The Youth Guarantee unpacked: An employer’s guide to the Government’s new jobs initiatives

Youth unemployment is a key area of focus for the country. Nearly a million people aged 16-24 are not in education, employment, or training (NEET). At the same time, the jobs market is cooling, with fewer vacancies available. The first rung of the career ladder has crumbled. And nowhere is that issue felt more keenly than on the production lines of print and packaging businesses.

Both these highly specialised industries are being hit by a combination of factors that were outlined in the Young People and Work Review earlier this year, leading to a shrinking and ageing workforce. We discussed these in more detail in our blog on this landmark report, but it’s a complex and multifaceted issue that demands targeted help from the Government and effort from businesses.

The Government’s Youth Guarantee aims to provide the first half of that equation. Across Great Britain, the Jobs Guarantee, Youth Jobs Grant, and Jobcentre Plus Work Experience offer support to businesses looking to develop the next generation of print and packaging talent. Here is how employers can participate, with help from the Department for Work and Pensions (DWP) and YPIPP.

Jobs Guarantee

Following an initial six-area phase, national rollout of the Jobs Guarantee is scheduled to begin in November 2026. The scheme provides six-month paid jobs for eligible 18-24-year-olds who have been on Universal Credit and looking for work for 18 months.

Funding covers wages for up to 25 hours a week at the relevant minimum wage, plus associated employer National Insurance and minimum pension contributions where applicable. Printers and converters must fund any additional hours or higher pay. Up to £250 per participant can reimburse eligible onboarding costs.

Local delivery partners match candidates referred by DWP work coaches, help to ensure roles are suitable, and provide ongoing support and training. A supported production assistant role, for example, could introduce materials handling and quality checks before moving onto more complex tasks in a structured fashion. Employers pay staff through their normal payroll before receiving the subsidy. DWP sends the first payment to the delivery partner after six weeks, then every month, and the partner must pass it on within five working days of receipt. Businesses should take note of this new wrinkle in their cash flow and ensure they have enough money available to cover wages and associated employment costs until each reimbursement arrives.

Roles must provide meaningful work, preserve employment rights, and not displace existing employees. The idea is to prepare young people for the world of work through a managed, structured programme, so treating it as a tick-box exercise benefits no one.

Use the GOV.UK Jobs Guarantee page to check delivery arrangements locally, or ask your DWP contact for an introduction.

Youth Jobs Grant

Launched on 30 June 2026, the Youth Jobs Grant offers £3,000 for qualifying hires aged 18-24 who have been claiming Universal Credit and unemployed for at least six months. Candidates must not currently be eligible for the Jobs Guarantee, detailed above.

Eligible employers must operate in Great Britain, have traded for at least six months, be registered with HMRC, and pass DWP checks. Jobs must offer at least 25 paid hours weekly for at least four months, pay the applicable minimum wage or above, and meet scheme standards.

Apply through Find a Grant. Once approved, employers register vacancies with the scheme. Candidates must come through the Universal Credit recruitment route; hiring someone independently and claiming retrospectively is not permitted.

Payments depend on verified employment and earnings: £1,800 after six weeks, followed by £1,200 after 18 weeks, subject to conditions. This support is particularly valuable to print operators, for example, who work in a highly technical, fast-paced, margin-sensitive environment, which means new starters often need complex training regimes to get up to speed. One of the barriers for many businesses looking to develop new talent is that they simply don’t have the resources to spare to create a comprehensive training plan that takes other employees away from the press room. Grants like this support printers by freeing up resources to support supervised training, or perhaps a team leader’s time helping a recruit learn production routines. Eligible apprenticeship roles can also be registered for the grant, widening its scope further.

Work Experience

Jobcentre Plus Work Experience provides voluntary, unpaid placements lasting from one to eight weeks. Participants keep their benefits, with travel and childcare costs covered where needed. A placement can extend by up to four weeks when an apprenticeship is offered.

This creates a great deal of flexibility in how print and packaging businesses guide young people into their industries. A label producer could let a participant follow a job from artwork checks to printing and despatch, helping identify potential for prepress or production roles. A flexographic printer could pair an experienced press operator with a new recruit to explain press setup and record troubleshooting advice, helping retain practical knowledge while preparing someone to take on more responsibility. Or a packaging supplier could take a more focused approach, concentrating on sustainability and compliance roles. As long as they are agreed with Jobcentre Plus, these placements can introduce people with little or no sector experience to almost anything print and packaging has to offer.

Placements must not fill existing or planned vacancies or replace paid staff. Employers must provide feedback and a reference, and participants must be able to continue job searching.

Getting started and supporting participants

Register interest through DWP’s Employer Services enquiry form, call 0800 169 0178, or speak to your existing DWP relationship manager. A local recruitment consultant can discuss suitable candidates, vacancies or placements, and relevant delivery partners. A corrugated plant recruiting for early shifts could ask DWP to discuss transport with candidates before an interview, as just one example. Confirming practical arrangements like this early can help a suitable recruit attend reliably and engage more productively at work. Then agree a supervisor, equipment induction, any adjustments, and manageable training tasks, with feedback and clear progression options.

You can also get in touch with us here at YPIPP – we have an extensive network of businesses, educators, and other organisations that are willing to offer support and guidance. The problem of youth employment is a problem for businesses as well – and the help on offer should benefit businesses, too.