Employment has a major positive impact on an individual’s long-term health and wellbeing as well as that of their family members.  It can influence social mobility, economic independence, housing, and income levels.

Unemployment, however, can be both a cause of and a result of ill health.  The negative effects of unemployment on health and wellbeing can be linked to poverty and low income levels.  Long-term unemployment; limiting illnesses; low paid, short-term and temporary employment; and low level skills can affect an individual’s ability to gain and sustain employment.  The current economic climate presents particular obstacles to gaining employment for specific age groups (for example, 18-24 year olds and people aged over 50 years) and also for people who have recently been made redundant and may need to re-train to secure available employment opportunities.

This topic has strong links to the following JSNA topics:


Last updated: 2015-05-18 15:51:22
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1. What are the key issues?

The health and wellbeing of residents is important for Hartlepool’s economic prosperity. Regular paid work greatly reduces the risk of isolation, improves quality of life and the health of an individual and helps rehabilitation and recovery.
When considering how to improve the health of Hartlepool’s population, the key issues that need to be considered and addressed are:

  • How to support long-term unemployed and economically inactive adults to overcome barriers to employment, such as health and wellbeing matters.
  • How the Economic Regeneration Forum and Health and Wellbeing Board can work in partnership to ensure that employment and business support services are linked to health provision.
  • How to improve the labour supply links to skills training, apprenticeship programmes, job creation and future job opportunities.
  • How to improve links to pre-employment programmes that include health initiatives for adults who are long-term unemployed and have a health condition.
  • The profile of preventative health services is raised with employers so that more employed adults are supported to remain in work.
  • There is support to improve the skills of and provide in-work mentoring for employed adults.
  • There are high levels of workless adults within Hartlepool, with over 5,000 adults claiming Incapacity Benefit (IB).  Three-quarters of IB claimants are reported to be “not fit for work” due to mental health conditions including stress, anxiety and depression.


Last updated: 15/05/15

2. What commissioning priorities are recommended?

Complete a comprehensive needs assessment
to understand the health service requirements of unemployed and employed adults.  Particular qualitative and quantitative research should be undertaken on how both cohorts have potentially differing needs for health service provision. This has been partially achieved / completed.

Improve links to existing services for employed adults
to ensure that they are adequately connected to early intervention health programmes such as Improving Access to Psychological Therapies (IAPT) service. This will require increased engagement with employers which can be facilitated by the Economic Regeneration Forum. This has been partially achieved / completed.

Provide Intermediate Labour Market (ILM) placements
to provide work experience with supportive employers who understand the challenges faced by long-term unemployed adults re-entering employment. This has been partially achieved / completed.

Commission pre-employability programmes
that incorporate healthy lifestyle and fitness to work sessions.  These should be focused at pre-Work Programme customers. This has been partially achieved / completed.

Provide experienced Information, Advice and Guidance (IAG) officers
based within the community and as an integral part of multidisciplinary teams, including health professionals to provide appropriate careers advice and signpost to suitable provision. This has been partially achieved / completed.

Promote a healthy and supportive working environment
that includes implementing health initiatives and raise awareness of how to tackle in-work stress, anxiety and depression. This has been partially achieved / completed.

Provide early access to health provision for employed adults
, specifically targeted at preventing those adults reaching the stage of being classified as ‘long-term sick’. This has been partially achieved / completed.

Develop the Tees Valley Strategic Economic Plan which details a range of priorities for the sub-region, supported by European Funding. A range of task and finish groups with key partners are established, with the aim of identifying commissioning priorities.


Last updated: 15/05/15

3. Who is at risk and why?

Youth unemployment has more than doubled since January 2005 but has fallen from its recent peak of 13.6% in January 2010 and remains some way below its highest point of 20.5% in January 1995.

In England, people aged 18-24 years are nearly twice as likely to be claiming Job Seekers Allowance than the general population (6.6% and 3.6%, respectively) and three times more likely than those aged 50 to 64 years (Nomis, 2012).

Older people face a number of potential barriers to labour market participation including out of date skills and qualifications, discrimination by employers in relation to age and higher expectations of salary upon entering the labour market.

