Connect to Work Scheme
On 4th September, the government announced a new £338 million investment into the Connect to Work scheme. Find out more about the scheme, the investment and what it means for the recruitment industry in our latest blog. The Connect to Work scheme is a UK Government initiative, launched under the Get Britain Working Strategy and funded by the Department for Work and Pensions (DWP). It is a voluntary scheme, targeted particularly at people who are not currently in the labour market or who are at risk of leaving work. The initiative is designed to support people with disabilities, long-term health conditions, or other complex barriers into sustained employment.For many, the biggest hurdle isn’t just securing an interview, it’s feeling confident enough to apply, knowing what kind of role might be a good fit might be or having the support in place to succeed at work. The programme provides tailored, one-to-one support such as job matching, coaching, and ongoing guidance to help participants overcome obstacles and succeed in the workplace. Individuals can join the scheme through self-referral, or via referrals from healthcare professionals, local authorities, or voluntary sector organisations.
On 4th September, the government announced a new £338 million investment into the Connect to Work scheme. It will deliver localised, tailored support to over 85,000 people who are sick, disabled or face complex barriers to work in 15 areas across England. The current implementation is planned from April 2025 to March 2030 in many areas.
How will this benefit the recruitment industry?
• New pipeline of candidates: More people will be coming through Connect to Work, with support to overcome barriers. This means there’s a growing untapped pool of motivated jobseekers who might need some adjustments but could be excellent hires.
• Partnerships with Accountable Bodies: Local authorities and other bodies will be designing and commissioning how the support looks locally and how how services are configured locally.
• Supporting retention, not just placement: Because the programme supports people to stay in work, employers will need to think beyond finding someone “fit” for a role, to thinking how they can be sustained — what support, adjustments, coaching or mentoring will help them succeed long-term.
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