This is an HTML version of an attachment to the Freedom of Information request 'All current Mandatory Work Activity (MWA) information/guidance/policy'.

Mandatory Work Activity 
Background 
1.  Mandatory Work Activity (MWA) is part of the menu of support available to 
help Jobseekers Allowance (JSA) claimants as part of the Jobcentre Plus Pre 
“Work Programme” Offer. This over-arching offer ensures that claimants 
receive the personalised, responsive support that they need to find 
employment. 
2.  It is recognised that whilst the vast majority of JSA claimants engage with 
the support available to them and make every effort to find work, there are a 
few who, for a variety of reasons, fail to demonstrate the focus and discipline 
necessary to seek out, secure and retain employment opportunities. 
3.  MWA, delivered under Section 17A of Jobseeker’s Act 1995, aims to 
tackle this particular issue.   
NB Under Section 17A of Jobseeker’s Act 1995 the Secretary of State may 
require claimants to participate in prescribed schemes that are ‘designed to 
assist them to obtain employment’
. It is, therefore, imperative that in all 
communications (written and verbal; internal and external) MWA is described 
in line with DWP legislation and policy i.e. MWA is designed to help our JSA 
claimants find work; it is not a punitive measure.  
District implementation  
4.  In each Contract Package Area (CPA) there is a strict annual limit on the 
number of claimants the provider can take on to MWA provision. Districts 
within a CPA must, therefore, work together to manage referral numbers.    
5.  The limited number of places available and the mandatory nature of the 
provision make it imperative that District Management Teams (DMT) 
implement processes to support MWA which are both effective and 
transparent. 
6.  The ‘identification’ process adopted must be seen to be both fair and 
reasonable, and ensure that no claimant is referred to MWA without the 
Advisory Team Manager having been consulted eg a ‘case conference’ 
approach. 
7.  DMT have a key role in ensuring that, at all levels, MWA messaging 
conforms to policy intent - see ‘background’ section of this guidance. 
8.  DMT are also responsible for ensuring that their MWA provider has 
nominated contacts for raising absence related issues. The nominated 
contact(s) must be familiar with the Labour Market Conditions Guide and able 
to make decisions (e.g. whether to ‘treat as straight forward’ or not) promptly 
and accurately in regard to issues including: 
  periods of sickness 
 domestic emergencies 
  easements for parents 
9.  It is also important for Districts to obtain regular MI and ensure that formal 
Provider Engagement Meetings are set up with the MWA provider. 

The provision 
10. Mandatory Work Activity gives JSA claimants identified as most in need of 
support, an opportunity to develop skills, disciplines and behaviours that we 
know are widely valued by employers and that can help them in seeking 
employment. 
11. The vehicle for this will be work-based placements delivered by external 
providers under contract to DWP. For those referred to a placement, their 
participation is mandatory. The Jobseeker’s Allowance (Mandatory Work 
Activity Scheme) Regulations 2011 support the mandatory nature of MWA. 
Features 
12. The placements sourced by the provider will: 
  last for 4 weeks 
  be for 30 hours per week, unless restrictions apply, so allowing the 
claimant time to meet their actively seeking obligations 
  be reduced in line with any restrictions a claimant might have on their 
Jobseeker’s Agreement (JSAg). In such circumstances, placements 
will take up 75% of the time a claimant is available for work 
  be of benefit to the local or wider community 
  be additional to any existing or expected vacancies the host 
organisation might have 
13. MWA participants will continue to claim JSA and attend Jobsearch 
Reviews 
14. The provider will meet the costs incurred by the claimant in attending the 
MWA placement. This will include travel, childcare and replacement adult care 
costs. The provider will also meet any additional support costs necessary to 
allow disabled people to participate fully.  
Identifying claimants suitable for MWA 
15. A JSA claimant potentially suitable for MWA is one identified through the 
work targeted interview process, supported by use of the Customer 
Assessment Tool, as lacking ,or failing to demonstrate, the focus and 
discipline that is necessary to effectively: 
  seek out and pursue job opportunities 
  secure and retain employment 
16. MWA  may be beneficial for a claimant that has recently received a labour 
market related sanction/disallowance, providing an opportunity for them to 
develop the skills, disciplines and behaviours sought by employers. 
17. As MWA places are limited, it is imperative that the provision is deployed 
appropriately. Where the primary barrier to a claimant finding work is a lack 
of focus and discipline on their part, MWA has the potential to help them. But 
where that lack of focus and discipline has a serious underlying cause, for 
example: 
  a significant disability (whether physical or mental) 
  a low level of basic skills 
  a chaotic lifestyle due to drug/alcohol misuse 
or where the primary barrier is something else altogether, for example: 
   a background that includes serious criminal convictions 