Men are more likely to be economically active than women (83.9% and 72.0% respectively).  Male unemployment is 7.9% in England, compared with 7.4% for females.  Men in full-time employment earn more than women in full-time employment (£533.30 and £433.00 per week, respectively) (Nomis, 2012).

Socioeconomic status
Two-fifths of all adults aged 45-64 on below average incomes have a limiting longstanding illness or disability, one-and-a-half times the rate for those on average incomes and three times the rate for those on high incomes (The Poverty Site, 2010).

There is strong evidence to suggest that ethnic minorities remain less well integrated into the regional labour market than their White British counterparts. Previous research suggests that different ethnic minority groups face a range of barriers in accessing the UK labour market.

Black African, Black Caribbean, Pakistani and Bangladeshi households are more likely to be workless than other ethnic groups (The Poverty Site, 2011).

Refugees face a number of distinct personal and structural barriers to economic participation including issues such as English language acquisition, lack of confidence and self-esteem, lack of UK work experience, references and proof of overseas qualifications.

In 2010/11, 6.3% of adults with learning disabilities were in employment in England (Learning Disabilities Observatory, 2012) compared with 71.8% of the population.

Disabled people are less likely to be employed (49%) than non-disabled people (78%).  Of those who are employed, about one-third of disabled people are in part-time employment compared with one-quarter of non-disabled people (Office for Disability Issues, 2012).

Low skilled adults
Having low or no skills is a major cause of unemployment and is widely acknowledged as one of the main barriers preventing unemployed people from returning to and remaining in the labour market.

Lone parents
Lone parents face issues such as finding childcare and childcare costs, domestic responsibilities, location of employment and emotional support.

Mental health
People with mental health problems have significantly lower employment rates than other working age groups.  Mental health problems can lead to significant disruption in people’s lives and those suffering from problems can experience issues in relation to confidence, self-esteem, concerns in relation to coping mechanisms and impact upon work.

About half of carers spending the most time (between 20-49 hours) caring per week were in employment in 2001.

Approximately one in five carers has to give up work, which affects pension contributions and increases the risk of poverty in later life.

Offenders often have problems which can affect employment prospects (for example, drug dependency, homelessness and employer discrimination).

Non-group specific
Diabetes is the leading cause of blindness in the working age population.

People with autism spectrum disorders (ASD) may need support from services, because impaired capacity for social interaction hampers their chances of employment and achieving independence.

Communities where worklessness has remained high over the last ten years now suffer further from the effects of the recession. The unemployment rate gap between those local authorities with the highest and lowest rates had narrowed over fifteen years.  There is now concern for those who are already long-term unemployed and who live in existing vulnerable economies where unemployment is expected to increase and available vacancies will further decline (Houghton et al, 2009).

The North East Regional Joint Health Review and Scrutiny Committee examined the health needs of the ex-servicemen and their families.  Roughly one person in twelve in the UK is a member of the ex-service community: either a veteran of the armed forces or a carer, dependant or close family member of a veteran.  The employment needs and associated health and wellbeing in relation to this group continues to be a high priority, and work will continue locally to complement that taking place regionally.


Last updated: 02/07/13

4. What is the level of need in the population?

There are 58,300 working age adults within Hartlepool.  The overall worklessness rate remains high, recently rising to 31.2%.  This equates to 10,600 working age adults claiming a key benefit – higher than the North East and national rates of 26.6% and 23.8% respectively.  Of this workless group, over 6,000 adults are on Incapacity Benefit (IB) and are unfit for work.

Hartlepool has been affected by the recent recession which saw an increase in the numbers of people claiming Jobseekers Allowance (JSA).  Claimant count rates in Hartlepool increased from an average 2,450 in 2004 to 2008 to over 4,600 in 2012 and 2013.  The number is now reducing.  JSA claimant count rates in Hartlepool tend to be twice the rate seen nationally (Nomis, 2013).

