The UK Government's Pathways to Work Green Paper is a thoughtful and timely contribution to the conversation around welfare and employment. For those of us working every day to support people into meaningful, sustainable work, it contains some welcome new directions for policy. There is much to be encouraged by in this paper, not least the recognition that improving employment outcomes requires more than changes to benefit design. The proposals to remove the fear around trying work, to better integrate employment and health support, and to introduce a more flexible and human-centred approach to conversations with claimants all reflect a shift in the right direction.

It is also important to acknowledge that this is a significant and, in places, bold package of reforms. The proposal to remove additional health-related payments for many people currently assessed as having limited capability for work is a major change. These decisions will have profound impacts on people whose lives are already shaped by uncertainty and long-term conditions. While the intention to promote better support into work is commendable, the transition must be handled with care, clarity and compassion. Many will need reassurance that the removal of payments is not the removal of support. How exactly this will be handled remains unclear and represents a significant concern.

There are also important questions that remain unanswered, and areas where further detail will be essential. My perspective is shaped by what we see on the ground: what helps, what hinders, and what we’ve learned from the people we support.

One area where we hope to see greater emphasis is communication. The best-designed policy cannot succeed if the people it is intended to help do not trust it, or even know it exists. Too many individuals are hesitant to explore work because they fear losing the safety net they rely upon. Making re-entry into benefits smoother and more flexible is welcome, but it must be matched by clear, accessible, and consistent communication. This is especially true for groups who have previously had difficult or confusing experiences with the system.

We also see enormous potential in Access to Work, but it remains underutilised due to lack of awareness and administrative complexity. Employers, particularly small businesses, are not always aware of what support is available or how to access it. Individuals who could benefit are often daunted by the process. There is a real opportunity here to simplify and promote Access to Work more widely, and to make its delivery more responsive and locally informed.

Another area that deserves attention is the experience within Job Centre Plus (JCP). The structure of the system often limits the ability of the staff to provide meaningful support. Appointments are short, the environment is not conducive to connecting with and motivating people, and the emphasis can lean too heavily towards compliance. A redesigned support conversation model, rooted in motivational practice and consistent relationships, could be transformative, particularly for people with mental health conditions or fluctuating needs.

The Green Paper rightly acknowledges the importance of early and preventative support. We would encourage an even broader view of preventative safeguarding measures, one that includes not only protection from harm but also the proactive identification of risks and barriers. This includes support for care leavers, people with limited literacy, and others who may otherwise fall through the cracks of a system built for the average claimant.

Lastly, there is more that can be done to provide effective support for self-employment and entrepreneurial pathways. This includes not only making it easier for someone to become self-employed, but also boosting the growth of their small business. For some individuals, especially those with disabilities or complex needs, flexibility and autonomy can be key enablers of participation. Providing tools, guidance, and financial support to help people build their own sustainable work could be a powerful addition to the government’s toolkit.

The Green Paper is a significant step, and those of us in the employability sector are ready to help build on it. Our collective experience, across providers, JCP, local authorities, and community organisations, offers a wealth of insight into what works. There has never been a large-scale, coordinated programme to move people who don’t regularly engage with JCP into work, and this group makes up a significant portion of the UK’s current economic inactivity rates. However, as providers we have been supporting people with increasingly complex needs at scale into work through current and past DWP programmes such as Work Choice and the Work and Health Programme. There is much valuable and transferable learning to take from what has gone before, and as a sector we are keen and very willing to get involved in carving the solutions. We hope to see this process evolve as a genuine partnership, where delivery expertise is valued not only in execution, but also in design.

There is real opportunity here. With thoughtful implementation and a commitment to listening to those who deliver and use these services every day, the Pathways to Work vision can become a reality that works for everyone.

Caroline Bostock is Director of Employability and Community Services at Palladium. With over 20 years of experience in employment and social impact programmes, she leads strategy and delivery of initiatives supporting vulnerable communities, including the UK’s Restart and Refugee Employability Programmes. Caroline brings deep expertise in public service delivery, business development, and partnerships across government, non-profit, and private sectors.