When James entered Palladium's Multi-Agency Public Protection Arrangement (MAPPA) Peer Mentoring programme (funded by the Department of Work and Pensions via the Dynamic Purchasing System), he was adrift, struggling with his mental health, overwhelmed by financial instability, and unable to find work. His CV didn’t reflect his strengths. His applications lacked focus. And each unanswered job application deepened his sense of failure. He never imagined he’d find a job, let alone one that would lead to permanent employment, skill development, and a new home of his own.

But that’s exactly what happened.

With the support of a committed case manager and a holistic programme that focused on the whole person, James found his footing. In parallel to the delivery of the programme, Palladium and the Digital College co-designed a Peer Mentoring course with and for people with lived experience. James was part of this, contributing to the creation of learning materials and gained deeper insight into his own strengths. He secured a full-time role, impressed his employer, and began building a new identity: not as someone defined by a criminal record, but as a valued member of a workplace, a tenant, truly a returning citizen.

“Everyone at Palladium has been so warm and inviting and have offered me constant support and an ear when I need it too,” James said. “From day one they’ve gone above and beyond in helping me and provided constant aid with my job hunting that has been amazing.”

James’s transformation is not an anomaly. It’s evidence of a pattern that data, practice, and lived experience continue to affirm employment is one of the most powerful forces in reducing reoffending.

The Evidence Behind the Change

In England and Wales, more than one in three adults released from prison are proven to reoffend within a year. But when someone secures employment shortly after release, those odds drop dramatically. According to Ministry of Justice data, the proven reoffending rate for those in work six weeks after release is just 16.8%. For those unemployed, it rises to 35.3%.

The Ministry of Justice’s 2012 matched-control study showed that individuals with P45 employment post-release were 5.6 to 9.4 percentage points less likely to reoffend, depending on sentence length. Recent data from 2022 reaffirms this pattern: early, stable work matters. International programmes, such as the Center for Employment Opportunities (CEO) model in the US or Norway’s employment-linked reintegration strategies, show similarly compelling results.

The team brings a global perspective to this work, drawing on its delivery experience across geographies and sectors.

“From Restart in the UK to livelihoods and reintegration projects abroad, we’ve learned that employment changes more than just a person’s finances or schedule,” explains Palladium’s Becky Brocklehurst. “It reshapes how they see themselves, and how they are seen.”

Why Employment Works

Academic research on desistance, including Brierley and Best’s "Desistance Habitus,” underscores the link between identity transformation and reoffending. Employment fosters purpose, stability, and social connection. It helps people imagine – and live into – a future beyond crime.

But the type of employment matters. Zero-hours contracts with no support or progression rarely deliver lasting change. What drives transformation is sustainable work: enough hours, stability, and a clear path to growth. When paired with consistent support and dignity-based engagement, the job becomes more than a paycheque, it becomes a turning point.

The Case Manager Effect

If employment is the outcome, the case manager is the catalyst. For James, it was case manager Keiran’s unwavering support, empathy, and belief that set the tone. As someone with his own lived experience of adversity, Keiran brought insight, honesty, and a deep sense of purpose to the work. He didn’t just help James find a job—he helped him rebuild a future.

Keiran’s approach wasn’t about ticking boxes. It was about creating a space where James felt safe, heard, and invested in. “You meet people where they are,” he explains. “And if they’ve never had someone invest in them before, that trust can be life changing.”

Palladium’s model centres on the relationship between case manager and participant, recognising that the path to employment often requires more than practical assistance. The best case managers balance technical skill with deep empathy and a strong commitment to building rapport. They help participants navigate bureaucratic hurdles, manage housing and benefit transitions, and engage with employers while offering consistent encouragement and belief.

Supporting Identity and Understanding the Individual

For many MAPPA participants, the first step wasn’t employment, it was understanding themselves. Helen, course designer and a facilitator on the programme, emphasised the need to help individuals reflect on the patterns behind their choices. Often those patterns were rooted in early adversity, trauma, or undiagnosed neurodiversity.

“Some of the guys we work with have never had anyone really listen to them before,” Helen explains “Once they realise we’re not here to judge them, they begin to see themselves differently too.”

By encouraging this self-reflection, the programme created the foundation for lasting behavioural change. Participants didn’t just gain job skills, they began to see themselves as capable, worthy, and ready to contribute.

Employer Relationships That Open Doors

None of this works without employers who are willing to open the door. The team’s credibility, built through programmes like the Department for Works and Pensions (DWP) Restart that the company implements in Hampshire and the Isle of Wight as a subcontractor to Fedcap, makes those introductions possible. With trusted relationships in place, employers are more willing to take on candidates with complex backgrounds and invest in their growth.

James is a case in point. His initial temp role became permanent. He was trained in warehouse operations, automation systems, and administration. The employer offered consistent feedback, saw his potential, and rewarded his growth. That kind of employer engagement doesn’t happen by accident—it’s built through years of trust and a shared commitment to outcomes.

Why Up-Front Investment Matters

The MAPPA programme was short and targeted, but its impact was lasting. James’s life was transformed. He went from crisis to stability, from self-doubt to confidence, from social risk to community asset.

This is what up-front investment in high-quality employability support delivers: safer communities, reduced public costs, and restored futures. For policymakers and commissioners looking to reduce reoffending, the message is clear. Jobs reduce crime—but only when supported by people and systems that understand the complexity of change.

Building Successful New Beginnings

Employment reduces reoffending. The data is clear. But behind the statistics are stories like James’s—stories of people who, given the chance and the support, build something new. That’s what Palladium delivers. And that’s what society gains when we invest in second chances that work.

This article draws on research from the Ministry of Justice, Palladium’s programme delivery experience, and academic literature on desistance and employment. It includes original testimony from participants and practitioners.