Claimant count trned, Hartlepool, 2004 to 2014

Within Hartlepool, two wards have claimant count rates below the England average.  There is a near eight-fold difference in rates, from 1.3% in Rural West to 10.2% in Victoria.  There are no wards in Hartlepool with rates in the middle quintile for Teesside, highlighting the divide between areas with lower and higher unemployment.
Unemployment map, Hartlepool wards, Apr 2014

The Annual Population Survey estimates unemployment, as not all unemployed people are in receipt of JSA.  This estimates about 6,600 people to be unemployed in Hartlepool in 2013, more than the 5,800 in 2012 considerably more than the 2,450 JSA claimants identified.  Unlike the latest fall observed in JSA claimants, unemployment in Hartlepool appears to have increased to 15.5%, compared with 7.6% in England (Nomis, 2014).

Unemployment (survey-based) trend, Hartlepool, 2004 to 2014

Comparing Hartlepool with Halton (a similar area) and other Tees local authorities, shows that Hartlepool has a high rate of unemployment.

Benchmark of unemployment, Tees and comparators, 2013/14

The level of key benefit claimants in Hartlepool is almost double the rate in Great Britain and higher than the North East.  Total claimant rates are also higher than the North East and Great Britain.  Worklessness remains a major challenge in Hartlepool.  The largest group of claimants are in receipt of Employment Support Allowance (ESA) and incapacity benefits (IB).  Over 65% of ESA/IB claimants have been in receipt of those benefits for more than five years with 57% of claimants being male.  Rates of ESA/IB are above the GB average.

Working-age client group - key benefit claimants, Hartlepool, February 2014




North East


Great Britain



Job seekers allowance (JSA)*





Employment support allowance (ESA) and incapacity benefit (IB)*





Lone parents*










Others on income-related benefits*















Total key out-of-work benefits





Total claimants





* = key out-of-work benefits

Total key out-of-work benefits may not add up as individuals may be in receipt of more than one benefit.

Source: Nomis (2014)


The number of people receiving Incapacity Benefit and Employment Support Allowance in Hartlepool has reduced from about 8,000 in 2001 to about 5,500 in 2014, a 30% reduction in thirteen years.

Low skilled adults
Although adult skills attainment has improved in recent years, skills levels remain low in Hartlepool.  About 8,300 (14.2%) of people aged 16-64 have no qualifications, compared to 9.3% for GB as a whole.  An above average proportion of Tees Valley residents have poor numeracy and literacy skills, 28% and 27% respectively (DFES Skills for Life Survey 2003).  In addition, 20% of adults in Tees Valley have only entry levels of literacy skills compared to 16% in England, and 67% in Tees Valley have only entry levels of numeracy skills compared to 47% in England.

Qualifications, Hartlepool, January to December 2013



North East

Great Britain





NVQ4 and above





NVQ3 and above





NVQ2 and above





NVQ1 and above





Other qualifications





No qualifications






Numbers and % are for people aged 16-64

% is a proportion of resident population of area aged 16-64

No qualifications: No formal qualifications held

Other qualifications: includes foreign qualifications and some professional qualifications

NVQ 1 equivalent: e.g. fewer than 5 GCSEs at grades A-C, foundation GNVQ, NVQ 1, intermediate 1 national qualification (Scotland) or equivalent

NVQ 2 equivalent: e.g. 5 or more GCSEs at grades A-C, intermediate GNVQ, NVQ 2, intermediate 2 national qualification (Scotland) or equivalent

NVQ 3 equivalent: e.g. 2 or more A levels, advanced GNVQ, NVQ 3, 2 or more higher or advanced higher national qualifications (Scotland) or equivalent

NVQ 4 equivalent and above: e.g. HND, Degree and Higher Degree level qualifications or equivalent

Source: ONS annual population survey (NOMIS)


Moving directly from an inactive benefit to a work-ready benefit may be extremely stressful for customers, especially those who may not have worked for long periods of time. The results of the Work Capability Assessment (WCA) for October 2008 to August 2010 show that 75% of customers have been classified as ‘fit for work’.

Having low or no skills is a major cause of unemployment and is widely acknowledged as one of the main barriers preventing unemployed people from returning to and remaining in the labour market.

Young people
The number of young people (aged 18 to 24 years) who are unemployed in Hartlepool rose from about 700 in 2005 to over 1,400 in 2012, but has now reduced to about 900.  Youth unemployment in Hartlepool tends to be at about twice the rate seen nationally, and higher than the North East.  In Hartlepool, more than 1 in 10 young people aged 18-24 are unemployed.

