The UK is facing a sharp and unsettling challenge: too many young people are struggling to find their way into the world of work. With nearly one million individuals aged 16–24 not currently in education, employment, or training, something has to change. Recently, the government launched a bold effort aimed straight at this problem. The new £1 billion youth employment drive promises 200,000 new jobs and apprenticeships, creating real chances for the next generation.
At EWS Limited, we have seen the growing anxiety among young people and employers alike. Our work in global workforce solutions and consultancy regularly brings us face-to-face with these barriers to entry, especially for entry-level talent. We believe this initiative marks an overdue and significant step, but it is only by combining reforms, employer engagement, and real partnerships across education and business that we unlock genuine progress.
A country’s future depends on the strength, skills, and confidence of its young people.
UK unemployment numbers have changed dramatically over the last decade. According to The Guardian reporting on official forecasts, youth unemployment is now hitting the highest rate since the COVID pandemic: 16.1% of those aged 16–24 were out of work in late 2025. The Office for Budget Responsibility predicts the general unemployment rate will keep climbing, peaking at 5.3% by 2026.
But numbers barely tell the full story. There is a mounting sense of frustration among young people—many feel locked out of opportunities, unsure where to turn, and anxious about their futures. It is not just the job seekers who are concerned. Employers in IT, hospitality, retail, and many more industries report ongoing skills shortages. They need talent; young people need work. Yet the bridge between them often seems weak or incomplete.
Current data shows:
We have witnessed, through our client partnerships at EWS Limited, how uncertainty about employment rules and processes can discourage even the most motivated candidates and companies.
The newly launched youth employment initiative represents a significant investment of public funds: £1 billion dedicated to creating real-world, paid opportunities for 16 to 24-year-olds.The drive has three pillars:
The plan aims to deliver:
This move builds on earlier efforts, including a recently announced £820 million funding package to create 350,000 new training or placement opportunities in construction, health, and other essential sectors.
Young people need more than advice—they need clear, practical chances to build skills, earn, and gain confidence.
Change is coming in several forms—not just more roles, but structural reforms that shape the way jobs and skills are developed for young people. Here are the main features:
Under the new drive, employers who grow their teams with staff aged 16–24 will receive new per-hire grants. These financial incentives absorb some of the early costs and make it more attractive for companies, from Series B and C start-ups to established IT firms, to take a chance on talent at the entry level.
The goal is simple: remove as many financial barriers as possible so businesses see opportunity—not risk—in hiring youth.
The expanded job guarantee scheme means more young applicants will gain a first job that is not just temporary, but comes with guaranteed minimum hours, wage support, and employer mentoring. This brings welcomed stability and makes it simpler to plan, budget, and grow long-term.
A major reform announced as part of this initiative is the roll-out of new foundation apprenticeships. These courses will be available in sectors seen as both accessible and high-demand for youth: hospitality, retail, and areas like digital marketing or customer service.
Research indicates that early exposure to work experience or structured apprenticeships has a lasting impact on career confidence and long-term employability. The government’s plan includes investments to:
The £725 million investment to deliver 50,000 more apprenticeships reflects this new focus, covering the full cost of many apprentices under 25 and promoting new foundation-level roles.
The government is reshaping the Growth and Skills Levy to ensure employers and training providers put more focus on learners under 25. This will mean more funding, priority access to training, and a renewed urgency to prepare youth—rather than simply upskilling older workers.
This aligns with our own approach at EWS Limited, where we often advise companies to embrace skill-based hiring methods and adjust their talent planning for younger, diverse applicants.
A key strand of the drive is making sure that every young person, especially those classified as NEET, has access to careers advice, digital CV building, mock interviews, and employer-led coaching. This is important for matching untapped talent with the jobs being created, especially in regions hit hardest by unemployment.
More support, better guidance, and one-to-one mentorship can create progress where job postings alone cannot.
Demand for quick, large-scale action has been building. In recent months, the Chartered Institute of Personnel and Development called for government-led support for young job seekers, after seeing a worrying slide in apprenticeship uptake and employer-led schemes.
Without intervention, the danger is a “lost generation” of young adults lacking the right skills, ambition, or belief to restart their careers, especially after pandemic disruptions.
We agree with Dr Joe Marshall, who commented that these government actions signal a long-awaited recognition: right now, young people face real hurdles as they try to enter the labor market. The pandemic knocked out many work placements and on-the-job training schemes. Automation and digitalization continue to reshape industries quickly. Hybrid work has altered entry roles. For many, the traditional routes are blocked or unclear.
