The provision of in-work support needs to be planned and take account of the individual needs of clients and employers. It is a process that should begin before the client starts work so that you can ensure that everything is in place from their first day.

You could work with both the client and their new employer to develop an agreed support plan that identifies the level and type of support that is needed and agree who is going to be responsible for the different elements.

The elements you could consider when developing a support plan include:

• Providing clients with advice and information about making the transition from benefits to work, including information about any in-work benefits to which they are entitled.
• Providing advice and information about childcare, where appropriate, and working with the client to ensure that this is in place before they start work.
• Identifying the level and type of in-work support that will be provided by your organisation.
• Identifying the level and type of in-work support that will be provided by the employer.
• Being clear about how long the support will last.
• The information about the client’s needs and any adjustment that they require that will be given to managers and supervisors.

The provision of additional support when a client starts work should not hamper an individual’s ability to become part of the workforce. Your aim should be to provide flexible, but time limited, support that enables your client to become fully confident and proficient in the workplace.