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National Minimum Wage and National Living Wage rates

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The National Minimum Wage and National Living Wage rates: age, apprentices, previous years.

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Income Tax and National Insurance/ Treth, Yswiriant Gwladol

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Income Tax and National Insurance/ Treth, Yswiriant Gwladol

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Income Tax is charged on most types of income. The most common way is on your wages and salary from work.

But you also need to pay Income Tax on:

profits, if you run a business

interest and dividends from savings and investments

rent you get if you're a landlord.

You don't usually pay Income Tax on all your taxable income. This is because most people qualify for one or more allowances.

An allowance is an amount of otherwise taxable income that you can earn each year, without paying tax on it.

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How Income Tax and the Personal Allowance works

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Income Tax is charged on most types of income. The most common way is on your wages and salary from work. But you also need to pay Income Tax on: profits, if you run a business interest and dividends from savings and investments rent you get if you're a landlord.

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Check the terms of your employment contract/ Cytundebau cyflogaeth

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Check the terms of your employment contract/ Cytundebau cyflogaeth

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Are you an employee or self employed

It is very important to find out what your employment status is. Many employment rights, such as the right not to be unfairly dismissed, and the right to redundancy pay, rely on you being an employee.

It is common for an employer to call someone self-employed, or a 'casual worker' or a 'trainee', when that person is really an employee. Employers do this in order to avoid having to pay tax and national insurance for their employees and to try to avoid them having employment rights. It is irrelevant what your employer calls you, whether you are known, for example, as self employed, an agency worker, or a casual worker. In addition, just because you pay tax and national insurance as a 'self-employed' person, it does not automatically follow that you are actually self-employed rather than an employee. What matters is what happens in practice about how you work, who decides what work you do and what you are expected to do by your employer.

How to tell if someone is an employee or not

The following factors will all help you decide whether you are an employee or self-employed when you want to find out what your employment rights are:-

does your employer tell you what work to do and how to do it (even if you are left alone to actually carry out the work). Does your employer provide you with work, or do you have to go out and find your own work to do. If your employer controls the work to be done and provides the work, you will be an employee

how you are paid. If you are paid a regular amount of pay at regular intervals, rather than being paid per job done, this indicates you are an employee

who is responsible for getting the work done. If you have to find someone else, such as a sub-contractor or a friend, to do the work if you are unable to, this would indicate you are self-employed. If your employer finds someone else to do the work if, for example, you are off sick, this would indicate you are an employee

who provides tools and materials to do the work. If your employer is responsible for supplying main tools and machinery and materials, with you responsible for supplying only a few of your own tools, you are likely to be an employee.

If, after reading through the factors under the heading How to tell if you are an employee or not, you think you are an employee, you will have a contract of employment. This does not have to be written down. A contract of employment is agreed between the employer and the employee and can be a verbal contract. See below.

If you are still not sure whether or not you are an employee, you should speak to an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by email, click on nearest CAB.

If you want to know whether you're an employee or self-employed in order to work out how much tax or national insurance to pay, the rules are slightly different to the ones described here. For more information about these rules, go to the HM Revenue and Customs website at: www.hmrc.gov.uk.

Agency workers

If you are getting work through an agency, you may be:

treated as an employee of the agency (although this is unlikely), or

self-employed, or

employed by the organisation you work for.

There are special rules about how agency workers pay tax and national insurance contributions and about how to decide if they are employees or self-employed.

If you have any queries about being an agency employee, you should consult an experienced adviser, for example, a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by e-mail, click on nearest CAB.

What if the employer wants an employee to switch to self-employed status

If your employer asks you to sign a new contract which says that you are self-employed rather than an employee, signing the contract does not mean that you then become self-employed. This is because, regardless of what your employer says, whether or not you are an employee or self-employed depends on what happens in practice and the relationship between you and your employer - see under the heading How to tell if someone is an employee or not.

If you are being asked by your employer to sign a new contract, you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by email, click on nearest CAB.

What is a contract of employment

There is always a contract between an employee and employer. You may not have anything in writing, but a contract will still exist. This is because your agreement to work for your employer and your employer's agreement to pay you for your work forms a contract. Your employer does have to give you a written statement within two months of you starting work. The statement must contain certain terms and conditions.

A contract gives both you and your employer certain rights and obligations. The most common example is that you have a right to be paid for the work you do. Your employer has a right to give reasonable instructions to you and for you to work at your job. These rights and obligations are called contractual terms.

The rights that you have under your contract of employment are in addition to the rights you have under law, such as, for example, the right to a national minimum wage and the right to paid holidays.

Generally, you and your employer can agree to whatever terms you wish to be in the contract, but you cannot agree to a contractual term which gives you less rights than you have under law (see under heading How the rights in an employee's contract relate to rights in law).

A contract of employment will usually be made up of two types of contractual terms. These are:

Express contractual terms

Express terms in an employment contract are those that are explicitly agreed between you and your employer and can include:

amount of wages, including any overtime or bonus pay

hours of work, including overtime hours (there is a legal limit for most employees on the maximum number of hours they can work per week)

holiday pay, including how much time off you are entitled to (nearly all full-time workers are entitled by law to 28 days' paid holiday - they may be entitled to more under their contract. Part-time workers are entitled to a pro rata amount)

sick pay

redundancy pay

how much warning (notice) the employer must give you if you are dismissed.

The express contractual terms may not be in one written document, but may be in a number of different documents. They may not be written at all. The express terms may be found in:

the job advertisement

a written statement of main terms and conditions (see under heading Employee's right to written details about the employment contract)

any letters sent by your employer to you before you started work

anything you were asked to sign when or since you started work

instructions or announcements made by your employer on a notice board at work

an office manual or staff handbook

payslips.

You may not have possession of all the relevant papers. You may be able to get copies from your Personnel Department, foreman, or trade union representative.

You should always keep any papers given to you by your employer.

Because a contract will still exist even if there is nothing written down, anything which was said to you by your employer about your rights, and anything which you agreed verbally, should be recorded.

If you are an employee who does not have a written contract, you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by email, click on nearest CAB.

Implied contractual terms

Implied terms in an employment contract are those which are not specifically agreed between the employer and employee.

Implied terms are:

general terms which are implied into most contracts of employment

terms implied by custom and practice

terms from agreements made with the employer by a trade union or staff association.

General implied terms

The following duties and obligations will usually be implied into any contract of employment:-

the employee and employer have a duty of trust to each other. This means, for example, that if you give your employer's industrial secrets to a competitor, you will have broken an implied contractual term of trust

the employer and employee have a duty of care towards each other and other employees. This means, for example, that the employer should provide a safe working environment for the employee and that the employee should use machinery safely

the employee has a duty to obey any reasonable instructions given by the employer. There is no legal definition of reasonable, but it would not be reasonable to tell an employee to do something unlawful, for example, a lorry driver should not be told to drive an uninsured or untaxed vehicle

your employer has a duty to pay your wages and provide work. As long as you are willing to work, your employer must pay your wages even if no work is available, unless your contract says otherwise.

Terms implied by custom and practice

When dealing with a particular employment problem, there may be no express contractual term covering the matter. In such a case, it is helpful to look at what has happened to other employees in the workplace. This is because if other employees have been given this right, you can argue that you also have the right under 'custom and practice'.

Trying to show that you have a right through 'custom and practice' can be complicated and you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by email, click on nearest CAB.

What happens if part of the contract is broken (breach of contract)

A contract may be broken if either you or your employer does not follow a term in the contract. This is known as a breach of contract. For example, if your employer doesn't pay you in lieu of notice which you are entitled to under your contract, this would be a breach of contract.

If your employer breaks your contract, you should try and sort the matter out with them informally first.

If this doesn't work, you could try raising a grievance against your employer. There are special procedures you may need to follow if you want to take out a grievance against your employer.

For more information about taking out a grievance against your employer, in England, Wales and Scotland see Sorting out problems at work and in Northern Ireland, see Dealing with grievances, dismissal and disciplinary action at work.

If you think your employer has broken your contract of employment, you should get advice about what action to take from an experienced employment adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by e-mail, click on nearest CAB.

Find out what you can do if your employer doesn't pay you what you're owed.

If you are offered a job and the offer is then withdrawn

If an employer has offered you a job but then changes their mind and withdraws the offer, whether you can take any action will depend on whether the job offer was made subject to any conditions.

If the job offer was subject to conditions, for example, the employer needed to take up references or you were required to have a medical, and these were unsatisfactory, you will not be able to make a claim against the employer for any compensation. This is because there was never any contract of employment. There was only a conditional offer of a job and the conditions have not been met.

If the job offer was unconditional, which is unusual, you may be able to claim compensation in the employment tribunal or the county court (Court of Session in Scotland) for breach of contract. This is a breach of contract because you were offered the job with no conditions, you accepted the offer and then the offer was withdrawn. Although the job has not started, it has been decided that once a job has been offered and the offer has been accepted, there is a contract of employment. If the employer then withdraws the job offer, this will be dismissal and a breach of contract. If you have given up another job because you were offered the new job, you can also claim compensation based on what you were earning in your previous job and on how long it would have taken you to find another job had you left that job to find another one.

If an employer withdraws a conditional job offer even though all the conditions were met, you may also be able to claim compensation in the same way.

If you think that the job offer has been withdrawn because of discrimination, you could consider making a discrimination claim to an employment tribunal. You'd first need to check if you have a strong discrimination case.

Employee's right to written details about the employment contract

All employees, regardless of the number of hours they work per week, are entitled to receive a written statement from their employer within two months of starting work. The statement should describe the main terms of the contract of employment. You are entitled to the statement even if your job finishes before the initial two months, as long as the job was supposed to last for more than one month and you have worked for at least a month.

An employee who wants a written statement may request one verbally or in writing. It is usually best to request the statement in writing and keep a copy of the letter, so that you can prove you asked for the statement.

