Turning Staff Shortages into Growth Opportunities with Ex-Offender Hiring

Businesses across the UK are grappling with one of the most acute labour and skills shortages in decades. More than 700,000 vacancies across the country remain unfulfilled, with construction, logistics, and hospitality among the hardest-hit sectors. Nearly two-thirds of organisations say skills gaps are holding back growth.

At the same time, millions of people who want to work are routinely overlooked. Over 12 million people in the UK have a criminal record, yet only a fraction of employers consider most of them as potential hires. 

Research from DSA Connect found that less than one-fifth of businesses actively recruit people with prior convictions, despite the pressing need for talent. For companies struggling to fill vacancies, that represents a missed opportunity hiding in plain sight.

A Workforce Hiding in Plain Sight

People with prior convictions are often a better fit for business needs than many assume. Inside prisons, thousands of individuals are taking part in vocational training programmes designed to prepare them for employment upon release. Courses in construction trades, warehousing, hospitality, digital skills, and more are equipping people with exactly the kinds of qualifications that employers are crying out for. 

Many prisons now operate workshops in partnership with leading companies. DHL, for example, runs logistics facilities in several prisons that give participants real-world experience of picking and packing and other warehouse skills.

What is often underestimated is the drive and commitment that people leaving prison can bring. Having been given the chance to rebuild their lives, many are fiercely motivated to prove themselves. This 2024 CIPD report found that 86% of employers who have taken on people with prior convictions rated their performance, reliability, and attendance as good or excellent.

Challenging Misconceptions

Despite the evidence, stigma and bias remain powerful barriers. Employers often worry about reliability, the impact on workplace culture, or how customers might react. Yet these concerns rarely hold up when compared to real-world experiences. 

Public attitudes are also more supportive than many employers realise. According to this Ministry of Justice report, more than 4 in 5 people believe businesses that hire people with prior convictions are making a positive contribution to society. Meanwhile, 75% of consumers say they would be comfortable buying from such companies.

There are also practical measures that help employers take the first step with confidence. We provide organisations with the tools they need to effectively implement fair recruitment practices across all levels, from recruitment strategies to recording their impact.

Interested in learning more? Join our next free 45-minute webinar for practical insights, real employer success stories, and step-by-step guidance on how hiring people with prior convictions can help your business grow.

Success Stories that Speak for Themselves

The theory only matters if it translates into practice, and the evidence from employers is compelling. At Offploy, we have supported hundreds of people with prior convictions into sustainable employment while helping businesses tackle their staff shortages. 

In 2024 alone, our candidates committed 55 fewer offences per 100 people compared to a matched group, clear proof that employment is one of the strongest deterrents to reoffending. More than half of those placed into work remained in their jobs for at least six months, a rate far higher than the national average of around 31% for people leaving prison.

The stories behind these statistics are just as powerful. One candidate we supported secured a role in the logistics sector after release. With coaching and a disclosure letter prepared in advance, he was able to speak confidently with his employer about his past. Six months later, not only had he sustained his role, but he had been promoted to supervisor. He described the stability as something that had “given him back his future.”

Well-known companies such as Greggs, Iceland Foods, Pret A Manger and Timpson have integrated the hiring of people with prior convictions into their recruitment models with positive results.

From Shortage to Strength

Hiring people with prior convictions allows employers to fill critical vacancies, reduce recruitment and training costs, and strengthen staff retention. It also improves workforce diversity and improves corporate reputation, with many employers noting that inclusive hiring has helped them win contracts and build stronger relationships with clients.

The social impact is equally undeniable. Reoffending costs the UK an estimated £18 billion every year. Studies show that people who gain work after leaving prison are up to nine percentage points less likely to reoffend within a year, and those who secure employment quickly are about half as likely to fall back into crime. By opening doors, employers not only gain a valuable colleague but also help make communities safer and reduce costs to the taxpayer.

Ready to get started?

Turning staff shortages into growth opportunities requires looking at talent differently. Hiring people with prior convictions is not about charity; it is about recognising potential, meeting business needs, and creating lasting social change. 

At a time when vacancies remain high and communities are looking for solutions, giving people another chance is one of the most powerful ways to achieve both business success and social impact.