How the Connect To Work IPS Programme is Unlocking Potential — for People and for Businesses

Discover how the Connect To Work IPS programme is helping people with disabilities find meaningful work — and how inclusive employers are gaining loyal, motivated, long-term talent in return!

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A New Chapter in Inclusive Employment

The UK’s new Connect To Work IPS programme marks a bold step forward in reshaping how we view disability and employment. IPS — short for Individual Placement and Support — is an evidence-based model built on one simple idea:

"Everyone deserves the opportunity to contribute their skills and ambitions to meaningful work."

Rather than treating employment as an end goal, the IPS approach sees it as part of a broader journey towards independence, confidence, and purpose. For thousands of people with disabilities who want to work, this programme provides tailored support to help them thrive in real jobs — not sheltered or short-term placements, but genuine, long-term careers in the competitive job market.

Why Inclusion Makes Business Sense

For businesses, this is not just a social initiative — it’s a strategic advantage. Research shows that diverse and inclusive teams outperform competitors by up to 35%, and staff retention improves dramatically when people feel valued and supported.

Employees who join through IPS programmes often demonstrate exceptional loyalty, resilience, and motivation. They’re not just filling a vacancy; they’re often transforming workplace culture. Employers who take part in Connect To Work gain access to an underrepresented talent pool — one that’s brimming with capability, creativity, and commitment.

In an era where recruitment costs are soaring and retention is a top priority, inclusion isn’t a moral choice alone — it’s a business one.

How the Connect To Work IPS Programme Works

What makes the Connect To Work IPS programme different is its dual focus: it supports both the individual and the employer.

Specialist employment coaches work with jobseekers to identify their goals, skills, and needs. At the same time, they collaborate with businesses to find suitable roles and provide ongoing in-work support — ensuring success on both sides.

It’s a partnership model, not a placement scheme. Employers aren’t left to figure it out alone; they receive guidance, workplace adaptation advice, and access to funding where needed. This makes inclusion practical, not performative.

The Human and Economic Impact

The outcomes are compelling. Early IPS programmes in the UK have shown that up to 60% of participants find and sustain work, compared with less than 25% through traditional employment routes.

But beyond statistics, it’s the human stories that matter most: people who’ve been out of work for years, now contributing meaningfully to teams, supporting families, and rebuilding confidence.

For employers, these are not just employees — they become some of the most engaged ambassadors for the business. Teams become stronger, morale improves, and productivity rises. Inclusion builds trust — and trust builds performance.

A Call to Business Leaders

For company directors, HR leaders, and decision-makers, now is the moment to see inclusion not as a compliance checkbox, but as a growth strategy.

By engaging with the Connect To Work IPS programme, businesses can:

• Access a diverse, motivated talent pipeline
• Benefit from expert support and funding
• Build a loyal, values-driven workforce
• Enhance their employer reputation and ESG impact

Inclusive employment isn’t charity — it’s foresight. The most successful companies of the next decade will be those that look beyond barriers and see potential.

Access to Work: Empowering Employers and Opening Doors

Access to Work is one of the UK’s most powerful yet underused resources for creating genuine accessibility. It offers practical and financial support to help employers make adjustments that enable disabled people to thrive — from adaptive technology and specialist equipment to travel support and workplace modifications. But the impact goes beyond the employee: when businesses become more accessible, everyone benefits. Shops, offices, and customer spaces become easier to navigate, welcoming a wider community and unlocking new customer loyalty. In short, Access to Work isn’t just funding — it’s a catalyst for inclusion, innovation, and growth.

How to Use Access to Work: Step-by-Step Guide

• 1. Check eligibility The employee (or job candidate) must have a disability, health condition, or mental health challenge that affects their ability to do their job or travel to work. Both employees and employers can explore eligibility through the GOV.UK website.
• 2. Apply online or by phone Applications are made directly through the Access to Work application page. The process is straightforward and can be completed by the individual or with help from their employer.
• 3. Assessment by Access to Work adviser A trained adviser reviews the applicant’s needs and may arrange an assessment — often conducted virtually or in the workplace — to determine what adjustments or support are required.
• 4. Receive a tailored support offer The employee receives a grant offer letter outlining what Access to Work will fund. This might include:
• 5. Employer implements adjustments Employers purchase or arrange the agreed support. Depending on the size of the business, Access to Work may reimburse all or part of the cost.
• 6. Claim reimbursement Employers or employees (depending on the arrangement) submit receipts and claim back eligible expenses directly from Access to Work.
• 7. Review and ongoing support If circumstances change — such as a new role, new equipment, or additional support needs — the claim can be reviewed and adjusted to ensure continuous accessibility.

Work That Works for Everyone

The Connect To Work IPS programme isn’t just about helping people with disabilities find jobs — it’s about helping businesses discover what they’ve been missing: loyal, talented people who bring new energy and perspective to the workplace.

When inclusion is done right, everyone wins. It’s time to reimagine the future of work — one where every person’s ability connects to opportunity.

FAQs

1. What does IPS stand for? IPS stands for Individual Placement and Support — a proven model that helps people with disabilities and health conditions find and retain employment.

2. Who can join the Connect To Work IPS programme? It’s open to adults with disabilities who want to work, offering tailored one-to-one employment support and ongoing workplace guidance.

3. What support do employers receive? Employers get help with recruitment, training, workplace adjustments, and continuous post-placement support.

4. How can my business get involved? Businesses can connect through local job centres, IPS providers, or the DWP’s dedicated Connect To Work portal.

5. Is there financial support available for employers? Yes — employers may be eligible for Access to Work grants or other incentives to make workplace adaptations.

6. What are the long-term benefits? Inclusive hiring improves retention, boosts innovation, and enhances your organisation’s reputation as a responsible, forward-thinking employer.