What written details must be given

The written statement must include by law:

the names of you and your employer

the date you started work

the amount of pay and how often you will be paid, for example, weekly or monthly

the hours of work

your holiday entitlement, including how many days off you are entitled to and what your holiday pay will be, if any

how much warning (notice) you are entitled to if you are dismissed and how much warning you must give the employer if you want to leave the job

the title of the job

where the job is based, for example, whether you will have to work in more than one location

what the disciplinary, dismissal and grievance procedures are in the workplace

what sick pay you are entitled to

whether you can join the employer's occupational pension scheme, if there is one.

The above information does not have to be included in the written statement of terms and conditions. It can be given in, for example, a staff handbook which all the employees can have access to.

An employer may try to dismiss you for asking for the written terms and conditions of your job, even though you are entitled to this information by law.

If you think that your employer may dismiss you if you ask for the written statement of terms and conditions, you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by email, click on nearest CAB.

How the rights in the employee's contract relate to rights in law

Most employees have rights given by law. These are called statutory rights. They are in addition to any rights you have under your employment contract. Statutory rights which you may have include:

a right to a written statement of the terms of employment

a right to an itemised pay statement

a right to maternity leave

a right to pay in compensation for being made redundant

a right not to be unfairly dismissed.

Generally, you and your employer can agree any terms in the employment contract. However, you cannot agree to a contractual term which gives you fewer rights than your statutory rights. If you have agreed to a contractual term that gives you fewer rights than your statutory rights, for example, you have agreed that you will not take maternity leave, your employer will not be able to enforce the contractual term. You will still have a legal right to maternity leave.

There are particular rules regarding health and safety at work. For example, if you believe that a piece of equipment or a process may be dangerous, you may have a right to refuse to work with it and insist that your employer takes adequate safety measures.

If your employer is trying to enforce a contractual term which gives you less than your statutory rights, you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by e-mail, click on nearest CAB.

People on fixed term contracts

There are special rules about employees who are on fixed term employment contracts, which means the contract contains a date when it will end.

If you are an employee who is on a fixed term contract you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by email, click on nearest CAB.

Probationary periods

It is common for employers to treat new employees as being in a 'probationary' period when they first start work. The employer may then argue that you can be dismissed while you are in this probationary period with no warning (notice). Employers also often argue that employees do not have usual employment rights to, for example, pay or holidays, during this 'probationary' period.

There is no such thing in law as a 'probationary' period. Once you have started work, the number of weeks you have worked begin on the day you start, not from some time when a 'probationary' period is over. Your full contractual rights also start from the first day of work, unless your contract says otherwise.

Your contract could, however, contain terms which only apply during your probationary period and which are less favourable than those which apply when your probationary period has ended. These terms must not take away your statutory rights.

Your employer can extend your probationary period, as long as your contract says they can do this. For example, your employer may want to extend your probationary period in order to have more time to assess your performance. However, they can only do this if your contract has a term which says your probationary period can be extended under these circumstances.

Employees employed on a series of short term contracts

Some of your statutory employment rights only come into effect after you have worked for an employer for a certain period of time. This must be a continuous period of employment. Some employers will employ you on a series of short-term contracts in order to try and prevent you from gaining your statutory rights.

If you have been employed by the same employer on a series of short-term contracts, there are certain circumstances where the contracts may be added together to provide continuity of employment. This means that you may then qualify for statutory rights.

If you have been employed on a series of short term contracts, you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by e-mail, click on nearest CAB.

If your employer calls you a casual worker

Some employers call their workers casual workers in order to avoid having to give them what they are entitled to under employment law. Even if your employer says you are a casual worker, this doesn't mean that you are.

To find out what rights you have if your employer says you are a casual worker, you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by e-mail, click on nearest CAB.

If your employer calls you a trainee

Your employer may call you trainee in your employment contract, to try to prevent you from having your statutory rights.

However, this does not necessarily make you a trainee. It is important to look at the working relationship between you and your employer and what is in your employment contract to see whether you are actually a trainee or whether you have the same rights as other employees - see under the heading How to tell if you are an employee or not.

For example, you have been on a Work Based Learning scheme for young people but have now completed the scheme and have been taken on as an employee. You will have the same statutory rights as any other employee. These rights will apply to you from the first day that you became an employee, unless your employment contract says otherwise.

Your contract could, however, contain terms which only apply for a certain period of time and which are less favourable than those which apply once this period has come to an end. These terms cannot take away your statutory rights.

To find out what rights you have if your employer calls you a trainee, you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by e-mail, click on nearest CAB.

You will be an employee shareholder if:

you agree with your employer that you are one

you receive between £2,000 and £50,000 worth of shares in the company (the first £2,000 is free of income tax and national insurance contributions)

the company gives you a written statement of the particulars of employee shareholder status and of the rights attached to the shares

you do not give any consideration other than entering into the agreement.

In exchange, you give up the right to:

claim unfair dismissal (except when the dismissal is automatically unfair or discriminatory)

claim a statutory redundancy payment

request flexible working or time off for study or training

You also have to give 16 weeks' notice if you want to return early from maternity, paternity or adoption leave (instead of eight weeks' notice for other employees).

You must receive independent legal advice after receiving the written statement and you must be allowed a seven-day cooling off period before the agreement is finalised. Your employer is to pay the reasonable cost of that advice.

If your current employer wants to move you to employee shareholder status, you must not be subjected to detriment if you refuse to do so. It is also automatically unfair for them to dismiss you for refusing to move to that status.

If you are claiming jobseeker's allowance (JSA),you will not be forced to apply for employee shareholder status jobs, so your JSA will not be reduced or stopped if you refuse to apply for such a job.

There is more information about employee shareholder status on the GOV.UK website at www.gov.uk. More information about tax and employee shareholder status is available on the HM Revenue and Customs website at www.hmrc.gov.uk.

Changes to contracts

You may have a problem at work because your employer wants to change the contract. In effect it is a proposal to change the contract of employment if, for example, your employer wants to:

change the type of work that you do

change your place of work

cut your pay

change the number of hours you work.

In theory, your employer cannot change a term in your contract without you agreeing to the change. In practice, you may be faced with the choice of accepting the change or losing the job. However, you may be able to take some action against the employer if you disagree with the change.

Before you can decide what your rights may be regarding a proposed change to your contract, it is essential to discover what the existing contract says on the issue. You should look carefully at your copy of any written contract and/or the written statement of terms and conditions of employment (see under heading Employee's right to written details about the employment contract). If you do not already have one, it may be advisable to ask the employer for a written statement of terms and conditions.

It is important to remember that taking action against an employer over a change in the contract may mean that you could lose your job. You should therefore consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by email, click on nearest CAB.

Find out your rights if your employer wants to change your contract.

Contracts without specific working hours

Zero hours and key time contracts

'Zero hours contracts' are contracts of employment which do not specify any number of hours that the employee will be required to work. They are common for shop workers. The contract says that instead of working a specific number of hours per week, you must be ready to work whenever you are asked.

Doing other work while on a zero hours contract

In the past, if you were on a zero hours contract, your employer could prevent you from doing other work by including an 'exclusivity clause'. This clause was banned from 26 May 2015, so if you're on this type of contract, your employer can no longer ban you from doing other work.

Key time contracts are those where you are guaranteed some work, but are not guaranteed regular hours each week.

The problem with zero and key time contracts is that you are only paid for the time you work, so even if you have to wait on work premises or be at home waiting by the phone, you may not be paid for this waiting time. However, legally, if you're on a zero hours contract, you are entitled to be paid for any time you have to be on work premises waiting for work to come up, unless your contract of employment says otherwise. You should be paid your normal hourly rate or, at the very least, the National Minimum wage.

For more information about the National Minimum Wage, see Getting paid less than minimum wage.

What if the contract does not give the number of hours which you must work

It is a legal requirement that all employees must be given a written statement of their terms and conditions of employment (see under heading Employee's right to written details about the employment contract). This must include terms and conditions about hours of work, including normal weekly hours, any overtime requirements, the rate of pay and how often it is paid. This statement is not your contract but it shows that you do have one and part of what it includes.

Even if your contract does not give details of the number of hours which you must work each week, but only says that 'hours of work will vary each week', it is still a legal contract.

If your contract states that you have no set hours of work and that you must be available to work, but what actually happens is that you work the same number of hours each day/week, then it may become an implied term of your contract (see under heading What is a contract of employment) that you do have a set number of hours to work each day/week. If you are willing to work this number of hours but are given no work to do you may be entitled to be paid your normal wage for these hours.

If you are an employee in this position, you should consult a specialist employment adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by email, click on nearest CAB.

Get more information on how many hours a week you work.

Illegal contracts of employment

You will have an illegal contract of employment if:

you get all or part of your wages paid cash in hand; and

tax and national insurance contributions are not paid on the wages when they should have been; and

you knew you were being paid in this way to avoid paying tax and/or national insurance contributions.

A contract will also be illegal if it is for an immoral or illegal act.

A contract of employment will not be illegal if only one of the parties is not declaring the payments and/or making appropriate deductions.

If a contract tries to take away your statutory rights, it is not an illegal contract but it cannot be legally enforced (see under the heading How the rights in the employee's contract relate to rights in law).

If you suspect you may have an illegal contract of employment, you should consult an experienced adviser, for example, at a Citizens Advice Bureau. To search for details of your nearest CAB, including those that can give advice by email, click on nearest CAB.

Fidelity bonds/indemnity bonds

A fidelity bond or indemnity bond is a type of insurance policy that employers take out to insure themselves against their employees behaving dishonestly. The information which will be required about the employee will vary from one insurance company to another, and will depend on the type of policy the employer has taken out. Sometimes your employer will just have to supply your name to the insurance company, sometimes you will have to sign a statement saying that you have no previous criminal convictions. If a conviction is spent under the Rehabilitation of Offenders Act, you do not have to declare it.

If the information about you is held by the insurance company on a computer, then you have the right to see it under the Data Protection Act.

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It is very important to find out what your employment status is. Many employment rights, such as the right not to be unfairly dismissed, and the right to redundancy pay, rely on you being an employee. It is common for an employer to call someone self-employed, or a 'casual worker' or a 'trainee', when that person is really an employee.

