Pre-employment: A guide for employers in Brighton & Hove

Pre-employment means preparing people for employment. 

Employers can offer pre-employment opportunities to people of any age, ability or education level. Providing an experience of the world of work supports an individual transition into paid employment and gives employers access to a diverse pool of new talent. 

 Common pathways and programmes of pre-employment come under three types: 

• a) Education based – work experience for young people who are still at school or studying at college
• b) Programmes to help unemployed people get into work
• c) Pathways for people with additional needs to access employment.

Programmes fall into three broad categories.

Education based work experience

Young people need support to develop employability skills, inspiration, and motivation for future career paths. Work experience supports their development and allows employees to be proactive in developing a more job ready, local recruitment pool. 

Programmes to help unemployed people get into work

These programmes lead to the employment of the candidates. They can help employees build their own team through in house development leading to a skilled and qualified team of employees with knowledge of the business.

Pathways for people with additional needs to access employment

These programmes lead to the employment of the candidates.  Employing people with additional needs expands recruitment prospects, enriches the work environment, and can increase productivity. Support is available to increase your confidence to employ people from diverse groups.

Each programme has different time, cost, and commitment level.

There are pre-employment opportunities to suit all employers from sole traders to large employers with multiple sites. 

Offering pre-employment to people in the city contributes to the development of a more skilled workforce for all. Employers and educators in the city can work together to identify the standards we want to see in future employees that can be demonstrated and recognised through the various programmes available.  This will forge stronger links with education and allow employers to see the qualities in more diverse candidates creating a more inclusive workforce. 

Employability Skills Standards

The ultimate aim is to create a set of city-wide employability skills standards, defined by employers, that will improve the quality of the city’s recruitment pool. Candidates will be recognised for demonstrating the standards during pre-employment activities. These can feed into CV’s leading to a city employment standard recognised by employers. 

Standards might include communication, time management, teamwork, motivation, problem solving and leadership. Employers will also be able to shape the standards to meet the needs of their own sectors and organisations. 

Each pre-employment programme has different expectations, time scales and preparation needed.

There may be an agreement drawn up that explains some key elements, for example

• hours
• tasks
• health and safety
• supervision, support
• training
• expenses

There is some general practical information: 

1. Pay

Pre-employment programmes do not generally require you to pay participants a wage. The terms work placement, work experience or intern have no legal status – regulations depend on the employment status of the participant. If participants do not have a contract of employment they should not be paid.

2. Working hours

Participants usually follow the working patterns of other workers / employees in similar roles. This means they have the same rights for working hours and rest breaks, for example:

• working no more than 48 hours a week
• 20 minutes break when working more than 6 hours
• 11 hours’ rest between working days

3. Tasks

Without employment status there may be some restrictions to the role and responsibilities participants can perform. Extra supervision may be needed for some tasks depending on the sector, role, and candidate. If the work activities / contractual relationship with the employer changes they may be entitled to minimum wage.

4. Management and Supervision

Employers should nominate someone in their organisation to be the main contact for the participant.

5. Regulations 

Health and safety regulations for the protection of people at work will apply equally to people on placements. Employers have the main responsibility for the health and safety of participants. Appropriate risk assessment should be carried out for each candidate / role offered. A suitable induction should take place to ensure the participant understands how risks are controlled. People on placements should be treated as employees for the purposes of insurance. Most Employers’ Liability policies will have a definition of “employee” that covers people on placements. Employers should check policy documentation to ensure that they are adequately covered. 

There are links to a variety of government and other advice and guidance on rules and regulations for businesses and organisations who support pre-employment programmes. Please see Appendix ii.

There is a wealth of knowledge and experience in the city that can be shared to support employers that are new to offering these opportunities. 

Shown here, is some information on the different programmes and some common practical considerations for employers.

Education based work experience

Schools and colleges need to provide their students with first hand experiences of the workplace.

Work experience week

Many schools and colleges in the city put aside a week in July for year 10 (14/15 years old) and year 12 (16/17-year olds) students to attend a placement for 4/5 days.

If you would like to offer some work experience or support careers education for school or college students, please get in touch with the school or college directly or go via the Careers Hub who work with employers, schools, and colleges to develop work related activities for students.

