Working for His Majesty’s Prison and Probation Service (HMPPS)

Summary

In March 2026, His Majesty’s Prison and Probation Service (HMPPS) introduced the Lived Experience Policy Framework.

This policy recognises that people with lived experience of the criminal justice system have valuable skills, insight, and knowledge that can strengthen prisons and probation services. It aims to create fairer and more inclusive access to employment for people with criminal records.

The framework introduces new ways for people to be considered for roles within HMPPS, including routes for those who may not pass standard vetting checks. Instead of automatic exclusion, decisions can now be made on a case-by-case basis, with appropriate safeguards in place.

Overall, the policy is about balancing opportunity with safety, supporting rehabilitation while maintaining public protection.

Key terms

• Lived Experience: Direct, personal experience of the criminal justice system.
• HMPPS: His Majesty’s Prison and Probation Service, responsible for prisons, probation, and rehabilitation services.
• GFiE (Going Forward into Employment): An employment scheme offering opportunities for individuals facing barriers to traditional recruitment pathways.
• LEAP (Lived Experience Appointment Pathway): Successor to the Standard Plus pathway, allowing non‑directly employed individuals to work with HMPPS via tailored risk assessment processes.

What does the policy do?

The Lived Experience Policy Framework creates a more flexible and inclusive approach to recruitment within HMPPS.

Previously, people who did not pass standard vetting were often unable to work in many roles. Under this framework, there are now two main pathways:

Standard Vetting Pathway

Some people with criminal records may still be able to pass standard vetting and be employed in the usual way within HMPPS.

Decisions are made on an individual basis, taking into account things like the type of offence, how long ago it happened, the role you are applying for, and any evidence of rehabilitation. Having a criminal record does not automatically mean you will be excluded.

Lived Experience (Alternative) Pathway

If you are not able to pass standard vetting, you may still be considered through the lived experience (alternative) pathway.

This route allows HMPPS to take a more detailed and personalised approach, looking at your individual circumstances, how your experience relates to the role, and whether any risks can be safely managed through a tailored plan. This creates opportunities that may not have been available before.

Eligibility criteria for each pathway

Standard Vetting Pathway

You may be considered under standard vetting if your criminal record does not fall within automatic exclusions, enough time has passed since the offence, and the role is suitable for your circumstances. Evidence of stability and rehabilitation will also be taken into account.

Each application is looked at individually, and many people with criminal records are still able to meet the requirements.

Lived Experience (Alternative) Pathway

You may be considered under the alternative pathway if you have lived experience of the criminal justice system and are unable to pass standard vetting, but there is a clear way to manage any risks linked to the role.

Decisions will take into account your full situation, including the nature of the offence, how long ago it happened, and the progress you’ve made since, such as work, training or engagement with support. You’ll also need to be willing to work within agreed boundaries and safeguards.

While this pathway does not guarantee a role, it offers a more inclusive and realistic opportunity to be considered based on who you are now, not just your past.

GFiE eligibility

Not everyone with lived experience will be able to access roles through the alternative pathways in His Majesty’s Prison and Probation Service (HMPPS).

There is a centrally agreed list of excluded offences and factors, based on guidance from the Cabinet Office and the Ministry of Justice. These set out clear boundaries for roles where there are higher risks.

If someone has a conviction for an offence on this list, or meets one of the exclusion criteria, they won’t be able to continue with an application through these pathways. If this comes to light during the recruitment process, the application will be stopped.

While this may feel discouraging, the aim is to be clear and transparent about where there are limits, while still creating more opportunities for many people with criminal records to be considered fairly under the new approach.

Lived Experience Appointment Pathway (LEAP) eligibility

The Lived Experience Application Pathway (LEAP) replaces what was previously known as Standard Plus vetting and introduces a new “fixed and flex offence” model.

This approach is designed to be more inclusive and fair for people with criminal records. Instead of treating all offences in the same way, it allows some offences to be considered in context, taking into account your individual circumstances, how long ago the offence happened, and the progress you’ve made since.

At the same time, some offences remain “fixed,” meaning there are still clear limits in place where necessary. This helps ensure that decisions continue to prioritise public safety and organisational integrity, while creating more realistic opportunities for people to move forward into employment.