MWA participation would only be beneficial, and therefore appropriate, if it 
were deployed as a step within a structured approach designed to address 
the claimant’s multiple barriers. Deployed in isolation or as the first or primary 
step, MWA would be wholly inappropriate. 
18. Given the policy intent of MWA, the following claimants must not be 
considered for referral to MWA: 
  currently working (paid or voluntary) 
  undertaking employment related study / training 
  taking part in or recently completed* another employment measure 
(contracted or non-contracted) aimed at helping them move closer to 
the labour market 
(* A claimant ‘dropping-out’ of an employment measure prematurely may, or 
may not, indicate a lack of focus and discipline on their part; it is for Advisory 
Teams to consider the merits of MWA referral on a case by case basis).   
19. MWA  must  not be used as an alternative means of addressing 
conditionality doubts. If there are doubts about a claimant meeting JSA 
conditionality (i.e. availability and actively seeking) those doubts must be 
addressed appropriately. 
20. If a lack of recent work experience is proving to be a barrier to finding work 
for an otherwise well-focused claimant, Advisory Teams must seek to address 
this through appropriate measures e.g. Work Together; MWA is not an 
appropriate measure in such cases. 
21. If a claimant is due to commence Work Programme provision within the 
next few weeks, Advisory Teams must consider seriously whether a referral to 
MWA is best use of this limited resource. 
(NB In circumstances where a claimant approaching, or reaching, their Work 
Programme entry point has previously failed to start, or failed to complete, a 
MWA placement, if the grounds for making the original referral remain valid 
then a further referral to MWA must take precedence over the Work 
Programme referral ie a temporary exemption, using the criteria ‘customer on 
other suitable provision’, must be applied to the Work Programme referral)    
22. The final decision on a claimant’s suitability for MWA is one that must be 
made in consultation with an Advisory Team Manager e.g. a ‘case 
conference’ approach. 
23. To provide the necessary audit trail, it must be recorded as a LMS 
conversation that the required consultation has taken place.  
Introducing MWA to claimants 
24. A referral to MWA must never come as a surprise to a claimant. If a 
claimant’s circumstances suggest that they may be suitable for MWA, the 
adviser must: 
  explain to the claimant that they are being considered for referral and 
the reasons why i.e. to develop skills, disciplines and behaviours that 
are widely valued by employers and that can help them in seeking 
employment.  
  provide an overview of the provision to the claimant 
  explain to the claimant that the case for referring them will be discussed 
with the Advisory Team Manager in line with district implementation 
protocols to support MWA  

  explain to the claimant that if they are subsequently referred to MWA, 
their participation will be mandatory, i.e. they may face a benefit 
sanction if they do not take part  
  record, as an LMS conversation, that the discussion with the claimant 
has taken place and the reasons cited for considering an MWA referral 
NB The language and tone used when discussing MWA with claimants is 
crucial. MWA must never be used as a threat or portrayed as a punitive 
measure. 
Referral process 
25. The decision to refer a claimant to MWA provision must be seen to be fair 
and reasonable; it must have been made following consultation between the 
claimant’s Personal Adviser and Advisory Team Manager (see ‘district 
implementation’  section of this guidance) and the fact that the consultation 
took place must be recorded as a LMS conversation.  
26. Because it takes time to follow the necessary local protocols, it is vitally 
important for the Personal Adviser to confirm, by review of the Customer 
Assessment Tool for example, that the reasons for considering referral in the 
first instance remain valid.  
27. If the reasons remain valid, before referring the claimant to the MWA 
provider the Personal Adviser must check that there is nothing to prevent the 
claimant from completing 4 consecutive weeks on provision, e.g. holiday 
arrangements, jury service etc. The referral must be deferred if the claimant 
cannot undertake 4 consecutive weeks on provision. Additionally, the 
claimant’s Work Programme entry point must be checked; if that date falls 
within the next 6 weeks, the appropriateness of a referral to MWA must be 
considered. 
28. The referral must be made within an adviser interview (a flexible 
intervention interview should be used). MWA is supported by PRaP and 
advisers must be familiar with PRaP Referral Guidance. 
29. The adviser undertaking the referral must take the following actions: 
Step 
Action 