Youth unemployment trend, Hartlepool, 2000 to 2014

In January 2014, 290 young people (aged 16-18 years) in Hartlepool were not in education, employment and training (NEET), some 7.8% of this age group and higher than the England average of 5.3% but similar to the North East average of 7.6%.  Halton (a similar area) has a rate of 8.4%.

Not in education, employment or training, Hartlepool, 2013

Across the Tees Valley, fewer than 2% of 16-18 year olds are ‘long-term’ NEET remaining completely outside of the system between their 16th and 18th birthdays. The majority of young people move in and out of the system; typically over 50% of the NEET group is actively seeking education, employment or training at any one time.

Hartlepool has a higher proportion of part-time jobs compared to the North East and Great Britain.  There is a higher than average proportion of jobs in manufacturing and construction but a lower proportion in services.

Employee jobs by working pattern and industry sector, Hartlepool, 2012



North East

Great Britain

Employee jobs




Total employee jobs















Employee jobs by industry





Primary Services (A-B: agriculture and mining)





Energy and Water (D-E)





Manufacturing (C)





Construction (F)





Services (G-S)





    Wholesale and retail, including motor trades (G)





    Transport storage (H)





    Accomodation and food services(I)





    Information and communication (J)





    Financial and other business services(K-N)





    Public admin, education and health (O-Q)





    Other Services (R-S)





Source: ONS annual business inquiry employee analysis / nomis


% is a proportion of total employee jobs

 Employee jobs excludes self-employed, government-supported trainees and HM Forces

 Data excludes farm-based aggriculture


Job density is defined as the ratio of number of jobs in an area compared with the working age population.  In Hartlepool, there are about 30,000 jobs, giving a job density of 0.52 jobs per working age adult, compared with 0.78 in Great Britain (Nomis, 2014).

Hartlepool has 10.8 JSA claimants for every Job Centre Plus notified vacancy, compared with 3.7 claimants per vacancy in Great Britain (Nomis, 2012). This data set is no longer being updated.


Last updated: 15/05/15

5. What services are currently provided?

National Measures

Get Britain Working
National Government introduced welfare reforms in 2010 and introduced the Work Programme.  The Work Programme represents a step change for Welfare-to-Work, creating a structure that treats people as individuals and allows providers greater freedom to tailor the right support to the individual needs of each customer.  It has replaced previous programmes for unemployed people.

  • The Work Programme - helps individuals prepare for, find and stay in work. There are eight eligible customer groups and it is mandatory for people aged 18-24 years after receiving JSA for nine months.
  • Community Work Placements - aims to equip jobseekers with a valuable period of experience in a work-based environment, enabling them to develop the disciplines and skills associated with sustained employment, as well as to move them into employment.
  • Work Clubs - are for anyone who is unemployed and looking for work. They give people the opportunity to make the most of the local knowledge that's available, to support them in their search for a job.
  • Work Together - the opportunity to volunteer with a local voluntary organisation to help learn new skills and improve chances of finding work.
  • Work Trials – a voluntary opportunity which provides the chance to try out a job for up to 30 days.
  • Work Experience - gives anyone aged 18 to 24 years and receiving JSA the opportunity to take part in a work placement.
  • New Enterprise Allowance – provides help and financial support to set up a business for anyone in receipt of JSA for six months, Income Support (if a Lone Parent) or Employment Support Allowance (Work Related Activity Group).
  • Enterprise Clubs - help to become self-employed or to start a business.
  • Sector-based Work Academies – offer training, work experience and a guaranteed interview for anyone aged over 18 and in receipt of JSA or Employment Support Allowance (Work Related Activity Group).

Specialist disability employment support

  • Work Choice - is a programme to support disabled people with complex, disability-related barriers to help them find and stay in suitable employment. 
  • Access to work - can help if a person’s health or disability affects the way they do their job. It gives them and the employer advice and support with extra costs which may arise because of individual needs. It includes support for those who wish to move into self-employment.
  • Disability Employment Advisers - if people need extra employment support because of a disability, the local Jobcentre will put them in touch with one of their Disability Employment Advisers (DEAs).  DEAs can give help and support regardless of an individual’s situation. They can help people find work, or they can help them to gain new skills even if they have been out of work for a long time or have no work experience.

