For employers to get the full benefits of recruiting from priority groups, they should consider the measures they can put in place to support the retention and development of employees.

This section provides advice and guidance on processes that can help priority clients sustain employment in the long term, and can be of benefit to the workforce as a whole.

Key Principles

Keep it simple – many of the processes that support the retention and development of staff are straightforward and do not require big changes.

Encourage employers to introduce processes that will benefit the whole workforce rather than just an individual.

Work with employers to negotiate the most effective support systems for them and new employees.

Ensure that there is clarity about your role and the employer’s role in providing in-work support.

Aim to support employers to develop skills and experience to increase the range of in-work support that they can provide.

Don’t assume employers will resist – most are reasonable and will be open to supporting new employees and will see the benefits for their whole workforce.

For Healthy Working Lives Advisors this section provides advice and guidance on:

• The importance of supporting employers with retention and development issues
• How retention of employees relates to the Healthy Working Lives Award?
• Helping employers access support and training
• What employers can do to increase retention

For Employability Advisors this section provides advice and guidance on:

• The importance of planning for support needs
• Avoiding assumptions
• Developing a toolkit of support
• Helping employers to provide support