Raeburn Training

Creating Safe, Supportive Opportunities for Young People.

Work experience can be a valuable step in helping young people understand the world of work, build confidence, and explore future career paths. For employers, it is also an opportunity to support the next generation, showcase their industry, and help young people develop practical workplace skills.

However, when welcoming a young person into the workplace, employers have an important responsibility to make sure the placement is safe, well-planned, and properly supported.

The Health and Safety Executive has clear guidance for employers taking on young people for work experience. The key message is simple: work experience students should be treated like any other young worker when it comes to health and safety.

Employer Responsibility During Work Experience

If an employer takes on a young person for work experience, they have the main responsibility for that student’s health and safety during the placement.

This does not mean creating unnecessary barriers or making work experience overly complicated. In fact, the HSE makes it clear that there are very few activities a student cannot do purely because of health and safety law. Instead, the focus should be on making sure risks are understood, controlled, and clearly explained.

Employers should ensure that students know:

A good induction is one of the most important parts of a safe and successful work experience placement.

Reviewing Risk Assessments

Risk assessments do not always need to be repeated from scratch for every work experience student. According to HSE guidance, what an employer needs to cover will depend on the level of risk involved in the workplace and the type of tasks the young person will be doing.

Employers should review their risk assessment before the student starts if they:

Where an employer has recently taken on a young person for work experience, and the new student has a similar level of maturity and understanding with no additional needs, the HSE advises that the risk assessment does not need to be repeated unnecessarily.

The important thing is that employers take a sensible, proportionate approach.

Understanding the Individual

Every work experience student is different. Before the placement begins, employers should speak with the placement organiser, school, college, parent, or carer where appropriate, to understand anything that may affect the young person’s experience.

This may include:

This is not about excluding young people from opportunities. It is about making sure they are properly supported and that the placement is suitable, safe, and beneficial.

Clear Communication with Parents and Carers

For children taking part in work experience, employers should ensure that parents or carers understand any significant risks involved and what has been put in place to control them.

This does not need to be a complicated process. The HSE advises that this can be done in whichever way is simplest and suitable, and it is often handled through the school or college.

Clear communication helps everyone feel more confident about the placement and ensures that expectations are understood from the beginning.

The Importance of Induction and Supervision

A strong induction should never be treated as a tick-box exercise. For many young people, work experience may be their first time in a professional or operational environment, so it is important to explain things clearly and check their understanding.

An effective induction should cover:

Supervision is also key. Young people may be unfamiliar with workplace hazards, may lack experience, or may be less confident asking questions. Having a named person they can go to for help can make a big difference.

Insurance for Work Experience Students

The HSE guidance also confirms that, in many cases, existing employers’ liability insurance will cover work experience students, provided the insurer is a member of the Association of British Insurers or Lloyds.

Many insurance policies define employees broadly enough to include people on work experience schemes, including students. However, if an employer is unsure, they should check directly with their insurer.

If a business does not currently require employers’ liability insurance but is planning to take on a work placement, it should speak to its insurer to make sure suitable cover is in place.

Making Work Experience Meaningful

Health and safety are essential but work experience should also be meaningful. A well-planned placement gives young people the chance to learn, ask questions, develop confidence, and gain insight into the workplace.

Employers can make placements more valuable by:

When done well, work experience can help young people make more informed choices about their future while also helping employers build positive links with schools, colleges, communities, and future talent pipelines.

A Sensible Approach to Safety

The HSE guidance is a useful reminder that health and safety should enable work experience, not prevent it.

Employers do not need to overcomplicate the process, but they do need to take their responsibilities seriously. By reviewing risks, communicating clearly, providing a proper induction, and offering suitable supervision, businesses can create safe and positive opportunities for young people.

Work experience can be an important first step into the world of work. With the right planning and support, employers can help make that first step a safe, valuable, and confidence-building experience.

Raeburn Training is proud to be supporting the continued growth and success of the Unlocking Future Connections programme across Scotland’s prison establishments, helping individuals in custody develop the skills, knowledge and confidence needed to move towards sustainable employment.

As the dedicated training provider for the programme, we work closely with the project lead, Amey, a global infrastructure company, and the Scottish Prison Service (SPS) to develop and deliver training opportunities that create meaningful pathways into employment within the traffic management, highways and construction sectors.

Delivered as part of a two-year contract, Unlocking Future Connections has been designed to create long-term impact by combining employer engagement, practical learning, accredited training and sustainable employability support. From the beginning of the programme to now, the focus has remained clear: to help individuals in custody better understand the opportunities available within industry, gain relevant qualifications, and build the confidence required to take positive steps towards employment on release.

