At the Pontesbury Project, we believe that our staff are our biggest asset.

Our tight-knit team of support staff work hard to provide a high quality of life for the people we support. They are part of a supportive, community where opinions are valued and friendships encouraged. 

Our staff receive above average salaries and various workplace benefits, including health and life insurance schemes. We provide full training and fund training for future career paths; former employees have gone on to become registered managers, psychologists, physiotherapists, and social workers.

We’re currently looking for friendly, energetic, and dynamic individuals who have a deep passion for providing care. If this sounds like you, browse what roles are available by clicking the button to the right!

Our Team

What our carers say

I enjoy working for the Pontesbury Project because no two days are the same. The people we support all have very different characters, making them all unique and great fun to work with! It’s very rewarding work helping promote their independence.


Having worked in the motor industry for the past 30 years, I was a little apprehensive about starting a career in social care. From the moment I started, however, I was put at ease and made to feel truly welcome. Since joining three years ago I have developed my skills and progressed hugely. With the opportunity for future training, I’m excited about my future career.


Statement from trustees

Our Board of Trustees are all Christian and The Project continues to reflect the original vision, values, and aims of the founders: to provide the best possible life for those the Project cares for. The Trustees provide oversight, supervision, and counsel to ensure that these founding aspirations drive the Project today. The Board’s focus is on strategic and long-term matters that will ensure sustainability and the best possible outcomes for the people we support. Each Trustee takes a personal interest in the individuals being supported, but the Board delegates daily operational decisions to the CEO. The well-being of staff and the people supported is the priority of the Board.

Equality and Diversity

Individuals with different cultures, perspectives, and experiences are at the heart of the way we work. We want to recruit, develop, and retain the most talented people, regardless of their background, and make best use of their talents.

We are guided by our values in everything we do and recognise that being a diverse and inclusive employer helps us fulfil our responsibility to make a difference to the lives of the people we support.

We seek to develop a work environment where we treat all employees as individuals, fairly and consistently. We work within the spirit and practice of the Equality Act 2010 by promoting a culture of respect and dignity, and by actively challenging discrimination should it ever arise. We remove unnecessary barriers for our employees through training and development, promotion, and career planning.

We will continue to support our workforce to demonstrate the principles of diversity and inclusion in their everyday activities, roles, and functions.

Human Trafficking Anti-Slavery Statement

The Pontesbury Project provides care and support to adults with learning disabilities, autism, mental health conditions, and other complex and challenging support needs. Placements into our services are funded by local authorities, clinical commissioning groups, and other organisations in the health and social care sector.

We are committed to improving our practices to ensure there is no modern slavery or human trafficking in our supply chains, recruitment processes, or in any part of our business. We believe in acting ethically and with integrity in all our business relationships to ensure slavery and human trafficking is not taking place anywhere in our business.

We operate the following policies to identify, mitigate, and manage modern slavery risks in our operation:

Whistleblowing policy – We encourage all our employees, customers, and other business partners to report any concerns related to the direct activities, or the supply chains, of the Project. This includes any circumstances that may give rise to an enhanced risk of slavery or human trafficking. Our whistleblowing procedure is designed to make it easy for workers to make disclosures without fear of retaliation.

Employee code of conduct and employment rules – These make it clear to all our employees the behaviour expected of them at all times when representing the Project.

Recruitment policy – We conduct the proper recruitment checks on our staff, which include ensuring they have the right to work in the UK and their salary is paid direct to each individual’s bank account.

Due diligence – We expect our suppliers and any third parties who make referrals to us to comply with the principles of the Modern Slavery Act 2015.

Training – We have reviewed our training modules and developed guidance to ensure staff are fully aware of the principles of the Modern Slavery Act 2015 and its impact on our activities.