY PERFORMANCE
2024
New E-driving safety programme launched
2025
In the UK we were awarded the RoSPA Gold Medal, recognising the achievement of eight consecutive gold awards
Improved working practices for roof void work
Safety Leadership Behaviours launched
Digital tools rolled out, including Site Risk Assessment app
High Voltage policy
Increased fumigation governance
Global launch of Disinfection services
Reviewing all Group SHE policies in 2021, consolidating information and creating an H&S Policy Framework
2025
LTA:
0.282025
WDL:
5.65* LTA: The Lost Time Accident rate is calculated as the number of lost time accidents (injuries and illnesses) per 100,000 hours worked.
** WDL: The Working Days Lost rate is calculated as the number of working days that colleagues could not work because of lost time accidents (injuries and illnesses) per 100,000 hours worked.
CHIEF EXECUTIVE'S HEALTH & SAFETY AWARDSSAFETY
We recognise that engaging colleagues and sharing best practices across our operations is an important part of maintaining our world-class Health & Safety standards. Our Chief Executive Awards recognise the highest levels of excellence and achievement.
16Rentokil Initial plc
Introduction
Colleagues
Environment
Service &
Communities
Supply
Governance
Frameworks
KPIs
Responsible Business Report 2025
& Culture
Innovation
& Charities
Chain
Most Improved H&S Performance
Medium-sized business (101 - 500 FTEs)
WINNER: QATAR
By combining proactive leadership, through regular safety tours and rigorous maintenance, with 100% training compliance and their ongoing ISO 45001 certification, the Qatar team achieved zero lost time accidents (LTAs) and zero working days lost (WDL).
Most Improved H&S Performance
Large country/business (>500 FTEs)
WINNER: NORTH AMERICA
Rentokil North America achieved one of the strongest safety performance years in its history by further integrating health and safety into everyday operations and leadership routines. These achievements represent five consecutive years of measurable progress, culminating in an approximate 76% reduction in both LTA rate and WDL rate since 2016.
Most Improved H&S Performance
Smaller Country/business (<100 FTEs)
WINNER: DOMINICAN REPUBLIC
The Dominican Republic team demonstrated an exceptional commitment to building a strong organisational safety culture. Their targeted risk mitigation strategy centred on leading indicators, such as SRA completion, safety tours, targeted awareness campaigns and comprehensive technical training sessions. This resulted in zero lost time accidents (LTAs) and zero working days lost (WDL) in 2025.
H&S Champion - Colleague Award
WINNER: US, JORDAN WARD
Jordan Ward, Branch Manager of the Orlando US Pest branch, proved to be an exceptional Health and Safety Champion by transforming his team's telematics programme into a daily safety leadership practice focused on safe-driving behaviours. His consistent, hands-on leadership seamlessly embedded safety into routine meetings and everyday operations, measurably reducing vehicle collisions at his branch.
H&S Initiative of the Year Award
WINNER: ITALY PEST CONTROL
The Italy Pest Control team improved operational safety by implementing innovative solutions for two high-risk activities: to address the dangers of confined space in silos, they introduced an advanced rescue kit that allows a single rescuer to safely and quickly lift and lower an injured operator with minimal physical effort; and the team also introduced an ergonomic Electric Stair Climber that allows colleagues to safely transport heavy heaters up and down stairs, reducing manual handling risks.
RECRUITMENTOur Career+ app, now live in 29 countries, is the global platform for colleagues to apply for, refer or share our career opportunities
easily across their social networks.
In 2025, Career+ was upgraded - this was not a simple refresh but a complex global migration that resulted in a scale up:
We successfully migrated colleagues and training records from over 25,000 users on the old platform
We have now successfully invited 38,000 colleagues to the new, refreshed platform
We deployed a new Career+ app to over 27,000 eligible work devices around the world, making access seamless
1m
Visits to our careers portal in 2025
Our Career+ app is the global platform for colleagues to apply for, refer or share our career opportunities easily across their social networks. In 2025, total users reduced, as the content became more targeted, but the conversion rate from applicant to recruitment improved. Over 1,600 people were recruited through Career+ in 2025.
PROVIDING OPPORTUNITIES FOR YOUNG PEOPLE
Rentokil Initial was first accepted as an employer provider on the Register of Apprenticeship Training Providers, now known as the APAR,
in March 2017.