Through collaboration with partners across multiple regions, the programme ensures participants have access to first-class, industry-relevant learning and progression opportunities that can support positive futures beyond liberation.

The programme also reflects Raeburn Training’s wider commitment to supporting initiatives that address skills shortages across the traffic management, highways and construction sectors. By providing accessible, inclusive and rewarding training, the programme creates real opportunities for individuals while supporting the needs of employers, communities and the wider industry.

Phase 1: Exploring Career Opportunities

Phase 1 of the Unlocking Future Connections programme has now been successfully delivered across five prison establishments.

Pioneered by Amey through secured CITB funding and developed collaboratively with the Scottish Prison Service and Raeburn Training, the programme introduces participants to opportunities within the traffic management, highways and construction sectors through employer engagement, interactive sessions and practical demonstrations. These sessions have been supported by Amey’s suppliers, including Breedon, Hatton Traffic Management and Speedy.

As part of Phase 1, individuals in custody have the opportunity to engage directly with employers and industry representatives, gaining valuable insight into career opportunities, workplace expectations and the skills required to succeed within the sector.

These employer-led sessions help participants better understand the range of roles available, while also building confidence, motivation and awareness of the steps required to progress into future employment.

Recent deliveries at HMP Low Moss and HMP Barlinnie have continued to demonstrate the value of connecting individuals with employers and industry professionals. By bringing employers directly into custodial settings, the programme helps bridge the gap between custody and employment, giving participants the opportunity to explore realistic career routes and begin planning for their future.

One of the most encouraging aspects of the programme so far has been the enthusiasm and commitment shown by participants throughout each stage. From engaging in employer-led discussions and practical demonstrations to progressing onto accredited training, candidates have approached the programme with a positive attitude and genuine determination to develop new skills.

Their willingness to learn, ask questions and prepare for future employment opportunities highlights the importance of creating accessible pathways into industry.

Phase 2: Developing Skills and Achieving Qualifications

Following the engagement activities delivered through Phase 1, selected participants progress onto Phase 2, where the focus shifts towards practical skills development and industry-recognised training.

At HMP Inverness, eight residents successfully completed Phase 2 of the programme, achieving qualifications in:

Since completing their training, all eight HMP Inverness participants have also successfully passed their CSCS tests, allowing them to progress towards gaining their CSCS cards, which are essential for working in construction in the UK.

This achievement marks an important milestone for the programme and demonstrates the real impact that structured training, partnership working and learner commitment can have. For the participants, gaining these qualifications and passing their CSCS tests not only strengthens their employability but also helps build confidence in their ability to succeed within the workplace.

It is a positive example of how the Unlocking Future Connections programme is supporting individuals to move from initial engagement and awareness through to recognised qualifications and employment readiness.

The Importance of Partnership Working

The success of Unlocking Future Connections is built on strong partnership working.

By bringing together employers, industry partners, the Scottish Prison Service and training providers, the programme creates opportunities that may otherwise be inaccessible to individuals in custody.

Raeburn Training’s role extends beyond delivering courses. We work closely with partners to coordinate training provision across establishments, ensure training remains aligned with industry requirements and support participants throughout their learning journey.

This collaborative approach helps create a clear progression pathway from initial employer engagement through to accredited training, skills development and employment readiness.

Through these partnerships, participants are equipped not only with qualifications but also with the knowledge, confidence and understanding needed to pursue sustainable careers beyond custody.

As part of the programme’s long-term sustainability, Raeburn Training is also supporting the creation of a legacy beyond the initial two-year programme. To help achieve this, we are working with Employability Officers across the prison estate to develop their capability to deliver CSCS test preparation in-house.

This support includes the donation of software licences, training materials, workbooks and presentation resources, alongside coaching and guidance to equip SPS staff with the knowledge and confidence to continue supporting future participants.

By embedding these resources and skills within the prison network, the programme can continue creating opportunities for individuals long after the initial delivery period has ended.

Looking Ahead

From the start of the two-year contract to now, Unlocking Future Connections has continued to demonstrate the positive impact that can be achieved when employers, training providers and public sector partners work together towards a shared goal.

The programme has introduced individuals in custody to real career opportunities, supported practical skills development, delivered industry-recognised training and helped participants take meaningful steps towards employment readiness.

As the programme continues to progress, Raeburn Training remains committed to supporting individuals in developing the skills, qualifications and confidence needed to access meaningful employment opportunities.

Unlocking Future Connections demonstrates the value of bringing industry engagement and accredited training directly into custodial settings. By reducing barriers to employment, developing workforce skills and creating positive futures for individuals preparing for release, the programme continues to make a meaningful contribution across Scotland’s prison estate.