Explain to the claimant: 
  why they are being referred 
  that the case for referring them has been discussed, and 
agreed, by the Advisory Team Manager 
  what the provision entails 
  how we expect them to benefit from the provision 
  that any travel and/or care costs they incur will be met by 
the provider 

Ensure that the claimant’s JSAg and Action Plan are fully up-to-
date 

Create an LMS conversation as follows: 
****MWA referral****  
This is necessary to help identify, at a future New Jobseeker 
Interview, any claimant that might have signed-off without 
completing MWA, and for whom a re-referral may be appropriate   

Record the referral on LMS via the ‘Mandatory Work Activity – 

Initial Ref’ opportunity.    
NB1 Ensure MAPPA guidance  is followed in appropriate cases  
NB2 Separate procedures apply to Special Customer Record 
cases  

Issue the LMS generated referral letter MWA05 / MWA 05W and   
explain its contents ensuring the claimant fully understands that: 
  the provision is mandatory and the consequences of non-
attendance 
  the MWA provider will contact them directly within 15 
working days to give them full details of the placement 
arranged 
  they must continue to follow the steps to find work as set 
out in their Jobseeker’s Agreement  
  they must continue to attend fortnightly Jobsearch Reviews 
(NB at adviser discretion, the claimant’s signing time, but 
not day, can be rearranged to fit better with attending 
MWA. Similarly, any requirement to attend weekly can be 
waived during the MWA period) 
  they must inform their Advisory Services Team if they need 
to change their signing time once details of their 
placement are known 
NB Although the MWA 05 letter must be issued to the claimant, 
it is not the letter that contains the text necessary to support the 
mandatory nature of the provision. That text will be contained in a 
letter, issued by the provider, giving the claimant the details of 
their placement.   

Record, as an LMS conversation, that letter MWA 05 has been 
issued to the claimant (without a proper audit trail, any future 
Decision Making and Appeals activity may well be 
compromised). 

Alert the provider to issues which impact upon the claimant’s 
participation: 
 restricted availability 
 care requirements 
  additional support needs for claimants with a disability 
  penalties imposed by the legal system (if a claimant is 
attending regular probation interviews, completing 
community service hours or subject to curfew restrictions 
the provider will manage placement arrangements 
accordingly) 
 

Make arrangements (e.g. LMS workflows) to follow-up the 
referral. Advisory Teams must be alert to, and respond to, any 
change in the claimant’s circumstances that might impact on their 
participation and must instigate a 17 working day check to 
ensure the provider has met their contractual obligations. 

