The first young people have started paid jobs through the UK Government’s Jobs Guarantee, as ministers attempt to tackle persistent youth unemployment and rebuild routes into work for a generation facing fewer entry-level opportunities. More than 90,000 young people are expected to be supported into fully funded six-month jobs over the next three years, but the longer-term test will be whether those placements translate into sustainable careers.
The first young people supported through the Government’s new Jobs Guarantee have started work, marking the shift from policy promise to paid employment as Britain attempts to tackle stubbornly high youth unemployment and economic inactivity. More than 90,000 young people are expected to be supported into work through the scheme over the next three years, with the first participants already taking up administrative, retail and warehouse-support positions at Boots.
JOBS GUARANTEE SCHEME
The Jobs Guarantee provides a direct route into employment for 18–24-year-olds who have been claiming Universal Credit and looking for work for 18 months. Roles are matched to participants’ skills, with the Government fully funding up to 25 hours of paid work a week for six months, alongside minimum automatic-enrolment pension contributions. Participants will earn at least the relevant National Minimum Wage and receive additional support intended to help them overcome barriers to employment and succeed once they enter the workplace.
The scheme forms part of the Government’s wider £2.5 billion youth-employment investment, which aims to support almost one million young people and create 500,000 opportunities to earn or learn over three years. “Young people want to get on in life but for too long too many have been denied that opportunity. The Jobs Guarantee helps change that. Seeing the first young people start their roles brings to life what this scheme is about: real jobs, proper wages, and a genuine route into a career,” stated Work and Pensions Secretary Pat McFadden, who visited Boots to meet some of the first participants. “As we roll this out to tens of thousands more young people across the country, we’re backing the next generation to succeed and backing British businesses to grow with the talent they need.”
ALMOST ONE MILLION YOUNG LOCKED OUT OF WORK
The first placements begin against a challenging backdrop for young people attempting to enter Britain’s labour market. The latest Office for National Statistics figures estimate that 981,000 people aged 16 to 24 were not in education, employment or training (NEET) between April and June 2026, equivalent to 13% of the age group.
The figure is down by 30,000 compared with the previous quarter, bringing the total back below one million, but remains 30,000 higher than a year earlier. The Government also points to the longer-term deterioration in youth participation, saying the number of young people “not earning or learning” increased by 248,000 between 2021 and 2024.
Earlier this year, Fair Play Talks examined warnings that Britain risks creating a “lost generation” as more than one million young people became locked out of work and education while entry-level opportunities disappeared. That investigation highlighted the potentially lasting effects of prolonged youth inactivity on earnings, health, skills and employment prospects, as well as the wider implications for economic growth and labour shortages.
LONG-TERM YOUTH UNEMPLOYMENT MORE THAN DOUBLES
The problem is particularly acute for those experiencing prolonged unemployment. Separate TUC analysis found that one in five unemployed young people had been out of work for more than a year. The number of long-term unemployed 18–24-year-olds had more than doubled over three years, rising from 53,000 to 129,000.
The TUC called for the Jobs Guarantee to be expanded, warning that extended periods without employment at the beginning of a working life can damage future earnings, skills and career prospects. The Government has since expanded eligibility to 18–24-year-olds and says the programme will be rolled out later this year to all eligible young people in that age group who have been claiming Universal Credit and looking for work for 18 months.
ENTRY-LEVEL OPPORTUNITIES ARE UNDER PRESSURE
The challenge is not simply that young people need more help finding existing jobs. Evidence suggests some of the traditional routes into employment are themselves becoming harder to access. Recent Fair Play Talks coverage highlighted CBI warnings that rising employment costs and falling vacancies are squeezing entry-level jobs, apprenticeships and training opportunities.
The CBI argued that Britain’s youth-employment challenge is not solely an employability or skills problem. Employers also need the confidence and financial capacity to create jobs, training and early-career opportunities. Young people are particularly exposed because they depend more heavily on advertised vacancies and junior roles to gain their first workplace experience.