We are proud to be supporting Amey and the Scottish Prison Service through this collaborative programme and look forward to continuing to support its growth across Scotland, helping more individuals gain the skills, confidence and opportunities needed to build successful futures.

As the school holidays approach, the Health and Safety Executive has issued an important reminder to construction companies: site security must remain a priority, especially when children are more likely to be out and about in local communities. 

Construction sites can naturally attract curiosity. To a child, an unfinished building, scaffolding, machinery, materials, or open ground may look like somewhere to explore. However, those same areas can present serious risks, particularly when a site is left unsecured outside working hours. 

While incidents involving children entering construction sites are rare, HSE has highlighted that children have tragically lost their lives, and others have been injured, after gaining access to unsafe and unsecured sites. 

A Legal Responsibility and a Community Duty 

Those in control of construction sites have a duty to take appropriate steps to prevent unauthorised access. This is not just about meeting legal requirements. It is also about protecting local communities, particularly during school holidays when children may have more free time and spend more time outdoors. 

Site managers, contractors, and clients should take time to review their site security arrangements and ensure they are suitable for the location, the type of work being carried out, and any nearby homes, schools, play areas, or public spaces. 

Key Steps Construction Companies Should Be Taking 

HSE has advised construction companies to consider a range of practical control measures to help keep children and members of the public safe. 

This includes making sure suitable perimeter fencing or hoarding is in place where required, and that it is checked regularly to ensure it remains secure and in good condition. Sites should also be properly secured at the end of each working day, with access points closed and unauthorised entry made as difficult as reasonably possible. 

Excavations and pits should be barriered off or covered, and access ladders should be removed from scaffolds and excavations when not in use. Vehicles and plant should be isolated, immobilised, and, where possible, locked within a secure compound. Building materials should also be stored safely so they cannot topple, roll, or create additional hazards. 

Hazardous substances must also be locked away securely to prevent access by anyone who should not be on site.

Why This Matters 

Construction sites contain a wide range of hazards, from working at height and moving plant to sharp materials, unstable ground, hazardous substances, and open excavations. These risks are well understood by trained workers, but they may not be recognised by children or members of the public. 

That is why effective site security is such an important part of construction health and safety management. It helps prevent accidents before they happen and reduces the likelihood of unauthorised access outside normal working hours. 

The summer holidays are a useful reminder for businesses to look again at their arrangements and ask:  

Small checks can make a significant difference. 

Building Safety Into Everyday Site Management 

Strong site security should not be treated as a one-off task. It should form part of daily site management, regular inspections, end-of-day procedures, and wider risk assessment processes. 

By taking proactive steps now, construction companies can help protect children, safeguard the public, and demonstrate responsible site management. 

As HSE has made clear, clients and contractors must ensure unauthorised access to sites is prevented both during and outside working hours. 

For many people, the hardest part of starting a new career is knowing where to begin. 

For employers, the challenge is different: finding people who are interested, prepared, and ready to step into industry with the right training already in place. 

This is where Raeburn Training Academies can make a real difference. 

Our academy programmes are designed to bring training, employers, employability partners, and candidates together in a way that creates clear, practical routes into work. Rather than delivering individual courses in isolation, our academies provide a structured training pathway that helps candidates build the skills, certifications, confidence, and workplace awareness they need to take their next step. 

This year alone, Raeburn Training has delivered 20 academies, supporting candidates across Scotland to gain industry-relevant training and move closer to employment. 

More Than Just Training 

A Raeburn Training Academy is about more than completing a list of courses. 

It is about creating an environment where candidates can understand what is expected in the workplace, engage with real industry opportunities, and leave feeling more prepared for employment. 

For some candidates, an academy may be their first experience of formal training. For others, it may be the stepping stone they need to change direction, return to work, or access a new sector. Whatever their starting point, the aim is the same: to help individuals build confidence, gain recognised training, and see a clearer route into work. 

For employers and partners, academies offer a practical way to support recruitment, workforce development, social value commitments, and skills gaps. 

What Are Raeburn Training Academies? 

Raeburn Training Academies are tailored training programmes designed around the needs of a specific employer, sector, project, or employability pathway. 

Each academy is built to suit the intended outcome. This means the training included can vary depending on the roles candidates are preparing for, the industry they are entering, and the requirements of the employer or partner organisation. 

Academy programmes can include training such as: 

This flexible approach means candidates are not simply trained for the sake of training. They are supported with relevant, purposeful learning that connects directly to real workplace opportunities.

