Over the past few months, there has been much discussion about the new DWP-funded programme, Connect to Work. As the sector awaits Accountable Bodies to share their plans for delivery of the programme, we thought it would be helpful to create a resource that answers your questions based on what we know so far. 

These FAQs address key questions about the Connect to Work programme for England, supporting organisations and participants in understanding its implementation and impact.

At Earlybird AI, we’re redefining how public services like Connect to Work are delivered. By leveraging AI and Voice technology, we empower organisations to scale operations, improve efficiency, and focus on maximising participant outcomes. Learn more !

General

What is Connect to Work, and what are its main objectives?

This is a voluntary program designed to address economic inactivity by helping individuals with disabilities, health conditions, or complex barriers to employment find and maintain sustainable work. It also supports those at risk of exiting the labour market to retain employment. The program applies the evidence-based Supported Employment model, focusing on "place, train, and maintain," and aims to deliver reliable employment outcomes for participants based on their unique circumstances

Who is eligible to participate?

Participants eligible for the program must meet the following criteria:

• Be 18 years of age or older (exceptions may be made for 16- and 17-year-olds in certain cases).
• Have the right to reside and work in the UK.
• Require extra support due to disabilities, health conditions, or significant barriers to employment.
• Not already enrolled in another intensive employment program (e.g., Restart or IPS).

Work status eligibility includes the following requirements:

Unemployed or Economically Inactive Individuals

Eligible if they have been unemployed or economically inactive for at least 6 months prior to participation. Economically inactive refers to individuals who are not in employment or actively seeking work.

Employed but risk of dropping out of work

Eligible if they have been employed or self-employed for at least 3 months but are at risk of losing their job, which may include individuals needing assistance due to illness, disability, or other challenges impacting sustained employment

Maintaining work

Eligible if they have never been in employment or have track record of struggling to retain jobs/sustain employment due to their disability, long-term health condition or disadvantages.

Additionally, suitability factors include demonstrating a need for tailored, holistic, and comprehensive support to access and sustain meaningful employment

In what cases are exceptions made for 16 and 17-year-olds?

• Being on Universal Credit (UC) below 18 years of age.
• Failing to engage with available education or training options despite significant efforts.
• Being on an apprenticeship at risk of ending due to a disability, health condition, or other barriers.

If young individuals are already engaged in education or training, such activities must take precedence over their participation in Connect to Work.

What does the Supported Employment model entail within the framework of this program?

The Supported Employment model in Connect to Work focuses on identifying realistic, appropriate job opportunities for participants and providing on-the-job and off-the-job tailored support to ensure their long-term retention and success. The fidelity models Individual Placement Support (IPS) and The Supported Employment Quality Framework (SEQF) guide the framework, emphasising vocational profiling, appropriate job matching, and sustained support.

How does Connect to Work differ from or align with other employment programs (e.g. Restart)?

Connect to Work complements other programs like Restart by providing customised, Supported Employment-focused interventions for participants with significant barriers to work, which are not the primary groups targeted by these other programs. However, an individual cannot be simultaneously enrolled in Connect to Work and another intensive employment programme.

How does Connect to Work complement existing DWP programs like Restart or Mayoral Combined Authority initiatives?

The program aligns with existing initiatives by connecting local health, work, and skills services. However, it operates independently, allowing participants to transition to Connect to Work upon completing others, provided that they meet eligibility requirements.

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For Accountable Bodies

What responsibilities do Accountable Bodies hold when delivering Connect to Work programs?

Accountable Bodies are responsible for shaping, delivering, and managing the program within their designated areas. Their duties include resource allocation, ensuring adherence to fidelity models, monitoring performance metrics, and collaborating with local stakeholders to form a coherent service.

Can Accountable Bodies outsource elements of the program, and what are the conditions?

Yes, they may subcontract certain activities to Delivery Partners. However, the Accountable Body retains full accountability for the compliance and performance of these subcontracted activities under the Grant Funding Agreement.