Apprenticeship opportunities have also declined. The Government says apprenticeship starts among young people have fallen by 40% over the past decade. Fair Play Talks has separately highlighted the skills challenge through the TUC’s Skills 2050 project, bringing employers, unions, colleges and skills experts together to develop a longer-term strategy for Britain’s workforce as AI disruption, labour shortages and skills gaps intensify.
Alongside the Jobs Guarantee, ministers say businesses can access other incentives worth up to £8,000 for eligible young people, while reforms to the apprenticeship system are intended to direct more funding towards younger workers.
AI IMPACT ON ENTRY-LEVEL ROLES
Artificial intelligence could add further pressure to traditional entry-level routes. Recent research found that one in five companies surveyed had already stopped hiring entry-level workers because of AI.
More recent research found that 62% of workers surveyed believe employers are reducing entry-level hiring because AI is replacing routine tasks, although only 31% said they had actually seen entry-level opportunities decline within their own industry. The distinction is important. AI’s eventual effect on employment remains uncertain, but employers are already considering how technology could change junior work.
Entry-level roles have traditionally provided the environment in which people learn how organisations function, develop professional judgement and acquire the skills needed for later specialist and leadership positions. If organisations automate too many of those opportunities without creating alternative pathways, they risk weakening their own future talent pipelines.
BOOTS AMONG FIRST MAJOR EMPLOYERS TO PARTICIPATE
The first phase of the Jobs Guarantee has been rolled out across Birmingham and Solihull, the East Midlands, Greater Manchester, Hertfordshire and Essex, Central and East Scotland, and South East and South West Wales. Boots is among the major employers backing the scheme and has taken some of the first participants into roles across its stores, offices and warehouses.
“We’re pleased to create opportunities for young people to secure work placements in our stores, offices and warehouses through the Jobs Guarantee,” shared Anthony Hemmerdinger, Managing Director of Boots UK and Ireland. “Boots has a strong track record in supporting young people through our graduate schemes, work experience programmes, apprenticeships and youth employability partnership with The King’s Trust. We firmly believe that retail can play an important role in supporting young people to develop the confidence, experience, and skills that can shape their working lives.”
Local delivery partners are working with employers to match young people with suitable roles and provide ongoing support after placements begin. Simon Smithson, Director of Youth Services at Ingeus, which is delivering the programme in the East Midlands, said the scheme represents a significant opportunity to help more young people access employment, develop skills and build brighter futures.
He also highlighted the importance of partnership between employers, communities and support organisations in creating “high-quality opportunities that benefit individuals, businesses and the wider regional economy”.
YOUNG PEOPLE NEED SKILLS AND OPPORTUNITIES
The King’s Trust is delivering the first phase of the programme in Central and East Scotland. Louise Goodlad, Director of Delivery for Scotland at The King’s Trust, said the programme reflects the charity’s long-standing belief that young people need both skills and opportunities to succeed and that tackling youth unemployment requires government, employers and charities to work together.
“The Jobs Guarantee will create opportunities for young people at greatest risk of long-term unemployment while helping employers access the talent they need to grow,” she said. The organisation says it is already seeing first-hand the determination of young people taking the opportunity to gain workplace experience and develop their skills.
PAID EXPERIENCE MATTERS
One of the most persistent barriers facing young people is the familiar problem of needing experience to secure a job while struggling to find an employer willing to give them that experience in the first place. The Government says Jobs Guarantee participants will receive bespoke support to address barriers to employment, ranging from confidence building to on-the-job skills development.
Laura-Jane Rawlings MBE, CEO of Youth Employment UK, welcomed the move from policy to paid employment. “We welcome seeing the Jobs Guarantee move from policy into real, paid opportunities for young people. For those who have been out of work for a long time, a good job can provide not only an income, but the experience, confidence and connections that help build a longer-term career,” highlighted Rawlings. “This year’s Youth Voice Census data, being released on 10 September, shows that 75% of young people think paid work experience would help them get a job – a powerful reminder of just how important opportunities like these can be.”
That finding reinforces growing calls for employers to create meaningful ways for young people to gain workplace exposure. Sainsbury’s recently announced plans to create 10,000 work experience opportunities for young people across the UK, adding another major employer initiative aimed at improving access to early workplace experience. Qualifications alone may not be enough if young people lack the workplace experience, confidence and professional networks that employers increasingly expect.
