How to Hire Ex-Offenders: Employment Guide for UK Businesses

Unlocking the full potential of a diverse workforce begins by embracing candidates from all walks of life, including those with a criminal record. Many talented individuals are often overlooked because of their past, yet they possess the skills, motivation, and resilience that can drive organisational success.

From accessing untapped talent pools to fostering an inclusive workplace culture, employing ex-offenders is a valuable opportunity for businesses looking to make a meaningful impact.

This guide aims to provide UK employers with a clear and practical roadmap to help them confidently navigate each stage of the recruitment process and create an environment where all employees can thrive.

Our mission

At Offploy, we empower businesses to implement inclusive hiring solutions and promote fair recruitment practices for people with prior convictions.

We collaborate with organisations, helping them cultivate diverse and inclusive workplaces where every group has the opportunity to thrive. By breaking down barriers and reducing stigma, we seek to foster growth for businesses and individuals.

What are the Business Benefits of Hiring Ex-Offenders?

National research shows that hiring ex-offenders offers significant business advantages. According to a survey by Kantar Public commissioned by the Ministry of Justice, over 90% of employers who recruited people with prior convictions found them to be motivated, reliable, and good at their jobs. This dedication often stems from a desire to rebuild their lives and contribute positively to society.

Businesses can also benefit from improved team diversity, which has been shown to drive innovation and performance. Research by Cloverpop found that diverse teams make better business decisions 87% of the time and they make those decisions up to twice as quickly. Including individuals with a criminal record can enrich workplace perspectives, fostering a culture of adaptability and resilience.

Additionally, hiring those who hold a criminal record helps address skills shortages and reduces employment gaps, creating opportunities for businesses to fill roles while contributing to a more inclusive economy. This strategic approach benefits organisations and communities alike.

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7 Steps to Inclusive Recruitment: From Job Ads to Star Employees

Recruiting people with prior convictions begins with understanding the basics of creating fair opportunities. When approached with care and thought, employing ex-offenders can be a seamless process that benefits both your business and society at large.

Every business is at a different stage in fostering a diverse and inclusive workforce. We encourage you to review the following information and identify key areas where your organisation may benefit from further development.

Step 1: Understand the legal framework for your business

The Rehabilitation of Offenders Act 1974 is a cornerstone of inclusive hiring. It allows certain convictions and cautions to become "spent" after a specific period, meaning they no longer need to be disclosed for most roles. However, some positions—such as those involving work with vulnerable groups—are exempt and require full disclosure.

To determine if a criminal record check (e.g., a DBS check) is necessary, employers should consult tools such as the GOV.UK eligibility checker. For roles requiring disclosure, ensure this is clearly stated in the job description to manage applicant expectations.

Understanding these legal obligations helps employers balance compliance with fairness, ensuring no individual is unfairly excluded from employment opportunities.

Step 2: Ensure your job descriptions are inclusive

Language matters when creating job postings. Avoid phrases like "clean record required" and focus instead on the skills and experience needed for the role. Consider adding welcoming statements, such as:

"We encourage applications from individuals with diverse backgrounds, including those with prior criminal convictions."
"We are committed to fostering an inclusive workplace and welcome applications from people with convictions, recognising the value of diverse experiences."
"Our organisation believes in second chances and encourages individuals with prior convictions to apply and join our journey toward inclusivity and growth."

This reassures potential applicants that your organisation values inclusion.

Job descriptions could also reflect skills gained during rehabilitation or vocational training. Highlighting qualities like communication, problem-solving, and teamwork ensures your job description aligns with your candidates’ strengths.

Clearly outline the role’s responsibilities and expectations. This transparency helps candidates feel confident about applying and demonstrating their suitability during the recruitment process.

Step 3: Conduct fair and structured interviews

Structured interviews are essential for reducing unconscious bias. Ensure all candidates are asked the same set of questions, focusing on how their skills and experience align with the role.

Instead of asking, "Have you done X?", frame questions like, "How would you approach X?" to gauge their problem-solving abilities and potential.

Discussions around unspent convictions should be handled privately and with respect. If necessary, request this information confidentially, outside of the main interview process. This approach ensures that candidates feel valued for their skills and not judged solely on their past.

Interviews should focus on identifying transferable skills, such as resilience, adaptability, and the ability to work under pressure—qualities often developed through life challenges and rehabilitation programmes.

Step 4: Tailor the onboarding process

With 69% of employees stating that they are more likely to stay with a company for three years if they receive proper onboarding, it’s clear that providing the right environment and guidance for your employees is key to fostering long-term success.

Make sure to address your employees' needs at an individual level as well, encouraging them to express any concerns they may. This can include a desire for further training, or integrating well with their team.

For roles involving sensitive responsibilities, consider offering a conditional offer of employment while accommodating reasonable adjustments to reduce risks.

Provide comprehensive orientation sessions to familiarise new hires with company policies, expectations, and support systems. Pairing them with a mentor or buddy can also make the transition smoother.

Step 5: Foster a culture of inclusivity from the start

A truly inclusive workplace begins with a zero-tolerance policy for discrimination, bullying, and harassment.

Providing training for managers and staff can be effective at reducing unconscious bias and establishing clear expectations for respectful behaviour. Inclusive companies also are 1.7 times more likely to be innovation leaders in their market.

Promoting success stories internally can also inspire other employees to embrace diversity and inclusion as core values of their own. Try to make consistent efforts to highlight the achievements of team members, including those with criminal records, which can help shift perceptions and strengthen workplace unity.

Step 6: Provide ongoing support

Assigning mentors or creating peer-support programmes can significantly enhance employee retention. Regular check-ins and feedback loops allow employees to voice concerns and track progress.

Examples of best practices include celebrating employee milestones and offering access to professional development opportunities.

Consider also implementing wellbeing initiatives, such as access to mental health resources or flexible working arrangements. These efforts demonstrate your commitment to supporting all employees, regardless of their background, and can go a long way to tackling any underlying issues that an employee may be facing.

Step 7: Measure your success and share results

Tracking and celebrating key metrics, such as retention rates, employee satisfaction, and team engagement - is an important step in fostering a positive and productive working environment. In fact, highly engaged teams also see markedly better business outcomes (this 2024 Gallup study notes organisations that prioritise employee engagement experience 23% higher profitability on average, partly due to increased productivity).

Sharing success stories on your website or through partner platforms can inspire others to follow suit and highlight your organisation’s commitment to social impact.

However, it’s important to use metrics constructively – employees who feel they’re only being monitored without support may disengage.

We also recommend creating an annual diversity and inclusion report to showcase the tangible benefits of hiring ex-offenders. This transparency not only strengthens your brand but also encourages other businesses to explore inclusive hiring practices.

Timpson, Greggs, and Halfords are just a few of the growing list of employers championing the hiring of people with prior convictions, and your business could be next.

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In summary

Hiring those with prior convictions is a crucial step towards building a fairer, more inclusive society. Beyond the ethical benefits, businesses can gain access to skilled, motivated individuals who can drive innovation and success.

Inclusive hiring is not just about compliance, but also about embracing potential and investing in the future of your organisation.

For expert guidance and tailored advice on the process of hiring those with prior convictions, contact Offploy today to book a FREE consultation.