“Fixed” offences are offences that are not eligible for consideration under the LEAP scheme.

These are offences that have been assessed as posing a level of risk that cannot be safely managed within roles at His Majesty’s Prison and Probation Service (HMPPS). Because of this, if you have a conviction for one of these offences, you won’t be able to access roles through the LEAP pathway.

“Flex offences” are offences that are considered on a case-by-case basis. This means they are not an automatic barrier to employment. Instead, your individual circumstances will be taken into account, such as what happened, how long ago the offence occurred, and the steps you’ve taken since then. This allows for a more balanced and fair assessment of your application.

“Free offences” are those that are generally suitable for consideration through the LEAP scheme. These are assessed as lower risk and can usually be managed through standard processes and safeguards. Having one of these offences does not mean you will be excluded, and you can still be considered for roles based on your skills, experience, and progress.

Why this matters

HMPPS is changing how it looks at criminal records when recruiting. People with lived experience bring unique insight into the system, trust and credibility when supporting others, and practical knowledge about what helps people turn their lives around. By recognising these strengths, HMPPS wants to improve services, support rehabilitation, reduce reoffending, and build a workforce that better reflects the communities it serves. It’s also about challenging stigma and opening doors for people who want a fresh start.

How the alternative pathway works

The alternative pathway is designed to be personal and fair. It starts with a careful look at your background and experience, and conversations about the role you’re interested in. A plan is put in place to manage any risks, which might include extra support, guidance on certain tasks, or clear boundaries to make sure the work is safe. The process includes ongoing checks and support to help you succeed in the role.

What kinds of roles might be available

Roles that value lived experience are the main focus. This could include peer mentoring, advisory roles, rehabilitation and resettlement services, or some operational positions, depending on the risk involved. Not every role will be open through this pathway, but opportunities do exist where your experience is seen as a real strength.

Keeping it safe and fair

HMPPS has safeguards to make sure everything is fair and safe. Applications are carefully assessed, senior staff review decisions, and plans are documented and regularly checked. Public protection is always a priority, alongside giving people a chance to be included and supported.

What this means for you

If you have a criminal record and want to work in prisons or probation, this pathway could give you a real opportunity. You might be considered even if standard vetting isn’t passed, and your lived experience could be recognised as a strength. Decisions are made based on you as a person, not just your record. Not every role will be available, and there are still safeguards in place, but each application is looked at carefully, giving you the best chance to succeed.

Final thoughts

The Lived Experience Policy Framework is an important step towards making HMPPS employment more inclusive. It recognises that your experience can be a real strength, giving you the chance to turn your past into a career while helping others on their journey. People with lived experience can provide unique insight that improves services and builds trust with those under supervision, showing that change is possible and encouraging engagement with rehabilitation programs.

This pathway also reduces barriers. It offers tailored, case-by-case assessments for those who might otherwise be excluded by standard vetting, opening doors to meaningful roles in prisons, probation, and the community. Opportunities exist for both paid staff and volunteers, giving flexibility in how your experience is used to make a difference.

At the same time, it’s important to understand the limits. LEAP isn’t guaranteed for every applicant, and not all roles are available. Some positions may be fixed-term or have restrictions due to risk assessments, and safeguarding remains a priority. Genuine inclusion matters too and this framework works best when lived experience is valued as a real leadership strength, not just a label.

Overall, the policy is about creating fair opportunities while keeping services safe and effective. It’s a chance to contribute, grow, and be part of a workforce that reflects the communities it serves.

Key points to remember

• The Lived Experience Policy Framework gives people with criminal records a fairer chance to work in HMPPS, recognising the value of lived experience.
• There are two main pathways: standard vetting for those who meet usual checks, and the alternative pathway for those who need a personalised risk assessment.
• Opportunities focus on roles where lived experience adds value, such as peer mentoring, advisory work and rehabilitation services.
• Not every role or applicant will be suitable, and some offences or risk factors may prevent eligibility. Safeguards are always in place to keep services safe.
• The policy balances opportunity with safety, supporting rehabilitation, reducing stigma, and helping people contribute meaningfully.