ACCESS TO OPPORTUNITY REMAINS UNEQUAL
Work experience is also a social mobility issue. As Fair Play Talks highlighted on Social Mobility Day 2026, young people whose families already have professional networks may find it easier to access placements, mentoring, career advice and introductions than those without those connections.
The resulting opportunity gap can begin long before formal recruitment. That makes structured programmes particularly valuable when they deliberately reach young people who might otherwise struggle to access employers.
The issue is becoming increasingly important as some young Britons question whether they can build the careers they want at home. Separate research highlighted record numbers of young Britons leaving the UK as youth unemployment rises and entry-level opportunities decline.
PERMANENT JOBS AND APPRENTICESHIPS
Sarah Williams, Chief People Officer at OCS, said the pilot is intended to make securing that difficult first job easier. “Getting that first job is hard, and the Jobs Guarantee Pilot is about making it a bit easier. Young people joining us on our client sites get real experience, new skills and a proper look at the range of careers here at OCS; with clear routes into permanent roles and apprenticeships,” shared Williams. “The pilot delivery is working well and we are fully committed to rolling it out nationally.”
That emphasis on progression could ultimately prove critical. A six-month paid placement can provide income and experience. But if the programme is to improve young people’s long-term employment prospects, the more important measure will be what happens after government funding ends.
FOCUS ON SKILLS AND GROWTH
Business groups have also welcomed the scheme’s potential to address both youth unemployment and employers’ skills needs. Scott Knowles, Chief Executive of East Midlands Chamber, said getting young people into employment with the skills businesses require is essential to economic growth.
He described supportive approaches that bridge employers’ needs with opportunities for young people and provide upskilling during employment as “a forward step”, adding that tackling the skills gap and youth unemployment must go hand in hand. In Hertfordshire, Daniel Martin, Chief Executive Officer of Hertfordshire Chamber of Commerce, argued that smaller employers could play a particularly significant role.
“Hertfordshire being chosen as an initial rollout region for the Jobs Guarantee is a huge vote of confidence for our local economy. While major UK businesses are leading the first phase, the real transformational power of this programme lies within our vibrant SME sector,” noted Martin. “Fully funding 25 hours a week significantly mitigates the financial risk for growing local businesses and gives young people a genuine pathway into work. The Chamber’s message to Hertfordshire employers is clear. Take advantage of this support, back local young talent and help build your future workforce.”
MAKING THE JOBS GUARANTEE INCLUSIVE
Ensuring the scheme works for young people facing additional barriers to employment will be another important test. “The Jobs Guarantee is a practical opportunity for eligible young people to gain paid work experience, build their skills and take a positive step into employment, while giving employers access to new talent. We know that disabled people can face additional barriers to entering and progressing in work,” said Diane Lightfoot, Chief Executive of Business Disability Forum.
Making sure the right support is in place will be key to ensuring opportunities like this are “accessible and inclusive”, stressed Lightfoot. “We welcome the focus on helping young people, including disabled young people, into work and look forward to seeing the difference the Jobs Guarantee can make.”
For participating employers, inclusion therefore needs to extend beyond simply opening vacancies. Young people may require reasonable adjustments, accessible recruitment processes, flexible approaches, appropriate workplace technology or additional support from managers. Ensuring managers understand how to support people with different needs will be particularly important if the scheme is to reach young people who have historically faced the greatest barriers to employment.
SMALL BUSINESSES REPORT EARLY BENEFITS
Some of the most interesting early evidence comes from smaller organisations already providing placements. A spokesperson for Matlock Ghost Emporium described the programme as a “win-win” for independent businesses and young jobseekers, saying bringing early-career talent into its studio had increased production capacity while giving a young person the opportunity to build practical skills and workplace confidence.
Antony Rhodes of Arc Communications said the company had already welcomed four young people through the programme. He said participants had made a noticeable contribution to the team while gaining valuable workplace experience and developing their skills. Existing employees had also benefited from the opportunity to mentor the next generation.