Our apprentice training is delivered in the field via field trainers and assessors, online through U+ and in the classroom using qualified trainers. Of the apprentices who have completed their end of programme assessment, there has been a 99% success rate, with 767 out of the 888 apprentices achieving distinction. In 2025, Rentokil Initial accounted for circa 5% of the Customer Service Apprenticeships in England.
We currently have 137 apprentices working towards achieving the Level 2 Customer Service Apprenticeship standard for customer service practitioners.
At present, 11% of the pest control frontline workforce in England are apprentices doing their Level 2 Customer Service Practitioner apprenticeship.
41% of the pest control frontline workforce in England have completed their Level 2 Customer Service Practitioner apprenticeship.
In 2025, three apprentices sat the Level 3 Team Leader/Supervisor Apprenticeship End Point Assessment and all passed, with one achieving a distinction.
To date over 150 colleagues who have completed their apprenticeship have been promoted into new roles including field biologist, sales, team leader, local operations manager, key account manager and specialist roles.
In 2025 we retained our Ofsted 'Good' grading and achieved 'Outstanding' in the Behaviour and Attitudes category.
COLLEAGUE ENGAGEMENTListening to the opinions of our colleagues will always be an important part of our culture.
'Your Voice Counts' response rate
91%'Your Voice Counts' survey
Results from this year's survey showed we are significantly ahead in a number of key areas in comparison to the global norm, and only slightly ahead in others:
Belonging & Inclusion: There is an equal opportunity for all colleagues (irrespective
of gender, race, religion, age, nationality, etc) to have a successful career at this company
= 85% +8ppts
Enablement: My job makes good use of my skills and abilities = 84% +1ppts
Leadership & Direction: Change is handled effectively in this company = 66% +5ppts
Growth & Development: I receive the training and development I need to do my current job well = 80% +1ppt
Belonging & Inclusion: This company understands and appreciates differences among colleagues (e.g. gender, race, religion, age, nationality, etc) = 86% +1ppt
Our 'Your Voice Counts' survey provides all our colleagues an opportunity to give confidential feedback on workplace culture, leadership, customer focus, development and line manager performance.
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Responsible Business Report 2025 | & Culture | Innovation | & Charities | Chain |
In September 2025, we undertook our bi-annual all-colleague census survey which provided valid and robust data from which to draw conclusions.
With an excellent overall response rate of 91% (14% above all-company average), we maintained high levels of colleague engagement (79% -2ppts below the Global Company Norm) and colleague enablement (84% - 4ppts ahead
of the Global Company Norm).
Manager scores have largely plateaued in 2025, holding steady after consistent year-on-year improvements since 2015. Strengths remain
in health and safety (88%) and trust in senior management (83%). Over 13,000 actions are underway due to the survey.
TRAINING & DEVELOPMENTA key focus of our training and development activity is to support and equip our colleagues around the world with the knowledge and skills they need to perform in their roles and to deliver the best possible service to our customers.
We provide a career development pathway and encourage internal promotion.
We provide extensive technical training for colleagues, based on a combination of hands-on experience, agile digital learning and traditional classroom-delivered training: for example, in their first year, a Level One Technician in the
UK will receive 200 hours of field training and 40-hours of classroom training (based on an eight-hour day and £30,000 salary); a Level Two Technician will receive ten hours of U+ training and 32 hours of classroom training.
In 2025, we introduced DeepL, a tool to translate training materials into 40+ languages, eliminating per-translation costs and accelerating multilingual content delivery. Core compliance training was also reviewed and updated in
line with policy reviews and SOX compliance reporting.
During the year, we supported learning festivals and a leadership programme, and delivered LRIW, HR upskilling workshops, and global talent pools.
Our award-winning learning platform U+ is our key digital platform for facilitating the
development of our people. U+ provides content across all regions. Usage in 2025 exceeded
2.2 million training sessions and over 540 new training items were created.
Europe Learning Festival and Culture Programme: 1,500+ registrations for live sessions during the festival with over 700 individuals trained. 150 European leaders gathered in Malaga from across 19 countries to define the actions necessary to become a Unified Europe to launch the culture programme, with 100% positive feedback.
EUROPE CX ACADEMY
In Europe, the ongoing focus on careers and development continued with career and learning festivals running in every market and the launch of the Europe CX Academy.
The Europe CX Academy is a multilevel framework to develop customer colleagues as part of the Europe CX Programme. The academy focuses on developing key skills to build excellent customer service including Think Like a Customer, Golden Rules of Customer Service and being Customer Care role models.