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The rest breaks an employee is entitled to, and when they can take them.

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Work and Universal Credit/ Gwaith a Chredyd Cynhwysol

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Work and Universal Credit/ Gwaith a Chredyd Cynhwysol

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7. Universal Credit and work

You may still be able to receive Universal Credit payments when you start work or increase your earnings. You will continue to receive Universal Credit payments until you are earning enough to no longer get them. That amount will depend on your circumstances.

If your job ends and you are already getting Universal Credit, your next Universal Credit payment will be paid as normal.

How earnings affect your payments

Your Universal Credit payments will adjust automatically if your earnings change. It doesn't matter how many hours you work, it's the actual earnings you receive that count.

If your circumstances mean that you don't have a Work Allowance, your Universal Credit payment will be reduced by 63p for every £1 you earn.

Work Allowance

If you and/or your partner are in paid work you may be able to earn a certain amount before your Universal Credit payment starts to be affected. This is called a Work Allowance.

The Work Allowance only applies to you if:

you have responsibility for one or more children (or qualifying young persons), or

you or your partner have limited capability for work (a health condition or disability)

If neither of these circumstances apply to you, your Universal Credit payments will be affected as soon as you start earning money from paid work.

There are 2 Work Allowance rates. Which one you get depends on whether your receive help with housing costs, either as part of your Universal Credit payment or through Housing Benefit:

If you receive money to help with housing costs your Work Allowance will be £292 per month

If you do not receive money to help with housing costs your Work Allowance will be £512 per month

Read more about Universal Credit Work Allowances

If you earn more than your Work Allowance

If you earn more than your Work Allowance, your Universal Credit payment will be reduced. For every £1 you earn above your Work Allowance, your Universal Credit payment will be reduced by 63p. This means that your total income from earnings and Universal Credit will be more than you would have received from Universal Credit alone.

If your circumstances mean that you don't have a Work Allowance, your Universal Credit payment will be reduced by 63p for every £1 you earn.

If you are part of a couple and receive a joint Universal Credit payment, both your earnings will be used to calculate how much Universal Credit you get.

How often you're paid

Universal Credit payments are made every calendar month, but if you're working your earnings may be paid weekly, fortnightly or every 4 weeks.

This will mean that every now and again you will get more payments from work than is usual during a calendar month.

For example, if you are paid every 2 weeks, you will usually get 2 payments from earnings in a month. But because calendar months are mostly longer than 4 weeks, sometimes you will get 3 payments from earnings in a single month.

In these months your earnings will be higher than usual, and this will mean that you get a smaller Universal Credit payment. You will need to make sure that you have managed your money to be able to cope with this smaller payment. It may be the case that your extra payment means that you earn enough that month to receive no Universal Credit payment at all.

If a smaller payment means you are having trouble paying your bills and household expenses, speak to your work coach or call the helpline to talk about the help that may be available.

For more details about this and other payment patterns see different earning patterns and your payments

Closing your claim because of earnings

If your earnings are high enough to receive no Universal Credit payment in a month, your Universal Credit claim will be closed.

If your circumstances change within 6 months of your last Universal Credit payment (for example, if your earnings go down) it's easy to re-apply. You'll usually just need to log into your online account and confirm that the details you gave before are correct. You will keep your original payment dates.

If this is done more than 6 months after your last Universal Credit payment you will need to make a new claim.

If your Universal Credit payment includes an amount for housing that is paid straight to your landlord, it's possible that you may not receive any money from Universal Credit but your landlord continues to receive money towards your rent. In these circumstances your Universal Credit claim remains open.

In cases like this, if your total Universal Credit payment is reduced to less than your housing costs, you'll need to make up the difference yourself. Your Universal Credit claim will only be closed when there is no payment to either you or your landlord.

Surplus earnings

If you have an online Universal Credit account, your earnings from previous months may affect how much you get.

If you earn more than £2,500 over the amount you can earn before your claim is paused, you are said to have surplus earnings. When you restart your claim, these surplus earnings will be taken into account. This may reduce the amount of Universal Credit you receive, or perhaps mean that you can't get any Universal Credit payment that month.

It's important that you make a Universal Credit claim even if you think you won't be able to receive a payment because of surplus earnings from a previous month. Making the claim will reduce the amount of surplus earnings that is taken into account for later months. If you don't make a claim, the amount of surplus earnings that is taken into account will stay the same. Surplus earnings will stop being taken into account 6 months after they were received.

If you are part of a couple that has surplus earnings and you separate, the surplus earnings will be divided equally between the two of you. Your half will usually be taken into account if you make an individual Universal Credit claim.

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Understanding Universal Credit - How earnings affect Universal Credit

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You may still be able to receive Universal Credit payments when you start work or increase your earnings. You will continue to receive Universal Credit payments until you are earning enough to no longer get them. That amount will depend on your circumstances.

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Get advice on your employment rights and ways to solve problems at work.

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'The childcare offer for Wales' provides working parents with a mixture of childcare and early education for children aged 3 or 4.

Early education is also known as 'Foundation Phase nursery'. It is mainly provided by schools where children learn through play.

Childcare includes:

You can choose your own childcare provider that meets your child's needs.

Nannies

If a nanny looks after your child you cannot pay them using the childcare offer.

You could get other support if your nanny is registered with the Care Inspectorate Wales voluntary approval scheme.

Eligibility

your child must be aged 3 or 4 years old

you must earn at least the National Minimum Wage or living Wage for 16 hours a week on average

each parent must earn less than £100,000 per year

parents of lone parent families need to be working

parents of two parent families must both be working

parents who are self-employed or on a zero hours contract need prove their status and provide relevant documents

parents who are employed or self- employed but are on statutory leave for example, maternity leave

foster carers and kinship carers may also be eligible

Families where one parent gets certain benefits may also be eligible. Contact your Family Information Service for more details.

How much you could get

You could get up to 30 hours a week of early education and childcare.

The 30 hours is made up of a minimum of 10 hours of early education a week and a maximum of 20 hours a week of childcare.

The amount of childcare you get depends on how much early education your local authority offers.

Will it affect my benefits

Any funding you get from us towards your childcare costs could affect other benefits you get.

Universal Credit

You cannot use the childcare costs part of Universal Credit for hours of childcare funded by us. You can, however claim Universal Credit childcare costs for any additional childcare you need to pay for. This can be for either your 3 or 4 year old or any other child in your household.

If you get the childcare part of Universal Credit you need to report any changes in your family or work life to DWP on GOV.UK.

Tax Credits

You can still receive Tax Credits at the same time as receiving the childcare offer.

Tax Credits are worked out based on how much you earn and an estimate of your childcare costs. Receiving the childcare offer may lead to an increase in your income. For example if you can work more hours, or a reduction in your childcare costs. This means that you may receive less tax credits.

If you get Tax Credits you need to report any changes in your family or work life to HMRC on GOV.UK. This includes funding from us to help pay for childcare costs.

Tax-Free Childcare

You can use Tax-Free Childcare and still receive the childcare offer for any additional hours of childcare you need.

If you get Tax-Free Childcare you need to report any changes to HMRC on GOV.UK when you reconfirm your details every 3 months.

You may be able to use Tax-Free Childcare to pay for extra costs such as food, transport and retainer fees.

You cannot use Tax-Free Childcare if you receive Working Tax Credit or Universal Credit.

Before you apply

Check that your chosen childcare provider is registered with a regulator. In Wales the regulator and inspectorate for childcare is Care Inspectorate Wales, in England Ofsted.

Apply

Contact your Family Information Service. If you are not eligible you may be able to get other childcare support.

Contact

For help and support contact your local Family Information Service.

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'The childcare offer for Wales' provides working parents with a mixture of childcare and early education for children aged 3 or 4. Early education is also known as 'Foundation Phase nursery'. It is mainly provided by schools where children learn through play. Childcare includes: You can choose your own childcare provider that meets your child's needs.

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A person is generally classed as a 'worker' if:

they have a contract or other arrangement to do work or services personally for a reward (a contract can be written or unwritten)

their reward is for money or a benefit in kind, for example the promise of a contract or future work

they only have a limited right to send someone else to do the work (subcontract)

their employer has to have work for them to do as long as the contract or arrangement lasts

they are not doing the work as part of their own limited company in an arrangement where the 'employer' is actually a customer or client

Employment rights

Workers are entitled to certain employment rights, including:

They may also be entitled to:

Workers usually are not entitled to:

Casual or irregular work

Someone is likely to be a worker if most of these apply:

they occasionally do work for a specific business

the business does not have to offer them work and they do not have to accept it - they only work when they want to

their contract with the business uses terms like 'casual', 'freelance', 'zero hours', 'as required' or something similar

they had to agree with the business's terms and conditions to get work - either verbally or in writing

they are under the supervision or control of a manager or director

they cannot send someone else to do their work

the business deducts tax and National Insurance contributions from their wages

the business provides materials, tools or equipment they need to do the work

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Employment status (worker, employee, self-employed, director or contractor) affects employment rights and employer responsibilities in the workplace

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Part-time workers are protected from being treated less favourably than equivalent full-time workers just because they're part time.

A part-time worker is someone who works fewer hours than a full-time worker. There is no specific number of hours that makes someone full or part-time, but a full-time worker will usually work 35 hours or more a week.

Part-time workers should get the same treatment for:

pay rates (including sick pay, maternity, paternity and adoption leave and pay)

pension opportunities and benefits

training and career development

selection for promotion and transfer, or for redundancy

opportunities for career breaks

Some benefits are applied 'pro rata' (in proportion to hours worked). For example, if a full-time worker gets a £1,000 Christmas bonus, and a part-time worker works half the number of hours, they should get £500.

Overtime pay - part-time workers may not get overtime pay until they've worked over the normal hours of a full-time worker.

When employers can treat part-time workers differently

There are some situations when employers do not have to treat part-time workers in the same way as full-time employees. In these situations the employer must be able to show there is a good reason to do so - this is called 'objective justification'.

Example
An employer may provide health insurance for full-time employees but not part-timers if this can be objectively justified.

