Right to Work is a Wiltshire government employment and welfare policy implemented by the newly-elected Labour government in January 3026. The programme provided guaranteed access to paid employment or accredited training for all Wiltshirians, beginning with young people, and replaced all non-disability welfare benefits for individuals under the age of 25. Participation in the programme was mandatory for access to unemployment benefits after six months without paid work.
The policy represented a significant shift in Labour’s approach to welfare, moving away from earlier left-wing models that emphasised unconditional income support and redistribution, and toward a system based on conditionality, labour market participation, and assessed capability.
Background
Following the general election, Labour minister Alan Kelly argued that existing welfare systems for young people had failed to prevent long-term unemployment, skills erosion, and labour market disengagement. Kelly characterised the under-25s benefit system as fragmented, passive, and poorly aligned with both individual development and the nation's economic needs during reconstruction.
Right to Work was introduced as part of a broader reform agenda focused on productivity, workforce participation, and early intervention to prevent chronic unemployment. While retaining Labour's traditional emphasis on state responsibility and social protection, the programme marked a departure from previous Labour governments' reliance on cash-transfer benefits as the primary form of support for unemployed young people.
Policy Design
Eligibility
Phase 1
- Applies to individuals aged 16–24
- Replaces all non-disability unemployment and income-replacement benefits for this age group
- Disability-related benefits and health-based exemptions remain outside the programme
Phase 2
- Applies to all working age individuals
- Replaces all non-disability unemployment and income-replacement benefits for this age group after six-months
- Disability-related benefits and health-based exemptions remain outside the programme
Mandatory Participation
Participation in Right to Work becomes mandatory for individuals who have been unemployed for six consecutive months and who wish to access unemployment benefits.
Participants may fulfil their obligations through:
- Paid employment placements
- Apprenticeships
- Accredited education or training
- Approved community or public-sector work
Failure to participate without an accepted exemption may result in graduated sanctions, including suspension of benefits.
Employment Opportunities
The programme maintains a national pool of employment and training opportunities sourced from:
- Central and local government departments
- Public infrastructure and environmental projects
- Private sector employers participating through subsidy or partnership schemes
- Non-profit organisations and social enterprises
All placements must meet minimum wage requirements and comply with standard employment protections.
Allocation and Assessment
Holistic Judgement Framework
Unlike qualification-based or algorithmic matching systems, Right to Work allocates opportunities using a holistic judgement model. Candidates are assessed by trained case officers using multiple criteria, including:
- Employment history and informal work experience
- Transferable skills and demonstrated competencies
- Capacity to learn and adapt
- Motivation, reliability, and engagement
- Identified barriers to participation, such as housing or transport instability
The stated aim is to match individuals to placements that maximise long-term employability rather than short-term job placement.
Allocation Priorities
Placement decisions balance:
- Individual suitability and development needs
- The anticipated employability benefit of a placement
- Public, economic, or community labour demand
In cases of limited availability, priority may be given to candidates assessed as likely to gain the greatest benefit from participation.
Support Services
Participants receive ongoing support, which may include:
- Skills training and certification
- Workplace mentoring
- Career planning and progression advice
- Access to remedial education
- Transitional support into open-market employment
Placements are time-limited, with the intention of preventing long-term cycling within the programme.
Governance and Oversight
Right to Work is administered by a national employment agency operating through regional offices. Oversight mechanisms include:
- Independent review bodies
- Appeals processes for sanctions and placement decisions
- Periodic evaluations measuring employment retention, wage progression, and skill acquisition
- Public reporting requirements
Political Context
The policy has been described by commentators as part of a broader ideological repositioning of Labour toward a “work-first social democracy.” Supporters within the party argue that the programme modernises welfare by combining social guarantees with reciprocal obligations.
Critics within Labour and allied trade unions have argued that the policy departs from the party’s historic commitment to unconditional social security and risks aligning too closely with welfare conditionality models traditionally associated with centre-right governments.
Criticism
Right to Work has attracted criticism from a range of political, academic, and civil society groups.
Welfare Conditionality
Opponents argue that making participation mandatory effectively transforms a right to support into a conditional obligation. Critics contend that sanctions may disproportionately affect vulnerable young people, particularly those facing unstable housing, mental health challenges, or informal caring responsibilities.
Subjectivity and Fairness
The programme’s reliance on holistic judgement rather than automated or criteria-based allocation has raised concerns about inconsistency and bias. Advocacy groups have questioned whether case officers’ discretion could lead to unequal treatment or discrimination, particularly along socio-economic or ethnic lines.
Labour Market Distortion
Some economists argue that large-scale public employment programmes risk displacing existing jobs or suppressing wages, particularly in lower-skilled sectors. Critics have also warned that employers may come to rely on subsidised programme participants rather than investing in long-term employment.
Departure from Traditional Labour Welfare Policy
Left-wing critics within and outside the Labour Party have characterised Right to Work as a departure from the party’s post-war welfare settlement. They argue that replacing benefits with mandatory work undermines the principle of social security as a safety net independent of labour market participation.
Support and Defence
Supporters of the policy argue that it prevents long-term unemployment, improves early-career outcomes, and restores the link between welfare and contribution. Government ministers have emphasised that all placements are paid, time-limited, and accompanied by support, distinguishing the programme from unpaid workfare scheme.