“We have been particularly impressed by the attitude and willingness to learn that the young people have shown. They have quickly become part of the team and are already adding value to the business,” Rhodes said.
CREATING MEANINGFUL ROLES
Total Insight Theatre has welcomed six young people into meaningful roles through the Jobs Guarantee. Its Founder and CEO Adam Tulloch said: “At Total Insight Theatre, we’ve always believed in starting with what young people bring to the table – their ideas, perspectives, creativity and strengths – rather than focusing on how much experience they might have on paper.”
The Jobs Guarantee has enabled the theatre to welcome six young people into meaningful roles across our organisation, “and they’re very much part of the team”, shared Tulloch. “We’re already benefiting from the fresh thinking, energy and different perspectives they bring to our work, while they gain paid experience and develop their skills.” He encouraged other employers to consider participating, describing “genuine value on both sides”.
YOUNG PEOPLE ON PLACEMENTS
FareShare Midlands currently has three young people on placements at its Nottingham site. Simone Connolly, CEO of FareShare Midlands, described its experience of the programme as “overwhelmingly positive”, saying participants are building confidence, developing practical workplace skills and gaining experience in a busy warehouse environment.
The programme builds on the organisation’s existing SkillsShare employability support. FareShare Midlands says it was among the first organisations in the country to offer placements and, based on its experience so far, intends to participate again and hopes to provide further opportunities across its sites in Birmingham, Leicester and Nottingham.
HOW CONSTRUCTION IS CREATING OPPORTUNITIES
The programme is also creating opportunities in construction. Ross Hammell, Corporate Social Responsibility Manager at McTaggart Construction, said the company is committed to creating jobs and training opportunities in the communities where it works.
“The young people on placement have been fantastic,” he said. “Often young people just need an opportunity to shine.” He said the Jobs Guarantee was enabling participants to demonstrate their desire to learn and contribute to the workforce.
MENTORING AND SUPPORT MATTER TOO
Simply placing someone into a workplace does not necessarily remove the barriers that contributed to long-term unemployment. The Jobs Guarantee therefore includes government-funded support designed to help participants overcome barriers and succeed in employment.
That ongoing support could prove particularly important for young people who have spent extended periods disconnected from the labour market. Fair Play Talks recently examined how Google and Big Brothers Big Sisters of America are expanding youth mentoring as AI reshapes entry-level jobs.
Although that initiative is US-based, the underlying challenge is similar. A first opportunity can provide far more than a line on a CV. Young people also need opportunities to develop confidence, judgement, professional relationships, communication skills and an understanding of how workplaces operate. As traditional entry routes change, mentoring and access to professional networks could become increasingly important alongside formal employment opportunities.
PREPARING YOUNG PEOPLE FOR AI-DRIVEN CHANGE
The challenge is prompting intervention at city level too. Fair Play Talks recently reported on London’s £30 million plan to help workers and businesses prepare for AI, after the London AI and Jobs Taskforce examined how technological change could reshape employment across the capital.
The Taskforce proposed a London Future Ready Guarantee bringing employers and young Londoners together to solve real business challenges and help develop the jobs, skills and career pathways likely to emerge from AI adoption. It would focus not only on technical and digital capabilities, but human skills including judgement, communication, creativity, collaboration and problem-solving.
The initiatives approach the challenge from different directions but reflect a similar concern: young people need practical routes into a labour market that is changing rapidly.
EVIDENCE WILL MATTER
The programme’s longer-term impact will ultimately need to be measured by more than the number of placements created. Sarah Yong, Deputy Director at Youth Futures Foundation, welcomed the fact that the intervention had been shaped by evidence about what works for young people facing the greatest employment barriers.
“Youth Futures Foundation welcomes the news that the first cohort young people have now entered the workplace as part of the Government’s Jobs Guarantee scheme. Importantly, this intervention was shaped by the evidence of what works, especially for young people facing the greatest barriers to employment,” stated Yong. “Addressing stubbornly high youth unemployment and inactivity requires continued investment in evidence-based approaches, targeted where they’re needed most. As the What Works Centre for Youth Employment, we will continue to work with Government, employers and partners to help deliver better support and sustainable impact for every young person.”
