The findings of recent research highlight the widening gap between employer caution and the practical benefits of inclusive recruitment when it comes to hiring people with criminal convictions. The recent Reed in Partnership report (the Report) has found from a 2025 survey of 1,000 employers in the UK that one in five employers would immediately reject a candidate if they disclosed a criminal conviction. For many people leaving the criminal justice system, finding a stable job is one of the biggest hurdles to rebuilding their lives and plays an important role in rehabilitation. This is not a marginal issue – roughly one in four people of a working-age have a criminal conviction. We consider what employers can take away from the Report’s key findings.
Decline in openness
The same survey conducted in 2013 found that employers were generally more open to hiring someone with a criminal conviction than in 2025. For example, 62% of employers in 2013 said they would consider hiring someone who had committed an alcohol-related offence, compared with only 27% in 2025. In the case of driving offences, 88% of employers were open to hiring in 2013 whereas only 41% were in 2025.
This steep decline suggests a rise in stigma around criminal convictions and increased risk aversion among employers. Another reason could be the increase in compliance and background checks required. For example, only 12% of those surveyed in 2013 were legally required to conduct Disclosure and Barring Service checks, compared with 21% in 2025.
Low level of engagement with rehabilitation resources
Another reason behind employers’ reluctance may be the lack of engagement between employers and the rehabilitation system. Only 23% of the employers surveyed in 2025 had worked with an organisation supporting people with a criminal record into employment. This limited contact means that many employers are unaware of the safeguards and support available to help individuals back into work. By engaging with these services, employers can gain greater understanding of, and confidence in, the process.
Positive experience for employers who have hired
Despite this general caution, the Report found that many employers who have hired individuals with convictions related very positive outcomes. Most said these employees demonstrated the same or higher levels of commitment, resilience and trustworthiness as other staff. One such example cited in the Report is Redemption Roasters, a coffee company where prison leavers form 34% of their workforce. They run a successful in-custody training programme, which resulted in 82% of participants staying in the role for 90 days (compared with an industry average of 42%).
Similarly, the Social Pantry, a London-based catering company, operates an “open door” policy to help those with convictions connect with work opportunities and provides mentoring to new employees with convictions. The company reports that it has created a more collaborative workplace culture, in which all staff have opportunities for growth and development.
These examples show that the perceived risks do not always reflect reality. In contrast, employers who had no experience of recruiting people with criminal convictions had much lower expectations about commitment and reliability.
Key takeaways for employers
The Report makes it clear that employers have an important role to play in reducing the stigma faced by people with criminal convictions. While many employers are hesitant, evidence shows that, with a fair opportunity and the appropriate support, employees with criminal convictions can be loyal, resilient and hardworking. Employers wishing to tap into this often-overlooked area of the labour market should consider:
- adopting clear, consistent policies on how they handle criminal record disclosures and assessing their relevance to the role;
- offering work placements or apprenticeships to help build trust and confidence;
- engaging with rehabilitation partners or local employment support providers to understand better available resources; and
- reviewing policies on DBS and other background checks to ensure they remain proportionate.
- By assessing each case on its relevance to the role rather than applying a blanket ban, employers can strengthen their workforce at the same time as their social impact.
You can read more in our previous blog post about the CIPD’s guidance on employing and retaining people with convictions (available here).
