Originally published here.

This working paper presents an analysis of the position of refugees within the UK labour market, explores factors that affect participation and suggests ways improving access for refugees. It shows that, in spite of the skills and qualifications that some refugees have on arrival to the UK, refugees have much lower levels of economic participation (29 per cent) than ethnic minorities (60 per cent). Those refugees who are working are clustered in just a few types of employment, work unsocial hours and take home low pay. Refugees who arrive with skills in demand in the UK economy such as teachers, doctors and nurses often do not practice professions in the UK.

The working paper explores the factors that affect refugee employment and concludes that English language is key to labour market participation. However, there are other factors that also affect employment including levels of education (both on arrival and obtained in the UK), length of residence, migration aspirations, immigration status, participation in training in the UK and gender. Put simply, refugees in employment are most likely to be fluent in English, have been living in Britain for five years or more, have participated in education and/or training in the UK, have secure immigration status, be young and be male.

Refugees experience a number of barriers to employment, though the barrier mentioned most often was English language followed by a lack of UK work experience. These barriers can be ameliorated through targeted employment and ESOL services, but other barriers such as employer discrimination can be more difficult to address.

The paper concludes with a brief analysis of current policy approaches to refugee employment and with a series of recommendations that focus on the need for integrated, holistic services for refugees that recognise the structural and personal barriers that refugees can face entering the UK labour market. The policy recommendations stress the need for:

• better information collection and sharing;
• the recognition of diversity between and within refugee groups;
• the need to provide services that are gender sensitive;
• intensive and work-related ESOL provision that is accessed as soon as possible on arrival to the UK; and
• better recognition of overseas qualifications and more effective training provision, including training to transfer or ’top up' existing qualifications.

If refugees are to realise their potential in the UK, both economically and socially, then targeted provision that reflects diversity within and between communities in the form of early policy interventions is vital. The longer refugees - like others - are excluded from the labour market the more likely they are to lose self-esteem and struggle to participate in the longer term, which has negative consequences for both the individual and society as a whole.

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