Frequently Asked Questions
Here are some of the questions most frequently asked by employers who are considering offering work experience placements or jobs to disadvantaged people. Visit our resources and training pages for more information and links.
Q. How do I know the person will fit in?
A. By offering a work experience placement to a prospective candidate you have an opportunity to get to know the person before making a longer-term commitment. Before the placement is agreed, you will be able to meet the placement candidate to discuss your work culture, requirements and expectations. Remember, many of your staff may have experienced similar issues: for example, 1 in 6 people have a mental health condition and some of them are your employees. Research indicates that employees with mental health problems tend to take less time off sick than others.
Q. Will we be able to communicate with each other?
A. Most refugees who have low levels of English language skills undertake an English course to prepare them for work and life in the UK. More than half have academic qualifications and most possess work experience (Source: Department for Work and Pensions). If you have any concerns about a potential employee's communication skills, you could offer them a temporary work experience placement that allows you to assess their suitability for the post.
Q. How do we check if people from overseas are entitled to work in the UK?
A. Refugees have had their application for asylum accepted and been granted refugee status. From an employer's perspective a refugee is a legal resident, and can be recruited and employed just like any UK citizen. Documents that specify status include:
- Home Office letter granting permission to work.
- Travel document / passport.
- Application Registration Card (ARC) stating ‘Employment permitted’ or ‘Allowed to Work’.
- Some asylum seekers have ‘Humanitarian Protection’ (HP) or ‘Discretionary Leave to Remain’ (DLR) which gives them the right to work.
If a document is out of date, employment is still permitted while an application for renewal is in progress: a letter from the Home Office or a solicitor will confirm this.
More information: www.refugeeresource.org
Q. Will my new employee be reliable?
A. Anecdotal evidence from employers indicates that disadvantaged people make dependable, enthusiastic and loyal employees. They tend to be highly motivated to get their lives back on track, and have developed strength of character and a willingness to work hard. They have also spent time building robust support systems as part of their reintegration into society, so your new employee may have a stronger sense of connectedness than the general workforce.
Q. Can disadvantaged people provide references?
A. Your prospective employee may have been out of work for some time or never formally employed, and may not be able to provide relevant references from previous employers. However, P@W partners will provide references for their respective work-ready clients. In addition, P@W mentors will support you with setting up work experience placements.
Q. How does Potential@Work support work experience placements?
A. Each placement candidate is allocated a back-to-work mentor. The mentor and candidate work closely together, before and during the placement. The mentor provides on-going advice, information and support to the candidate and the employer to help ensure the placement is a success.
Q. How does Potential@Work support employers?
A. P@W partners offer a range of training options to support employers. We provide discounts for companies who provide work experience placements or paid employment to people who are using our services.
Q. If a work experience placement goes well, can I offer paid employment?
A. Please contact the P@W placement mentor if you wish to extend a temporary placement or offer paid employment. The mentor will advise you of any issues, such as welfare benefit restrictions, that may affect your potential employee's ability to accept such an offer.