Employing Young Workers

Young people can leave school/college on the last Friday in June of the school/college year in which they turn 16. Under the age of 18, they are referred to as young workers.

The National Skills Strategy sets out a pathway to achieving a bold new ambition for three quarters of the population to go to university or get an advanced technical qualification by the age of 30. The government is asking you to support young people through this difficult economic time.

Although times are tough, we can all play a part. Organisations are being asked to commit to one or more of the following:

• Offer volunteer places or become a volunteer mentor for school or university leavers
• Provide work experience opportunities
• Offer internships to graduates, 18 year olds and non-graduates
• Consider a young person for a job through a work trial
• Supply apprenticeship opportunities for 16-24 year olds
• Bid for one of the 100,000 jobs for young people from the Future Jobs Fund Engage in a Local Employment Partnership

Find out more about all of the things that your organisation can do today

As an employer, or potential employer, of young people there are a number of areas that you should consider.

Some of these areas will be the same as those which would need to be considered for an employer of adults, other areas may be specific to the employment of young people.

If you go to Directgov you will find advice and information that supports young people, which is helpful to enable you to have an understanding of the issues that some young people might face.

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There are a number of laws protecting the employment rights of young people, including health and safety, what jobs can be undertaken, how many hours can be worked and time off for study and training.

Clear guidance and advice on employing young people which includes guidance on age discrimination can be found on the Business Link website.

For further information on the Health and Safety aspects relating to employing young workers please go to this site, and to this site for further general guidance.

If you are considering employing a child, you should be aware that if you break the law or regulation as laid down in the provision of the Byelaws or Laws governing child employment (Children and Young Persons Act 1933 Sections 18(2) and 20(2)), any incident would normally invalidate your insurance policy. Employers need to make sure that they have carried out all necessary obligations in law, and also are aware of any risks and other necessary safety procedures before they employ a child. For more information please visit the North Yorkshire County Council website.

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Employers are calling for a view of the employment, skills and education systems which can help them to: 

• Ensure that the investment they make in their people impacts directly on the success of their business
• Improve the cost effectiveness of their business
• Do more now, in preparation for the upturn.

That’s where talentmap comes in… the downloadable booklet and the website.

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Several areas to take into consideration when employing a young person:

The successful recruitment process is made more meaningful by:

• Having a clear job description, person specification and clear terms and conditions of service and contract which are jargon free. If you visit the Business Link website you will find information on a written statement of employment particulars and this section of the website, guidance on writing a person specification and a job description. This website gives you some more ideas
• Avoiding discrimination during recruitment - It is important to avoid discrimination during the recruitment process. This not only is a legal requirement, but also gives you the best chance of getting the right person for the job. For information on how to prevent discrimination and value diversity visit the Business Link website
• Ensuring young people understand the roles they are applying for at the interview
• Having a rigorous interview process which enables young people to demonstrate the full range of skills they might need. Setting a salary level which is appropriate to the role, not the age of the young person is good practice. For information on pay rates across sectors click here.

It is helpful if the induction period includes:

• An initial basic assessment of the young person's capabilities including Basic Skills: this is particularly important for a first job
• A clear understanding by Managers about what they expect from young people, making sure that the young person knows what those expectations are
• A comprehensive induction package which is given to the young person
• An assessment of the emotional and personal development of a young person to ensure that they are not put into inappropriate roles
• An acknowledgement by you and your staff of a young person's changed role where the young person was previously a volunteer within your organisation

It is helpful if support structures for young people are identified and understood, this could include mentoring, line management, supervision, peer group support.

It is helpful if the planning of a clear progression route, (what do you need to be able to do, to move on) includes accredited training if possible in order to up skill your workforce.  If you visit Train to Gain you will be able to find out about this Government service which offers independent advice on improving the skills of your employees. The service helps employers - of all sizes and in all sectors - to boost their business by training their staff. Skills brokers help you to find the right training and the right providers, and construct a training package tailored to each business.Please referyoung people employed on time limited contracts to Connexions for additional support for their exit strategy .

Young people will flourish in a positive and supportive environment and your skilled managers will be the key to achieving this.

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From October 2010, the National Minimum Wage rates will increase from:

• £3.57 to £3.64 an hour for workers aged 16 to 17
• £4.83 to £4.92 an hour for workers aged 18 to 20
• £5.80 to £5.93 an hour for workers aged 21 and over.  