A Proven Model with Real Impact 

With 20 academies delivered this year, Raeburn Training has seen first-hand the value this model can bring to candidates, employers, and employability partners. 

The strength of an academy is that it creates a bridge between training and employment. Candidates gain the essential knowledge and certifications they need, while employers benefit from a more prepared and informed group of potential new entrants. 

This approach helps reduce barriers for candidates and provides organisations with a more structured way to support recruitment and workforce planning. 

It also allows partners to create meaningful programmes that do more than tick a box. Academies can support long-term employability outcomes, community benefit activity, and future workforce development. 

Supporting Employers to Build Their Future Workforce 

Recruitment and skills shortages remain a challenge across many industries. Sectors such as construction, manufacturing, engineering, energy, infrastructure, marine, and facilities management all require people who are trained, safety-aware, and ready to work. 

Raeburn Training Academies help employers create a pipeline of candidates who have already received relevant training and understand key workplace expectations before they enter the job. 

This can support employers who are: 

By shaping each academy around the needs of the employer or project, we can help ensure candidates receive training that is relevant, practical, and aligned with the opportunities available. 

Working in Partnership 

Partnership is central to the success of our academy model. 

Raeburn Training works with employability organisations, local authorities, employers, and industry partners to design programmes that support people into sustainable employment. 

This joined-up approach allows each partner to bring something valuable to the programme. Employability partners can help identify and support candidates. Employers can provide insight into real job opportunities and workplace expectations. Raeburn Training delivers the structured training needed to help candidates become safer, more confident, and better prepared. 

Where suitable, academy programmes may also be supported through funding routes when linked to employability outcomes and eligibility criteria. This can help remove barriers for candidates and make training more accessible to those who may benefit most. 

Designed Around Real Outcomes 

No two academies are the same. 

Some programmes may be short and focused, helping candidates gain the core training they need for entry-level roles. Others may be more comprehensive, supporting larger recruitment campaigns, apprenticeship pathways, or wider employability projects. 

Our team can support with planning, course selection, scheduling, delivery, reporting, candidate support, and wider programme coordination. 

This gives employers and partners a training provider that can support the process from start to finish, while ensuring the academy remains focused on the outcome that matters most: helping people progress. 

Creating Confidence, Opportunity and Progression 

One of the most valuable parts of an academy is the confidence it can give to candidates. 

Gaining qualifications is important, but so is helping people believe they are capable of taking the next step. Through structured training, practical learning, and exposure to industry expectations, candidates can leave an academy with a stronger understanding of the sector and a clearer sense of direction. 

For employers and partners, this creates a more meaningful result. The academy becomes more than a training programme. It becomes a pathway that connects people, skills, and opportunity. 

Helping Build Scotland’s Future Workforce 

As industries continue to face recruitment challenges and skills gaps, academy-style training offers a practical and effective way to prepare people for work. 

Raeburn Training Academies bring together the right partners, the right training, and the right support to help candidates move closer to employment while supporting organisations to build a safer, more skilled workforce. 

Whether you are an employer looking to develop new talent, an employability partner supporting people into work, or an organisation with social value or community benefit commitments, Raeburn Training can help design an academy programme that delivers real impact. 

Partner With Raeburn Training 

With 20 academies delivered this year, Raeburn Training has the experience, flexibility, and industry knowledge to support organisations in creating meaningful training pathways. 

If you are looking to support new entrants, strengthen your recruitment pipeline, meet social value commitments, or develop a bespoke academy programme, our team would be happy to help. 

Get in touch with Raeburn Training to discuss how our Academy programmes can support your organisation. 

Men’s Health Week, taking place from 15 to 21 June, is an important opportunity to raise awareness of preventable health issues affecting men, including those linked to the workplace. 

For employers, managers and training providers, it is also a timely reminder that health and safety is not only about preventing accidents. It is also about protecting workers from long-term occupational health risks and supporting mental wellbeing. 

Many industries with higher occupational health hazards are male dominated, including construction, manufacturing, engineering, skilled trades and maintenance work. Workers in these sectors can face a combination of physical health risks, exposure to hazardous substances and work-related stress. 

Why Men’s Health Week Matters in the Workplace 

Men are often overrepresented in roles where exposure to dusts, fumes, noise, vibration, asbestos and other hazardous substances may occur. Some of these risks do not cause immediate symptoms but can lead to serious illness many years later. 

That is why awareness, prevention and early action are so important. 

During Men’s Health Week, organisations can use the opportunity to talk openly about both physical health and mental health at work. 