See contact details in Appendix i. 

Events, visits, and projects

Employers can offer their time and expertise to students in schools and colleges in various ways to give young people a taste of the working world.

Examples of this includes:

• giving a talk, offering interview practice or demonstrate work done in your sector
• work strategically with a school or college
• become a Cornerstone Employer, Enterprise Adviser, or Industry Champion
• help raise student aspirations, educate them on current pathways to work and advise them on what to expect in your sector

T-levels

T Levels are designed in partnership with employers to give young people the skills and knowledge to get on in the workplace. They include a combination of classroom learning with real work placements. They follow GCSEs and are equivalent to three A levels. Most T levels require industrial placements of 315 hours – equal to 45 days of work across two years. 

T-level subjects include:

• building services engineering for construction
• design, surveying and planning for construction
• digital business services
• digital production, design and development 
• digital support services
• education and childcare
• health
• healthcare science
• onsite construction
• science

If your business or organisation could offer some hours as part of an industrial placement, please contact Brighton Met

• telephone: 01273 667759
• wex@gbmc.ac.uk 

Length of placement

School / college-based work experience usually takes place over 1 or 2 weeks at a particular time of the year and will be a one off. 

T-level placements will be spread across 1 or 2 academic years and require participants to complete a certain number of hours to achieve their qualification. 

Working hours

Young workers (school leavers to 18) must work no more than 8 hours a day / 40 hours a week, 30 minutes break when working more than 4.5 hours and 12 hours’ rest in any 24-hour period. Most young workers must not work between 10pm and 6am.

Tasks

Under 18’s may have tasks they are unable to perform. Please check with the school / college.

Management and supervision 

Education programmes will have a contact at the school or college to support participants and the employer with queries or challenges that arise. 

Regulations - health and safety

Appropriate risk assessment should be carried out and communicated with the school / college.

Support

There is a work experience toolkit to guide schools and employers to facilitate work experience for students

Programmes to help unemployed people get into work

Programmes to help unemployed people get into work 

Programmes which lead to employment.

Sector Based Work Academy Programme (SWAP)

A SWAP is an intensive training programme delivering sector specific learning and employability support to Jobseekers. It lasts up to 6 weeks and is funded by the DWP. Employers can identify the talent they need and develop the knowledge and skills needed for a role. Candidates who complete the programme are offered a guaranteed interview. SWAPs can help businesses with succession planning and future recruitment. 

Sector-based work academy programme: employer guide.

If you are interested finding out more about SWAP contact the local Jobcentre Plus employer team:

• telephone: 0845 604 3719
• textphone: 01903 286133 

Work Experience

The Jobcentre Plus can organise work experience which enables young, unemployed people to volunteer for placements lasting between 2 and 8 weeks.  

Employers of all sizes in any sector can offer work experience. The Jobcentre plus is also interested in employers who can offer more than one placement and large employers with multiple branches. The structure of placements are flexible and without unnecessary forms and paperwork. 

If you are interested in offering work experience, please contact the Employer Services Line on 0800 169 0178.

BHT Sussex (housing association and a homeless charity)

The BHT Sussex Work Placement Programme supports people who are in homeless supported accommodation, to gain practical workplace experience to help access employment. If you are interested in the programme, either as business that would like to host a placement, or as someone who would like to gain work experience, phone 01273 645493.

Pay

Participants can volunteer / gain work experience while claiming benefits if they keep to the conditions of the benefits they receive. Placements can form part of a claimant commitment to search for work. Those on Carers Allowance should still be available to complete the hours of care each week. 

Length of placement

Adult work experience length will depend on the aims and needs of the participant, the job role, and the employer’s needs. This can be agreed before the placement starts.  There are limits to the lengths of placements to avoid the exploitation of participants. 

SWAPs can last up to 6 weeks with a view to interview / employ the person at the end.

Working hours

As with workers / employees flexible working should be considered where possible including part-time, term time, compressed hours and remote / hybrid working.

Management and supervision 

Unemployment programmes will have a contact at the job centre to support participants and the employer with queries or challenges that arise.

