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: Significant financial support is available for employers hiring NEETs
• Fresh perspectives: Young people bring energy, digital skills, and new ideas
• CSR and social value: Hiring NEETs demonstrates genuine community impact — increasingly important for public sector contracts (UK Social Value Act)

Structured Entry Programmes

Work Trials

• Short-term (1–4 weeks) unpaid or subsidised trial periods where the young person works alongside your team
• Low risk for both parties — the employer evaluates fit, and the young person experiences the role
• In the UK, Jobcentre Plus can arrange work trials with continued benefit payments

Traineeships

• UK: Government-funded programmes (6 weeks to 12 months) combining work preparation, English/maths, and work placements
• The employer provides the work placement; the training provider handles education
• No wage cost to the employer during the traineeship
• Incentive payments of up to £1,000 per traineeship are available

Apprenticeships

• Combine on-the-job training with formal qualifications
• Government covers most of the training cost (for small employers, often 95%+)
• Additional support available for apprentices with learning difficulties or disabilities
• Minimum wage applies, but apprentice rates are lower in the first year

Supported Internships

• For young people aged 16–24 with an Education, Health and Care plan
• Job coach support provided at no cost to the employer
• A pathway to permanent employment

Working with Intermediary Organisations

You do not have to do this alone. Intermediary organisations specialise in preparing and supporting NEET young people:

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 at 3, 6, and 12 months: How many NEET hires are still with you?
• 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

• Prince's Trust: [princes-trust.org.uk](https://www.princes-trust.org.uk)
• Career Ready: [careerready.org.uk](https://www.careerready.org.uk)
• Youth Futures Foundation: [youthfuturesfoundation.org](https://www.youthfuturesfoundation.org)
• Year Up (US): [yearup.org](https://www.yearup.org)
• Eurofound Youth Guarantee Research: [eurofound.europa.eu](https://www.eurofound.europa.eu)
• UK Government Traineeships: [gov.uk/traineeships](https://www.gov.uk/government/collections/traineeships--2)