Open the Door; Migrants Facing Financial Disadvantage and their Needs for Support

Improved access to services and support is essential to raise migrant households’ capacity to lift themselves away from poverty. This requires the implementation of key principles in poverty reduction and employability such as ‘No Wrong Door’ and ‘Person Centred’ approaches to include migrants. 

The Scottish Government should: 

• Seek to extend the range of benefits available to those with NRPF such that, for example, those receiving Best Start Foods would also receive Best Start Grants. 
• Ensure that clear guidance is available to local authorities and other parties advising migrants or exercising discretion over their right to access benefits. 
• Expand commitment 3.4 in the New Scots refugee integration strategy: delivery plan 2024 to 2026 to ‘work with Scottish professional bodies to understand and promote recognition pathways for industries and identified sectors’ to consider the needs of a wider spectrum of migrants for recognition of qualifications and employability pathways. 

Local Authorities should:

• Ensure that frontline staff are provided with clear guidance and training on migrants’ entitlements, especially where benefits are available at the discretion of local authorities. 
• Facilitate and encourage staff to improve their skills and confidence in intercultural communication. 
• Encourage Local Employability Partnerships and Third Sector Interface to consider migrant service user needs in planning and developing their work Employability and income maximisation services should:
•  Form networks that bridge mainstream and migrant-focused services better. Design systems for data sharing and more effective referrals. 
• Develop strategies and toolkits to support intercultural communication, prioritising and sharing the expertise of migrant-focused organisations. 

Employers should: 

• Consider possible adjustments whereby international students with permission to work a maximum of 20 hours per week might be offered work patterns to meet that threshold. 
• Consider whether they are taking sufficient and equitable account of skills and experience gained outside of the UK in making appointment and promotion decisions.