Navigating the Job Market with Universal Credit Recipients requires more than matching people to vacancies. As Susan Paterson, Executive Director at Fedcap Employment, explained during the Universal Credit Conference 2026, successful employability support must recognise the real lives, barriers, ambitions and potential of the people receiving Universal Credit.
The session, now available to watch On Demand through the Universal Credit Conference 2026, offers a practical look at how Universal Credit can act not only as a benefits system, but as a gateway to work, stability and long-term progression.
Universal Credit as a Gateway to Work
Susan began by reflecting on her 25 years in the employability sector and the major changes she has seen, including the shift from Jobseeker’s Allowance to Universal Credit. While Universal Credit is often discussed as a policy mechanism, her session reframed it as a route into employment for many people.
The ambition, she explained, is not simply to help people find any job. It is to support people into good work, with good pay and good hours, so that reliance on Universal Credit can reduce over time. This matters because sustainable employment can improve long-term financial security and create greater opportunities for individuals and families.
A key point from the session was that most people receiving Universal Credit want to work. The challenge is that many cannot yet see how work is possible for them. Barriers such as homelessness, debt, addiction, poor mental health, childcare responsibilities, transport difficulties and digital exclusion can all shape a person’s readiness for employment.
Navigating the Job Market with Universal Credit Recipients Starts with Personalisation
One of the strongest themes in Susan’s presentation was that there is no single “type” of Universal Credit recipient. People arrive at employability services with different histories, skills, health needs, confidence levels and ambitions.
Some may have been unemployed for a long time due to illness. Others may have become unemployed more recently. Some are ready to apply for jobs immediately, while others need confidence-building, training, health support or help with practical barriers before they can take that step.
Susan argued that effective provision must cover three stages: pre-employment support, the transition into work and in-work progression. Starting a job is important, but keeping it and progressing within it are just as vital. For people receiving Universal Credit, every step towards increased earnings can help reduce reliance on benefits and improve independence.
Addressing the Confidence Gap
A recurring barrier highlighted in the session was confidence. Paterson described meeting people who believe no employer would want to hire them because they have been unemployed, experienced poor health or faced multiple challenges.
Her response was clear: people can make excellent employees when they are given the right chance and the right support. Employability work, in this context, is not only about CVs and interviews. It is also about rebuilding self-belief.
Something as simple as creating a strong CV can help. Susan explained that many people initially feel they have nothing to include, until they begin discussing their experiences, strengths and transferable skills. Documenting those skills can be a powerful moment, helping people recognise what they can offer an employer.
Driving Regeneration on the High Street
We are hosting the Restoring the High Street Conference 2026, uniting experts to explore sustainable regeneration strategies and unique approaches to improving local economies. This event will leave attendees with actionable insights enabling them to create vibrant, safe, and inclusive high streets through innovative partnerships and community engagement.
The Role of Employers in Sustainable Employment
“Employers play a huge part in helping us to help more customers into employment and to support local labour markets. We work closely with employers to look at what their demands are, identify their skill gaps, and look to shape really effective pathways for people to have the best chance possible of getting that job when they go for that interview.” – Susan Paterson
Employer partnerships were presented as a major growth lever. Paterson stressed that employability providers cannot do this work alone. Employers play a crucial role in opening up opportunities, shaping pathways into work and helping people understand what skills are needed in the local labour market.
Fedcap Employment works with employers locally and nationally to identify demand, understand skills gaps and prepare customers for real vacancies. This ensures that support is connected to genuine labour market opportunities rather than abstract job search activity.
The session included examples of strategic collaboration. Susan discussed work with GXO in Reading, where Fedcap helped build a pipeline of job-ready candidates. She also highlighted a partnership with IKEA in Brighton, involving pre-screening, training alignment, interview space and ring-fenced vacancies for the customer group.
These examples show how employers can benefit from being flexible and inclusive. When people are given an opportunity, Susan noted, employers often gain loyal and committed staff.
Skills Pathways and Green Jobs
Susan also explored the importance of skills investment. One example was Fedcap’s Apex Training Centre in Basingstoke, developed around the growing area of green skills. The centre offers solar panel training, helping people move from unemployment into a potential career pathway in the green economy.
Not everyone who completes training will necessarily move into that exact role, but the value remains. Participants leave with more skills, more knowledge and often a clearer understanding of what they do or do not want to pursue. This is an important reminder that employability support is also about exploration, not just immediate job placement.
Practical Barriers Need Practical Solutions
Another important part of the session focused on the everyday barriers that can prevent people from entering work. Childcare, transport and digital exclusion were all discussed in practical terms.
For childcare, Susan noted that access has improved, but upfront costs can still create a major obstacle. If someone has to take on debt before starting work, employment can begin from a place of financial pressure. Support with initial childcare costs can therefore make a significant difference.
Transport was another example. A 90-minute travel expectation can mean very different things depending on where someone lives. Travelling across London is not the same as travelling through a rural or coastal community with limited public transport. For some people, the answer may be help with travel costs; for others, it may mean identifying closer opportunities or retraining for work that is more accessible.
Digital inclusion was also framed as more than simply owning a device. People may need access to technology, Wi-Fi and, crucially, the confidence to use digital tools effectively for job searching, applications and workplace communication.
Health, Employability and Joined-Up Support
Susan gave particular attention to health, especially mental health. She challenged the idea that health and employability should be treated separately, explaining that Fedcap has embedded health and wellbeing teams into employability support.
For many people, work can be positive for mental health when it is the right job, with the right employer and culture. The goal is not to ignore health barriers, but to help people understand how those barriers can be managed in work.
This joined-up approach reflects a wider point from the session: no single organisation can solve every issue. Sustainable outcomes depend on strong partnerships between providers, employers and community organisations.
Navigating the Job Market with Universal Credit Recipients Requires the Right Conditions
Navigating the Job Market with Universal Credit Recipients means recognising potential, removing practical barriers and building pathways into real opportunities. Susan’s session made clear that people can move into work, sustain employment and progress over time when support is personalised, practical and connected to employer demand.
For policymakers, employers and service providers, the message is actionable: intervene earlier, work in partnership and design support around the individual. To explore the full discussion, you can watch the Universal Credit Conference 2026 – or explore our upcoming conferences, such as the Restoring the High Street Conference!