The Department for Work and Pensions (DWP) has confirmed further details of a government-backed employment initiative aimed at helping young people aged 18 to 24 enter the hospitality industry. The programme involves some of the UK’s largest restaurant, hotel, and leisure businesses, with employers committing to provide more than 100,000 job opportunities for young people who are not currently in employment, education, or training.
The announcement comes as the government continues efforts to address the number of young people outside the workforce. The initiative forms part of the wider Youth Guarantee and includes a new Hospitality Skills Passport intended to help participants demonstrate their skills and prepare for employment.
Businesses involved include McDonald’s, Burger King, Nando’s, Marriott, Whitbread, Wagamama, and several other major hospitality employers. The programme is expected to offer a combination of direct recruitment, practical training, work experience, and support with job interviews.
The Hospitality Skills Passport has already been introduced through pilot programmes in several locations, including Cardiff, London, Liverpool, Manchester, and Coventry. The DWP says the initiative will help young people develop the experience and skills needed to enter hospitality roles and progress in the industry.
However, the announcement does not mean that every eligible young person will automatically receive a job. The 100,000 figure represents opportunities employers have committed to provide by the end of Parliament, while individual recruitment will depend on vacancies, eligibility, and employer requirements.
For young people seeking work, the programme could provide another route into employment. Knowing how the scheme operates, which employers are involved, and what the Hospitality Skills Passport offers can help potential applicants decide whether it is suitable for them.
Scheme
The hospitality employment initiative is part of the government’s broader Youth Guarantee programme.
The Youth Guarantee is intended to help young people access employment, education, training, and other opportunities that can improve their prospects in the labour market.
According to the DWP, approximately one million young people are not currently in education, employment, or training. These individuals are commonly described as NEET.
The government has announced additional investment of £2.5 billion by 2029 through the Youth Guarantee and the Growth and Skills Levy. The funding is intended to support young people and create opportunities to earn and learn.
Hospitality is a significant part of the UK economy and provides entry-level opportunities across restaurants, hotels, pubs, catering businesses, and leisure facilities.
The DWP is working with UKHospitality and major employers to expand access to these opportunities.
The programme aims to help participants gain relevant experience, develop workplace skills, and understand the requirements of hospitality roles.
The government has also highlighted the importance of providing opportunities for people who may face barriers to entering employment.
Official reference: GOV.UK – Hospitality Businesses Partner With Government to Deliver 100,000 Jobs
Employers
The programme involves a range of established hospitality and leisure businesses.
These employers operate across different parts of the sector, including restaurants, hotels, catering, holiday parks, pubs, and entertainment venues.
The businesses named in the announcement include:
- Burger King
- Parkdean Resorts
- Whitbread
- Haven
- De Vere
- Wagamama
- Nando’s
- WSH Limited
- Merlin Entertainments
- Marriott
- Stonegate Group
- Sodexo
- Mitchells and Butlers
- McDonald’s
- Compass
- Fuller’s
The participation of these businesses is intended to expand access to entry-level roles and provide opportunities for young people to develop their experience.
Hospitality employers often recruit for positions such as kitchen assistants, waiting staff, customer service workers, housekeeping staff, food preparation workers, and catering assistants.
Some roles may require previous experience or specific qualifications, while others provide training after recruitment.
The range of businesses involved means that opportunities could differ considerably in terms of working hours, location, responsibilities, and progression prospects.
Applicants should therefore review individual vacancies rather than assume that every employer offers the same type of role or training.
The commitment to provide 100,000 opportunities is a sector-wide target. It does not establish that every participating employer will recruit the same number of young people or that all positions will be available in every area.
Passport
The Hospitality Skills Passport is one of the central elements of the initiative.
It is intended to provide a common way for participants to demonstrate that they have completed relevant training and developed skills needed for hospitality employment.
Entering the hospitality industry can sometimes be difficult for people who have limited work experience. Employers may have different recruitment processes, training requirements, and expectations.
A recognised skills record could help reduce some of these difficulties by providing a clearer indication of what a candidate has learned.
The passport is designed to record relevant skills and training, helping participants demonstrate their readiness for hospitality work.
It could also help employers identify candidates who have completed introductory training and understand basic workplace expectations.
The initiative has been developed with support from UKHospitality, the trade body representing hospitality businesses across the UK.
The organisation has described the passport as a way to establish a more consistent entry standard across a sector that offers a wide range of qualifications and career routes.
However, the passport should not be interpreted as an automatic job offer.
It is intended to support recruitment and skills development. Employers will still determine their recruitment requirements and whether individual applicants are suitable for particular positions.