Drug or alcohol support - This voluntary service is for people who have a dependency on drugs or alcohol that affects them finding or keeping work.  It can also help people who have a problem with both drugs and alcohol.

Education Funding Agency (EFA) - The 16-19 Bursary Fund is a scheme intended to help the most vulnerable 16-19 year olds in full-time education.

SFA Apprentice Grant for Employers (AGE) - The AGE 16 to 24 Grant for Employers aims to support businesses, who would not otherwise be in a position to do so, to recruit individuals aged 16 to 24 into employment though the Apprenticeship programme.

DFE Youth Contract - The purpose of the Youth Contract programme for 16- and 17-year-olds is to engage young people who are hardest to reach and support them into education, training or a job with training.

DWP Families with Multiple Problems (FamilyWise) - supports disadvantaged families, facing multiple barriers to work, to move closer towards and into sustainable employment.

DCLG Troubled Families - the programme is targeted on families identified through a set of national criteria which include juvenile offending, involvement of any family member in Anti-Social Behaviour (ASB), exclusion from school or unauthorised absence levels of 15% or more, and receipt of a range of worklessness benefits.

National Careers Service - provides information, advice and guidance to help individuals make decisions on learning, training and work opportunities. The service offers confidential and impartial advice supported by qualified careers advisers.


Tees Valley Measures


Tees Valley Jobs and Skills Investment Scheme - offers businesses a 12 month wage subsidy of up to 50% towards the cost of a new trainee, apprentice or graduate of any age.  There is no limit to the number of people that a company can employ, providing the posts are additional and can be sustained for a minimum of two years.

Tees Valley Workforce Skills – provides a range of training and support to up-skill employees within businesses employing less than 250 people.

YES Project - a Tees Valley wide initiative being delivered by Youth Directions for Stockton which works with NEET young people to support them into Education, Employment or Training.

Graduates for Business - an initiative from Teesside University aimed at helping graduates to get their foot on the first rung of the career ladder by assisting them in finding employment with SME’s based in the North East.  Graduates can be placed on a register to be offered vacancies as and when they arise.  Businesses can access up to £11,000 as salary support to employ a graduate, and the University provides a free recruitment service.


Local initiatives in Hartlepool


Hartlepool Works Consortium – This is an employment and skills consortium which has membership from over forty providers who work within a set strategic framework to develop collaborative and targeted interventions, with a specific focus on priority groups or unemployment ‘hotspot’ areas. Details of the network and further information can be found at www.investinhartlepool.com.



Last updated: 15/05/15

6. What is the projected level of need?

Due to the broader travel-to-work area a Tees Valley perspective is provided to project the level of need.  Hartlepool has 14% of the Tees Valley population.

The Tees Valley Strategic Economic Plan (Tees Valley Unlimited, 2014) sets out the economic vision for Tees Valley for the next 10 years.  It forecasts the following level of need.

Tees Valley currently has 281,000 jobs and a working age population of 421,000.  To bring employment levels up to the national rate, an additional 28,000 jobs are needed.  Tees Valley Unlimited’s (TVU’s) target is to create 25,000 new jobs in the Tees Valley over the next decade, a 10% increase on 2014.  These will bring over £1 billion of gross value added (GVA) benefits, closing the gap between Tees Valley and national employment rates and matching the private sector employment rates in Manchester, Birmingham and Leeds.

