How to Find a Job with a Criminal Record in the UK?

Securing employment with a criminal record is challenging but achievable with the right strategy and resources. Contrary to common assumptions, numerous UK organisations specialise in connecting ex-offenders with employers, offering training, and providing crucial post-placement support. For job seekers, leveraging these dedicated services is the most effective path to employment, while for employers, hiring from this talent pool offers significant benefits, including reduced hiring costs and higher job retention rates.

What Organisations Help Find Jobs for Ex-Offenders?

Specialist organisations act as a bridge between individuals with criminal records and employers open to inclusive hiring. They provide services ranging from CV writing and interview coaching to direct job placements. Based on our assessment of the sector, here are key organisations:

• New Futures Network (NFN): A part of HM Prison and Probation Service (HMPPS), the NFN connects employers in England and Wales with talented ex-offenders. They facilitate prison visits for employers and can even arrange job interviews for individuals prior to their release.
• Working Chance: This is the UK's leading charity focussing exclusively on women with criminal convictions. They offer one-on-one coaching, workshops, and ongoing support to help women secure roles in sectors like care, hospitality, and business development.
• Bounce Back: Specialising in the construction industry, Bounce Back provides training centres inside and outside prisons. Participants gain certified skills in trades like painting, decorating, and scaffolding, along with sustained support to find work after release.
• Unlock: An independent charity, Unlock offers a helpline and resources to address the stigma faced by people with criminal records. They provide disclosure advice and lobby for fairer policies, empowering individuals through knowledge.

Other notable organisations include Nacro (for housing and employment support), the Forward Trust (for those impacted by crime and addiction), Apex Trust (operating in North West England), and social enterprises like Redemption Roasters, which provides barista training and employment.

How Can the Release on Temporary Licence (ROTL) Programme Help?

The Release on Temporary Licence (ROTL) programme allows eligible prisoners to undertake paid or unpaid work in the community during the final two years of their sentence. This is a critical opportunity for individuals to demonstrate their skills and work ethic to a potential employer, significantly increasing the chances of securing a permanent job upon release. Eligibility for ROTL is subject to strict criteria; for example, Category A prisoners are not eligible. The NFN often assists in arranging ROTL placements.

What Are the Benefits for Employers Hiring Ex-Offenders?

From a human resources perspective, inclusive hiring practices that consider ex-offenders offer tangible business advantages. These are not just charitable acts but strategic talent acquisition moves.

• Reduced Hiring Costs: Partnering with the organisations listed above streamlines recruitment, saving on traditional advertising and agency fees.
• High Retention Rates: Employment is a key factor in reducing re-offending. Therefore, ex-offenders often demonstrate strong loyalty and dependability, leading to lower staff turnover. The UK government's data shows that over 90% of employers who hire ex-offenders report good reliability and motivation.
• Access to a Wider Talent Pool: In a competitive job market, this pool represents an untapped source of motivated and skilled individuals.
• Enhanced Social Responsibility: Building a diverse and inclusive workforce strengthens a company's employer brand and demonstrates a commitment to social impact.

The key for employers is to conduct a fair risk assessment focused on the relevance of an offence to the specific role, rather than implementing a blanket ban on hiring people with criminal records.

How Should You Discuss a Criminal Record in an Interview?

For job seekers, addressing a criminal record is often the biggest hurdle. The recommended approach is to be prepared, honest, and focused on rehabilitation.

1. Know Your Disclosure Requirements: Understand legally what you must declare based on the role and the Rehabilitation of Offenders Act 1974.
2. Be Prepared: Practice a brief, positive explanation. Frame the conversation around what you have learned, the steps you have taken to change, and your current skills and motivation.
3. Keep it Relevant: Briefly state the fact, take responsibility, and immediately pivot to your qualifications and enthusiasm for the job. Avoid lengthy details.

By utilizing specialist support services and preparing effectively for the job search process, individuals with criminal records can successfully re-enter the workforce. For employers, adopting inclusive hiring practices is a strategic decision that builds a resilient, loyal, and diverse team.