Their reason may be that the costs involved are disproportionate to the benefits part-timers are entitled to.

In this case the employer may come up with an alternative like asking the part-time worker to make a contribution to the extra cost.

If a part-time worker's been treated less favourably

Part-time workers should first discuss this with their employer or trade union representative.

They have the right to get a written statement of reasons for the treatment from their employer. The request should be in writing and the employer must write back within 21 days.

If the worker is not satisfied that the reason given was objectively justified, they may be able to take a case to an employment tribunal.

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Part-time workers should not be treated less favourably than full-time workers; employers' responsibilities and what part-time workers can do if they're treated unfairly

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Zero-hours contracts can be a flexible option for both employers and workers. For example, if the work is not constant or is 'as and when'.

If you have a zero-hours contract:

your employer does not have to give you any minimum working hours

you do not have to take any work offered

Types of work that might use zero-hours contracts include:

bank work (for example, for the NHS)

casual hours (for example, students who only work during holidays)

care work

delivery driving

gig economy work (for example, delivering takeaway food or giving car rides)

hospitality work

warehouse work

Your rights under a zero-hours contract

By law, if you have a zero-hours contract, you have the right to:

Depending on your contract and circumstances, you might have more rights. So it's a good idea to check your employment status matches with your contract.

If you're legally classed as an employee, you also have protection from being dismissed or experiencing any 'detriment' if you:

reasonably believe being at work or doing certain tasks would put you in serious and imminent danger

take action over a health and safety issue, for example complaining about unsafe working conditions

Detriment means treatment that leaves you worse off, for example:

your employer reduces your hours

you experience bullying or harassment

your employer turns down your training requests without good reason

From 31 May 2021 if you're legally classed as a worker you also have protection from experiencing any 'detriment' if you:

reasonably believe being at work or doing certain tasks would put you in serious and imminent danger

you take action over a health and safety issue

Working for more than one employer

If you're on a zero-hours contract, by law, your employer must not:

stop you working for another employer by putting an 'exclusivity clause' in your contract

treat you unfairly if you do work for another employer

dismiss you for it if you're legally classed as an employee

This law still applies even if your employer says you've broken your contract by working for another employer.

Rest breaks

Under zero-hours contracts, you have the same rights as other employees to:

rest breaks at work

rest between working days or shifts

weekly rest periods

Find out more about rest breaks.

Breaks in employment contracts

If you're not provided work for a full calendar week (7 consecutive days from Sunday to the following Saturday), this usually counts as a break in employment.

In some situations, it may not count as a break in employment. For example, when:

you're off work for up to 26 weeks with sickness or injury

your seasonal or academic work regularly stops temporarily

you and your employer have an agreement, such as a career break

If you're unsure, you can ask your employer how it affects your contract.

If there is a break in your employment, your employer must pay you for:

any holiday you've built up and not taken

outstanding wages and notice pay (if you were employed for more than a month, or if your contract says so)

When your employment has been continuous, with no break, you might have more employment rights.

For example, depending on your contract, after your first year you might not have to build up holiday before you can take it.

The employer's responsibilities for zero-hours workers

The employer is responsible for:

zero-hours workers' health and safety at work

paying their wages through PAYE, including tax and National Insurance (NI) deductions

Find out more about PAYE, tax and NI from HM Revenue and Customs (HMRC).

If you think your employer is not following the law

If you think you're not getting what you're entitled to, for example rest breaks or pay, you should first raise the issue with your employer.

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Zero-hours contracts can be a flexible option for both employers and workers. For example, if the work is not constant or is 'as and when'.

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More or less. Most modern apprentices are categorised as employees, which entitles them to a wide range of statutory work rights including: at least 20 days paid holiday a year (plus bank holidays); at least the National Minimum Wage for apprentices; rest breaks; health and safety protection; and a contract of employment or training agreement. These are the legal minimums and employers may offer apprentices better terms in line with their own standard HR policy. More about your basic work rights.

However, apprentices typically benefit from a shorter working week than other employees - usually around 30 hours - in order to allow them time off to study and complete training. Unlike ordinary staff, the circumstances in which an apprentice's contract can be terminated are also fewer than for ordinary staff - usually only in cases of gross misconduct or if the company going bust.

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Do apprentices have the same work rights as ordinary employees?

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More or less. Most modern apprentices are categorised as employees, which entitles them to a wide range of statutory work rights including: at least 20 days paid holiday a year (plus bank holidays); at least the National Minimum Wage for apprentices; rest breaks; health and safety protection; and a contract of employment or training agreement.

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There are laws in place, but there are exceptions and grey areas.

Many internships are paid, but unpaid internships are still offered. A 2018 report by the Sutton Trust reported that as many as 70% of internships were unpaid, and 27% of young graduates had completed an unpaid internship. Similarly, the Cibyl Graduate Survey 2020 of almost 72,000 students revealed that 43% of students who had done an internship were not paid for it.

There are already laws in place to prevent many types of unpaid work experience, but there are a number of exceptions and grey areas.

In 2018, the government, in its response to the Taylor review of modern working practices, said it would 'introduce new guidance and increase targeted enforcement activity to help stamp out illegal and exploitative unpaid internships.' A bill banning unpaid internships that last more than four weeks is currently passing its way through the Houses of Parliament. However, this is unlikely to have a significant impact on internships in the near future, as there are still many stages for the bill to go through before it becomes law.

We outline the facts on unpaid internships and why there is debate about them. Our guide covers the following:

If you're looking for an internship, you can find paid opportunities on targetjobs.co.uk.

Unpaid internships and Covid-19

In the current economic climate, with fewer available opportunities for work experience, part-time jobs and volunteering, you may be tempted to take on an unpaid internship to bolster your CV. As such, it's even more important to understand your rights when it comes to paid work experience. Find out more about how internships have been affected by the coronavirus here.

Remember that paid opportunities are still being advertised (here on TARGETjobs and by your university's careers department), and you may be able to find less-structured work experience that fits the criteria listed here. You can also find out more about alternatives to internships below. While work experience is still an important requirement for many roles, employers will understand that it will have been harder to get during the pandemic.

Are unpaid internships illegal?

Under the existing laws it is illegal for employers not to pay their 'workers' at least the national minimum wage. However, whether an intern is legally defined as a 'worker' will depend on the nature of their work experience. There are also a number of exceptions, where employers do not have to pay their interns. This is why you need to know your rights before starting any kind of internship or work experience.

By law, employers have to pay their interns the national minimum wage if:

the intern has a contract outlining that the nature of the work they will do, this can be written or verbal

the intern is required to turn up to work, even if they don't want to

the employer has to have work for them to do

the intern is promised a work contract in future.

By law, employers do not have to pay their interns the national minimum wage if:

the intern is required to do an internship (that lasts for less than one year) as part of a UK-based higher education course

the intern is working for a charity or voluntary organisation and is receiving limited expenses, such as for food and travel (but if they receive any money that can't be regarded as a reimbursement of expenses this counts as payment and they should therefore be paid the national minimum wage)

the intern is only work-shadowing - ie they are observing an employee and not carrying out any work themselves.

A full list of when interns are required to be paid can be found on GOV.UK.

What's wrong with unpaid internships?

Here we'll outline the two main criticisms of unpaid internships.

The first is that it is unfair and exploitative for an employer to profit from an intern's work when the intern isn't paid for it - someone working for them under any other circumstances would be. The employer is getting something for free and could be seen as taking advantage of a student or graduate's eagerness to get experience in that field of work. For graduate interns, in particular, a long unpaid internship could be regarded as a way of having someone do a graduate job without paying them for it.

Unpaid internships are also considered a barrier to social mobility. It's seen as unfair that students and graduates from wealthier backgrounds can take part in, and benefit from, unpaid internships, while many others simply cannot afford to. This could be because their families can't support them financially while they are doing it or because they don't live near to where most internships take place (namely London). In 2020, The Sutton Trust estimated that the cost of doing an unpaid internship was £1,093 (or £1,011 if travel costs were paid by the employer) in London and £905 in Manchester (or £843 if travel was covered).

Students and graduates from wealthier backgrounds can take part in unpaid internships, while many others simply cannot afford to.

Is it ever OK to do an unpaid internship?

If you have the chance to do an unpaid internship that you think could help you get your dream graduate job, and you have the means to do it, should you take it? Some industries offer very little in the way of paid internships, but still ask for relevant work experience in order to get your first job. This is particularly common in marketing, HR, media, journalism and fashion roles.

The best option is always a paid internship if you can get one.

Some might argue that employers will continue to offer unpaid internships if students and graduates are willing to do them. However, you could consider doing a short period of unpaid work experience, such as a fortnight or one day a week for a couple of months, if all of the following apply:

you get something out of it that will help your career

it is flexible enough to give you the time you need to study, work part time or apply to graduate jobs at the same time

it doesn't break the law (see above)

You might decide that it's acceptable to take up an opportunity where you will be working the hours that you want to work, and doing a combination of work-shadowing and independent work - but without any obligation for you to complete a certain amount within a certain time, or to stay any longer than you want to.

The best option is always a paid internship because, as well as the fact that you get paid and the opportunity is accessible to more people, paid internships mean you can do real work without the question of whether you are being exploited or not.

What makes a good internship?

The best internships are paid, but they also meet other criteria.

The Chartered Institute of Personnel and Development (CIPD) has produced some best practice guidelines for employers, which can be found in its Internships that Work guide. The guidelines make the following recommendations about internships:

Interns should be recruited through an open advert, in the same way as other employees

Interns should be given as much responsibility and diversity in their work as possible

Interns should be allowed time off to attend job interviews

Interns should have a proper induction

Organisations should allocate a specific individual to supervise interns, mentor them, and conduct a formal performance review to evaluate the success of their time with the organisation

On completion of the internship, organisations should provide interns with a reference letter.

How can I get experience, apart from an internship?

It may be more challenging to find work experience in 2021. Due to the pandemic and the resulting economic downturn, many employers have altered their internship recruitment plans. A survey of the Institute of Student Employer's member organisations found that there had been a 29% decrease in internship recruitment and a 25% decrease in placement recruitment across 2019/2020 and that this trend looks set to continue through 2021.

