Current Trends in Employability, Restart, and NEET Prevention in the UK

How the Restart Scheme is Performing in 2025

The Restart Scheme has now supported over 840,000 long-term unemployed people across the UK. Recent government figures show that around 30% of participants have achieved sustained job outcomes after a year of tailored support. This is above the government’s minimum benchmark, but it highlights the challenge of supporting people with complex barriers to work.

For employers and training providers, these results show both opportunity and responsibility. Restart has been effective in moving participants into sectors with labour shortages, and providers are playing a crucial role in preparing candidates for sustainable employment. However, outcomes are weaker for participants with health conditions or those with specialist qualifications. This points to the need for more personalised and flexible training approaches.

What Restart Results Mean for Employers

Employers can benefit directly from engaging with Restart participants. Many candidates bring transferable skills from previous roles, but need upskilling, confidence-building, or sector-specific training to adapt. Providers that design employer-led training packages are seeing stronger results in moving people into sustained work.

For HR teams, this is an opportunity to:

• Access a wider talent pool by working with providers to shape pre-employment training.

• Build workforce resilience by investing in people who may stay longer if given proper support.

• Contribute to social value goals by offering opportunities to individuals who have faced long-term unemployment.

Employers who embed Restart partnerships into recruitment strategies can also strengthen their reputation as socially responsible organisations, which is increasingly important in procurement and supply chain decisions. Digital tools like SwapPro make this easier by connecting employers with training providers to streamline programmes and track outcomes.

The Rising Challenge of NEET Numbers

Alongside Restart, the UK faces a growing challenge with young people who are Not in Education, Employment, or Training (NEET). By late 2024, estimates suggested almost one million young people aged 16-24 were NEET. This represents both a social concern and a long-term risk for workforce development.

Local authorities and providers are focusing heavily on prevention. Tools such as the Risk of NEET Indicator (RONI) are helping schools and training providers identify young people who may be at risk of disengaging before it happens. Early interventions, particularly at key transition points such as leaving school, are proving essential in reducing NEET numbers.

Prevention Strategies That Are Working

Several approaches are showing strong results in NEET prevention:

• Resilience and wellbeing support: Many programmes now include coaching and wellbeing support alongside employability skills. This is helping young people build the confidence to engage with training or work opportunities.

• Digital engagement: Providers are using online platforms and social media to reach young people who are disengaged from traditional education routes. This has proven particularly effective in re-engaging those classed as “not known”.

• Supported internships and employer partnerships: Young people with special educational needs or health conditions benefit from supported placements. These give real workplace experience with structured support.

• Community-based programmes: Local pilots such as BCHA Learn’s “1624” programme show the value of small-group coaching, mentoring, and flexible skills development. These models allow young people to progress into work or further training at their own pace.

What Employers Can Do to Prevent NEET Growth

Employers are central to reducing NEET figures. By offering work experience, apprenticeships, and entry-level roles with progression opportunities, businesses can help prevent young people from becoming disengaged. Close partnerships with training providers and local authorities ensure that opportunities are well-matched to local need.

Actions for employers include:

• Working with schools and colleges to offer early career insights.

• Partnering with training providers to co-design programmes that reflect real skills gaps.

• Creating inclusive recruitment practices that allow young people with fewer qualifications or additional needs to enter the workforce.

Platforms like SwapPro can support these efforts by creating stronger links between schools, training providers, and employers. This helps ensure that young people at risk of disengaging are directed quickly towards the right opportunities.

Shared Trends Across Restart and NEET Prevention

Although Restart and NEET prevention target different groups, several themes connect them:

• Early and personalised intervention: Whether supporting long-term unemployed adults or young people at risk of disengaging, personalised coaching and early action make the difference.

• Holistic support: Mental health, wellbeing, and resilience are increasingly recognised as core to employability. Programmes that combine technical skills with wellbeing support have stronger outcomes.

• Employer-led design: Programmes are most effective when employers shape training content and offer real opportunities, ensuring participants gain relevant and in-demand skills.

• Partnership working: Success depends on collaboration between providers, employers, local authorities, and voluntary organisations. Shared data and aligned strategies prevent duplication and close gaps in support.

Why These Trends Matter for Employers and Training Providers

Employers and providers who respond to these trends will be better placed to build a resilient workforce. With labour market pressures continuing and vacancy numbers fluctuating, both Restart and NEET prevention offer a route to access underused talent pools.

For providers, this means ensuring delivery is flexible, inclusive, and closely aligned with employer demand. For employers, it means seeing long-term value in partnerships that not only fill vacancies but also strengthen community impact and social responsibility.

Digital platforms such as SwapPro provide a practical way to make these partnerships more effective. By enabling employers and training providers to collaborate, track progress, and match candidates with opportunities, SwapPro strengthens the impact of programmes like Restart and NEET prevention.

The current landscape shows that while challenges remain, the direction of travel is clear. Personalised, partnership-driven, and employer-led approaches are where results are strongest. Employers and providers who embrace digital tools like SwapPro will be well positioned to meet future workforce challenges.