Change of circumstances 
30. As there is a delay between the referral point and the placement start, it is 
important any change to the claimant’s circumstances that might impact on 
their attendance (e.g. found work, change of address) is picked-up and 
communicated promptly to the provider. This is necessary to prevent the 
provider from instigating DMA action that will be a waste of time for both the 
provider and Decision Making and Appeals colleagues.  
31. To avoid delays, a phone call to the provider is considered the most 
appropriate way of notifying the change. If the change is one that means 
MWA participation is no longer relevant (e.g. claimant signed-off JSA), the 
provider must be instructed to update PRaP accordingly.   
17 day check 
32. Seventeen working days after the referral has been made, the adviser 
must check, via LMS, if the provider has updated the referral.   
33. If LMS is showing a result against the referral there is no need to contact 
the provider. However, if no result is showing on LMS, the adviser must 
contact the provider after first checking the claimant’s claim status:  
  If the JSA claim has been closed, the adviser must inform the provider 
and instruct the provider to update PRaP accordingly. 
  If the JSA claim remains open, the adviser must contact the provider to 
discuss the circumstances of the case. If the provider is unable to give 
a start date, the adviser must consider escalating the issue to the Third 
Party Provision Manager. 
Special Customer Records (SCR)  
34. SCR cases must be handled by the JCP Nominated Officer in line with 
National guidance.  
35. In respect of MWA, the JCP Nominated Officer is responsible for: 
  Letting the MWA provider’s nominated contact know, by telephone, to 
expect a clerical referral form SL2 in respect of a SCR claimant 
  Stressing, to the provider, the importance of following the SCR process 
set out in Provider Guidance    
  Completing and sending an SL2 form to the provider’s nominated 
contact 
  Advising the Third Party Provision Team (TPPT) that a clerical referral 
to MWA has been made – this enables TPPT to manage referral 
numbers effectively. 
  Obtaining, within 17 working days of the referral, full details of the 
claimant’s placement from the MWA provider 
  Notifying the claimant, by telephone, of the placement details and 
consequences of not attending 
  Printing the ‘referral to placement’ letter held on the District provision 
Tool, completing the relevant fields, issuing it to the claimant and 
noting the issue of the letter on the claimant’s clerical record 
  On-going liaison with the provider’s nominated contact in respect of SL2 
completion, DMA action, provision end dates etc to meet the 
requirements of MWA. 

Claimant absences from MWA 
36. If a claimant fails to attend their MWA placement the provider will ring a 
nominated Jobcentre Plus contact (District Implementation section refers) 
37. In cases where a claimant has breached the permitted number / duration 
of sickness or domestic emergency absences allowed under JSA regulations, 
the provider must be told to end the claimant’s participation, update PRaP 
accordingly and inform the claimant to attend Jobcentre Plus. 
38. Once the claimant’s JSA status has been resolved, Advisory Teams will 
need to consider the appropriateness of  returning the claimant to MWA 
provision. 
39. In cases where the JSA claim remains intact, there may be instances 
where it is no longer sensible to keep the claimant on MWA. Such decisions 
must be made locally based on the circumstances of the case (e.g. likely 
duration of the absence) as discussed with the MWA provider. If it is agreed 
that participation should end, the provider must be told to inform the claimant 
and update PRaP accordingly. 
40. Once the absence issue is resolved, the Advisory Team will need to 
consider the appropriateness of returning the claimant to MWA provision. 
Sanction regime 
41. MWA participation becomes mandatory when the provider issues the 
claimant with a notice in writing containing details of their placement and what 
they are required to do. 
42. A claimant who fails to comply, without good cause, will be sanctioned for 
13 weeks. A second such failure, within 12 months of the first sanction, will 
result in a 26 week sanction. 
43. Sanctions imposed will continue to apply regardless of whether the 
claimant re-engages with the provision. A sanctioned claimant will have the 
right of appeal and be able to apply for JSA Hardship in line with existing 
guidance. 
44. Referrals to Decision Making and Appeals Teams are made directly by the 
MWA provider; there is no involvement for Jobcentre Plus in the first instance. 
Information about the processes involved can be found in the Provider 
Guidance published on the DWP internet site. 
45. The key issue for Advisory Teams is to consider the appropriateness of 
making a subsequent referral to MWA for those claimants who have been 
through the DMA process. 
Subsequent referrals and ‘balance of time’ 
46. Advisory Teams must be alert to claimants failing to start provision or 
leaving provision early.  
47. The following covers the range of scenarios in which it might be 
appropriate to make a subsequent referral to MWA and whether such a 
referral should be treated as a further ‘initial’ referral or a ‘balance of time’ 
referral. It is important that advisers distinguish between the two and take care 
to make referrals via the correct LMS opportunity – any mix-up will create 
additional work, for both JCP and the provider, and may undermine the value 
of the MI being collected.  