As a company specializing in supporting workforce transitions and helping organizations manage risk, we have seen first-hand the anxiety and hesitation among both young people and hiring managers. Practical steps—like this job creation drive—help restore confidence and rebuild links between talent and opportunity.
We have long supported both sides of the employment equation: companies hungry for new skills, and young people needing first chances. Through our candidate placement solutions, tailored onboarding, and global workforce management tools, we appreciate just how valuable a well-structured entry path and positive employer experience can be.
Here are some lessons we have learned and principles we believe are central to making this drive a lasting success:
Entry-level jobs must be more than temporary fixes. Young recruits need real roles with training, progression, and support that helps them set out a career for the long term.
Employers benefit by growing with new talent. Businesses that welcome apprentices, junior staff, and school-leavers invest in their own growth, learning agility, and culture.
Skill needs are changing rapidly. Digital, communication, and problem-solving skills are in greatest demand. Programs must keep pace with these shifts.
Practical workplace support matters. Initiatives that pair financial incentives with mentoring, buddy schemes, and hands-on coaching outperform those focused solely on numbers.
We have seen, especially in IT and global mobility spaces, just how quickly candidates can adapt if given targeted training and support—not just jobs offered and then left to sink or swim.
Apprenticeships sit at the core of the government’s youth employment strategy. As we see at EWS Limited, well-designed apprenticeship schemes are powerful tools, not only for plugging skills gaps but for giving young people confidence, structure, and purpose in their career journey.
Foundation apprenticeships, specifically created for entry-level candidates, will offer high-quality, paid experience in customer-facing, technical, and creative roles.
For many, these are the first steps that make later, higher-level apprenticeships or degree study a reality. We believe apprenticeships, when paired with real mentoring and supportive managers, are transformative—not only do they teach work skills, but they also provide a sense of belonging and progress.
A constant challenge in youth employment is the disconnect between schools, colleges, and the workplace. Too often, candidates are left to figure out the link between a qualification and a career on their own. As Dr Joe Marshall has stated, real change will need closer cooperation between universities, colleges, and employers.
We agree. For this initiative to succeed, all parties must play a part:
Initiatives such as inclusive recruitment and transparent skills assessments support these aims, showing both learners and businesses what the next step looks like.
Strong partnerships between education and business build clear, confident routes from classroom to career.
The job creation drive is a significant milestone, but we know that progress will be measured not just in numbers but in stories: how many young people feel welcome and valued in the workplace, how many build skills they use for life, how many set off on paths full of possibility.
Priorities for the coming year should include:
If we succeed, the benefits will last for decades—employers will find the talent they need, young people will face less uncertainty, and communities everywhere will be stronger and more resilient.
At EWS Limited, we see ourselves as connectors in this challenge. We partner with businesses to build clear, practical pathways from passion to profession, especially for first-time hires and global talent. Our experience with Employer of Record, Payroll Outsourcing, and Global Mobility solutions gives us unique insight into what both candidates and companies need to thrive.
We stand ready to help organizations looking to welcome young talent, manage new compliance obligations, and create inclusive, engaged teams. Whether guiding HR leaders through changing regulation or helping candidates access the right skills training, our mission is the same: Connect the dots, create growth, and help the next generation step forward with confidence.
There are few policy initiatives as meaningful as those that place new jobs, skills, and hope directly in the hands of young people. This £1 billion youth employment drive is a timely commitment to turning the tide on unemployment, supporting business recovery, and filling persistent skill gaps. Yet, as we know from experience, real change takes everyone: government, education, employers, and youth themselves.
By building open, practical partnerships between the classroom and the workplace, we set the stage for lasting opportunity and growth.
If your business is ready to take part in this renewal, or you are a young jobseeker searching for guidance, we are here to help. Discover more about our tailored solutions at EWS Limited—and together, let us unlock the next generation’s future.
The Youth Employment Drive is a new government initiative investing £1 billion to create 200,000 new jobs and apprenticeships for people aged 16–24. The program includes grants for employers who hire young people, expanded job guarantees for entry-level work, and more incentives for apprenticeships. These efforts are designed to address rising youth unemployment and give young people clear pathways into the workforce.
Young people interested in these roles can apply through a variety of channels. Many positions will be advertised on job search platforms, via apprenticeship and skills providers, through local career services, and directly by participating employers. In some cases, support will be available for building CVs, practicing interviews, and finding a match that fits your strengths and interests.