Official reference: UKHospitality – Hospitality Skills Passport
Training
The programme is expected to provide several routes into hospitality employment.
One route involves direct recruitment by participating businesses. Employers may advertise vacancies and recruit eligible young people into entry-level positions.
Another route involves a hospitality training programme that provides sector-specific experience.
According to the DWP, participants may receive training, a guaranteed interview, and a Hospitality Skills Passport.
The guaranteed interview is an important part of the programme because it provides participants with an opportunity to demonstrate their skills and discuss their suitability for a role.
However, a guaranteed interview does not necessarily mean a guaranteed job. Employers may still assess candidates according to the requirements of the position.
The DWP is also offering work experience opportunities through its existing programmes.
These placements are expected to provide between two and four weeks of practical experience with hospitality employers.
Participants may gain experience in areas such as customer service, food preparation, workplace communication, and general hospitality operations.
Workplace support and interview experience are also intended to help young people become more familiar with the recruitment process.
For people who have been out of education or employment for an extended period, this type of structured experience could help build confidence and improve their understanding of workplace expectations.
SWAPs
Another route into hospitality is through Sector-based Work Academy Programmes, commonly known as SWAPs.
These programmes are designed to help jobseekers develop skills that employers need in specific industries.
A hospitality SWAP generally combines pre-employment training with work experience and a guaranteed job interview.
The training is intended to prepare participants for the requirements of available roles.
For example, a programme may introduce participants to customer service, workplace health and safety, food hygiene, communication, or other relevant skills.
The DWP has also worked with UKHospitality on the Destination Hospitality SWAP pilot.
According to the parliamentary statement, the pilot has been extended to 22 SWAPs across 16 areas in England and Scotland.
The programme is intended to connect jobseekers with employers while helping businesses identify candidates who have completed relevant preparation.
The exact training content and available roles may vary depending on the employer and location.
People interested in participating should contact their local Jobcentre Plus or work coach to ask about available hospitality programmes.
Official reference: UK Parliament – Written Questions and Answers
Locations
The Hospitality Skills Passport has already been introduced through pilot programmes in several locations.
The areas identified in the supplied announcement include Cardiff, London, Liverpool, Manchester, and Coventry.
The programme’s geographical reach is expected to expand through partnerships with hospitality businesses and employment support organisations.
In Wales, businesses including Greene King, Brewhouse & Kitchen, and Compass Cymru have been involved in supporting the Cardiff initiative.
The involvement of local employers is important because hospitality vacancies are often linked to regional demand.
A hotel, restaurant, or catering business may have different recruitment needs depending on its location, customer base, and operating schedule.
For young people considering the programme, the availability of local employers and training providers may determine whether participation is practical.
The Hospitality Skills Passport is being developed as a wider sector initiative, but its availability and delivery arrangements may differ between locations.
Applicants should check current information through official employment support channels before making plans based on a particular training programme.
Benefits
The initiative could provide several potential benefits for young people seeking employment.
First, it may offer access to entry-level roles for individuals who have limited experience or qualifications.
Second, practical training and work experience could help participants develop skills that are useful in hospitality and other customer-facing industries.
Third, the Hospitality Skills Passport could provide a clearer record of training and skills, helping participants explain their experience to employers.
The programme may also benefit hospitality businesses by creating a more consistent route for identifying and preparing potential employees.
However, the long-term impact will depend on how many participants complete training, how many progress into employment, and whether the jobs provide opportunities for continued development.
Hospitality employment can offer different working arrangements, including full-time, part-time, seasonal, and flexible roles.
The quality of an employment opportunity will depend on factors such as pay, working hours, training, workplace conditions, and opportunities for progression.
Young people should therefore consider the details of individual vacancies and assess whether the role aligns with their circumstances and career goals.
Outlook
The DWP’s hospitality employment initiative represents an effort to connect young people with employers in a sector that offers a wide range of entry-level opportunities.
The commitment to provide more than 100,000 opportunities for people aged 18 to 24 is part of the government’s wider response to the number of young people who are not in employment, education, or training.
The Hospitality Skills Passport is intended to support this process by providing a record of relevant training and skills.
Alongside direct recruitment, work experience, and Sector-based Work Academy Programmes, the passport could help some young people develop the preparation needed to enter hospitality employment.
Nevertheless, the initiative should be understood as a programme offering routes into work rather than a guarantee of employment for every participant.
The number of jobs ultimately filled, the availability of training, and the experiences of participants will help determine how effective the programme becomes.
For young people interested in hospitality, the next step is to check the available opportunities through official DWP channels, local employment support services, and participating employers.
