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    Most people with PWS are more than capable of work, whether voluntary or paid, and are just as keen as other people to contribute to their communities. So it may be surprising to learn that, to date, very few people with PWS have full time jobs. This is partly because of the complex nature of the syndrome and partly because trainers and employers are not always aware of the particular environmental boundaries that may need to be put in place for people with PWS. Without which, the person with PWS may well be "set up to fail" from the outset. 

    In Summary

    • People with PWS enjoy working and have a valuable contribution to make to the workplace.
    • PWS does present challenges but these are easily surmountable with forethought and common sense planning.
    • As with all work placements matching an individual’s skills and personality with an appropriate job role is key to a successful outcome
    • Utilising the job coach/key worker of some-one with PWS helps with preparation, planning, implementation and follow- up support.
    • Identifying a lead person within the work setting as a buddy/key contact aids communication and consistency of approach.
    • Agree a work placement plan that is regularly reviewed
    • Facilitate the awareness raising of colleagues of the issues and impact of PWS and how to understand them.
    • Schedule regular reviews and feedback opportunities for all parties.
    • Use a common sense approach to risk assessment incorporating a knowledgeable PWS perspective
    • Ensure you have an emergency plan in place in the event of unforeseen circumstances- key contact names and numbers for example.


    Best practice guidelines in employing a person with PWS

    We have produced Best Practice Guidelines for Employers which gives extensive tips and advice on employing people with PWS, including a template for employment agreement and a case study. For a downloadable version click here