Asbestos: A Continuing Risk for Tradespeople 

Although asbestos is now banned in the UK, it can still be present in many older buildings. Tradespeople such as builders, electricians, plumbers, joiners, maintenance workers and decorators may still disturb asbestos-containing materials during everyday work. 

Exposure to asbestos fibres can cause serious diseases, including mesothelioma, a cancer caused almost exclusively by past asbestos exposure. 

Men working in skilled trades experience higher rates of mesothelioma mortality, highlighting the continued need for practical asbestos awareness and safe working practices. 

Employers and workers should make sure they understand: 

The HSE provides a quick guide for tradespeople offering practical asbestos guidance. 

Engineered Stone Dust and Silicosis 

Another serious occupational health issue is exposure to respirable crystalline silica, particularly when cutting, grinding or polishing materials such as stone, concrete, brick and engineered stone. 

Silicosis is a serious and irreversible lung disease caused by inhaling fine silica dust. HSE has highlighted the risks associated with engineered stone dust, and almost all reported silicosis cases are male. 

Work involving engineered stone must be properly controlled. This includes using effective dust suppression, suitable extraction, respiratory protective equipment where required, and safe working methods. 

The HSE has updated guidance on controlling risks when cutting or polishing engineered stone, which employers should review and apply where relevant.

Mental Health and Work-Related Stress 

Men’s Health Week is also a chance to talk about mental health. 

Work-related stress can affect anyone, but in male-dominated industries there may still be barriers that prevent workers from speaking up or asking for support. Long hours, job pressure, financial worries, physical demands, lone working and challenging site conditions can all contribute to poor mental wellbeing. 

Employers have a legal duty to assess and manage risks from work-related stress, just as they would any other workplace hazard. 

The HSE’s Working Minds campaign provides free resources to help employers prevent work-related stress and support good mental health at work. 

Simple steps can make a real difference, such as: 

What Employers Can Do During Men’s Health Week 

Men’s Health Week is a useful prompt to review how well occupational health risks are being managed across your organisation. 

Employers can use the week to: 

Protecting Health Is Part of Good Health and Safety 

Workplace health risks are not always visible, and the impact may not be immediate. However, conditions linked to asbestos, silica dust and work-related stress can have life-changing consequences. 

Men’s Health Week is a valuable opportunity to raise awareness, challenge stigma and encourage safer, healthier working practices across the trades and wider industry. 

By using HSE’s free guidance and resources, employers can take practical steps to protect workers’ long-term health, not just during Men’s Health Week, but all year round.

Building skills and creating opportunities through the CITB Impact Fund: Scottish Pathways to Construction North Lanarkshire Academy, in partnership with CCP.

It was great to see participants engaging in the programme, learning more about the construction industry, developing their employability skills, and exploring the opportunities available to them within the sector.

Through collaborative programmes like this, we're helping individuals gain the knowledge, confidence, and industry insight needed to take the next step towards a rewarding career in construction.

A big thank you to everyone involved in supporting the academy and helping participants progress towards their future goals.

We work closely with DYW - Fife to create opportunities for young people to learn and develop within the workplace and have created some work placement opportunities for over the summer holidays (each opportunity a week long) for those looking to move in business administration work on leaving school - we hope these taster weeks will let school pupils get a better feel for what working in a business feels like and whether it is for them.... ideal before finalising college choices or finalising a career direction.

These opportunities are being offered through the Workit platform, a system that schools use to coordinate placements with local businesses. If you or someone you know is studying Business or a related subject and are in S4-6 and this is something of interest please speak to your guidance teacher to submit an application - the opportunities are live now.

We are also happy to speak to any other local businesses keen to create similar opportunities for school pupils, if they would like to find out more about setting these up.

Please join us in welcoming Adriane as our new Office Coordinator 👋

We are delighted to have Adriane join the team taking the lead on invigilating our CITB CSCS test centre, coordinating certificates and overseeing the training delivery preparation. We know she’ll be a fantastic addition and a great support to both our clients and candidates.

A great day delivering Face Fit Training for our client GME, led by Sarah Raeburn and Derek Hood.

The session provided practical and hands-on training to ensure employees are correctly fitted and confident in using respiratory protective equipment safely and effectively.

Supporting safer workplaces through quality training is what we do best.

Both Sarah Raeburn and Sarah Huxter attended the All Energy Conference on Thursday.

It was a fantastic opportunity for them to connect with industry professionals, hear about the latest developments across the energy sector, and explore future talent and workforce opportunities within the industry.



#AllEnergy2026 hashtag#Networking hashtag#SkillsDevelopment hashtag#EnergySector hashtag#WorkforceDevelopment

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