What funding mechanisms are in place for Connect to Work, and how can budgets be allocated?

The program uses ring-fenced grant funding from DWP. Budgets must align with the Allowable Cost Register and be detailed in the Grant Cost Register within the Delivery Plan.

What guidelines must Accountable Bodies follow for promoting Connect to Work locally?

Promotional materials must be approved by DWP to ensure alignment with national standards and effective communication of the program's objectives and scope

What performance measures and metrics are used to evaluate success in Connect to Work?

Metrics include the number of Program Starts, sustained employment outcomes, caseload management by Employment Specialists, and adherence to fidelity standards through regular evaluations. Learn more about the fidelity models and reviews for IPS and SEQF through IPS Grow and British Association for Supported Employment respectively.

What are the funding provisions during the implementation versus delivery phases?

Specific grant allocations are made for the planning and implementation period, transitioning to Delivery Partner budgets to sustain operation during full program rollout

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For Participants

How does Connect to Work aid participants in finding employment?

It helps participants find employment through a tailored “place, train, and maintain” Supported Employment model. This involves creating a personalised Vocational Action Plan through vocational profiling and identifying strengths and goals.

Employment Specialists match participants with suitable jobs, including unadvertised roles, and work with employers to ensure inclusive workplace practices. The program provides on-the-job and off-the-job support, helping participants build independence over time.

It also supports self-employment through business planning and financial guidance. By integrating with local networks and health services, Connect to Work ensures participants receive comprehensive support for sustainable employment.

What type of support is provided for participants aiming to retain their employment?

Connect to Work provides tailored "in-work" support to help participants retain their jobs. Employment Specialists collaborate with participants and their employers to offer personalised assistance that might include workplace adjustments, troubleshooting practical challenges, and aiding career progression. 

Participants can receive help increasing their hours, gaining responsibilities, or transitioning into roles better suited to their needs. If a job change becomes necessary, participants are supported in finding alternative employment. 

Over time, the aim is to transfer support responsibilities to colleagues, building inclusive workplaces where participants can flourish independently. Additional support, like navigating personal challenges or accessing wider community services, is also available.

How does the program address the needs of participants interested in self-employment?

Support for self-employment includes business planning, market assessments, networking, and digital upskilling. The programme also provides guidance through critical steps such as business idea development, financial management, and planning. This includes assistance with drafting a business plan, conducting market research, and identifying funding opportunities or grants.

What is the Vocational Profiling process, and how does it benefit participants?

This is a co-produced assessment between the participant and advisor, that identifies an individual's strengths, goals, and support needs to create actionable career strategies and individualised job objectives

What are the caseload expectations for Employment Specialists working on the program?

Each specialist’s caseload should not exceed 25 participants (20 for SEQF-focused specialists), ensuring effective, highly tailored support.

What steps are included in the Participant Journey, from initial vocational profiling to potential job outcomes?

The journey includes eligibility confirmation, vocational profiling, job matching, tailored in-work support, and long-term career development opportunities.

What defines a successful “Higher Threshold Job Outcome,” and how is it measured?.

The defined threshold for a "Higher Threshold Job Outcome" under Connect to Work includes earning gross income equivalent to working 18 hours per week at the National Living Wage (NLW) over 26 cumulative weeks. 

For self-employed participants, this benchmark is achieved by meeting equivalent earnings standards, evidenced through documentation of trading activity. This threshold applies to both participants progressing to sustained employment and those receiving retention support

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For Employers

Are financial incentives offered to employers for hiring Connect to Work participants?

No, financial incentives are not provided to employers for hiring Connect to Work participants. The program ensures that employer participation aligns primarily with its values and goals of fostering inclusive workplaces and sustainable employment opportunities based on the participant's needs.

How does the program help employers in sustaining workplace inclusivity and retention?

Employment Specialists offer expert support to employers in making reasonable adjustments, promoting inclusive culture, and forming sustainable employment strategies.

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