Trusted by
Get practical, ready-to-use resources you can implement today.
Ready to unlock a wider talent pool without wasting a second?
Complete the short form for instant access to our most valuable resources:
Don't just take our word for it...
Here's what out amazing clients have to say about Offploy
Offploy has supported us with getting the relevant policies and procedures and documentation in place. It is great to work with an organisation which makes such a difference to so many people.
Wendy Dorkin, Head of human resources, Westek Technology Ltd
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.
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.
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 employ someone with a conviction?
In most situations, you do not need to tell your team if an employee has a criminal conviction.
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.