NB Within this process, Advisory Teams may, in some scenarios, identify 
issues with the application of the MWA sanction regime. Any such issues 
must be addressed appropriately ie with the DMA Team or, if it is felt the 
provider might not be fulfilling their obligations, with the Third Party Provision 
Team.   
Claimant ceases to claim JSA between point of referral and start 
date of MWA placement 
48. In this scenario the Advisory Team must ensure that the provider is aware 
of the claim closure reason and updates PRaP accordingly. The Advisory 
Team may also wish to record the circumstances of the case (e.g. as an LMS 
Conversation) so that should the claimant return to JSA, consideration can be 
given to returning them to MWA. 
49. If the claimant returns to JSA, the Advisory Team must consider if it is 
appropriate to make a subsequent MWA referral. Unless there has been a 
significant change in the circumstances which led to the original referral, the 
claimant should be referred again to MWA; any such referral must be treated 
as a further ‘initial’ referral. 
NB If, when the new claim is made, the claimant is approaching or has 
reached their Work Programme entry point, a referral back to MWA (where 
appropriate), must take precedence over the Work Programme referral ie a 
temporary exemption, using the criteria ‘customer on other suitable provision’, 
must be applied regards the Work Programme referral.  
Claimant does not start MWA placement and JSA claim continues 
50. In this scenario Advisory Teams must consider if it is appropriate to make 
a subsequent referral. As the outcome of the DMA process may have a 
bearing on the appropriateness of referral (e.g. claimant’s ‘good cause’ may 
still apply) the Advisory Team must consider whether it would be 
advantageous to await the outcome of the DMA process before making a 
referral decision.  
51. Unless there has been a significant change in the circumstances which led 
to the original referral, the claimant should be referred again to MWA; any 
such referral must be treated as a further ‘initial’ referral.  
NB A MWA referral would take precedence over a Work Programme referral if 
the Work Programme entry point has been reached or is imminent ie a 
temporary exemption, using the criteria ‘customer on other suitable provision’, 
must be applied to the Work Programme referral. 
52. In circumstances where the claimant is serving a MWA-related sanction 
the Advisory Team must consider if there are any wider issues that might 
make a prompt re-referral inappropriate. 
Re-referring a claimant serving a MWA sanction 
53. A key factor in determining next steps is the claimant’s attitude / response 
to the sanction. 
54. If the indications are that the claimant will now engage with MWA then an 
immediate further referral will, in all likelihood, be appropriate. 
55. If, however, the indications are that the claimant would still not engage 
effectively, Advisory Teams must take a wider range of factors into 
consideration. 

56. A claimant’s refusal to engage with MWA should certainly give the 
Advisory Team cause for concern about the claimant’s availability for 
employment. Such concerns must be explored rigorously and appropriate 
action taken before a subsequent MWA referral is considered. 
57. Advisory Teams should also be asking themselves if the claimant’s refusal 
might indicate fraudulent activity; again, this should be explored and, where 
appropriate, tested (eg via More Frequent Attendance) before a subsequent 
MWA referral is considered. 
Claimant ceases to claim JSA after placement start date but didn’t 
actually start MWA placement 
58. In this scenario the provider should have instigated DMA action at point 
the claimant failed to start the placement. Advisory Teams must, therefore, be 
alert to any reserved DMA decision attached to the claim (DMA paperwork 
should have been sent to JCP office for retention) and ensure appropriate 
action is taken (i.e. re-referral to DMA if a new claim is made within the 
sanction period).  
59. Once any doubt has been cleared (i.e. sanctioned or not), the Advisory 
Team must consider if it is appropriate to make a subsequent MWA referral. 
Unless there has been a significant change in the circumstances which led to 
the original referral, the claimant should be referred again to MWA; any such 
referral must be treated as a further ‘initial’ referral. 
NB If, when the new claim is made, the claimant is approaching or has 
reached their Work Programme entry point, a referral back to MWA (where 
appropriate), must take precedence over the Work Programme referral ie a 
temporary exemption, using the criteria ‘customer on other suitable provision’, 
must be applied to the Work Programme referral.   
Claimant ceases to claim JSA after starting MWA placement  
60. In this scenario the Advisory Team must ensure that the provider is aware 
of the claim closure reason and updates PRaP accordingly. The Advisory 
Team may also wish to record the circumstances of the case (e.g. as an LMS 
Conversation) so that should the claimant return to JSA, consideration can be 
given to returning them to MWA. 
61. If the claimant returns to JSA the Advisory Team must consider if it is 
appropriate to make a subsequent MWA referral. Unless there has been a 
significant change in the circumstances which led to the original referral, the 
claimant should be referred again to MWA. Where that is the case, the way in 
which the claimant is referred will depend on the time between them ending 
provision and the date of subsequent referral: 
  If the referral date is 14 days or more after the provision end date, this 
must be treated as a further  ‘initial’ referral i.e. via ‘Mandatory Work 
Activity – Initial Ref’ opportunity type on LMS 
  If the referral date is less than 14 days after the provision end date, the 
referral will be for ‘balance of time’ and made via the ‘Mandatory Work 
Activity – Re-Referral’ opportunity on LMS  
62.  Advisory Teams must be mindful of any reserved DMA decision attached 
to the claim and take appropriate action. 
NB If, when the new claim is made, the claimant is approaching or has 
reached their Work Programme entry point, a referral back to MWA (where 