There are alternative ways to gain relevant experience.

Thankfully, there are alternative ways to gain experience relevant to your chosen career, but many of these are also likely to be adversely affected by the same factors affecting internships. Alternative forms of work experience include:

volunteering

extracurricular activities

a part-time job

temp work.

You may be able to find virtual or remote versions of these types of work experience. For example, if you want a graduate job in software development, you could take part in an online hackathon or remotely volunteer to help elderly people become more digitally literate and connect with people via technology. If you need examples of your writing, blogs can be a great way to show off your creativity, or you could write for publications in your own time, such as student newspapers and local magazines, which are always looking for contributors.

Some part-time and temporary work, such as working in a supermarket, will likely be able to continue, albeit with additional precautions and safety measures in place. If you wanted to go into a management career, a part-time job at a supermarket where you are the shift supervisor demonstrates to employers that you can handle responsibility.

Alternatively, while it is not a form of work experience, you can develop your career-related skills and knowledge through online courses, attending webinars and other social distancing-friendly activities.

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The law on unpaid internships: know your rights

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There are laws in place, but there are exceptions and grey areas. Many internships are paid, but unpaid internships are still offered. A 2018 report by the Sutton Trust reported that as many as 70% of internships were unpaid, and 27% of young graduates had completed an unpaid internship.

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If you're an agency worker, you:

have certain basic rights at work as soon as you start work somewhere

get more rights when you've been in the same job in the same organisation for 12 weeks

You can check if you're an agency worker if you're not sure.

In some rare cases, you'll be an employee of your agency. If you're an employee you'll have more rights. You can check if you're an employee.

Check what rights you have as soon as you start work somewhere

You have the right:

Check what written information you should get about your job

If you joined your agency on or after 6 April 2020, they must give you:

a written statement that describes the job, your working hours and how much holiday or sick pay you'll get

a 'key information document' that explains how your pay is calculated

The agency should give you the key information document before you start working with them. They should also give you a new document if the information changes. You can check what the key information document must contain on GOV.UK.

If you joined your agency before 6 April 2020, they should have given you a written contract explaining your rights and responsibilities.

If your agency won't give you any of this information, you can make a complaint about your agency on GOV.UK.

Check your rights if you're being discriminated against

You have the right not to be discriminated against at work because of things like your sex, race or disability. You can check if a problem at work is discrimination.

You also have the right not to be discriminated against because you work part time.

You should be allowed to use the same parts of your workplace as employees of the organisation where you do your work. For example, if they can use a staff kitchen, you should be able to use it too.

You shouldn't be dismissed or treated unfairly because you reported that the organisation was doing something wrong. This is called 'whistleblowing' - you can read more about whistleblowing on GOV.UK.

Protecting your rights

If you have to go to a grievance or disciplinary hearing, you have the right to have a colleague or a trade union representative come with you.

You can go to the employment tribunal if your rights have been breached.

If you've been in the same job for 12 weeks or more

You'll get the same rights as people who were hired directly by the organisation where you do your work.

Check if you've worked for 12 weeks

Any week you've done some work will count. You don't always have to work for 12 weeks without breaks. The number of weeks you've built up is paused if you stop working for up to 6 weeks then go back to the same job. You'll have to start the 12 weeks again if you start a different job even if it's in the same organisation. Talk to an adviser if:

Check what rights you get after 12 weeks

You should get the same basic pay and conditions as people hired directly by the organisation and who are doing the same work as you in the same place.

You should get the same:

basic pay - this includes overtime, shift work allowances, some bonus or commission payments, childcare or meal vouchers

breaks in your working week - for example, not working at the weekend

rest breaks during your working day - for example, a lunch break

paid annual leave

This might mean you're entitled to better terms and conditions than you get from your agency.

Example

Christophe's agency gives him 28 days' holiday each year. It sends him to work at an organisation where employees get 30 days' holiday a year.

After 12 weeks in the job, Christophe has the right to 30 days' holiday a year.

Talk to an adviser if you're not sure what counts as basic pay.

After 12 weeks, you'll also get extra rights if you're pregnant - check your rights as an agency worker if you're pregnant.

If you're not getting the same rights as other workers after 12 weeks

You should write to their agency to ask why. Your agency must reply within 28 days. If you're still not happy, talk to an adviser.

If you're an employee of your agency

You'll have the same employment rights as all employees, including the right to:

After you've worked for the same agency for 2 years, you'll also have the right to:

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If you're an agency worker, you: have certain basic rights at work as soon as you start work somewhere get more rights when you've been in the same job in the same organisation for 12 weeks You can check if you're an agency worker if you're not sure.

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Types of contracts: Summary/ Mathau o gontractau: Crynodeb

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Types of contracts: Summary/ Mathau o gontractau: Crynodeb

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by Michael Cheary
Your employment contract could vary depending on a number of different factors...
Generally, it will be determined by how many hours you work, but that may not always be the case. And before you sign anything, it's always vitally important to understand all the available options.

To help find out which one works best for you, here's our guide on the different types of employment contracts:

Full-time contracts

The most common type of employment contract is full-time.

These contracts are generally offered for permanent positions, and usually set out the employee's salary or hourly wage. Other details included within a full-time contract include holiday entitlements, pension benefits, parental leave allowances, and details on Statutory Sick Pay (SSP).

There is no set minimum number of hours that you must work on a full-time contract. However, most employers recognise full-time work as 35+ hours per week.
View all full-time jobs now
Part-time contracts

A part-time worker works fewer contracted hours than a full-time employee.

However, they generally also hold permanent positions, and their contract contains many of the same details as their full-time counterparts. The number of hours they're scheduled to work per week should be clearly visible within the contract, but they may have the option to work overtime, if and when desired.

Benefits of part-time employment include a more flexible schedule, allowing individuals to fit their work around other commitments, and the opportunity for people to try out new roles without having to give up vast amounts of your time.
Part-time CV template View all part-time jobs now
Fixed-term contracts

Fixed-term contracts last for a specific amount of time, which has been set and agreed in advance.

In some instances, fixed-term contracts may not include an exact timeframe, but will instead end when a specific task has been completed or fulfilled.

Fixed-term employees enjoy all of the same rights and benefits as with any other permanent contract, although factors such as holiday entitlement will depend on contract length.

Depending on the role, and an individual's performance, fixed-term contacts can sometimes lead to longer term positions.
View all fixed-term jobs now
Temporary contracts

Similar to fixed-term, temporary contracts are offered when a contract is not expected to become permanent.

Usually they would have some form of end date included, however, these may be subject to change. As such, temporary workers may have their contracts extended in line with demand and availability.

Despite their short-term status, temporary workers are entitled to the same rights as any other member of staff. Benefits of temporary contracts include increased flexibility, the ability to manage work around study or other interests, and building experience within a specific sector.
How to make yourself available for temp work View all temporary jobs now
Agency contracts

Agency staff have their contracts agreed and managed by a recruitment consultancy or employment agency.

They usually work on a temporary basis, and the length of their contract will depend on demand from the employer, as well as their availability.

It will be the agency's responsibility to make sure their employees' rights are protected. However, NI contributions and Statutory Sick Pay will be paid by the employer to the agency you work for.

After 12 weeks' continuous employment in the same role, agency workers are then entitled to the same rights as permanent employees of the company.
View all agency jobs now
Freelancers and contractors

When working on a freelance or contracted basis, contracts may vary from position to position.

However, individuals working in this way are generally considered self-employed, meaning that it's their responsibility to look after tax and NI contributions. Contracts may include start and end dates, or the salary may be based on set projects or pieces of work, meaning the contract effectively ends upon delivery.

Freelance and contract workers may also not be entitled to the same rights as more permanent members of staff, although they do get to manage their own schedule, and negotiate their own terms.
View all contract jobs now
Zero hour contracts

Also known as casual contracts, zero hour contracts specify that an employee works only when required by their employer.

The employer is under no obligation to provide a set amount of hours to work. And, similarly, the employee does not have to accept any work that is offered to them.

Zero hour workers are, however, entitled to the same annual leave as permanent workers, and their employer must pay them at least the National Minimum Wage to work.

Individuals on a zero hour contract may also seek employment elsewhere. In fact, their contract would not be valid if it prevented them from looking for, or accepting, work from another employer.
If you're still not sure about your contract, visit gov.uk to find out more. Still searching for your perfect position? Have a look at all of our current vacancies now

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Types of employment contracts | reed.co.uk

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by Michael Cheary Your employment contract could vary depending on a number of different factors... Generally, it will be determined by how many hours you work, but that may not always be the case. And before you sign anything, it's always vitally important to understand all the available options.

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Personal Protective Equipment (PPE)/ Cyfarpar Diogelu Personol

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Personal Protective Equipment (PPE)/ Cyfarpar Diogelu Personol

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Should your boss pay for your glasses or eye test?

The answer to this question depends very much on the type of work you do. If you work with Display Screen Equipment (DSE), and need corrective lenses exclusively to do your job, your employer must pay. If an ordinary prescription happens to allow you to perform DSE work, your employer does not have to pay for your spectacles.

We can't seem to go anywhere without seeing a screen these days. It's not just office workers that are affected. It's easy to forget that home workers, retail workers, and designers are also exposed to screens on a daily basis. On average UK adults spend up to 9.5 hours a day looking at screens, a lot of that time is spent doing their jobs.

Employer's obligations

The obligations of employers are established in the Health and Safety (Display Screen Equipment) Regulations, introduced in 1992 and amended by the Health and Safety (Miscellaneous Amendments) Regulations in 2002 and again in 2007. The regulations state that any employee who uses a display screen at their workstation, on their computer numerical control display, on a machine tool or even at a supermarket till is a DSE user for the purposes of the regulations.

Do employers have to pay for eye tests?

Legal Requirements - DSE Regulations

If you work with DSE, such as computer screens, on a regular basis, you are entitled to ask your employer for a full eye examination and vision test. Regulation 5 of the DSE rules clearly states that employers must provide eye exam and vision tests, on request, to all current or new DSE users. The employer may specify where the test should be taken, allowing employers to work with opticians to provide the best levels of eye care.

