How Employee Ownership Works at Tullis Russell: An Inside Look

24th February 2026 by Hannah Marsden

Last year we celebrated 40 years of being employee owned. Being employee owned is something we’re proud of as a company. We believe it’s what makes our company stand out from our competitors. Its structure and processes are beneficial to everyone-including our customers.

So, what does it mean to be employee owned?

Employee ownership is a business model where employees hold a significant stake in the company they work for, either directly through shares or indirectly through an employee ownership trust. Being an employee-owned business means the company is run for the long-term benefit of its employees, who share in its success and often have a stronger voice in how it operates. This structure helps align business performance with employee engagement, accountability, and shared reward.

How did Tullis Russell become employee owned?

In 1985, the Russell family made the decision to become an employee-owned business, with shares transferred into the ownership of the employees. Today, the shareholding structure consists of 70% owned by employees and 30% held by a trust run by the Russell family, which supports charities, schools and community projects.

What are the benefits of being employee owned?

It benefits both us as a company and our employees. As a company, we benefit in many ways: responsibilities are shared, we have a higher employee-engagement rate, and better long-term decision-making. We have a strong sense of culture and greater resilience when faced with challenges.

Our open-book management allows for democratic decision-making and greater transparency across the business.

Our employees benefit by feeling heard and part of the bigger picture. The structure allows them to build an ownership mindset, take greater responsibility, and develop leadership skills at all levels.

With each employee having a share in the company, this ensures a higher level of commitment from our team and enables quicker, more responsive decision-making for our customers.

How do our employees feel about being employee owned?

Alicia joined us late last year as our new People and Cultures Manager. Here is what she had to say about our EO structure.

“When I joined the business, employee ownership was something I was really curious about, as it was new to me. What stood out quite quickly was how much people care about the bigger picture and about doing the right thing for the long term, not just the short term.

There’s an openness around what’s happening across the business and a genuine effort to share information and ask for views and feedback, which creates a strong sense of involvement and trust, this is evident with both our works committee and employee ownership board.

What I’ve noticed is how collaborative it feels. People are approachable, and there’s a sense of shared responsibility for how the business performs.

For me, it’s motivating in a different way. It’s less about individual targets and more about contributing to something collective, where success benefits everyone. That shared sense of ownership makes you want to do things well and be part of the journey.”

We find the employee ownership structure works well for us and look forward to continuing this way of working for many years to come, building a business that is collaborative, transparent and focused on long-term success.