FUTURE LEADERS
Rentokil Initial continues to invest in talent management and the development of our team to ensure we have the leaders we need to deliver our future strategy.
We continue with our very successful Talent Pool Programme. Individuals within our talent pools receive intensive and accelerated development, designed around their individual needs and career aspirations.
Leading the RI Way: Over 700 attendees in 2025 and 1,500 training hours delivered.
A Level One Technician in the UK will receive 200 hours of field training and 40 hours of classroom training
200hrsTechnical training days were delivered in the UK in 2025
2,000+
Technical training for colleagues
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Responsible Business Report 2025 | & Culture | Innovation | & Charities | Chain |
THE RI AMBASSADOR PROGRAMME
351,388Asia RI Ambassador programme still driving 5-star reviews: 351,388 received in 2025
In 2025, we continued to develop our Rentokil Initial Ambassador programme in the Asia MENAT region, a key initiative aimed at elevating customer service excellence, which continued to make progress.
WELLBEING CENTRE Specific support for mental health |
COLLEAGUE SUPPORT Mental health first aiders |
WORLD MENTAL HEALTH DAY R U OK? day awareness events |
CYCLE TO WORK SCHEME Saves up to 47% on a bicycle purchase |
FINANCIAL HEALTH Webinars with HSBC |
Our enhanced colleague wellbeing objectives are to support colleagues' wellbeing holistically and at times of personal crisis. Providing wellbeing resources and support, including
for mental health, for colleagues to help them focus on improving their overall wellbeing.
Our online wellbeing centre focuses on four key areas of Move (physical wellbeing), Munch (healthy eating), Money (financial planning and budgeting), and Mind (mental health). As an example, under the Mind section, content is available under themes such as Reduce Stress and Anxiety, Better Sleep and Mindfulness.
Under the Move section we include videos that range from full body workouts to yoga, barre and stretching. Colleagues can also apply to the Cycle to Work scheme and save up to 47% on a new bicycle.
Many of our office-based employees have the opportunity for hybrid working. We provide a comprehensive policy which covers the key requirements of hybrid working including that colleagues must take adequate breaks as
per the Working Time Regulations of 1998.
Our Chief Executive is responsible for all ESG operational matters, including social aspects including health and wellbeing of colleagues. Our Group HR Director has specific operational responsibility for overseeing workplace mental health. Our country leaders are passionate about colleague wellbeing across the organisation.
Both the regional and functional Managing Directors and local country leadership are the key drivers behind improving mental health and resilience in the workplace. They drive this through both HR and their leadership teams.
EMPLOYEE ASSISTANCE AND SUPPORT
Colleagues also have access to a confidential, specialist 24/7 helpline that offers expert guidance covering a range of areas. Designed to provide support to all colleagues, situations such as dealing with periods of intense change, relationship issues and even substance abuse can be discussed; colleagues can also receive counselling to help tackle problems related
to stress. The service is delivered by a team of qualified psychologists and social workers, backed up by a team of trained mental health
24/7
Colleagues have access to a confidential, specialist helpline
first aiders. This programme also offers advice for managers when dealing with mental health issues.
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Responsible Business Report 2025 | & Culture | Innovation | & Charities | Chain |
We run initiatives and specific awareness campaigns to help and support our colleagues maintain their wellbeing and mental health.
For instance:
We have partnered with HSBC to provide financial wellbeing webinars on various topics such as pensions, investments, savings and first-time buyers
We track reasons for absence, with personal concerns (family issues, divorce, financial) accounting for the majority of mental health related reasons
In the UK we have introduced a workplace adjustment document - which has been created to capture any mental health diagnosis, workplace adjustments and support process, and ask colleagues to complete this with their line manager on a voluntary basis and review and update accordingly. The record is strictly confidential
SPEAK UP PROCESS
Changes in legislation, particularly in Europe (EU Whistleblowing Directive) highlighted that
our current Speak Up Process required updating. As a result, a third-party tool, Safecall, was implemented in 2025 which went live in
January 2026.
Safecall manages the reporting, logging and tracking of Speak Ups into one central repository with multiple local language capabilities. However, Rentokil Initial colleagues will retain all investigative
work and management of the allegations.
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Rentokil Initial plc published this content on April 10, 2026, and is solely responsible for the information contained herein. Distributed via Public Technologies (PUBT), unedited and unaltered, on April 10, 2026 at 16:47 UTC.