Simple vision screening tests can be carried out for groups of employees on-site, but these do not satisfy the requirements of the DSE Regulations, and staff are still entitled to request a full eye test and sight test regardless of their outcome.

How much should my employer contribute to my glasses?

To comply with DSE Regulations, your employer must pay the full cost of an eye test and the provision of basic spectacles where required.

Claiming the cost of your glasses from your employer

Typically, the employee will pay for the test and glasses up front and the employer will reimburse them. Some employers pay you back up front, while others will include the cost in your monthly pay cheque. Speak with your HR department for more information.

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Should My Employer Pay For My Glasses & Eye Tests? | Eyesite

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The answer to this question depends very much on the type of work you do. If you work with Display Screen Equipment (DSE), and need corrective lenses exclusively to do your job, your employer must pay. If an ordinary prescription happens to allow you to perform DSE work, your employer does not have to pay for your spectacles.

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Construction Skills Certification Scheme | Official CSCS Website

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CSCS cards provide proof that individuals working on construction sites have the appropriate training and qualifications for the job they do on site. By ensuring the workforce are appropriately qualified the card plays its part in improving standards and safety on UK construction sites.

Holding a CSCS card is not a legislative requirement. It is entirely up to the principal contractor or client whether workers are required to hold a card before they are allowed on site. However, most principal contractors and major house builders require construction workers on their sites to hold a valid card.

For information on how to apply for a CSCS card visit the applying for cards page.

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Construction Skills Certification Scheme | Official CSCS Website - About CSCS

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CSCS cards provide proof that individuals working on construction sites have the appropriate training and qualifications for the job they do on site. By ensuring the workforce are appropriately qualified the card plays its part in improving standards and safety on UK construction sites. Holding a CSCS card is not a legislative requirement.

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More jobs are being lost as Coronavirus lockdowns hit the economy.

For the jobs that remain, the question is, how to stand out as an applicant?

We ask nine top bosses for their thoughts.

When you apply for a job with Ms Tucker, founder of online marketplace Not On The High Street, she's looking for one thing: "Creativity."

She says: "I want to be wowed by the application, whatever the role. I want to see the care, attention to detail and creativity in their application that I will want to see from them in their job every day."

She suggests a handwritten letter or an imaginative design as a good starting place.

"Some of my favourite CVs have gone the extra mile and showcased their work within their application and not just told me about it. Are you a video editor? Then send me a video CV. Are you an animator? Animate it! Are you a copywriter? Be bold and rewrite some of the brand's copy and show them how it should be!"

Ms Gold says you should keep in touch with people in your industry. If you don't know anyone in your chosen field, find someone you admire and drop them a line. Get them chatting through bringing up a common interest.

That's because when she wants to recruit someone, she asks her team who they can recommend.

"If you can stay connected with those people you admire in your current or previous businesses, when they do recruit, they will recommend good people they know," she says. "Good people know good people."

She says she understands things are currently very tough.

"This can knock a lot of people's confidence, this period. Send yourself an email outlining all the things you've achieved in your career. Then, when you go to an important meeting or interview, if you can read back this email to yourself that highlights all the things you have done in your career, it's amazing how powerful that is. It's a real confidence booster."

If you keep getting rejection emails, ask them why, says Ms Valoti, a boss at social media company Snap.

"Not everyone is going to give you feedback, but some will. The important thing is to figure out what's not working and how you can better sell yourself."

"Be bold," she says. Ask a recruiter or someone in your industry, since job applications and interviews are things at which you can improve, she recommends.

"I always look for confidence and strong social and communication skills," says Mr Walters, who founded his own recruitment firm. "Even in today's more digital world, business is about face-to-face contact and building relationships."

If you are struggling to find a job you want, there are other ways of picking up skills, he suggests.

"For me personally, I am also impressed by individuals who are prepared to give up their time when perhaps not working, to help out in the charitable sector, for example, which in tough times desperately needs support. A commitment to learning and development is also something I look for."

"I tend to look for people who can provide examples of how they've solved critical issues under pressure," says management supremo Ann Francke. "And occasions where they have gone above and beyond."

Not everyone will have managed to find work experience in their chosen industry, she says. Her tip is to try "affordable online courses or volunteering" as good alternatives, and to be creative at showing how you've picked up skills.

"Managers will be more interested than you might think in a Saturday bartending job, for example, as it indicates experience in customer service, supplier or client handling, and effective teamwork."

She echoes what many bosses told the BBC about the worst months of 2020: "Of course it is OK to have had an unproductive lockdown - everyone was facing challenges and stresses that were unprecedented in recent memory." That said, it is not too late to add new skills now, she says.

Researching the company you want to work for and what it may be looking for is a must, says Mr Anil, another common theme in the BBC's interviews.

"At Monzo, we're focused on innovating and improving banking for everyone. We want to find people who have the same sense of purpose and drive for what we do. That's what can make you stand out."

For those stuck on furlough or shielding, he advocates keeping occupied. "Keeping busy with a hobby or through learning a new skill at this time can be good for your self-worth and mental health."

Like Ms Valoti at Snap, Mr Anil suggests getting someone to look at your job applications for you. "A fresh set of eyes can really help."

While filling out endless applications can become tedious, it's unwise to turn your job search into a production line, advises energy boss Mr Rossi.

"Do take the time to personalise each application. Research the company, its goals and objectives, and then demonstrate what you can offer to help them achieve it.

"Hiring managers can often tell a template application that's been sent to lots of companies."

Mr Evans says that for him, drive is the key thing. If you are at the start of your career, that could be for anything.

"I'm interested in graduates and apprentices who impress us with their drive - and that could be for the environment, engineering, technology or sport.

"So many fields can teach us the positive attributes we need to succeed in our roles - team work, determination, agility and critical thinking. All of this is invaluable experience that companies value."

Mr Daunt says having work experience, even if it is not relevant to the field in which you want to work, is still very important. He suggests a part-time job in a shop or in a pub can he helpful for people new to the workplace, to show their "stamina and work ethic".

"If you don't have experience, then you need to get it and that may mean starting at the bottom.

"I put great emphasis on character. Once someone is working for us, we can teach them. We want the raw material we can work with."

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How to get a job: Top bosses share their secrets

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More jobs are being lost as Coronavirus lockdowns hit the economy. For the jobs that remain, the question is, how to stand out as an applicant? We ask nine top bosses for their thoughts. When you apply for a job with Ms Tucker, founder of online marketplace Not On The High Street, she's looking for one thing: "Creativity."

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Help with CVs, application forms, personal statements, interviews, finding jobs, approaching employers and more.

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Are you between 16 and 24? Not sure what you should do or what options you have? Don't worry, there are a range of opportunities available to you.

The Welsh Government's Young Person's Guarantee provides everyone between 16 and 24 in Wales with the offer of support to gain a place in education, training, or an apprenticeship, find a job, or become self-employed.

The guarantee provides help with:

Choosing the right course

Finding an apprenticeship

Job searching and help through the application process

Starting your own business

So, explore your options below or get in touch with one of our trained advisers and start to build the future you want today!

Result stories

Speak to an Adviser on the phone, in-person or video call

Search for programmes that can help you improve your skills and opportunities

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Already know what you're interested in? Try out Get into courses.

We work with companies - including M&S, the NHS and Tesco - to help give you the opportunity to gain work experience and get job specific skills, help with your CV and interview techniques and access support for finding a job once you have finished the programme.
Find out more Unlock Skills for Work
Are you based in Northern Ireland, aged 16 to 30 and ready to kick-start a new career, but not sure where to start? Our new online Unlock Skills for Work programme will give you the skills and confidence you need to find job opportunities through workshops and one-to-one support.
Find out more
Boost your confidence with Team

In need of a boost? Team is our 12-week personal development programme.

It might seem like a long time but, with a residential, community project and work experience thrown in to develop your skills, it really does fly by.
Find out more
Get funding to train, learn and help get a job

Want funding to train, learn or to help you get a job? We offer Development Awards which can support you with a range of areas to make studying or working even easier.
Find out more
Do you have a big idea?

Find out how we can support you to become your own boss by checking out our Enterprise programme. Sign up for our in-person programme .

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Already know what you're interested in? Try out Get into courses. We work with companies - including M&S, the NHS and Tesco - to help give you the opportunity to gain work experience and get job specific skills, help with your CV and interview techniques and access support for finding a job once you have finished the programme.

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You can get extra help to find work through the DWP Youth Offer if you are:

While you are on the Youth Offer, you will continue to receive Universal Credit in line with the agreements made in your Claimant Commitment.

The Youth Offer has 3 different types of support:

Youth Employment Programme

Youth Hubs

Youth Employability Coaches

You will agree the best option for you with your work coach at the start of your claim or later as your work coach gets to know you.

Youth Employment Programme

The aim of the Youth Employment Programme is to help prepare you for work, increase your chances of moving into a job and refer you to the most appropriate support. This could include:

The programme lasts for 13 weeks and you will work with your work coach at jobcentre.

Employment and Skills review

Following your Claimant Commitment meeting, you will have an employment and skills review with your work coach. At the review, you will

discuss your skills and the types of job you would like to do

identify any work-related training you need

get support to develop and improve your CV, covering letter, interview skills and job search activities

Work search reviews

During your time on the Youth Employment Programme, you will have reviews with your work coach by phone, face to face or online for continued support and coaching.

You will get support to meet your individual needs and deal with any personal barriers to work you may have. Your work coach may refer you to other local support and local job opportunities, for example:

DWP Youth Hubs

Your work coach may refer you to extra support for up to 6 months from a Youth Hub work coach.

Youth Hubs are located with other organisations to provide access to more services in one location. They support you looking for work by helping you develop your skills and other activities such as writing a CV and interview skills.

DWP is opening Youth Hubs in England, Scotland and Wales.

Some Youth Hubs offer a drop-in service for all young people who need support to find work, including those not claiming Universal Credit.

