With the rollout of the Connect to Work (C2W) programme—a £115 million investment aimed at supporting over 300,000 disabled people into sustainable employment—local authorities are now faced with an essential challenge: ensuring this new employment pathway complements, rather than duplicates, existing supported internship provision.
To help others navigate this, Somerset Council has generously shared their developing model. It showing how supported internships and Connect to Work can work together in a clear, staged pathway that meets young people’s needs and delivers local impact.
Connect to Work Structure
C2W must be delivered using one of two approved high-fidelity models. It is expected that 75% of participants will be supported through IPS and 25% through SEQF.
Individual Placement and Support (IPS)
- Twelve-month programme, job searching within four weeks
- Supporting people with mental health problems to gain employment and stay employed
- Person centred
- Employment Specialist support alongside health treatment
- Focuses on strengths and empowerment
Supported Employment Quality Framework (SEQF)
A one-year programme with five stages:
- Engagement
- Vocational profiling
- Employer engagement (recruitment and in the workplace)
- Job matching
- On and off the job support
Four values
- Normalisation – promoting inclusivity, dignity, social integration, equal treatment
- Social Role Valorisation – recognising people as valued members of society
- Inclusion – equitable access to meaningful job opportunities
- Empowerment – giving people control over their work and lives
Target groups
Connect to Work supports people from a wide range of backgrounds, including:
- Disability
- Ex-offender
- A carer or ex-carer
- A homeless person
- Drug or alcohol dependency
- A care experienced young person or a care leaver
- A refugee
- A person on the Ukrainian scheme
- An Afghan re-settler
- A victim/survivor of domestic abuse
- Young people identified as being involved, or at risk of being involved, in serious violence.
- A victim of modern slavery
Somerset delivery model
Somerset has created a four-stage pathway that supports young people from early preparation through to employment:
Stage | Description |
Pre-Supported Internship | SomersetWorks+ (SEET – Support into Employment, Education & Training), funded through SPF and EOTAS, and potentially Get Britain Working. |
‘Boot Camps’ | A 6-week programme preparing young people for internships. Funded through pilot and study programme funding (final name to be confirmed). |
Supported Internships | One-year, education-funded pathway funded through education and job coach elements. |
Connect to Work | A 12-month (SEQF or IPS) pathway for young people not yet in work post-internship or who meet eligibility. |
The Somerset Employment Hubs will serve as the triage point. However, they will pass referrals on to the council for more in-depth work. The C2W programme will be delivered in-house for under-25s, using the same team that delivers supported internships, to ensure continuity and safeguard youth provision. For those aged 25+, the programme will be delivered through external contracts. This approach also helps protect against a postcode lottery where young people might be deprioritised if delivery is fully externally commissioned, and utilises the existing expertise in the council’s supported employment team.
Targets and Delivery Metrics
The targets at the time of sharing this story for Somerset which the Council have kindly shared include:
- Target of 700 into work per year at peak
- Our Supported Employment team to work with 18 to 25 year olds, with target of 200 per year at peak
- Somerset’s peak years will likely be next year and the year after
- Target of 15% (105) to stay in work per year (minimum of 18 hours per week)
- 40% to reach 9 hours paid employment for 13 weeks (at NLW)
- 29% to reach 18+ hours paid for 26 weeks (at NLW)
- Self-employed: 80% in work, 18 hours for 26 weeks.
Risks and Considerations
- Attractiveness of C2W compared to Supported Internships: C2W is a paid pathway, which may influence young people’s choices.
- Employer confusion: Multiple pathways may overwhelm or disengage employers.
- Labour market conditions: Job availability remains a concern especially given current wider economic pressures for employers.
- Recruitment for Employment Specialists: Requires a different skillset than traditional job coaching, particularly around mental health and it will be important to showcase these differences. Pay and recruitment timelines will be key.
- Voluntary nature of C2W: Engagement not guaranteed, and unclear if there will be 700 people who are seeking work.
- Disability Confident scheme: Needs more active involvement from these employers.
- Delayed national rollout: Awaiting DWP approval remains a barrier.
- Clawback concerns: Another local authority raised concerns around clawback if the targets aren’t achieved.
Tips for implementing Connect to Work
Insights from Somerset and other South West local authorities:
- Avoid overlap: Position C2W as a follow-on to supported internships, not a rival.
- Use employment hubs as initial triage but ensure specialist referral pathways.
- Deliver in-house for under-25s where possible to protect focus on young people.
- Develop a clear internal comms plan to avoid duplication and confusion.
- Align job coaching and employment specialist development—consider joint training and regional workforce plans.
- Co-locate services: Ideally, C2W teams sit with adult education, careers services, and skills teams for smoother referrals.
- Shift mindset from NEET to SEET – ‘seeking education, employment or training’, reflecting a shift toward proactive, pre-emptive support for young people.
- Use secondments, such as mental health practitioner to help triage mental health services and support.
- Remember you have 12-15 months to achieve the standard of IPS and SEQF training, so you can build towards it especially as long can demonstrate progress.
- Partner with independent training providers to expand access.
Wider impact and future plans
Somerset’s success with supported internships has built strong internal advocacy. Both the Director of Education and the Director of Children’s Services now view supported employment as a core strategy to reduce high-needs spend over time and supporting plans to grow the team. An NDTi report helped reinforce this by demonstrating the social and economic value of supported internships. Read the report here: Investing in Potential: The Impact and Value of Somerset’s Supported Internships – NDTi
In July 2025, Somerset has 15 Supported Internships programmes starting in September with another two starting shortly after that and another five in the pipeline for 2026/27. For detail see list here.
While many questions remain nationally, Somerset’s example offers a practical and flexible starting point for local authorities beginning their own Connect to Work journey.
