Fired Earth Careers
Why work for Fired Earth?


Since the company began nearly 30 years ago, Fired Earth has stuck firmly to its principles of sourcing beautiful products that are both authentic and individual and offering peerless expertise to its customers.
While not everyone who works for us needs to be a designer, everyone has a passion for delivering the best in interiors.

At Fired Earth we want to inspire and motivate our people to grow themselves, our brand and drive our business forward.
With over 50 retail outlets throughout the UK and a support centre in Banbury, Oxfordshire, Fired Earth has a range of career opportunities for motivated and enthusiastic individuals wishing to join a dynamic team.

Take a look at our latest job opportunities to find out how your talent can help shape the future of our business, and how our support can help you build an amazing career:

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  • Gender Pay Gap Policy

    Gender Pay Gap Report – 2018

    We are an employer required by law to carry out Gender Pay Gap reporting under the Equalities Act 2010

    (Gender Pay Gap information) Regulations 2017.
    This involves carrying out six calculations that show the difference between the average earnings for men and women in our company. It does not involve publishing individual employee data.

    We can use the results to assess:
    The levels of gender equality in our workplace
    The balance of male and female employees at different levels
    How effectively talent is being maximised and rewarded

    The challenge in our company and across Great Britain is to reduce any Gender Pay Gap identified. If you would like to discuss any aspect of this report further please contact Maxine Burgess, Head of Human Resources.

    Gender Pay Gap Report 2018

    1) Difference in Hourly Rate of Pay - Mean / -0.8% 
    2) Difference in Hourly Rate of Pay - Median / 5.2% 
    3) Difference in Bonus Pay - Mean / 11.2% 
    4) Difference in Bonus Pay - Median / 35.5% 
    5a) Percentage of Male employees receiving bonus / 65.1% 
    5b) Percentage of Female employees receiving bonus / 41.4%

    6) Employees by Pay Quartile
    6a) Upper Quartile - Male 25% / Female 75%
    6b) Upper Middle Quartile - Male 57% / Female 43%
    6c) Lower Middle Quartile - Male 24% / Female 76%
    6d) Lower Quartile - Male 36% / Female 64%

    As can be seen from the reported figures the mean earnings for male and female employees across Fired Earth vary by less than 1%. The Median difference between male and female employees is - 5.2%, favourable to female employees.
    Fired Earth is a design led retail business with some 54 directly owned stores supported by a small head office function along with warehousing and distribution channels.

    Within the organisation, we have procedures in place whereby those in like or similar jobs are paid equally irrespective of gender. Where the small disparity in pay is apparent, highlighted by the numbers above, this is due to the nature of work (and therefore the associated pay) that groups undertake. We typically employ more women in our retail and design sales roles than in our warehouse and distribution channels where we employ more male employees.

    Addressing the balance 
    The company will seek to address the gender gap relating to numbers employed within each group by searching a broader employment market and, where possible offering a more flexible working environment. The company accepts that it needs to continue to focus on the areas of recruitment and development to support its longer-term objectives with regard to gender diversity.

  • Applicant Privacy Statement


    Data controller: AGA Rangemaster Limited,
    Fired Earth Limited,
    IMC Limited,
    Lincat Limited,
    Middleby UK
    Wunder-Bar Dispensing UK Limited
    Spooner Vicars
    All of the above businesses operate in the UK under the same parent company, Middleby Corporation. From here on they will collectively be called ‘The Company’.

    Data protection officer: Ian Mincher ([email protected])

    As part of any recruitment process, the company collects and processes personal data relating to job applicants. The company is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.

    What information does the company collect?

    The company collects a range of information about you. This includes:
    • Your name, address and contact details, including email address and telephone number;
    • details of your qualifications, skills, experience and employment history;
    • information about your current level of remuneration, including benefit entitlements;
    • whether or not you have a disability for which the organisation needs to make reasonable adjustments during the recruitment process;
    • information about your entitlement to work in the UK; and
    • equal opportunities monitoring information, including, but not limited to, information about your ethnic origin, sexual orientation, health and religion or belief.
    The company may collect this information in a variety of ways. For example, data might be contained in application forms, CVs, obtained from your passport or other identity documents, or collected through interviews or other forms of assessment, including online
    The company may also collect personal data about you from third parties, such as references supplied by former employers, information from employment background check providers including information from criminal records checks. We will seek information from third parties only once a job offer to you has been made and we will inform you that we are doing so.
    Data will be stored in a range of different places, including on your application record, in our recruitment providers applicant tracking system and on other IT systems (including email).

    Why does the company process personal data?

    The Company needs to process data to take steps to assess your suitability for a particular role and also to enter into a contract with you. We will also need to process data to ensure that we are complying with our legal obligations. For example, we are required to check a successful applicant's eligibility to work in the UK before employment starts.
    The company has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows us to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job. The company may also need to process data from job applicants to respond to and defend against legal claims.
    The company may process information about whether or not applicants are disabled to make reasonable adjustments for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment.
    Where the organisation processes other special categories of data, such as information about ethnic origin, sexual orientation, health or religion or belief, this is for equal opportunities monitoring purposes.
    For some roles, the company is obliged to seek information about criminal convictions and offences. Where we seek this information a third party is used to process your data.
    If your application is unsuccessful, the company, or our recruitment partner may keep your personal data on file in case there are future employment opportunities for which you may be suited. The company will ask for your consent before it keeps your data for this purpose and you are free to withdraw your consent at any time.

    Who has access to data?

    Your information may be shared internally for the purposes of the recruitment exercise. This includes members of the HR and our recruitment partner, interviewers involved in the recruitment process, managers in the business area with a vacancy.
    The Company will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The organisation will then share your data with former employers to obtain references for you, employment background check providers to obtain necessary background checks and the Disclosure and Barring Service to obtain necessary criminal records checks.
    As part of our Management and Audit controls, from time to time, we are required to send data to Middleby Corporation locations (and their appointed auditors) outside of the European Economic Area (EEA). Data transferred outside the EEA is covered by a contract between the business unit and Middleby Corporation that safeguards your personal data.

    How does the Company protect data?

    The Company takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties.

    For how long does the Company keep data?

    If your application for employment is unsuccessful, the Company will hold your data on file for 6 months after the end of the relevant recruitment process. If you agree to allow the organisation to keep your personal data on file, we will hold your data on file for a further 6 months for consideration for future employment opportunities. At the end of that period or once you withdraw your consent, your data is deleted or destroyed. If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in a new privacy notice.

    Your rights

    As a data subject, you have a number of rights. You can:
     access and obtain a copy of your data on request;
     require us to change incorrect or incomplete data;
     require us to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing; and
     object to the processing of your data where the organisation is relying on its legitimate interests as the legal ground for processing.
    If you would like to exercise any of these rights, please contact the Data Protection Officer.
    If you believe that the Company has not complied with your data protection rights, in the first instance you should raise this with the Data Protection Officer. If your enquiry has not been resolved to your satisfaction you can complain to the Information Commissioner.

    What if you do not provide personal data?

    You are under no statutory or contractual obligation to provide data to the Company during the recruitment process. However, if you do not provide the information, we may not be able to process your application properly or at all.

    Automated decision-making

    Our recruitment processes are not based on automated decision-making.