Regulations - Health and safety

People on placements should be treated as employees.

Support

Jobcentre Plus has a range of recruitment services that can help employers. This includes recruitment advice and support with your vacancies, help setting up work trials, advice about offering work experience and apprenticeships, support to employ someone with a disability. 

You can also advertise a job with the ‘Find a job’ service. 

Jobcentre Plus help for recruiters: work trials

Pathways for people with additional needs to access employment

Work Experience for adults with additional needs.

Supported Employment (SE) Service

The Supported Employment (SE) Service supports local employers to build a skilled, diverse workforce by attracting and engaging disabled & neurodiverse talent. They support the recruitment, development, and retention of Autistic staff, and staff with Learning Disabilities. They also help employers support, train, and retain existing staff with disabilities. 

The SE team are looking for organisations that could offer supported work experience, employment or apprenticeships for an Autistic person or someone with a learning disability.  

Contact details

• SET@brighton-hove.gov.uk
• 01273 295961

More information about supported employment. 

Supported internships

Supported internships are for  young people with learning  difficulties or disabilities, who  need extra support to get a  job. They equip interns with  the skills to secure meaningful  and sustainable employment.  The programme includes  employability skills and  placements matched with  the intern’s career goals. Job coaches support interns in the workplace as needed to develop relevant skills. 

If you think you can offer a placement, please get in touch with providers.

Plumpton College

• Plumpton College website
• enquiries@plumpton.ac.uk 

Team Domenica

Team Domenica supported employment and Internship  programmes ofer a study programme alongside placements. The candidates are matched to a role based on their goals, skills, and the needs of the employer. Job Coaches provide in-work support. The aim is for candidates to be ofered paid work at the end. Team Domenica ofers continued support to  candidates and employers once they reach paid work.  

To find out more send an email to Team Domenica Supported Employment Team supported-employment@teamdomenica.com 

Pay

The aim is for supported interns is for the candidate to be offered paid work following on from their internship. 

Length of placement

Adult work experience length will depend on the aims and needs of the participant, the job role, and the employer’s needs.

Supported internship placements typically are 2 or 3 days per week for about 12 weeks.

Working hours

As with workers and employees flexible working should be considered where possible including part-time, term time, compressed hours and remote / hybrid working. 

Tasks

Job coaches work with participants and employers to support them to understand and develop the specific skills needed for a role. Tailored, in-work support is provided and slowly removed as the candidate gets competent at the role.  

Management and supervision

If you are working with participants with additional needs, there may be support available through the access to work grant (see support). This can include a supported employment offer, a job coach, or a tutor. Supported internships also offer follow on support if the participant becomes an employee. 

Regulations - Health and safety 

A risk assessment should be carried out based on the needs  of the participant. Employers should discuss this with the participant and supported employment team before the placement begins.

Support

Access to work grant helps individuals with physical  or mental health conditions or a disability to get or stay in work. The grant can help to pay for practical, communication or mental health support needed for work.

Access to Work helpline - Monday to Friday, 9am to 5pm: 

• 0800 121 7479
• 0800 121 7579 

An access to work claim can be made by the participant.  The employer will need to authorise the claim and both will be notified of the agreed value of the grant depending on the needs identified in the application. Some or all the money goes to the employer to facilitate the support needed (adaptations to the equipment, purchase of special equipment, fares to work, a support worker). 

The Supported Employment Service offers one-to one support to employers, Autistic people, and people with learning disabilities. They can help you set up placements, recruitment drives, reasonable adjustments, and to support existing employees in-work. 

• SET@brighton-hove.gov.uk
• 01273 295961

Reasonable adjustments

Many reasonable adjustments involve little or no cost and benefit all employees. Examples

Examples include:

• making changes to working patterns
• providing training or mentoring
• making alterations to premises
• ensuring that information is provided in accessible formats
• modifying or acquiring equipment
• allowing extra time during selection ‘tests’ 

These adjustments can harness potential and make candidates the ‘best for the job’.

Developing an Inclusive workforce

Supporting pre-employment opportunities for individuals of all needs and abilities can seem a challenge for employers. 