appropriate), must take precedence over the Work Programme referral ie a 
temporary exemption, using the criteria ‘customer on other suitable provision’, 
must be applied to the Work Programme referral.   
Balance of time 
63. Balance of time is the remaining amount of time a claimant should spend 
on MWA in situations where they have left their placement before completing 
the full 4 weeks of provision. 
64. Balance of time is only appropriate in cases where there is less than 14 
days between the previous end date and latest referral date. If 14 or more 
days have elapsed, any subsequent referral will again be treated as an initial 
referral and be for the full 4 weeks.  
65. Balance of time referrals must be for full weeks; therefore, the minimum 
period for balance of time will be one week. 
66. In establishing the balance of time to be served, part-weeks spent on 
provision are treated as full weeks. If, for example, a claimant spent 1 week 
and 2 days on provision, the balance of time to be served is 2 weeks. 
67. When making a balance of time referral, the adviser must take the 
following actions: 
Step 
Action 

Explain to the claimant why they are being returned to the 
provision and the time to be spent on placement. 
 

Ensure that the claimant’s JSAg and Action Plan are fully up-to-
date 

Create an LMS conversation as follows: 
****MWA referral****  
This is necessary to help identify, at a future New Jobseeker 
Interview, any claimant that might have signed-off without 
completing MWA, and for whom a re-referral may be appropriate 

Record the referral on LMS via the ‘Mandatory Work Activity – 
Re-Referral’ opportunity  
NB Separate procedures apply to Special Customer Records 
cases 

Issue the LMS generated referral letter MWA05 / MWA05W and 
explain its contents ensuring the claimant fully understands that: 
  the provision is mandatory and the consequences of non-
attendance 
  the MWA provider will contact them directly within 15 
working days to give them full details of the placement 
arranged 
  they must continue to follow the steps to find work as set 
out in their Jobseeker’s Agreement  
  they must continue to attend fortnightly Jobsearch Reviews 
(NB at adviser discretion, the claimant’s signing time, but 
not day, can be rearranged to fit better with attending 
MWA. Similarly, any requirement to attend weekly can be 
waived during the MWA period) 
  they must inform their Advisory Services Team if they need 

to change their signing time once details of their 
placement are known 
 

Record, as an LMS conversation, that letter MWA 05 has been 
issued to the claimant (without a proper audit trail, any future 
Decision Making and Appeals activity may well be 
compromised). 

Tell the provider the balance of time to be served and alert them 
to issues which impact upon the claimant’s participation: 
 restricted availability 
 care requirements 
  additional support needs for claimants with a disability 
  penalties imposed by the legal system (if a claimant is 
attending regular probation interviews, completing 
community service hours or subject to curfew restrictions 
the provider will manage placement arrangements 
accordingly) 
 

