Job Overview
All staff have a responsibility to safeguard and promote the welfare of children. The post holder must undertake the appropriate level of training and is responsible for ensuring that they understand and work within the safeguarding policies of the organisation.
Targeted Candidates
If you are a former youth justice worker with less than 5 years gap in service and completed foundation training and probation before leaving HMPPS, we would like you to consider re‑joining us to support your former colleagues to keep prisons and the public safe. If you are not yet ready to return, join our Prison Service Alumni Network to receive regular updates so you can apply when the time is right for you. We can offer you a simplified return with no need to repeat the online assessment centre or foundation training. You can be allocated straight to an available vacancy and then invited to the medical and fitness assessment, and pre‑employment checks will be initiated. If there are no immediate vacancies where you would like to return, you will be placed on a merit list and be prioritised over candidates applying via the external route when vacancies arise. You will need a DBS check.
Nationality Requirements
* UK nationals
* Nationals of the Republic of Ireland
* Nationals of Commonwealth countries who have the right to work in the UK
* Nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre‑settled status under the European Union Settlement Scheme (EUSS)
* Individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
* Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements https://www.gov.uk/government/publications/nationality-rules. This role is not eligible for new Skilled Worker visas in accordance with the current immigration rules. From 22 July 2025, the Government introduced changes to the Skilled Worker visa route. The department cannot consider sponsoring you for this role unless you have held a Skilled Worker visa prior to the 22 July 2025 changes. If you have held a Skilled Worker visa continuously, please raise this during your vetting checks and eligibility will be assessed in accordance with the immigration rules and transitional provisions in place. If you are applying for this role and you have not held a Skilled Worker visa prior to the 22 July 2025 changes, you will need to consider your options for obtaining and/or maintaining your right to work in the UK in light of these changes. Successful applicants must ensure they have and maintain the legal right to live and work in the Civil Service and in the United Kingdom. The Department will continue to comply with UK Immigration Rules applied in the UK and Civil Service. You can read more about Skilled Worker visas and the eligibility criteria here.
A Great Place to Work for Veterans
The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces. For further details about the initiative and eligibility requirements visit https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans.
Redeployment Interview Scheme
Redeployment Interview Scheme. Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'. The MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.
Artificial Intelligence Use Guidelines
Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.
Language, Security and Technical Requirements
* The jobholder must be able to fulfil all spoken aspects of the role with confidence in English or (when specified in Wales) Welsh.
* Level of security checks required: DBS Enhanced.
* Use of Artificial Intelligence (AI) guidelines – see above.
Eligibility Criteria
* Left HMPPS within the last 5 years.
* Previously worked as a youth justice worker at HMPPS at band 3 or 4.
* Completed your foundation training and full probation period as a youth justice worker.
* If you worked in another HMPPS role before becoming a youth justice worker, you need to:
o Completed your full probation period in that role
o Worked as a youth justice worker for more than 12 months before leaving.
* The scheme is also open to former youth justice workers who are currently working within the MoJ (excluding HMPPS) or other government departments.
* HMPPS reserves the right to refuse reappointment to former youth justice workers on grounds of previous poor attendance or performance.
* To be a youth justice worker you must:
o Be at least 18 years old at the point you commence employment.
o Meet the Civil Service nationality requirements (see nationality requirements section above).
o As this is a physically active job, you will need to pass a medical and fitness assessment as part of the application process.
o Meet the required eyesight standard in both eyes (both with and without corrective lenses).
o For safety reasons, everyone training to be a youth justice worker needs a suitable standard of hearing (without the use of hearing aids).
o Whilst tattoos are permitted, including those that are visible, they must not be deemed as offensive, discriminatory, violent, or intimidating in any way. Facial tattoos are generally not acceptable, except where this is for cultural, religious, or medical reasons.
* Some YOIs are situated in rural locations with limited public transport options; therefore, a driving licence and own transport is beneficial but is not an essential requirement of the role.
* Note that shift start and finish times are fixed, and it is your responsibility to get to and from your place of work on time for the start of your shift. You need to carefully consider your transport options and travelling times before accepting the provisional offer.
Salary and Working Hours
* Successful Band 3 applicants will be re‑appointed on the Band 3, pay point 2 salary. Successful Band 4 applicants will be re‑appointed on the Band 4 salary.
* If returning full‑time, you will be given a contract for 37 hours a week. Once in post you can choose to increase to 39 or 41 hours a week as a Band 3. You can only work 37 hours as a Band 4. Your annual salary will reflect your weekly hours.
* Werrington and Wetherby – Band 3:
o 37 hours a week (pay point 2) = £34,927 a year
o 39 hours a week (pay point 2) = £37,130 a year
o 41 hours a week (pay point 2) = £39,333 a year
* Feltham – Band 3:
o 37 hours a week (pay point 2) = £38,838 a year
o 39 hours a week (pay point 2) = £41,287 a year
o 41 hours a week (pay point 2) = £43,736 a year
* Werrington and Wetherby – Band 4:
o 37 hours a week = £39,930 a year
* Feltham – Band 4:
o 37 hours a week = £43,908 a year
* All starting salary figures quoted are for 2025/26 and include the 20% unsocial hours allowance. Some prisons also receive a market supplement of £2,000 or £3,500 per year. You can find out more about this when your eligibility for the scheme has been confirmed.
Working Hours and Shift Patterns
Prisons operate 24 hours a day, 7 days a week. This means you will have to cover various shift patterns that will include evenings, some nights, weekends and public holidays (these days are added to your holiday allowance). The standard working week of a youth justice worker is based on a 39 hours per week shift pattern. You may also have opportunities to work additional paid hours.
Training and Career Progression
Working within youth custody, you'll have a clear progression pathway. Following successful completion of your 12‑month probationary period, you will be offered the opportunity to undertake a Level 4 Qualification focused on working with children and young people in custody. Full details regarding this course will be made available prior to the time of enrolment. Once you have successfully completed your qualification you have the opportunity to progress to a band 4 Youth Justice Worker Specialist role. Ongoing training and development for specialist skills such as child protection and safeguarding will be provided.
Benefits
* 25 days’ annual holiday (rising to 30 days after 10 years’ service)
* Paid time off for public holidays and 1 extra privilege day
* Civil Service pension with employer contributions of 28.97%
* Cycle to work scheme, travel loans and other benefits
Information and Recruitment Process
Working for the Civil Service. The Civil Service Code sets out the standards of behaviour expected of Civil Servants. We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. If you feel the recruitment process has breached the recruitment principles you can raise a formal complaint in the following order.
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