This toolkit is designed to help employers create inclusive, supportive, and effective pathways for care leavers in the UK to enter employment
Care leavers often face additional challenges in finding and sustaining work, so this guide will offer practical strategies to improve access, support, and retention.
Understand the challenges facing care leavers
Common barriers
- Lack of qualifications or work experience: Care leavers may not have had the same educational opportunities as their peers.
- Limited support networks: Many care leavers don’t have family or mentors to guide them.
- Mental health or emotional challenges: Due to their background, they may face anxiety, depression, or trauma.
- Financial instability: Care leavers often have limited access to financial support for things like transport, clothing, or housing.
- Training and awareness for staff: Provide training for staff on the specific barriers care leavers face to create a supportive work environment. Raise awareness of ACES (Adverse childhood experiences)
- Understand that some care leavers may have experienced significant adversity and that flexibility and empathy are crucial.
Action: Build a trauma-informed culture
Creating job opportunities for care leavers
Accessible job descriptions
- No unnecessary qualification requirements: Ensure job descriptions do not require qualifications that aren’t essential for the role.
- Focus on potential and willingness: Advertise positions that value transferable skills, such as communication, problem-solving, and resilience.
Work placements and apprenticeships
- Provide entry-level opportunities: Consider creating apprenticeships, internships, or traineeships that allow care leavers to gain experience.
- Partner with companies, manufacturers and charities: Work with organisations that support care leavers to advertise opportunities and develop tailored recruitment pathways.
Action: Focus on potential and willingness and no unnecessary qualification requirements and provide entry level opportunities internally and collaborate with other employers to customise recruitment pathways
Support in the recruitment process
Simplified application process
- Remove unnecessary barriers: Avoid overly complex application forms, which may intimidate those with little experience.
- Provide feedback: Offer constructive feedback after interviews, helping candidates improve their future applications.
Offer pre-employment support
- Workshops on CV writing and interview skills: Collaborate with local youth services or employability programmes to offer training on job applications.
- Job trials or shadowing: Consider offering short trial periods, so care leavers can experience the work environment before committing to a full-time role.
Action: Avoid using traditional methods of interviews. You can ask the care leaver to wear semi casual attire, they can bring their personal advisors or social worker into the interview, avoid sitting in a corporate environment but a comfortable space.
Onboarding and training
Dedicated induction programmes
- Tailored induction plans: Offer a longer and more comprehensive induction process, which may include mentoring or additional training to build confidence.
Mentorship
- Assign a mentor: Pair care leavers with a workplace mentor who can provide guidance, support, and advice during their transition into work.
- Regular check-ins: Schedule regular reviews to discuss progress, challenges, and areas for further development.
Action: tailored and dedicated induction programme, ensure mentors advice to care leavers when transitioning into work and schedule regular check-in.
Retention and progression
Flexible working arrangements
- Consider part-time roles: Allow care leavers to build their confidence and balance their personal commitments, such as further education or mental health support.
- Offer flexible hours: Flexibility helps care leavers manage work-life balance, especially if they have housing or financial challenges.
Training and development
- Provide ongoing learning opportunities: Offer access to training programmes, apprenticeship bursary, or education to help care leavers progress in their careers.
- Build transferable skills: Focus on skills that can be used across sectors, making it easier for care leavers to advance their careers.
Action: Part time roles and flexible working hours can help with life work and balance for care leavers. Be wary of overwhelming care leavers with training and skills but focus on key strengths a step at a time.
Financial and practical support
Address financial barriers
- Cover initial costs: Offer support with travel, work clothing, or equipment. Some care leavers may need help in acquiring the basics to start their job.
- If an apprentices are Care Leaver, discuss with apprenticeship providers to claim the bursary for Care Leavers (see Apprenticeships care leavers bursary guidance)
- Access to financial advice: Partner with charities or financial services that offer advice to young people transitioning from care.
Action: Address financial barriers and provide access to financial advice
Creating a supportive work culture
Encourage open communication
- Create a culture of openness: Foster a work environment where care leavers feel comfortable discussing any challenges they face.
- Be aware of what you say and how you speak to care leavers, remember to be sensitive
Awareness of mental health
- Provide mental health support: Ensure that care leavers have access to confidential counselling services or Employee Assistance Programmes (EAP).
Celebrate successes
- Recognise achievements: Acknowledge and celebrate care leavers’ progress and contributions, building their confidence and commitment.
Action: Be mindful of language and create a culture of openness.
Policy considerations and financial incentives for employers
Understanding the law
- Equality Act 2010: although not a protected characteristic under the law many councils voluntarily recognise care experienced people as a priority or inclusion group within their local policy frameworks.
- Looked After Children Pledge: Many local councils have commitments to improve care leavers’ life chances, which employers can align with.
Financial incentives
- Apprenticeship Levy: Employers may be eligible for funding to train care leavers through apprenticeships. Look at entry level jobs such
- Access to Work Scheme: Employers can access government funding to help with practical adjustments for care leavers with disabilities.
Working with key stakeholders
- Partner with NHS and other organisations
- Local care leaver services: Work with local authorities who are responsible for supporting care leavers. They often have a designated care leaver team who can help match candidates to job opportunities.
- Engage with charities and support organisations. Examples include Barnardo’s, the Care Leavers’ Association, Catch22 and Drive Forward Foundation. These organisations can provide additional resources for employers and care leavers.
Case study
Next steps programme’ is a South Gloucestershire Council project aimed at providing care leavers with the opportunity to gain working experience in the local area. You can watch a video explaining more.
Conclusion
By adopting the measures outlined in this toolkit, employers can make a positive impact on the lives of care leavers, helping them build careers and independence. This will not only benefit the individuals but also contribute to a diverse and committed workforce.
Note: Our free early careers workbooks can help support care leavers.