Jobs Guarantee Scheme – Employer FAQs

Employers create a genuine job role that meets the scheme requirements.

You employ the individual through your payroll and provide day-to-day supervision, as you would with any new starter.

The scheme then reimburses eligible wage costs, reducing the financial risk of hiring.

The scheme is designed for employers who can offer a real, structured job and are willing to support someone back into work.

Participants are typically people who have been out of work for a significant period, so roles should offer:

• Clear responsibilities
• A consistent routine
• A supportive working environment

The Jobs Guarantee scheme is currently being delivered in selected pilot areas and is not yet available nationwide.

Availability depends on location, but the scheme is expected to expand over time.

Supplytrain supports employers by:

• Reviewing whether roles are likely to meet the scheme requirements
• Guiding you through the process
• Helping you get vacancies ready for approval
• Supporting recruitment and onboarding where relevant

This reduces the time and uncertainty involved in taking part.

In Birmingham and Solihull, Supplytrain is the Employer Partner – working with Catch 22 – to support employers access the scheme. You must use this service if you’re interested in offering vacancies.

This is the route used to:

• List vacancies
• Have roles approved
• Receive suitable applicants

In other areas there are alternative suppliers that have been commissioned to support employers. We will signpost you to them if you complete an enquire form through us or you can visit https://www.gov.uk/government/publications/jobs-guarantee.

We will use your enquiry to check whether the Jobs Guarantee scheme is available in your area.

If it is, we will invite you to a short call to:

• Confirm your role is likely to meet the requirements
• Talk through how the scheme works in practice
• Approve your vacancies and next steps

If the scheme is not available in your area, we will let you know and will signpost you to other suitable support.

No, you do not need prior experience of hiring.

However, you do need to be set up to run payroll, have the right insurances and safety measures in place as you would for managing any other member of staff.

Yes. Employers pay wages through their payroll as normal.

You must be able to cashflow wages until they are reimbursed, which typically happens in arrears once the placement is underway. The first reimbursement comes approximately six to eight weeks after the start date.

Yes. You can offer multiple roles, as long as each one:

• Meets the scheme requirements
• Can be properly supported

You must pay at least the National Minimum Wage for the individual’s age.

The scheme reimburses wage costs up to the agreed level of 25 hours per week at the relevant minimum wage.

If you choose to offer:

• More hours
• A higher wage

The additional cost would need to be covered by the employer.

The scheme covers 100% of wage costs within its limits:

• Up to 25 hours per week
• At the relevant National Minimum Wage

Employer National Insurance and minimum pension contributions may also be included where applicable.

No. The Jobs Guarantee scheme is a paid job, not a training programme.

Employers are expected to provide normal onboarding, supervision and support, as they would for any employee.

Additional employability support is provided alongside the role.

Jobs Guarantee roles can be remote or hybrid, but they must still provide a structured and supportive working environment.

In practice, this means the role must:

• Offer regular contact and supervision
• Provide clear day-to-day responsibilities
• Support the individual to build confidence and routine

In Birmingham and Solihull, remote or hybrid roles are reviewed at the approval stage to ensure they are suitable and provide the level of support expected by the scheme. This may be different in other areas.

Yes. Employers can receive up to £250 per participant to support onboarding costs.

This can be used for eligible items needed to start the role, such as:

• Uniform or PPE
• IT equipment
• Software licences
• Workplace adjustments

These costs must be directly linked to supporting the individual into the role.

Employers pay wages through their payroll as normal.

The first reimbursement is typically received around 6 to 8 weeks after the role starts, once an initial claim has been submitted and approved.

After this, reimbursements are usually made on a 4-weekly cycle, based on evidence such as payroll records and confirmation that the individual is in work.

This means employers need to be able to cashflow wages before they are reimbursed.

The Jobs Guarantee scheme provides significantly higher financial support than the £3,000 Youth Jobs Grant.

For a typical role, Jobs Guarantee can cover over £9,000 in wage costs, based on 25 hours per week over 6 months at the National Living Wage.

The £3,000 Youth Jobs Grant is a separate government incentive available for employers hiring eligible young people aged up to 24 who have been out of work.

The two schemes serve different purposes. Jobs Guarantee focuses on individuals who have been out of work for longer and gives employers the support to bring someone into the workplace and develop them over time. The Youth Jobs Grant applies to a broader group of candidates who typically need less support to settle into work.

In practice, Jobs Guarantee offers higher financial support and a structured 6-month role, while the Youth Jobs Grant provides a lower-cost incentive for hiring young people.

The Jobs Guarantee scheme builds on the approach used in the Kickstart scheme, with a stronger focus on preparation, support and long-term outcomes.

Like the Kickstart scheme, Jobs Guarantee roles are:

• 6 months long
• At least 25 hours per week
• Paid at the National Minimum Wage

Key differences include:

• Pre-employment support to help individuals prepare and apply for suitable roles
• Better matching, with applicants supported by an employability partner to apply for the right jobs
• More structured, ongoing support during the placement
• A more targeted group, focused on people who have been out of work for longer and may need more support to succeed

In practice, this means Jobs Guarantee offers a more supported route into employment, with a stronger focus on helping individuals settle into work and progress beyond the placement.

Where Supplytrain is providing recruitment and employer support, most employers can move from initial enquiry to a candidate starting within around 8 weeks.

A typical timeline looks like:

• Week 0: Submit interest and enquiry form
• Week 1: Introductory call and role approval
• Week 2: Agreement in place and vacancies go live
• Weeks 3–4: Applications received and reviewed
• Week 5: Shortlisting
• Week 6: Interviews and job offers
• Week 7: Preparation for start
• Week 8: Candidate starts

Timelines can vary depending on the role and responsiveness, but we aim to keep the process moving so roles are filled quickly.

Where Supplytrain is supporting your recruitment, employers are expected to:

• Review applications
• Shortlist candidates
• Take part in interviews
• Make timely decisions

We’ll support you throughout and help keep things on track so vacancies can be filled within the expected timeframe.