Engaging NEET Young People: An Employer Toolkit
Why Should Employers Engage NEETs?
The Business Case
- Labour shortages: Many sectors (hospitality, retail, logistics, care, construction) face persistent vacancies that NEET young people can fill with the right support
- Loyalty: Young people given their first opportunity often become the most committed employees
- Government funding: Financial support is available for employers who take on young people, for example through apprenticeships (see below)
- Fresh perspectives: Young people bring energy, digital skills, and new ideas
- CSR and social value: Hiring NEETs demonstrates genuine community impact. In the UK, the Public Services (Social Value) Act requires public authorities to consider how a procurement might improve the economic, social and environmental well-being of the area, so social value can matter in public sector tenders.
Structured Entry Programmes
Work Trials
- A short trial period, after interview, where the young person works alongside your team to see whether the job is a good fit
- Low risk for both parties — the employer evaluates fit, and the young person experiences the role
- In the UK, Jobcentre Plus work trials are voluntary for the jobseeker, who keeps getting their benefits and is not paid a wage. A trial can last no more than 30 days (and usually around 5 days) for jobs lasting 6 months or more, and no more than 5 days for shorter jobs.
Traineeships (England)
- The standalone national traineeships programme ended in England in 2023. From August 2023, what it provided was integrated into 16-19 study programmes for young people and the adult education budget for adults.
- Employers can still offer work placements to young people through these study programmes; ask local colleges and training providers.
Apprenticeships
- Combine on-the-job training with formal qualifications
- If you recruit an apprentice aged under 25, the government will usually fund 100% of the training costs in England
- Additional payments are available, for example an extra £1,000 for apprentices aged 16 to 18, or under 25 if they are a care leaver or hold an Education, Health and Care (EHC) plan
- You must pay at least the apprentice minimum wage rate, which applies to apprentices aged under 19 and to those in the first year of their apprenticeship
Supported Internships
- For young people aged 16 to 24 with special educational needs and disabilities who have an Education, Health and Care (EHC) plan
- Interns are supported by a qualified job coach, and employers do not need to pay to host the work placement
- A pathway towards paid employment — with you or with another employer
Working with Intermediary Organisations
You do not have to do this alone. Intermediary organisations specialise in preparing and supporting NEET young people:
| Organisation | Country | What They Do |
|---|---|---|
| The King's Trust (formerly The Prince's Trust) | UK | Courses and career support for young people |
| Career Ready | UK | Mentoring, paid internships, masterclasses and workplace visits for young people |
| Youth Futures Foundation | UK | Builds and shares evidence on what works in youth employment |
| Year Up United | US | Job training and internships with corporate partners for young adults |
| YouthBuild | US and other countries | Education, job skills and credentials in construction and other industries |
| DWP/Jobcentre Plus | UK | Recruitment advice, work trials and employment schemes |
| Local authorities | UK/EU | Youth services and NEET tracking |
Managing Expectations
For Employers
- NEET young people may lack basic workplace norms (timekeeping, communication, dress) — these are learnable, not fixed
- Progress may be uneven — mental health challenges, housing instability, or family issues may cause setbacks
- A buddy or mentor is essential, not optional
- Small accommodations (clear instructions, regular feedback, patience) go a long way
For Young People
- Work may be harder and less exciting than expected — honest job previews reduce early dropout
- Behaviour that is acceptable among friends may not be appropriate at work — explicit guidance helps
- Career progression is possible but requires consistent effort
Measuring Success
Track these metrics to evaluate your NEET engagement programme:
- Retention over time: How many NEET hires are still with you after the first few months, and after a year?
- Progression: Are NEET hires developing skills and moving into more responsible roles?
- Manager feedback: Are managers satisfied with performance after the initial adjustment period?
- Cost per hire: Compare total cost (including support) against standard recruitment costs
- Social value: Quantify the social impact for reporting (useful for public sector tenders)
Resources
- The King's Trust: kingstrust.org.uk
- Career Ready: careerready.org.uk
- Youth Futures Foundation: youthfuturesfoundation.org
- Year Up United (US): yearup.org
- YouthBuild: youthbuild.org
- Jobcentre Plus help for recruiters: gov.uk/jobcentre-plus-help-for-recruiters
- Employer schemes (apprenticeships, supported internships): find-employer-schemes.education.gov.uk