However, there are many benefits that diverse employees bring to organisations and support is available for challenges it might bring.

a) People with a learning disability can make great employees

• More likely to have lower sickness levels and take less time of work (Research suggests less than 1 day compared to 1-6 days in other employees, Mencap)
• More likely to stay in entry level jobs for longer with the same employer (3.5 times longer according to some research, Mencap)
• Can increase staff team morale and work ethic
• Are able and willing to perform jobs hard to recruit for
• It is thought that up to 15% of the population are neurodiverse. Many neurodivergent individuals possess unique strengths such as memory and information processing, productivity and work quality, sustained attention to detail, high levels of stamina and dependability (Lexxic)

b) Employers can be part of the Disability Confident campaign and comply with the Equality Act 2010. Disability Confident.

c) Organisations can access unreached parts of the work force – identifying people who fall between the cracks. 

d) Staff will better reflect the customers and community you serve. Over 7 million people (17.5%) of working age in the UK are disabled or have a health condition (Mencap)

e) Increase the positive public perception of the business - 77% of the public think more highly of companies that employ disabled people (Mencap Microsoft Word - Document2 (mencap.org.uk)

11 to 16 or 18 schools

16 to 19 or 25 providers

*Supporting people with learning disabilities through innovative programmes that develop independence, confidence and work skills - for those with an Education, Health and Care plan (EHCP).

The West Sussex and Brighton and Hove Careers Hub

The Careers Hub work with employers, schools, and colleges to raise students’ aspirations and prepare them for the fast-changing world of work.

The Hub needs employers to inspire young people, educate them on current pathways to work and advise them on what to expect in their sector.

Volunteers can offer just an hour or work more strategically with a school or college.  Our Cornerstone Employers, Enterprise Advisers and Industry Champions all play an active role in raising students’ aspirations and opening doors to new opportunities.

West Sussex Brighton and Hove Careers Hub website.

Programme information

Department of Education 

Business: training and employment schemes that can help businesses with staff recruitment and skills development. 

Find training and employment schemes on GOV.UK.

National Careers Service

Provide careers information, advice  and guidance for people at all stages in  their career.

National Careers Service website.

Dare to dream project

A programme encouraging young people to change the way they think about themselves, their future, and their place in the world.

Dare to dream project website.

University of Sussex placement and internships

University of Sussex website.

University of Brighton placement and internships

University of Brighton website

T levels

Information and guidance on ofering  an industry placement.

T Levels and industry placement support for employers on GOV.UK.

The West Sussex and Brighton and Hove Careers Hub

The West Sussex and Brighton and Hove Careers Hub.

Youth Employment Hub

Brighton & Hove Youth Employment Hub.

The Spear Programme 

Helping young people to overcome the challenges they face and build vital skills for the workplace employment.

Spear Brighton website.

Whitehead-Ross Education 

Delivering a wide range of programmes to support individuals, business owners and employees as well as community and local government projects.

Whitehead-Ross Education website.

Functional Skills UK

A training provider running qualifications in Maths, English, functional skills and the leisure industry to help individuals develop their skills both in and out of the workplace. 

Functional Skills UK website.

Business links

Brighton Chamber

A membership organisation for  businesses of all sizes in Brighton  and Hove. Many members have  experience and expertise in hosting pre employment participants and are open  to supporting other businesses. The chamber also hosts events which can develop skills and knowledge to support your pre-employment ambitions.

Brighton Chamber website.

Sussex Chamber

A membership organisation that  ofers a range of business services to  organisations across Sussex. Sussex  chamber hosts events which can  develop skills and knowledge to support  your pre-employment ambitions. 

Sussex Chamber website.

Government guidance

Employer guides to work experience

Employer guides to work experience on GOV.UK.

Work experience guidance

Health and safety guidance on employing young people including work experience placements. 

Health and Safety Executive: Young people at work.

ACAS

The Advisory, Conciliation and Arbitration Service gives employees and employers free, impartial advice on workplace rights, rules and best practice. 

The Advisory, Conciliation and Arbitration Service website.

Equality Advisory Service

A helpline advising and assisting on  issues relating to equality and human  rights. They accept referrals from  organisations.