Contact your local jobcentre to find your nearest Youth Hub.

Youth Employability Coaches

Your work coach may refer you to a Youth Employability Coach if you have complex needs or other barriers stopping you finding a job. They are based in jobcentres and provide support for up to 6 months to help you move into work.

They can also provide 6 weeks support while you are in work when you have started a job.

Travel and childcare costs

If you attend training or work experience, you may be able to claim travel and childcare costs. Speak with your work coach about this.

Help finding work online

The jobhelp website has information on looking for jobs, help with CV's, applications and interview support. It includes links to some national recruitment exercises and information to help people aged under 25 find work.

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Help to find work for Universal Credit claimants aged 18 to 24

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You can get extra help to find work through the DWP Youth Offer if you are: While you are on the Youth Offer, you will continue to receive Universal Credit in line with the agreements made in your Claimant Commitment.

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The Civil Service have an internship scheme for care experienced young people/ Mae gan y Gwasanaeth Sifil gynllun interniaeth ar gyfer pobl ifanc sydd â phrofiad o ofal

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The Civil Service have an internship scheme for care experienced young people/ Mae gan y Gwasanaeth Sifil gynllun interniaeth ar gyfer pobl ifanc sydd â phrofiad o ofal

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The Scheme

The Civil Service Care Leavers Internship Scheme is a flagship scheme which gives care leavers the chance to benefit from a 12-month paid internship in a central Government department/agency, with the possibility of the post being made permanent at the end of the 12 months.

The latest data shows 38% of care leavers aged 19-21 were NEET, compared to 11% of their peers in the general population. To help to address this the Internship scheme provides participants with the opportunity to develop and enhance their skills and has been the launch pad for a successful career in the Civil Service for many care leavers.

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Development Awards - The Kings Trust/ Gwobrau Datblygu - The Kings Trust

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Development Awards - The Kings Trust/ Gwobrau Datblygu - The Kings Trust

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Get funding to train and learn | Development Awards

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Our grants for 16- to 30-year-olds remove the financial barriers preventing you from taking your next steps into work, education or training.

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https://padlet.com/CardiffYouthService/tezza2b1r5yi610p

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Support for starting a business | Help for young people | The Prince's Trust

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We've helped over 90,000 young people to start their own business - and you could be next. We work with 18 to 30-year-olds living in the UK to turn big ideas into a reality. Get in touch to sign up today.

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If you're 25 or under and facing barriers that stop you from starting a business, looking for a new opportunities, or just have a great business idea then Big Ideas Wales can help.

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Barclays Bank UK PLC. Authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority (Financial Services Register No. 759676). Registered in England. Registered No. 9740322 Registered Office: 1 Churchill Place, London E14 5HP. © Barclays LifeSkills 2020

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I want to develop my enterprise and business skills

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Barclays Bank UK PLC. Authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority (Financial Services Register No. 759676). Registered in England. Registered No. 9740322 Registered Office: 1 Churchill Place, London E14 5HP. © Barclays LifeSkills 2020

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Business in Focus is changing businesses in Wales

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Business in Focus is a social enterprise with the sole purpose of supporting enterprise and helping businesses to start up and grow for over 27 years

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Volunteering should not affect your benefits. However make sure you tell your work coach that you want to volunteer.

Ddylai gwirfoddoli ddim effeithio ar dy fudd-daliadau.

Ond gofala sôn wrth dy anogwr gwaith dy fod ti am wirfoddoli.

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Benefits of volunteering/ Manteision gwirfoddoli 

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Benefits of volunteering/ Manteision gwirfoddoli 

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Volunteering can be one of the best ways for young people to get out and about, learn transferable skills and meet new friends. Volunteering gives young people an opportunity to give something back to their community or to support a cause that is important to them, e.g. animal welfare or environmental issues.
With such busy lives, young people might think they don't have time for volunteering, but the great thing is that even one hour of their time each week can make a real difference to a small charity or organisation. If school commitments prevent a regular agreement, there are always one-off opportunities to volunteer, e.g. litter picks or bring-and-buy sales.

Children and young people who struggle to make friends with others their own age or spend a lot of time on their own, can often flourish and grow in confidence when they are spending time with people who share similar interests, e.g. animal lovers, recycling enthusiasts.
Gain new skills and life experience
While volunteering is enjoyable and rewarding in its own right, it can also help a young person develop valuable skills like:

working as part of a team

leadership

communication

time management.

These skills will help their Personal Statement or CV stand out when they are applying for training or university, or looking for a job.

Some volunteering opportunities require young people to take a short course or introduction session, while others provide training which lasts a lifetime, e.g. St John Ambulance teaches first aid to its cadets (aged 10-17).
Awards and qualifications
Volunteering is an important element of both the Duke of Edinburgh Award (DofE) and the Welsh Baccalaureate

The DoE describes volunteering as giving 'time to do something useful without getting paid (apart from expenses)' and expects Bronze Award participants to be involved in practical volunteering for at least one hour a week for a minimum of three months

The Welsh Baccalaureate requires young people to spend fifteen hours on active community participation (Foundation Level).
Voluntary opportunities for disabled young people
Disabled young people have a lot to give and will reap the same benefits from volunteering as their peers.

Volunteering Matters in Wales believes children and young people can make all the difference to their communities and has projects run by and for young people, including young disabled people. There are part-time and full-time opportunities.

Remember, not all volunteering opportunities involve leaving the home - charities also need help with social media, IT, graphic design, administration, etc.
What age does a volunteer need to be?
Most volunteering opportunities start from about 14; however, if your child shows an interest in volunteering at a young age, why not look for something to do together, e.g. parkrun 's free 5km runs are marshalled entirely by volunteers, many of whom are children volunteering alongside their parents.

More than 50 schools in South Wales are also participating in First Give so it's worth asking if your child's school is involved.

Younger children can also volunteer at school events, e.g. selling programmes for the school play, or perhaps make craft items to raise money for their favourite charity.
Safeguarding young volunteers
Organisations owe all their volunteers a 'duty of care' and young volunteers need to be kept safe while volunteering. Similarly, there are safeguarding issues when the young person themselves are volunteering with vulnerable groups including other children.

The Wales Council for Voluntary Action has published a leaflet, Involving Young People as Volunteers.

If you have any concerns about your child's voluntary placement it is important to raise them with the organisation.

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Volunteering - opportunities for children and young people

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Volunteering can be one of the best ways for young people to get out and about, learn transferable skills and meet new friends. Volunteering gives young people an opportunity to give something back to their community or to support a cause that is important to them, e.g. animal welfare or environmental issues.

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Apprenticeships are a great way to gain qualifications while you work and earn a wage

Mae prentisiaethau yn ffordd wych o ennill cymwysterau tra byddwch chi’n gweithio ac yn ennill cyflog

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Customer Survey. We are always looking to improve our website and value the feedback of our customers. Take the Customer Survey. (This link will take you to an external site). This survey should take no more than 5 minutes to complete.

Apprenticeships are a great way to gain qualifications while you work and earn a wage. Find apprenticeships, what they involve, how to apply and more...

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Customer Survey. We are always looking to improve our website and value the feedback of our customers. Take the Customer Survey. (This link will take you to an external site). This survey should take no more than 5 minutes to complete. Apprenticeships are a great way to gain qualifications while you work and earn a wage.

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An apprenticeship will allow you to:

train in a field you want to work in and grow your career from day one

get valuable experience and a nationally recognised qualification

earn money and get started in the world of work, helping you to become a more self-reliant person

get holiday pay and in some cases study leave

learn from experienced colleagues

build your confidence and get job specific skills:making you more employable

Apprenticeships are available in a wide range of roles, not just traditional trades like construction and engineering, you can try something you've always fancied or something you'd have never thought of before.

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Apprenticeships - individuals | GOV.WALES

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Whether you're finding your way in the world of work or taking steps towards a career change, an apprenticeship could be for you.

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On the job training, including apprenticeships

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Work based training will give you the opportunity to learn new skills on the job and work towards a recognised qualification whilst at work.

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Confused about apprenticeships? Not sure how to sort the fact from fiction? Here, we've put together some of the top myths about apprenticeships, along with the real facts.

Firstly, what is an apprenticeship?

An apprenticeship is an opportunity to work and study at the same time.

Most of your time is spent doing on-the-job training, and the rest is spent working towards a qualification.

You'll get paid a salary and be part of a team, just like all other employees, but you'll also get dedicated study time.

1. Myth 1: Apprenticeships aren't as 'good' as degrees

An undergraduate degree isn't the only option - there are plenty of routes to get you to your chosen career, including apprenticeships. Apprenticeships are valued just as highly as undergraduate degrees and are already very popular.

It is also possible to complete a degree apprenticeship (or a graduate apprenticeship in Scotland) where you will gain the same degree as you would if you attended university full-time, but you'll complete it whilst in paid employment as an apprentice and gaining valuable industry experience.

There are apprenticeship pathways that can lead you into nearly all the career routes you might be thinking about, including a doctor, a nuclear physicist, a sportsperson, and even a rocket scientist.
More about degree apprenticeships

2. Myth 2: Apprenticeships are for people who don't do well at school

Apprenticeships are for everyone regardless of your academic background. They all have different entry requirements, just like any job or traditional degree, so it's about finding the best starting level for you.

Some apprenticeships don't need any formal qualifications at all, whereas some may ask for GCSEs, A levels or equivalent. An apprenticeship is a real job, so you'll have to satisfy the criteria the employer is looking for.

It's also about finding the best learning style for you. An apprenticeship is a work-based route, which can suit practical learners, or people who want to gain industry experience. You can also combine a degree with an apprenticeship if you'd like to experience the apprenticeship route and get a degree at the same time.

3. Myth 3: Apprenticeships are only available in vocational industries

Apprenticeships are available in a range of industries, including ones you might not expect, like business, marketing, chemistry, sports and journalism, to name a few.

If you're interested in construction, hair and beauty, or engineering, these apprenticeships exist too, and they can be a great route to get into your chosen career.

It's about finding the right route for you and what will best suit your interests and learning style.

