We brought employers from different sectors together to discuss how to support more young people into secure work with greater choice, autonomy and control.
By Tess Lanning, Director of Programmes
The next 12-18 months present a critical opportunity to improve employment outcomes for young people, as the government introduces a range of initiatives to tackle a rise in worklessness and insecurity.
As well as an increase in the age young people will be able to claim health-related benefits, this includes initiatives to improve the quality of jobs available. A new Youth Guarantee commits to providing decent training, apprenticeship and job opportunities for 18 to 21 year olds, while the Employment Rights Bill seeks to tackle high levels of low pay and insecurity in the economy.
Job insecurity disproportionately affects young people. Government statistics show that one in eight young workers are on a zero-hour contract, compared to less than one in 40 older workers, and young people are more likely to work volatile and variable work schedule patterns. Research has shown this is not only bad for early career job prospects – but can have a lifelong negative impact on employment, earnings and health outcomes (see Paul Gregg’s 2024 thought paper on future policy and Wen-Gui Han’s research article in to the effects of employment patterns on health in the US).
Government action to tackle these issues is therefore to be welcomed. But will employers engage with these initiatives? And if so, will young people see the benefits?
In June 2025, Timewise and Youth Futures Foundation gathered with employers from diverse sectors to find out.
Employers highlighted the focus on securing employees that can ‘hit the ground running’ in the context of rising financial pressures, combined with a reliance on tried-and-tested recruitment, selection and induction methods that favour older and more experienced workers.
Critically, they felt that there was a mismatch between dominant workplace cultures and the values, needs and expectations of younger workers – particularly in frontline sectors, where employers were finding it difficult to provide greater stability, security and flexibility at work. Many were struggling with skills gaps and vacancies as a result.
Employers had ideas for how to tackle these issues – from changes to hiring practices, management training, and more visible information about pay, progression and flexible working policies, to the creation of employee forums to co-design and support changes that improve long-term employment and health prospects for young people.
But they also highlighted the need for more support and evidence to inform good practice – particularly on issues affecting job security, such as scheduling practices and shift patterns. Without this, the new legislation may fail to hit the mark for young people.
Get in touch to understand how you can implement or inform good practice in these areas: info@timewise.co.uk
Published July 2025
