The Wigan service that is helping adults in low-paid jobs improve their working lives

Wigan’s In Work Progression service is putting career development in focus by offering support to residents who are already employed but want to move into better-paid, more secure or more fulfilling work.

The free service is aimed at Wigan residents aged 18 and over who are in low-paid employment. Its purpose is to help people overcome barriers, build confidence and take practical steps towards improving their working lives. For many households, this kind of support can be just as important as help for those who are unemployed.

Being in work does not always mean being financially secure. Some residents may be working long hours but still struggling with bills, childcare costs, rent, transport or irregular shifts. Others may feel stuck in roles with limited progression, unsure how to gain new skills or move into a different sector. In Work Progression support recognises that employment is not the end of the journey; it can be the starting point for a better career.

For workers in Wigan, Leigh, Atherton, Hindley, Ashton-in-Makerfield and surrounding communities, the service could help identify routes into training, promotion or career change. That may involve updating a CV, improving interview skills, exploring qualifications, building digital confidence or learning how to talk to an employer about development opportunities.

The focus on low-paid workers is important. People in lower-paid roles often have less time and fewer resources to plan their next step. They may be balancing shifts, caring responsibilities and household pressures. Paying for training or taking time off work to attend courses can be difficult. Free, locally accessible support can therefore make a real difference.

Career development is not only about changing jobs. For some residents, the best route may be progressing with their current employer. That could mean applying for a supervisor role, taking on extra responsibilities, moving departments or gaining a qualification linked to the job they already do. For others, the right move may be into a new sector with better long-term prospects.

Wigan’s labour market includes opportunities in care, retail, logistics, manufacturing, public services, education, construction, hospitality and administration. Many of these sectors offer entry-level roles, but progression can depend on confidence, training and knowing where to look. Support services can help residents understand which skills are transferable and which gaps they need to address.

Employers also have a role to play. Businesses benefit when staff feel valued, supported and able to grow. Retaining experienced workers can be more effective than constantly recruiting new people. Offering training, mentoring, flexible routes into promotion and clear career pathways can help employers build stronger teams.

The way organisations manage their workforces is changing, particularly as some employers operate across different locations or use a mix of on-site, hybrid and remote roles. Businesses expanding or restructuring need to think carefully about contracts, payroll, compliance and staff support.

For workers, changing work patterns can open new possibilities. A resident who once felt limited to jobs within a short commute may now find opportunities with employers based elsewhere. Hybrid roles, digital jobs and flexible working can widen the search, but they also require confidence with technology, communication and self-management.

That is why digital skills are increasingly central to progression. Even roles that are not considered “tech jobs” often require online applications, scheduling systems, email, spreadsheets or workplace platforms. Helping residents improve digital confidence can make them more competitive and better prepared for modern workplaces.

Financial confidence is another part of the picture. Moving into a new role can affect income, benefits, travel costs and childcare arrangements. Workers may need advice before making decisions, especially if a higher wage comes with different hours or greater commuting costs. Career support should help people consider the whole picture, not just the headline salary.

The service can also support confidence after setbacks. Some workers may have applied for promotions and been unsuccessful. Others may feel they lack qualifications or worry that they are too old to retrain. Encouragement and practical guidance can help people see that progression is possible at different stages of life.

For younger workers, In Work Progression support can help turn an entry-level job into a career plan. For older workers, it may provide a route into a more stable role, better conditions or a new direction after years in the same type of work. For parents and carers, it may help identify flexible options that fit around responsibilities.

The wider benefit for Wigan is clear. When residents progress in work, households become more resilient and local spending power can improve. Employers gain more skilled workers, while the borough benefits from a stronger, more confident workforce.

The challenge is making sure people know the support exists. Low-paid workers may not always see themselves as eligible for help, especially if they are already employed. Clear communication from the council, employers, community organisations and advice services will be important.

In Work Progression support sends a positive message: career development is not only for graduates, managers or people changing profession. It is for anyone who wants to improve their working life.

For Wigan residents feeling stuck in low-paid work, the service could provide a practical first step. With the right advice, training and confidence, a current job can become a bridge to better pay, stronger prospects and a more secure future.