FROM PLACEMENTS TO SUSTAINABLE CAREERS
The scale of the Jobs Guarantee makes it a significant intervention in Britain’s youth labour market. But the number of jobs created will not, by itself, determine whether the programme succeeds. The longer-term question is whether young people who have already experienced 18 months or more outside employment can use these six-month placements to establish sustainable careers.
That means future evaluation will need to examine not only how many people start placements, but how many subsequently move into permanent employment, apprenticeships, further training or other sustained work. It will also be important to examine the quality of those outcomes.
WHAT EMPLOYERS SHOULD DO NEXT
The Government’s financial support substantially reduces the immediate cost for employers of creating an opportunity. But participating organisations will determine much of what young people actually experience once they arrive.
Treat placements as real jobs
Young people should have access to meaningful responsibilities rather than simply filling six months with low-value tasks. A good placement should allow participants to develop transferable skills, understand how an organisation operates and leave with credible experience they can take to their next employer.
Give managers time to support young people
Someone returning to employment after 18 months out of work may initially need more guidance than an experienced recruit. Managers should have the time and skills to set expectations, provide constructive feedback, build confidence and address problems early.
Provide mentoring and connections
A first job can provide social capital as well as technical skills. Introducing young people to colleagues across an organisation, offering mentoring and helping them understand different career pathways can expand the professional networks that many young people lack when entering work.
Make opportunities accessible
Employers should ensure recruitment, onboarding and workplace practices are inclusive of disabled and neurodivergent young people and those managing health conditions or other barriers to work. Reasonable adjustments should be discussed early rather than waiting until somebody encounters difficulties.
Recruit for potential
A short CV at 18, 20 or 22 is not evidence of limited ability. Employers should consider whether entry-level recruitment genuinely assesses potential or simply filters for experience that young candidates have not yet had an opportunity to acquire. Skills-based recruitment and assessments of aptitude, transferable capabilities and potential can help identify talent that conventional experience-based recruitment overlooks.
Check whether AI is removing the training ground
Employers introducing AI should examine not only whether technology can perform junior tasks more efficiently, but what happens to their future talent pipeline when those tasks disappear. Junior work has historically helped people acquire judgement, organisational knowledge and professional skills.
Employers automating routine tasks should deliberately redesign entry-level roles around AI oversight, problem-solving, communication, creativity and human judgement rather than eliminate those roles altogether.
Build a route beyond six months
Employers should be clear about what progression might look like. That could include permanent employment, an apprenticeship, further training, professional qualifications or support applying for another role. The objective should not simply be to complete a government-funded placement, but to leave each participant more employable than when they arrived.
Measure what happens next
Placement numbers are easy to count. Sustainable outcomes matter more. Government, employers and delivery partners should track whether participants remain in employment or education after six, 12 and 18 months, alongside the quality of the jobs they enter. That will provide a better indication of whether the Jobs Guarantee is changing long-term employment prospects or simply moving people temporarily through subsidised employment.
WHY THIS MATTERS FOR RESPONSIBLE BUSINESS
Britain’s youth employment challenge is unfolding at the same time as employers are rethinking what entry-level work looks like. Vacancies have fallen. Apprenticeship starts among young people have declined sharply. Business costs are constraining recruitment. And AI is beginning to automate some of the routine tasks through which previous generations learned how workplaces function.
Against that backdrop, creating more routes into work matters. But access alone is not enough. The Jobs Guarantee will be most valuable if participating employers treat young people not simply as subsidised labour, but as potential future talent worth developing. That means providing meaningful work, good management, inclusion, mentoring, skills and a credible route forward.
As Fair Play Talks has also highlighted in its latest article on UK Duty of Care Guidelines, getting people into employment is only part of the challenge. The work itself needs to be healthy, sustainable and well designed if people are to remain in it.
For young people who have already spent 18 months outside employment, the first opportunity back into work could have consequences extending far beyond six months. The Jobs Guarantee can open the door. Whether it becomes a genuine route into a career will depend on what happens after young people walk through it.
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