Make arrangements (e.g. LMS workflow) to follow-up the referral 
including a 17 day check to ensure the provider has met their 
contractual obligations. 
Claimant leaves MWA provision early and JSA claim continues 
68. In this scenario Advisory Teams must consider if it is appropriate to make 
a subsequent referral. As the outcome of the DMA process may have a 
bearing on the appropriateness of referral (e.g. claimant’s ‘good cause’ may 
still apply) the Advisory Team must consider whether it would be 
advantageous to await the outcome of the DMA process before making a 
referral decision.  
69. Unless there has been a significant change in the circumstances which led 
to the original referral, the claimant should be referred again to MWA. If a 
further referral is made, the way in which it is made will depend on the time 
between the claimant ending provision and the date of subsequent referral: 
  If the referral date is 14 days or more after the provision end date, this 
must be treated as a further ‘initial’ referral i.e. via ‘Mandatory Work 
Activity – Initial Ref’ opportunity type on LMS 
  If the referral date is less than 14 days after the provision end date, the 
referral will be for ‘balance of time’ and made via the ‘Mandatory Work 
Activity – Re-Referral’ opportunity on LMS 
NB A MWA referral would take precedence over a Work Programme referral if 
the Work Programme entry point has been reached or is imminent ie a 
temporary exemption, using the criteria ‘customer on other suitable provision’, 
must be applied to the Work Programme referral. 
70. In circumstances where the claimant is serving a MWA-related sanction 
the Advisory Team must consider if there are any wider issues that might 
make a prompt re-referral inappropriate. 
Re-referring a claimant serving a MWA sanction 
71. A key factor in determining next steps is the claimant’s attitude / response 
to the sanction. 

72. If the indications are that the claimant will now complete MWA then an 
immediate further referral will, in all likelihood, be appropriate. 
73. If, however, the indications are that the claimant would not engage 
effectively, Advisory Teams must take a wider range of factors into 
consideration. 
74. A claimant’s refusal to engage with MWA should certainly give the 
Advisory Team cause for concern about the claimant’s availability for 
employment. Such concerns must be explored rigorously and appropriate 
action taken before a subsequent MWA referral is considered. 
75. Advisory Teams should also be asking themselves if the claimant’s refusal 
might indicate fraudulent activity; again, this should be explored and, where 
appropriate, tested (eg via More Frequent Attendance) before a subsequent 
MWA referral is considered. 
Claimant transfers their JSA claim to another office 
76. If the claimant has been referred to MWA but not yet started their 
placement, the provider must be informed and told to update PRaP with a ‘did 
not start’ outcome. The Advisory Team at the new office must decide if the 
claimant is suitable for MWA. 
77. If the claimant has started their MWA placement the action to take will 
depend on where they have moved to. 
78. If the claimant’s new office is within the same provider Contract Package 
Area (details of a provider’s CPA will be held by Third Party Provision Teams), 
the provider must be informed of the change and advised to source a suitable 
placement for the remainder of the MWA period unless the existing placement 
is within acceptable travelling distance for the claimant. 
79. If the claimant’s new office is outside the provider’s Contract Package 
Area, the provider must be informed and told to end the current placement. 
The Advisory Team at the new office must decide if the claimant is suitable for 
MWA – any referral would be for the full 4 weeks. 
Unacceptable claimant behaviour 
80. If a claimant who is participating in MWA displays potentially violent 
behaviour in their dealings with Jobcentre Plus, the MWA provider must be 
notified. 
81. In most cases the claimant’s placement will not be affected, but the 
notification is required to facilitate and inform the provider’s risk management 
measures.  
82. Similarly, MWA providers will notify Jobcentre Plus of any unacceptable 
claimant behaviour whilst they are on placement. Any such notifications must 
be referred to the Nominated Manager, usually the Jobcentre Manager.    
New claim with reserved MWA DMA decision 
83. If a claimant referred to MWA ends their JSA claim after starting, but not 
completing, their placement or ends it shortly after they were due to start but 
failed to do so, the Jobcentre should be holding paperwork relating to a 
reserved DMA decision. 

84. If that claimant then makes a new JSA claim within the period to which the 
reserved decision applies, the case papers must be referred back to the DMA 
Team. 
85. Any thought of referring such claimants to MWA must wait until the DMA 
outcome is known.    
Claimants completing MWA 
86. For MWA completers it is important that the Advisory Team conduct a 
post-provision review. The review should focus on the claimant’s experience 
of MWA and their needs moving forward. Any steps agreed must be recorded 
on the claimant’s Jobseeker’s Agreement 
87. The MWA provider will also give feedback on the claimant’s participation. 
This should be received within 10 days of the completion date and will 
document the claimant’s activities during placement, verify attendance and 
note any skills developed. This feedback should be shared with the claimant.