4. Myth 4: Apprentices don't do 'real' jobs

As an apprentice, you hit the ground running from day one, working on real projects. Remember, as an apprentice you're an employee. It's not like volunteering or doing an internship. You might be working with paying clients, treating patients on a nursing ward, or helping design new buildings, to name a few examples.

You'll get support from your employer and will have a mentor or supervisor to guide you, so don't worry, you won't be expected to know everything from day one. You'll get objectives set at the start of your apprenticeship so you know what you'll be working towards, and this will be measured regularly.

5. Myth 5: Apprenticeships are badly paid

All apprentices are entitled to a minimum of £5.28 per hour. However, many companies pay more. The average salary of a degree apprentice in the UK is £22,500*.

Apprenticeship wages will vary depending on each company and the sector you're interested in. There are also different rates of pay depending on your age and what year of your apprenticeship you're in.

To find more detailed salary information, have a look at some specific vacancies to see what you can expect.
*Glassdoor, correct as of October 2022.

6. Myth 6: Apprenticeships are only for school leavers

There's no upper age limit for an apprenticeship, but they're generally suitable for anyone over the age of 16. Occasionally you need to be over 18 for some apprenticeships due to health and safety reasons, so always check the requirements on the job description to make sure you fit the criteria.

You could be in your 40s or 50s and a good fit for an apprenticeship. They can be a great opportunity for a career change later in life, especially if you have dependants as you can earn and learn at the same time.

7. Myth 7: An apprenticeship won't lead to a career

An apprenticeship is a work-based route to get you into your chosen career. An apprenticeship can make you a great asset to a company as you will have lots of industry experience and skills by the time you're qualified.

Degree apprentices are particularly sought after because they have a university degree as well as years of work experience.

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Find out the key info about apprenticeships, including what they are, how they work, and more.

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A degree apprenticeship gives you the opportunity to gain a paid-for degree while getting industry experience and earning a salary.

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Discover real-life stories from current apprentices, including how they landed the role and what day-to-day life as an apprentice is like.

Five reasons to sign up to the UCAS newsletter UCAS article

Careers support for life - find out more Sponsored by University of Plymouth

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Confused about apprenticeships? Not sure how to sort the fact from fiction? Here, we've put together some of the top myths about apprenticeships, along with the real facts.

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Learning 4 Life tutors are very supportive. They realise your struggles and try their best to get you to your goals at your own pace.

Learning 4 Life is Llamau's education and learning programme. We offer learning opportunities to young people aged 16-24 in a friendly and supportive setting. We aim to enhance self-esteem, develop skills and assist learners to move towards a more confident and independent future.

How does Learning 4 Life help young people?

Learning 4 Life supports young people to gain the skills and confidence they need to build an independent future for themselves. We help young people to gain qualifications and accreditations, to gain work placement and volunteering opportunities and we provide support towards employment and further learning.
Skills and Qualifications
Who can attend Learning 4 Life?

Any young person aged 16-24 who is currently not in education, employment or training is able to attend Learning 4 Life.

Where is Learning 4 Life?

Our Learning 4 Life centres are currently in Cardiff, Barry, Merthyr, Cwmbran, Caerphilly, Newport, Pontypridd, Ebbw Vale, Swansea and Bridgend. Find out more about our opening times below.
Centres and Opening Times
What makes Learning 4 Life different?

Maximum ratio of 1 tutor to 5 young people

Learning Support Assistants and Employment Liaison Officers available for additional one-to-one support

Travel costs reimbursed

Lunch provided

Hot drinks and snacks provided throughout the day

Opportunity to attend taster sessions and to visit centres to meet staff before signing up

Safe and relaxed learning environment

Support with opening bank accounts

Support with application for National Insurance

The Traineeship Programme, led by the Welsh Government, is supported by the European Social Fund

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Learning 4 Life tutors are very supportive. They realise your struggles and try their best to get you to your goals at your own pace. Learning 4 Life is Llamau's education and learning programme. We offer learning opportunities to young people aged 16-24 in a friendly and supportive setting.

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For further information on the Coronavirus and how to access support and advice please Click Here

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Happy New Year! Hope that the start to the year has been a good one you're all well and looking forward to this new decade. Time has flown by and...

About Us

Voices From Care Cymru brings young people together throughout Wales, who are, or have been looked after. We aim to provide opportunities, to improve the conditions of being in care, to promote the view of young people and to protect the interests of young people in care.

About Us

Membership

Any young person, who is or has been looked after in Wales, is welcome to become a member of Voices From Care Cymru. As a member you can be as actively involved as you like. We aim to make sure that young people are heard by the decision makers in Wales.

Membership

Influencing

Voices From Care Cymru aims to keep right up to date on the issues that face care experienced young people. We do this by undertaking our own research but also by feeding the views of our members into other organisations research and responding to consultations.

Influencing

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vfcc.org.uk - "Run by people who have been looked after - for all young people who are or have been looked after in Wales"

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For further information on the Coronavirus and how to access support and advice please Click Here Happy New Year! Hope that the start to the year has been a good one you're all well and looking forward to this new decade. Time has flown by and...

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Join our choir; Sing Proud Cymru and become part of something special.

Sing Proud Cymru is a joint project between ourselves and Voices From Care Cymru and aims to give children, young people and families from the care-experienced community, the best opportunity to express themselves.

Our inter-generational choir brings together care-experienced young people and those who support them; including support workers, foster families and care leavers.

We're dedicated to ensuring everyone has a voice and a platform to express themselves.

How do I join?

﻿To join the choir, please download and complete this form. Once completed, email it to education@wmc.org.uk. Then, just come along to a session.

When and where do we meet?

From 12 May 2019 the choir will rehearse every fortnight on a Sunday at Wales Millennium Centre. We meet in ' Caffi', in the main Glanfa foyer at 11am.

What does a typical session look like?

11am: meet up in Caffi.
11am - 11.30am: order food and drink for later (we pay for your food and drink).

11.30 - 1pm: rehearsal time.
1pm - 1.30pm: time to eat, drink and socialise.

How old do I have to be, to join?

The choir is open to anyone. If you are under 18 years of age, you must come along with a parent, carer or guardian.

Do we get to perform?

Yes, there are plenty of opportunities to perform and we make every effort to find as many opportunities as possible for you to sing.

Recent highlights include a performance here ahead of a Matilda matinee show, singing at the Voices From Care's: 'Proud to be Me' event, and singing at the youth arts festival, RawFfest.

So come and enjoy yourself, learn new skills and have fun singing with us.

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Join our choir; Sing Proud Cymru and become part of something special. Sing Proud Cymru is a joint project between ourselves and Voices From Care Cymru and aims to give children, young people and families from the care-experienced community, the best opportunity to express themselves.

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Project eligiblity criteria for Engage to Change. 16-25 years old with a learning disability, learning difficulty or autism, NEET, resident in Wales...

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We can run workshops for young people on any of the topic areas covered in our resources.

In the one-to-one workshops we are able to go into more depth on an issue, providing guidance based on the individual's needs.

For more information contact Bethan Wilson, Development Officer, Children in Wales. gettingready@childreninwales.org.uk

Gallwn ni gynnal gweithdai i bobl ifanc ar unrhyw rai o’r meysydd pwnc sy’n cael sylw yn ein hadnoddau.

Yn y gweithdai un-i-un byddwn ni’n gallu edrych yn fanylach ar rywbeth, a rhoi arweiniad ar sail anghenion yr unigolyn.

I gael rhagor o wybodaeth, cysylltwch â Bethan Wilson, Swyddog Datblygu, Plant yng Nghymru. gettingready@childreninwales.org.uk

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Into work Advice Service/ Gwasanaeth Cyngor i Mewn i Waith

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Into work Advice Service/ Gwasanaeth Cyngor i Mewn i Waith

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Cardiff Council Into Work advice service

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NACRO - Criminal Record Support/ Cymorth Cofnodion Troseddol

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NACRO - Criminal Record Support/ Cymorth Cofnodion Troseddol

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In the United Kingdom, over 12.3 million people have a criminal record. Many people only commit a crime once, often when they are young, but they struggle to move on because they face ongoing barriers finding work, renting a property, volunteering, travelling abroad, or finding insurance. is a direct Criminal Record Support Service helpline for individuals with a criminal record in finding employment, while our accompanying Employer Advice Service supports employers with recruitment processes and consulting.

How can the Criminal Record Support Service help you?

The Criminal Record Support Service offers people information, advice and guidance on criminal record related issues through our online resources and helpline for both individuals and employers. This includes helping people understand the rules and their rights when disclosing a criminal record. We can also advocate on people's behalf if they have been treated unfairly.

We also support and advise employers, educators and organisations with bespoke training and webinars. Giving them the confidence to assess and manage risk in relation to criminal records. We offer a public library of resources available that can support the processes learned through these courses.

In 2022, Nacro's Employer Advice Service delivered training and consultancy support to 41 employers across England and Wales, which include West London NHS Trust, Housing Group Plus, Birmingham City Council, Maximum UK, Middlesborough College, Girlguiding, Dorset NHS Trust, St Mungos and others.

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Nacro Criminal Record Support Service offers people criminal record advice, information and guidance for individuals and employers. See more.

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Looking for a job with a Criminal Record? / Chwilio am swydd gyda Chofnod Troseddol?

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Looking for a job with a Criminal Record? / Chwilio am swydd gyda Chofnod Troseddol?

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Looking for a job with a criminal record | Disability charity Scope UK

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What you need to disclose if you have a criminal conviction and are looking for work as a disabled person.

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Information to help autistic people find a job and get the support they need at work, including resources on reasonable adjustments and how to request them.

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Into Work Advice Service/ Gwasanaeth Cyngor i Mewn i Waith

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Into Work Advice Service/ Gwasanaeth Cyngor i Mewn i Waith

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Just left school and not sure what to do next? We can help you decide your next move - whether you want to return to education, get into employment or training!

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The King’s Trust in Wales | Where we work

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We work with thousands of young people across Wales each year, providing them with the tools they need to succeed.