The main focus is on individuals aged 16 to 24 living in the UK who are currently not in education, employment, or training (NEET), as well as young jobseekers looking for first jobs or apprenticeships. Some parts of the program, such as foundation apprenticeships and wage-supported jobs, have specific requirements set by employers or funding guidelines, but most young people in this age bracket are encouraged to apply.
Jobs and apprenticeships funded through the Youth Employment Drive will start launching throughout the current year, continuing as the initiative unfolds. Employers and training partners are being actively recruited and prepared to offer roles as soon as possible, with funding packages already deployed and new opportunities coming online over the coming months.
Yes, apprenticeships offered through this initiative are paid positions. Young people will earn wages while learning on the job, gaining valuable experience, training, and professional skills. In addition, many costs associated with training and onboarding are covered for both apprentices and the businesses that hire them, making these roles more accessible than ever before.
AI in HR: How Machine Learning Is Reshaping Recruting
Spain’s Workforce Crisis: Why Migration Is Now Essential
How to Complete IRS W-8 BEN for Foreign Contractors: A Simple Guide
Exempt vs. Non-Exempt Employees: 2026 Guide for Employers
Work From Home Stipends: What They Cover and How They Work
Small Business Benefits: 8 Strategies for Rising Costs in 2026
Payroll Tax Forms in 2026: A Simple Guide for Growing Businesses
How to Build Strong Company Values That Shape Workplace Culture
EU Pay Transparency Directive 2026: A Step-by-Step Compliance Guide
AI Data Center Hotspots: Skilled Trade Wages, Growth, and Trends
Ad Hoc IT vs MSPs vs Platforms: Choosing the Right IT Approach
Misclassifying Contractors vs Employees: Risks, Penalties, Solutions
Hiring in Morocco: North Africa’s Emerging Tech Talent Market
Hiring in Portugal: What You Need to Know in 2026
Global Mobility and EOR: How to Align HR and Immigration in 2026
Beyond China: Where Asian Companies Are Hiring in 2026
How Recruiters Use EOR to Win Big in Fintech Placements
Europe’s Freelancer Laws in 2026: When to Switch to EOR
Hiring in the Philippines: 2026 Guide for Global Employers
How Recruiters Use EOR to Unlock German Healthcare Placements
Hiring in Colombia: 2026 Compliance Guide for LatAm Expansion
Hiring in Türkiye (Turkey): 2026 Guide for International Teams
How Recruiters Use EOR to Handle Rapid Global Onboarding
Top 5 EOR Red Flags to Avoid in 2026
EOR vs Entity Setup in 2026: What Startups Need to Know
10 Things You Didn’t Know Your EOR Could Do
When to Use a Payroll Provider vs Full EOR in Global Hiring
January Compliance Watch: What’s Changing in APAC Labor Laws
Hiring in Turkey in 2026: Costs, Contracts, and EOR Options
Contractor or Employee? Compliance Risks to Watch in 2026
What’s Changing in European Payroll Compliance in 2026?
How to Use EOR to Win More Government or Public Sector RFPs
Hiring in Colombia: Fast-Growing Talent Pool, Low Total Cost
Remote Tech Jobs Surge 33% in Ireland: Skills You Need Now
Remote Work in APAC: 7 Data-Driven Trends for 2026 Expansion
Remote Payroll Headaches: 7 Mistakes HR Teams Make
Freelancer vs EOR in 2026: Cost, Risk, and Speed Compared
How Employee Experience Drives Retention and Business Growth
How HR Can Reduce Burnout Amid AI, Budget Cuts, and Change
Employment Contracts: What HR and Global Managers Must Know
PEO Explained: How It Simplifies Global Workforce Management
Global Mobility: A Complete Guide for HR and Global Managers
Remote Workforce: A Complete Guide to Managing Global Teams
Workforce Planning: A Step-by-Step Guide to Strategic Hiring
How Recruiters Use EOR to Increase Revenue Per Client
The Secret to Winning Global RFPs? A Strong EOR Partner
Top 7 Hiring Trends Shaping Global Teams in 2026
Hiring in Türkiye: Key Labor Laws and Employer Risks in 2026
GCC Hiring Compliance Update: What’s Changing in 2026
How to Hire in Turkey in 2026: A Strategic EOR Guide
Why modern recruitment agencies outsource compliance to EOR partners
How adding an EOR partner helps agencies win more RFPs
EOR Opportunities in Poland: Why It’s Europe’s Talent Powerhouse
Cross-Border Hiring Trends for 2026: Insights for Global Recruiters
How to Build a Scalable Payroll Strategy Across MENA
Contractor vs Employee in Germany: What’s the Risk in 2026?