These 25,000 new jobs will be achieved in the following sectors, noting the forecast reduction in ‘other manufacturing’:

Net Job Creation, Tees Valley, 2015-2025




Low Carbon



Advanced Manufacturing



Other Manufacturing






Tourism and retail



Finance and Business Services (ex digital)






Telecoms and Digital



Higher Education



Health (Care)



Other services






Source: Tees Valley Strategic Economic Plan, Tees Valley Unlimited (2014)

Demographic changes are also an issue.  It is predicted that the number of people over the age of 65 will rise over the next ten years, along with an increase in those aged 55 to 64 (prevalent in process and advanced manufacturing jobs) and a fall in the number of young people entering the labour market. Those aged over 55 are likely to leave the workforce during the next ten years, taking their skills and experience with them. The replacement demand in Tees Valley between 2010 and 2020 could be as high as 120,000 people across all occupations. At the same time, the number of people aged 15-24 will decline, with new entrants to the workforce over the same period diminishing. The number of school leavers (aged 15-16) in Tees Valley will shrink over the coming years; by 2017 there will be 900 fewer students in this group than in 2013. The combined effect will produce a shift in the profile of the workforce over the next ten years and measures need to be put in place now to reduce the impact upon the local economy.
Last updated: 15/05/15

7. What needs might be unmet?

A comprehensive assessment of the relationship between service provision and demand is required.

Further research is needed to evaluate if the services offered to both unemployed and employed adults meet their needs.  Any increase in the unemployment rate could mean that demand outstrips supply.

  • The potential of a new group, recently unemployed people, who may have an increased need for health services.  Unemployment could have a detrimental effect not only to an individual’s health, but to other members of their family. Adults who are at risk of redundancy or are made redundant may not seek help because of the stigma attached to mental health problems or by the reluctance to admit that there is a problem.
  • To ensure that there are regular reviews of unmet needs, it is important that statutory agencies, health services, post-16 providers and employers’ work together to debate where there are service gaps and how these can be closed through existing services.
  • Employers would value access to independent expert advice on the functional capabilities of sick employees, especially in longer-term absence and instances where there is risk never working again.

If an Independent Assessment Service (IAS) is not introduced nationally, then consideration should be given to how existing local health and employment services, particularly those who currently offer in-work mentoring, human resources and employer advice can work together to sustain adults in work.



Last updated: 15/05/15

8. What evidence is there for effective intervention?

Young People (up to 25)

Hidden Talents 2: Re-engaging young people, the local offer (Local Government Association, 2013) contains examples of good practice and successful projects. The LGA used evidence from successful projects to make proposals suggesting a whole-system approach based on a new level of collaboration between local and national services and a more fitting distribution of responsibilities.  The model ultimately seeks:

  • to integrate and sequence re-engagement services for the most disengaged young people up to 24, by making local partnerships default commissioners of re-engagement support;
  • to reconnect provision to employer demand in local labour markets, by flexing skills and employment services around occupational and sector funding priorities jointly set by local partners with government;
  • for local services for hardest-to-reach young people with national welfare to work services and programmes to unlock value by co-designing support packages for this group.

Some of the examples are dependent upon responsibilities moving from National to Local Government but substantial elements of the good practice could still be implemented without that change.

The following are examples of good practice in the Hidden Talents Document:

Wakefield – early identification and targeted joint working

Wakefield Council is taking a holistic view to transitioning young people through primary school, secondary schools and into post-16 education.  In one year the number of school leavers becoming disengaged dropped from 6% to 5.5%. Over the same period applications for post-16 learning via the Wakefield online prospectus increased by 22%, up to 86% by March 2012.

The authority has developed detailed data analysis to understand the current cohort and map provision, identifying young people at risk and tracking them through school, and developing information-sharing tools to inform pre and post-16 provision – a smart phone application was developed to inform young people of the opportunities ahead.

A Targeted Youth Service works with Connexions and the local third sector to provide bespoke programmes for most at risk groups – it includes the Back on Track project giving young people hands on employment experience to complement formal learning. Since 2010 it has, for instance, increased the number of young offenders re-engaging following a court order increased from 58% to 80% in 2012.

Hartlepool – bespoke employability programmes

Hartlepool’s Going Forward Together programme was the centre piece of its strategy to engage high risk young people. The programme supported over 600 of the most disengaged 14-19 year olds, with 75% progressing into education, employment and training. Despite the recession, the local authority reduced the number of disengaged young people from 9% at the end of 2007, to 7.4% in 2011, and plans to reduce to 6.7% by 2012/13.

