Youth Justice Worker Returners Scheme

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.

• 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. Sponsorship is not guaranteed, and applicants are responsible for ensuring they have, and can maintain, the appropriate right to work in the UK. Skilled Worker visa sponsorship may be available for this role, subject to eligibility and in line with the UK Immigration Rules in force at the time of application. However, due to current immigration requirements and recruitment timescales, candidates who require Skilled Worker visa sponsorship are unlikely to be sponsored if applying to this campaign. Applicants are strongly encouraged to consider their right to work in the UK carefully before applying. You can read more about Skilled Worker visas and eligibility criteria at gov.uk. The Department will continue to comply with UK Immigration Rules applied in the UK and Civil Service.

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.

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'. MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidate's will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

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) 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.

• 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 have:

• completed your full probation period in that role and have 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:

• be at least 18 years old at the point you commence employment
• meet the Civil Service Nationality requirements (see nationality requirements section below)
• as this is a physically active job, you will need to pass a medical and fitness assessment as part of the application process
• meet the required eyesight standard in both eyes (both with and without corrective lenses)
• For safety reasons, everyone training to be a youth justice worker needs a suitable standard of hearing (without the use of hearing aids)
• 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. Please 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.

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

• 37 hours a week (pay point 2) = £36,150 a year
• 39 hours a week (pay point 2) = £38,430 a year
• 41 hours a week (pay point 2) = £40,710 a year

Feltham - Band 3

• 37 hours a week (pay point 2) = £40,199 a year
• 39 hours a week (pay point 2) = £42,734 a year
• 41 hours a week (pay point 2) = £45,269 a year

Werrington and Wetherby - Band 4

• 37 hours a week = £41,328 a year

Feltham - Band 4

• 37 hours a week = £45,446 a year

All starting salary figures quoted are for 2026/27 and include the 20% unsocial hours allowance. Some prisons also receive a market supplement of £1,500, £2,000, £3,000 or £3,500 per year. You can find out more about this when your eligibility for the scheme has been confirmed.

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 focussed 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

Read more about youth justice worker benefits.

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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