“Place globally, bill locally” — the new recruiter cheat code
Top 5 Compliance Mistakes When Expanding to the UAE
Why EOR is Key to Winning Public Sector Tenders in Europe
Growth formula for agencies using EOR to expand key accounts
How EOR helps recruiters stay ahead of fast-changing GCC compliance
Employer of Record in Mandarin: What is 境外雇主服务？
How to Use an EOR for Temporary Projects (中国公司如何为短期海外项目使用EOR服务)
Why “Go Global” Must Include Compliance (“走出去”战略中的合规盲点)
中资企业如何选择欧洲EOR供应商？(How to Choose the Right EOR Partner in Europe)
与当地政府打交道：中国公司需要了解的合规礼仪 (Cultural Compliance for Chinese Firms)
中国公司海外人力结构案例分析：制造业、科技与能源 (HR Case Studies: Chinese Firms Abroad)
How Guanxi Influences Hiring in the Middle East (关系在中东招聘中的作用)
Top 5 Risks When Hiring in the Gulf (中国企业在海湾地区招聘的五大风险)
Managing Compliance in Multi-country Projects (中国企业多国项目的人力合规管理)
The $100K Visa Shock: Why Global Hiring Just Replaced the H-1B
How to Set Up Payroll For Hpc And Ai Teams
Contracting Machine Learning Talent Abroad
Everything on Hiring Foreign Phds In German Tech Labs
Cross-Border Ip Protection In R&D Teams
How To Classify Freelancers In Tech Innovation
How Eor Helps Tech Firms Legally Hire In Germany
Dual Contract Structure For International Researchers
Data Protection Obligations For Remote Tech Staff
Germany Research Visa Vs Skilled Worker Visa
Everything on Nis2 Directive Compliance For Eu Tech Workers
Global Mobility For Deep Tech Startups In Germany
Payroll For EU Embedded Systems Developers
Relocation Support For Semiconductor Experts on EU
The Absolute Way to Hire Ai Engineers In Germany
How to Manage Benefits For German Tech Hires
Germany’S Blue Card Process For Engineers
Everything on Germany R&D Employment Compliance
Remote Hiring Of Cybersecurity Analysts In Eu
Visa Pathways For Quantum Computing Researchers
Onboarding Robotics Specialists Across EU Borders
Workforce Planning In Ai-Driven Logistics And Infrastructure
Visa Processing For High-Tech Infrastructure Staff
Managing Global Mobility In Sustainable City Projects
Cross-Border Team Management In Saudi Data Centers
Hiring Skilled Labor For Green Hydrogen Facilities
Digital Twin Technology Hiring Trends In Saudi Construction
Employer Obligations In Public-Private Energy Initiatives
Navigating Local Labor Laws For Solar Energy Teams
Talent Acquisition In The Saudi Mining Sector
Eor Solutions For Ai Engineers In Mega Projects
Regulatory Challenges In Hiring For Giga Construction Projects
Contractor Compliance In Smart City Developments
Classification Of Engineering Consultants In Vision 2030 Projects
How To Manage Workforce For Neom-Based Tech Projects
Eor For Multinational Mining Firms Operating In Saudi Arabia
Employer Of Record For Wind Energy Projects In The Gulf
Relocation Logistics For International Clean Energy Experts
Hiring Strategies For Large-Scale Construction Projects In Ksa
How To Onboard Digital Infrastructure Experts In Saudi Arabia
Payroll Setup For Renewable Energy Workers In Ksa
Strategic Relocation To Riyadh Or Doha: A Guide for Global Employers
Work Visa Processing In Qatar And Saudi Arabia
Qatar Nationalization Policy And Foreign Firms
Cost Of Setting Up A Business In Qatar: A Guide for Global Employers
Saudi Labor Court And Dispute Handling for Global Employers
Cross-Border Payroll For Ksa And Qatar Teams
End Of Service Benefits Saudi Arabia: A Guide for Global Employers
How To Manage Expat Benefits In Qatar for Global Employers
Expanding Into New Markets: Vendor Risks You Should Flag
A Guide to Cross-Border Equity Vesting for Tech Startups
Employer Branding for Multinational Teams: What Works Now
What Global C-Level Leaders Miss About Digital Nomad Visas
Succession Planning for Distributed Teams: A Practical Guide
Relocation Budgeting For Global Tech Firms
Latam Hiring Strategy: What Global Companies Should Know
Risk Of Permanent Establishment Explained
Managing Intellectual Property In Remote Work
Benefits Benchmarking Globally for Global Companies
How to Benchmark Compensation Across 100+ Countries in 2025
Checklist: Preparing HRIS for Fast International Scalability
Biometric Data in Global Payroll: Legal Boundaries Explained
8 Regulatory Updates Impacting Global HR in 2025
What are Hidden Costs of In-House Payroll?