The programme was targeted at young people identified by schools or Connexions who required additional support, such as young offenders, care leavers, or young people from disengagement ‘hotspots’.  The local authority, Connexions, schools, and training providers collectively designed bespoke engagement programmes. All provision was routed through a single referral point in the Council’s Integrated Youth Support Service, which conducted eligibility checks and offered targeted careers advice and guidance, before a referral to a named mentor that could draw on a range of wrap around services from a number of providers.

As part of the personalised intervention, subcontractors from the public, private and third sector offered varied and unique pre-employability programmes focused on helping young people remain economically active post 16 - including everything from Foundation Learning to Jobcentre Plus provision.

Since February 2011, 182 young people had been registered onto the programme; with 97% retention rate and 99% achievement rate, with 65% of participants progressing into work or learning.

Gateshead – simplified offer to employers
The Gateshead Apprenticeship Plan commits to increasing the number of apprenticeships by 600 before 2014, and increase the number of apprenticeships for 14-16 year olds to 260. Gateshead Strategic Partnership is working with the National Apprenticeship Service, Connexions, and the Gateshead Collective, a network of eight work-based learning providers, to deliver the plan’s priorities.

The single offer co-ordinates information relating to apprenticeships across the Borough, and provides a central resource with a common message for employers, and reduces the number of approaches from providers. The plan targets seven priority growth sectors for Gateshead, including science, digital and creative, and retail and tourism.

Within the model, the local authority plays a commissioning role shaping provision around local economic priorities, acting as a corporate parent for young apprentices from care. Ten partnership groups will help deliver the plan across Gateshead, with the National Apprenticeship Service acting as the delivery body.

Newcastle – Apprenticeship Plus
Newcastle City Council is leading the way on apprenticeships, for instance as an employer it has over 120 apprentices. Newcastle has also developed an Apprenticeship Plus service, which offers employers that want to recruit an apprentice an holistic, rounded service – including assistance with recruitment, arranging the delivering of training, and a salary subsidy programme for apprentices which complements NAS’s Apprenticeship Grant for Employers. The city is to build on this as part of its city deal, developing an apprenticeship hub. Furthermore, young people are assisted in interview preparation and those that apply but are not successful have the option of additional support to help fill any skills gaps. As a result, more than 50 apprenticeship opportunities have been created for young people from Newcastle’s more disadvantaged areas.


Further examples of good practice from Tees Valley include:

Youth Employment Initiative - Stockton
Following the success of the Future Jobs Fund in Stockton it was decided to develop this initiative to provide 165 employment opportunities for young people aged 16-24.

  • Opportunities were for at least 12 months, providing work for 35 hours or more per week and were paid at least at the national minimum wage;
  • All jobs were suitable for long term unemployed young people between 16 and 24,
  • Jobs were additional – i.e. they would not exist without this funding;
  • Opportunities had to be part of an apprenticeship framework;
  • The work undertaken directly benefitted local communities;
  • Organisations received 39 weeks subsidy for wages.

Foundation for Jobs – Darlington
Launched in early 2012 the Foundation for Jobs (FFJ) project had four key elements: promote vocational opportunities (both training and employment); increase the number of apprenticeships; build links between schools and business (and address perceptions of apprenticeships and industries in general); develop internships and entrepreneurial skills.

A full time project co-ordinator ensured that activities across all four strands were delivered and in the first year of the project 123 apprenticeships were created, over 1,100 young people attended practical/interactive themed sessions; 124 Internships were taken up and 66 young people received advice on starting their own business. The impact both in terms of actual numbers but also in terms of changing attitudes is evident amongst those working with young people in Darlington and all other Tees Valley Local Authorities are looking at FFJ as a template for their activities.

It is clear from the project’s first annual report (July 2013) that the project is performing well and exceeding the targets. The report states “Foundation for Jobs has taken a different approach to addressing youth unemployment; tackling attitudes and perceptions at a grassroots level.” It continues: “The first year of the programme has produced a blueprint for investment both in Darlington and further afield.”


Talent Match – Middlesbrough
Talent Match is targeting young people who are furthest from the jobs market, including those who are completely outside of the benefits, work and training system and facing severe barriers to gaining the skills they need to get into work. Talent Match boosts opportunities for young people in selected areas by bringing together partnerships of employers, education providers and others, led by local charities.

