Why Work With Offploy?
Our expertise comes from over 9 years of supporting both individuals and employers.
70%
of our team includes people who understand the challenges from personal experience, providing authentic insights and credible guidance.
98.8%
successful delivery rate. Our proven track record demonstrates consistent, reliable support that delivers real results for employers and candidates alike.
£12 Million+
of social ROI generated in 2024. We understand what it takes to enhance social impact and we’re here to make sure your business does too.
Why Employ People With Convictions?
Social Value and Business Development
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£24,527 generated in Social Value per year for every person given a job by an employer
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92% said inclusive recruitment helped them win more contracts
The figure of £24,527 comes from the National Themes, Outcomes and Measures (TOMs) Social Value Measurement Framework. It was created with input from more than 120 organisations across sectors, led by the National Social Value Taskforce and using HM Treasury Green Book values. NT5:  No. of 18+ y.o. employees (FTE) hired on the contract who are rehabilitating or ex-offenders as a result of a recruitment programme.
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According to the CIPD Trust guide, which draws on Ministry of Justice data:
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“92% of employers say diverse recruitment has enhanced their reputation, helping them win new contracts.”
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This figure is based on a survey of employers who had recruited people with convictions, showing that the vast majority saw a direct business benefit—improved reputation leading to winning more contracts.
Legal and
Compliance
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Illegal higher level DBS checks - are you legally compliant?
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Data storage and destruction policy - are you adhering to the DPA 2018 and GDPR?
It is important that employers understand what level of DBS check is appropriate for their roles. Conducting a higher level DBS check than is warranted is a criminal offence as you are obtaining sensitive information that you have no right to hold.
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The Data Protection Act 2018 and GDPR regulations set out the terms under which information around criminal convictions may be processed and stored. Criminal Records are classified as “special category data” and must be handle appropriately. The Information Commissioner has specific legal guidance on its website. The Data Use and Access Act 2025 has amended and updated some of the rules and employers should keep up to date as its measures are implemented.
Recruitment and Retention
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Timpson reports 74% employee retention of inclusive hires
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1 in 4 adults of working age have a criminal record, so increasing your talent pool is possible
Timpson Group has pioneered the recruitment of ex-offenders into its workforce and has sufficient numbers to calculate a retention rate after 12 months of around 74%. The British Retail Consortium survey for Q1 2023 found an average staff turnover of just over 50%, meaning around half of retail employees leave within a year.
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Government reports state that around 1 in 4 adults of working age (16-64) in the UK have a nominal record on the Police National Computer. This does not include minor driving convictions which are recorded separately on DVLA systems. With some reports suggesting up to 3m drivers having speeding points on the DVLA system and almost 750,000 driving convictions in 2023 alone, this 1 in 4 figure could be an under-estimate.
How We Support Your Inclusive Hiring Journey
Comprehensive guidance, training, and ongoing support to help you build confident, successful, inclusive hiring practices. All our guidance ensures compliance with UK employment law and best practice in safeguarding.
Training & Workshops
Expert-led training sessions covering everything from unconscious bias to disclosure conversations.
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Full-day workshops and online sessions
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Customised content for your industry
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Ongoing support and resources
Sector-Specific Support
Guidance individually tailored for your industry's unique challenges and opportunities.
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Industry-specific best practices
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Role suitability assessments
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Sector compliance guidance
Consultancy & Guidance
One-to-one support to develop your inclusive hiring strategy and overcome specific challenges.
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Risk assessment frameworks
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Policy development support
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Disclosure conversation guidance
Employee Retention
Ongoing support to promote successful integration and long-term retention of your inclusive hires.
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12-week intensive support program
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Crisis intervention services
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Manager coaching and guidance
Impact
Measurement
We help you measure and report on the social value and business impact of your inclusive hiring.
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Social value calculation tools
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ROI measurement frameworks
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ESG reporting support
Getting Started
Step-by-step guidance to launch your inclusive hiring initiative with confidence.
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Readiness assessments
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Implementation roadmaps
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Team preparation workshops
Don't just take our word for it...
We’ve started working with ex-offenders and people coming towards the end of their sentence because it allows us to secure a pipeline of talent coming into our business, at the same time as helping people start again as they leave prison. In the hospitality industry there is a nationwide shortage of kitchen staff – kitchen managers and chefs particularly – that we at Greene King are not immune to.
Greg Sage, Spokesperson, Greene King
Get started in employing people with convictions at our free webinar
For Employers, HR & CSR Managers
In just 45 minutes we will cover the headlines of everything you need to consider when it comes to employing people with convictions. Register for our next event below
How Inclusive Hiring Can Benefit Your Organisation
The business case for inclusive hiring is backed by evidence and real results.
92%
Social Value and Business Development
Every inclusive hire generates significant measurable social value while enhancing your organisation's reputation.
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This isn't just good for society - it's good for business, with a vast majority of employers reporting that inclusive recruitment has directly helped them secure new contracts.
Reduced Crime and Safer Communities
When people find stable employment, crime reduces significantly.
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This creates safer communities for everyone while demonstrating your organisation's positive impact on society.
9.4%
1 in 4
Access to Untapped Talent
You're missing out on a significant talent pool. With skills shortages across many sectors, inclusive hiring gives you access to motivated, loyal employees that your competitors are overlooking.
Employers: You’ve just found your social value partner
Charitable hearts and business smarts. This is how we’ve grown our organisation to serve our wider community and achieve our vision of a world where every person is safe from crime.
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While our primary focus isn't brokering jobs for ex-offenders, we partner with organisations to support inclusive hiring practices for the 1 in 4 adults with a conviction. If you’re interested in tapping into this talent pool, let’s discuss how Offploy can support your inclusive employment goals.
Frequently Asked Questions
Common questions about inclusive employment.
1. Why should my organisation consider employing someone with a criminal conviction?
Employing someone with a criminal conviction can help your business fill skills gaps, reduce recruitment costs, and improve staff retention. Many people leaving prison have valuable skills, qualifications, and strong motivation to work.
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Research from the Ministry of Justice shows that over 90% of employers who have hired ex-offenders rate them as reliable, punctual, and good at their job.
2. How can Offploy support my business through the hiring process?
We help employers recruit people with convictions by reviewing your hiring policies, delivering training on inclusive recruitment, and offering practical tools such as our free Disclosure Toolkit. We guide you through the process, helping you understand what information can be disclosed, how to match the right candidate to the right role, and how to build an inclusive workplace.
3. What roles are suitable for people with criminal convictions?
Individuals with criminal convictions can work in various roles, including construction, manufacturing, hospitality, retail, warehousing, administration, and other fields.
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The suitability depends on the type of conviction, the role’s responsibilities, and any legal restrictions. We can help you identify suitable positions that match both your business needs and compliance requirements.
4. Do I need to tell my team if we hire someone with a conviction?
In most situations, you do not need to tell your team if an employee has a criminal conviction.
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Disclosure should only be shared when it is legally required or relevant to the role. We advise employers on how to handle disclosure in a way that protects the individual’s privacy, meets legal obligations, and maintains trust within the workplace.
