Supporting Care Leavers Into Employment: An Employer's Guide

Care leavers are young people typically aged from 16 to 25, who have been in the care of their local authority at some point since early teenage years.

Care leavers have experienced the care system, which includes foster care or residential care placements.  Many lack the family safety net that others take for granted, meaning they may need additional support and stability as they transition into adulthood and work. 

Care leavers often encounter structural barriers such as:

• Lower employment, training and education participation compared to others.
• Limited support networks, such as family systems to advise on job searches, career progression or workplace norms. 
• Financial instability, transport or housing challenges which impact attendance or job retention. 
• Mental health and trauma-related issues which can influence confidence and workplace wellbeing. 

From an employer's perspective, care leavers are a diverse group with resilience and potential. Their lived experience often gives them adaptability, determination, and a strong desire to contribute meaningfully.

Trauma-Informed, Supportive Cultures

• Train managers and line-leaders on how care experiences and early life adversity can still influence behaviour, stress responses and confidence at work.
• Foster a workplace where care leavers feel psychologically safe, respected and understood. This strengthens trust and reduces fear of asking for help.
• Promote empathy and awareness rather than judgement of performance or behaviours influenced by past trauma.

Recruitment Accessibility

• Simplify Applications: Shorten online forms; reduce unnecessary qualification barriers where possible.
• Focus On Potential: Seek transferable skills (teamwork, resilience, problem-solving), not just formal qualifications.
• Offer Pre-Employment Support: Workshops on CVs, mock interviews or job trials boost confidence and practical skills before starting.
• Allow Support: Allow care leavers to bring a support worker or mentor to interviews, and create alternatives to traditional interview formats.

Tailored Onboarding

• Give extended, personalised induction programmes which include clear role expectations, structured training, and a roadmap of how success looks.
• Pair each care leaver with a mentor or workplace buddy who can provide guidance, check-ins and encouragement.
• Schedule regular review meetings in the early months to address challenges early and track progress.
• Make induction a two-way dialogue by inviting care leavers to share how they best learn and be supported.

Flexibility & Realistic Expectations

• Offer flexible hours or part-time options during transitions (e.g., balancing further education, mental health appointments, transport needs).
• Be understanding around probationary periods — focus on progress and effort rather than perfection.
• Encourage realistic goals and small wins to build confidence incrementally.
  Local Government Association

Long-Term Development and Progression

• Provide continuous training and development opportunities.
• Focus on building transferable skills valuable across roles and sectors.
• Use mentoring, stretch assignments, and promotional pathways to support ambition and growth.
  Local Government Association
• Investing in development boosts engagement and loyalty while expanding your internal talent pipeline.

Ongoing Open Communication

• Encourage care leavers to voice concerns without fear of judgement. Try and integrate open dialogue into performance check-ins into practices. 
• Train managers to ask supportive, strength-based questions rather than judgemental ones.
• Communicate clearly about policies, expectations, progression pathways and available support resources.

Addressing Practical & Financial Barriers

• Support with travel costs, appropriate work clothing or equipment, especially at the start.
• Help care leavers access government programmes such as apprenticeship funding or the Care Leaver Covenant resources.
• Provide links to financial advice or benefits support where needed.
• This can make a dramatic difference in a care leaver’s ability to attend and succeed at work

Partnerships Benefit Everyone!

• Work with charities, local authorities and specialist care leaver support programmes to source candidates and offer wrap-around services.
• Signing pledges like the Care Leaver Covenant helps embed your organisation’s commitment and gives you access to tailored toolkits and community support.

Dynamic Training are an apprenticeship, adult education, and bespoke training specialist. Working with a diverse customer base across a variety of sectors, with a significant presence within the healthcare sector, we believe passionately in providing high-quality and inclusive education at all times, empowering both employers and employees to reach their aspirations.

Dynamic Training have an incredibly passionate and experienced team of coaches, with a diverse range of industry experiences, who aspire to deliver the very best training and support. We stand out from other training providers through our strong commitment to accessible education, as well as our prestige within the healthcare sector.

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