In Middlesbrough the Prince's Trust was granted more than £1.4 million from the Big Lottery Fund to deliver Talent Match.  Focusing on the areas of Gresham, University, Middlehaven, North Ormesby & Brambles Farm, Thorntree, Pallister, Park End and Beechwood Talent Match identifies, engages, inspires and supports eligible young people from the most deprived areas in Middlesbrough to enable them to move into sustained employment or enterprise by matching them with a dedicated mentor who helps boost their confidence and skills, and supports them back into the workplace.

Over the five year project 500 young people who have been unemployed for 12 months or more will increase in confidence, motivation and self-esteem; at least 100 young people will be supported into sustained employment or self-employment, lasting for a minimum of 6 months.


Last updated: 15/05/15

9. What do people say?

The evaluation of the highly successful Tees Valley InWork Support project found that ‘Employers, partners and providers agree that an early intervention to health programmes and support to help all adults to fully participate within the labour market is important for improving the health of the local population.’



Last updated: 15/05/15

10. What additional needs assessment is required?

The Hartlepool Economic Assessment was completed in 2010 and endorsed by the Council in March 2011. The assessment provides a detailed needs analysis of the drivers that directly, and indirectly, impact on Hartlepool’s economic capacity. It provides a wide range of information relating to social, economic and environmental issues, such as employment and skill levels and the health and wellbeing of the population.

This led to the development of the Hartlepool Economic Regeneration Strategy (ERS) 2011-2021 and ERS Action Plan 2014-2017. The ERS provides a clear framework for the future direction and delivery of the Council and relevant partner’s services, aimed at maximising economic growth for Hartlepool and improving outcomes for residents, including helping people into sustained employment.

Whilst the Economic Assessment and ERS provide a significant level of detail relating to economic and regeneration matters, there is still a need for a full needs assessment to understand the health service requirements of unemployed and employed adults.


Last updated: 15/05/15

Key Contact

Name: Scott Campbell

Job Title: Performance Officer

e-mail: scott.campbell@hartlepool.gov.uk

phone: 01429 284306



Local strategies and plans

Hartlepool Borough Council (2011). Economic Assessment

Hartlepool Borough Council (2014). Hartlepool Economic Regeneration Strategy 2011-2021

Hartlepool Borough Council (2011). Hartlepool ERS Action Plan 2014-2017

Tees Valley Unlimited (2014). Tees Valley Strategic Economic Plan

Tees Valley Unlimited (2014). Tees Valley European Structural & Investments Fund Strategy

Tees Valley Unlimited (2011). Tees Valley Local Enterprise Partnership’s Statement of Ambition 2011.

Tees Valley Unlimited (2011). Tees Valley Unlimited Partnership Business Plan.

Tees Valley Unlimited (2009). Tees Valley Economic Assessment.


National strategies and plans

Department for Communities and Local Government (DCLG, 2009), The Houghton Review: Tackling worklessness – a review of the contribution and role of English local authorities and partnerships.

Marmot, M et al (2010), The Marmot Review: Fair Society, Healthy Lives. Strategic review of health inequalities in England post-2010.


Other references

ACEVO (2012). Youth unemployment: the crisis we cannot afford

Department for Works and Pensions (DWP, 2012). Qualitative Study of offender employment review: final report.

Houghton, S; Dove, C; and Wahhab, I (2009). Tackling Worklessness: A Review of the contribution and role of English local authorities and partnerships.

Joint Health Overview of Scrutiny Committee of North East Local Authorities (2011). Regional Review of the Health Needs of the Ex-Service Community.

Learning Disabilities Observatory (2012). Learning Disability Profiles 2012

Ministry of Defence (2008). The Nation’s Commitment: Cross-Government Support to our Armed Forces, their Families and Veterans.

Nomis (2012).  Labour market profile for England, September to November 2012.

Nomis (2014). Labour market profile - Hartlepool.

Office for Disability Issues (2012). Disability Equality Indicators.

Murrison, A (2010). Fighting Fit: a mental health plan for servicemen and veterans

The Poverty Site (2010). Longstanding illness/disability.

The Poverty Site (2011). Work and ethnicity.