Equality Advisory Service website.

Minimum wage - work experience and internships

Guidance on the National Minimum Wage and National Living Wage for organisations who offer work experience or internships.

Minimum wage guidance on GOV.UK.

Citizens Advice

How volunteering affects benefits.

Citizens Advice website.

Employment rights and pay for interns

Employment rights for interns on GOV.UK.

Working with participants with additional needs

Mencap

Supporting people with learning disabilities to find work. 

They provide advice and support for businesses including in-work support (caseworkers and job coaches) and helping to meet reasonable adjustments needs. 

Mencap website.

Amaze

A charity that gives information, advice, and support to families of children and young people with special educational needs and disabilities (SEND) in Brighton & Hove and Sussex. They offer advice, guidance to young people about training, careers, and employment. 

Amaze website.

British Association of Supported Employment

BASE is the national voice for providers of specialist employment support. There are pages to guide employers through the process of employing and supporting workers with a disability.

British Association of Supported Employment website.

Fedcap 

A charity who deliver a range of employability programmes and services that give people the best chance of getting back into work.

Fedcap website.

Government guidance 

To enable employers to become more confident when attracting, recruiting, developing, and retaining disabled people. 

Employing disabled people and people with health conditions in GOV.UK.

Disability Confident campaign (GOV.UK)

This scheme helps employers  recruit and retain great people  from the widest possible pool of  talent. It helps identify employers  who are committed to inclusion  and diversity in the workplace. 

Disability Confident campaign on GOV.UK.

Autistica

Autistica have a unique research led approach to providing high quality information and tools to  help employers recruit and support  the best neurodiverse talent.  

Autistica website.

Ofce for Disability Issues (GOV. UK)

Supports the development of policies to remove inequality between disabled and non-disabled people. Guidance and regulations to support placements and employment of participant with additional needs.  

Ofce for Disability Issues

Brighton and Hove City Council links

Apprenticeships and pre-employment opportunities in Brighton & Hove

Apprenticeships and pre-employment

The Youth Employment Hub

A centre in Kemptown, Brighton where young people aged 16 to 25 can receive information, advice and guidance about their future options and career opportunities.

The Youth Employment Hub.

Work experience toolkit

A work experience guide for schools and colleges

Work experience toolkit.

Kieren's success story

Domenica's story at Team Domenica

Jack's story at Team Domenica

Zac's story at Team Domenica

Brighton Pier Employment FE Case Studies

Legal

• Employer Liability Insurance – in respect of any one occurrence for a minimum of £10 million 
• Public Liability Insurance – in respect of any one occurrence for a minimum of £10 million 
• Risk Assessment – specify it is suitable for the participant (age, ability, risk). You can find advice and information on HSE and government websites. 
• Any safeguarding/DBS Checks required for the role. You can fnd advice and information on HSE and  government websites. 
• Hygiene and Health & Safety required specific to participants. You can fnd advice and information on HSE and  government websites. 
• Keeping records – Company GDPR / Data Protection Policy

Placement / role description 

• Define key information before start date eg hours of work, Uniform / dress code, Breaks, Any subsistence or travel costs. 
• Focus on agreed employability skills standards - 6 key employability standards.

Application & Interview Process (if applicable)

• Advertising the opportunity
• How will participants apply – consider inclusion and fairness
• Interview process
• Recruitment process 

Accessibility

• Consider ways to make the opportunity accessible for all participants. 
• Consider fair and inclusive application processes.
• Consider reasonable adjustments you could make
• Seek support needed for participants

The experience – how will candidates meet agreed employability skills standards

• Consider the range of experience the participant will get to see the whole business if possible / appropriate (what are the learning outcomes?)
• Put together opportunities for participants to shadow employees
• Make a list of tasks / projects the participant could work on
• Put together a schedule for the time the participant will spend with you

Managing, supervising, and mentoring 

• Put together an induction for participants - including health and safety. 
• Consider how your organisation / employees can reflect and feedback on the experience.
• Consider how the participant can reflect and feedback on the experience Provide reference on request. 
• Provide a contact email address (valid for 12 to 24 months after placement)