Why Companies are Thinking Differently About Relocation
Is Your Global Mobility Program Outgrowing Spreadsheets?
Remote Work Visas: A Growing Trend in Global Mobility
Hiring in Europe Post-Brexit: What You Need to Know
Tips for Managing Multi-Time Zone Teams Successfully
Relocation Packages: What Top Talent Expects in 2025
Banking and Payroll Challenges in Saudi Arabia Markets
The Legal Risks of Misclassifying Global Workers
Why Scalability Should Drive Your Global HR Strategy
How EWS Streamlines Global Mobility for Tech Talent
Lithuania – Employer of Record
Kosovo – Employer of Record
Finland – Employer of Record
Namibia – Employer of Record
Nepal – Employer of Record
Spain – Employer of Record
Latvia – Employer of Record
Ireland – Employer of Record
Cyprus – Employer of Record
Czech Republic – Employer of Record
Italy – Employer of Record
Indonesia – Employer of Record
South Africa – Employer of Record
Tunisia – Employer of Record
Bosnia – Employer of Record
Moldova – Employer of Record
Five Tips For Improving Employee Engagement
Netherlands – Employer of Record
Germany – Employer of Record
France – Employer of Record
Portugal – Employer of Record
Bulgaria – Employer of Record
Austria – Employer of Record
Hungary – Employer of Record
Slovenia – Employer of Record
INCLUSIVITY IN THE TEAM MAKES EVERYONE WIN
Thailand – Employer of Record
Sri Lanka – Employer of Record
The Significance of an Employer of Record
Greece – Employer of Record
Mexico – Employer of Record
4 Reasons to Outsource Your Payroll
Five Recruitment Trends 2023
Malaysia – Employer of Record
Skill-Based Hiring and Benefits
Malta – Employer of Record
How To Practice Inclusive Recruitment
Israel – Employer of Record
Macedonia – Employer of Record
Jordan – Employer of Record
Macau – Employer of Record
Peru – Employer of Record
The Importance of Employer Branding
Bahrain – Employer of Record
South Korea – Employer of Record
Recruiting during a recession
Philippines – Employer of Record
USA – Employer of Record
Japan – Employer of Record
How To Setup A Business in 2023
Norway – Employer of Record
Managing Overseas Projects In 2023
Reason Of Expanding Your Workforce Globally
Croatia – Employer of Record
Colombia – Employer of Record
5 Ways To Speed Up Your Hiring Process
Egypt – Employer of Record
3 Ways To Streamline An Interview Process
Russia – Employer of Record
Saudi Arabia – Employer of Record
Hong Kong – Employer of Record
An Effective Hybrid Work Model
Turkey – Employer of Record
UAE – Employer of Record
Pakistan – Employer of Record
7 Things to Consider Before Accepting a Job
Kazakhstan – Employer of Record
3 Reasons to Encourage Employees to Generate Employer Brand Content
Denmark – Employer of Record
Sweden – Employer of Record
Bangladesh – Employer of Record
Kuwait – Employer of Record
How To Hire In The Age Of Hybrid Working
Australia – Employer of Record
Oman – Employer of Record
Qatar – Employer of Record
Ukraine – Employer of Record
Diversity – A Vital Hiring Strategy
Owning Every Moment of Your Hiring Experience
Serbia – Employer of Record
Maldives – Employer of Record
India – Employer of Record
Argentina – Employer of Record
Uzbekistan – Employer of Record
Belarus – Employer of Record
Brazil – Employer of Record
Chile – Employer of Record
Armenia – Employer of Record
3 Steps To Company Formation In The UK & Abroad
Romania – Employer of Record
Canada – Employer of Record
Morocco – Employer of Record