The rise is around the two per cent mark in each category. As promised, the government has extended the adult minimum wage rate to 21-year-olds from October 2010. Previously the qualifying age for the National Minimum Wage was 22.

Changes to the Minimum Wage for apprentices

The government also accepted a recommendation from the Low Pay Commission (LPC) to introduce an apprentice minimum wage of £2.50 per hour. The new rate will apply to:

• Apprentices under 19
• Apprentices aged 19 and over, but in the first year of their apprenticeship.

The Pay and Work Rights Helpline number is 0800 917 2368, or 0800 121 4042 for textphones.

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Apprenticeships are a way of addressing skill gaps which can make your organisation more efficient and effective. They are designed to help young people to reach their full potential. If you think you want to employ an apprentice, the Connexions' team will be able to give you advice on what steps you need to take. For further information please go to the Apprenticeships website where it explains why having an apprentice could be right for you or ring the Apprenticeships Helpline 0800 0150 600.  The Apprenticeships Vacancy Service allows you, as an employer, to advertise vacancies and it allows candidates to find suitable apprenticeships.

Key Points:

• Apprentices make a valuable contribution to businesses
• Apprenticeships can help you to solve business issues eg: recruitment difficulties; skills gaps; staff retention; staff morale; succession planning
• Apprenticeships are a means of accessing talent; they are high calibre individuals committed to their chosen career
• Developing an apprentice (or Apprenticeship programme) will provide you with a highly motivated workforce with qualifications that reflect the latest industry standards
• Apprenticeships enable young people to continue their learning in employment, and make a wider contribution to the economy and society - by 2020, one in five young people will undertake an Apprenticeship, recognising the excellent opportunities for career progression that this route offers them.

The Apprenticeship Ambassadors are a group of senior business leaders who believe in Apprenticeships because they have seen the benefits that they bring to their businesses, including increased productivity, greater staff retention, increased profitability and more highly motivated workforces. These are just a few of the benefits that make a compelling business case for Apprenticeships and there is more specific evidence available on the website.

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To help you to understand the full range of qualifications that young people can take and all the different routes available for young people to follow as their careers progress click here and scroll down the page.

To find out more about diplomas which combine theoretical study with practical experience and develop skills highly valued by employers and universities click here.  The Diploma is part of a national programme to provide young people with more options, to encourage them to continue learning for longer.

The publication Support Schools, Colleges, Children and Families Building Stronger Partnerships will give some general information for you as an employer.

You could look at the Qualifications and Pathways section in this website.

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From 6 April 2010, approximately 11 million employees, in Great Britain, employed by oganisations who employ 250 or more employees, will have a new right to request 'time to train'. This will be extended to cover employees in all businesses from 6 April 2011.

Employees' requests can be:

• To undertake accredited programmes leading to a qualification
• For unaccredited training to help them develop specific skills relevant to their job, workplace or business.

While employee requests may involve agreeing time away from their duties, the primary focus of the new right is about agreeing relevant training with your staff. 

To find out more visit the Business Link website.

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You will find information on equality and diversity and ensuring all your employees feel valued which is so vital in the modern workplace on the acas website.

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Engaging for Success: enhancing performance through employee engagement - David MacLeod and Nita Clarke were commissioned by the Department for Business (BIS) to take an in-depth look at employee engagement and to report on its potential benefits for organisations and employees. They argue that if employee engagement and the principles that lie behind it were more widely understood, if good practice was more widely shared, if the potential that resides in the country’s workforce was more fully unleashed, we could see a step change in workplace performance and in employee well-being, for the considerable benefit of the UK.

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If you are in a situation where you need to know about employers liabilities under section 8 of the Asylum and Immigration Act 1996 go to this website.

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If, as part of your support for the community, you wish to consider employing a young person who has offended you may find it useful to visit the NACRO website where you will find the Rehabilitation of Offenders Act 1974 explained.

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The education and skills survey 2009 provides authoritative information on employers' views of education and skills issues. It is being published at a time when business is facing tough economic conditions, but the benefits of investing in skills remain undiminished. The survey covers the full range of issues, including:

• Employer and employee commitment to training
• Basic skills
• Science, technology, engineering and maths (STEM)
• Business links with school and universities.

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Here you will find advice and guidance for residents and businesses in North Yorkshire to help you get through the recession

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At 4Children, their track record in working with employers means they can offer specialist advice and devise real solutions for all your employees' childcare needs

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