social research civil service

FEEDBACK We're redesigning our website - your feedback will help us.

• Government Social Research

On the GSR Fast Stream, you'll work on the issues that really matter

Government Social Research (GSR) is the analytical profession that provides social and behavioural research and advice to government. Our researchers enable government to understand issues relating to society, groups and individuals; supporting policy debate and decision-making through a variety of approaches, advice and evidence.

GSR members come from a wide range of professional backgrounds and disciplines, covering the breadth of social and behavioural sciences. Our work puts people at the heart of government decision-making by providing expertise and interventions to solve complex problems. GSR takes a scientific and tailored approach supported by bodies of knowledge and a range of research methods to inform, influence and provide robust and defensible decision-making at all levels.

GSR aims to deliver the best social science evidence for government and we need highly skilled social and behavioural scientists to do that. You can read more about our strategy and commitment to diversity and inclusion in our strategies.

For more details on the current criteria for GSR please visit the FAQ page - 'What are the relevant disciplines for the Social Research Fast Stream?'.

Requirements

• You need to be eligible to work in the UK
• You can apply through either one of the following routes:
• 1) Qualification route. You need, or expect to have, a minimum of a 2:1 in your undergraduate degree, or a 2:2 with a postgraduate degree.

A qualifying degree is one which contains substantial social research methods training (comprising of one third of modules taken in the course) including quantitative research methods and at least three of the following: systematic/literature reviews; qualitative methods; interpretation of data and presentation of results; study design and hypothesis testing; and application of ethics to research.

• 2) Experience route. You need, or expect to have an undergraduate degree at a minimum of 2:1, or 2:2 with a postgraduate degree, in any subject, or a degree equivalent (e.g. an advanced Certificate or Diploma from MRS), plus have at least 4 years’ social research practice experience. Social research practice experience consists of experience working in a research agency, market research agency or specialist research team.

What will you experience?

As a Government Social Researcher you'll contribute to the identification, investigation and reporting of social trends, the development of government policy, and the monitoring and evaluation of how policies make a difference to public services.

You will develop your social research skills, learning how social researchers operate in government, contributing to evidence-based decision making, evaluation, and consideration of the social dimension of differing policy areas and challenges.

GSR Fast Streamers are represented in all the main government departments, as well as the devolved administrations and other government bodies. On scheme you will therefore undertake a broad range of tasks, building up your professional and leadership experience, and developing your skills as a social researcher. Your work might involve developing surveys, analysing data, producing statistics, reviewing existing research evidence and working with other analysts in government to provide timely, relevant and robust briefings for policy colleagues and ministers.

Promotion and successful completion of the scheme will see you earn around £45k to £55k. The scheme is designed so that, wherever you find yourself working in government beyond the GSR Fast Stream scheme, you will have the skills and experience that allow you to be a professional leader within government, helping ensure that social research and analysis sit at the heart of the policy-making, monitoring and evaluation processes.

What do they say

Your progression through the programme

Year 1 - In your first year on the GSR Fast Stream you will be allocated a department for your first posting. You'll learn what is expected of a Government Social Researcher, learn essential research skills, and how social research is used to support the work of your home department. You will be expected to hit the ground running, contributing from the beginning to the work of the GSR in your home department. At the end of your posting you will undertake a short review to ensure that you are on track for scheme completion.

Year 2 - As you move to your year two posting your responsibilities will increase. You will be able to take on a different role to begin broadening your experiences across government. You will also undertake another short review at the end of year two to ensure that you are on track for scheme completion.

Year 3 - You will move to a final post that will further broaden your experience and understanding of the application of social research across government, supporting your career development. After the usual end-of-posting review you will also undertake an assessment to ensure that you meet the requirements for scheme completion and to help you prepare for the next stage of your career.

Supporting your learning

We want our GSR Fast Streamers to be the future leaders of the profession. Therefore, on scheme you will undertake a specific Learning and Development Curriculum to develop your leadership skills and wider understanding of the UK Civil Service.

In parallel you will also develop your professional social research skills and knowledge through on-the-job learning. You will also be able to access social research specific technical training, seminars and other courses, which can be tailored from our annual programmes to your specific learning needs.

If you successfully complete the scheme and are promoted, you could earn around £45k to £55k.

What benefits will you enjoy?

The GSR Fast Stream offers a unique and fantastic opportunity to begin your career as a government social researcher on the strongest possible footing. You will have the opportunity to work on issues that really matter, learn how government works, and gain the skills and experience that will allow you to be a future leader within the UK Civil Service.

In addition you will also have access to the benefits available to all UK Civil Servants, including the Civil Service pension scheme, professional qualifications, flexible working, season ticket loans, sports and social activities, childcare assistance and more.

Learning and Development on the Government Social Research Scheme

Alongside the scheme-specific learning offer, you will complete the universal training which provides core foundation skills and leadership & management skills.

Application process

Online assessments

The online assessments consist of Work Style Questionnaires, a multimedia Situational Judgement Questionnaire, Numerical Test and Work Based Scenarios.

Assessment centre

If you pass the online assessments, you'll be invited to undertake a half day assessment centre. This will be conducted virtually on line. The Fast Stream Assessment Centre (FSAC) reflects some of the key elements of a Fast Stream role and will consist a leadership scenario, a team scenario and a written scenario. Information will be presented via an app that you will be able to access remotely.

Final selection

If you are successful at the assessment centre, you'll be invited to take part in a final selection process.

The specialist assessments will assess your broad capabilities and motivation to be part of the profession you've chosen. You'll be sent detailed guidance before the assessment to explain what is involved.

You may also be interested in

• Government Statistical Service
• Government Operational Research
• Show all categories
• Government Economic Service
• Diplomatic Service
• Diplomatic and Development Economics Scheme
• Science and Engineering
• Digital, Data, Technology and Cyber
• Human Resources
• Government Policy
• Operational Delivery
• Project Delivery
• Houses of Parliament

Cookies on Civil Service Careers Site

We use some essential cookies to make this service work.

We’d like to set additional cookies so we can remember your settings, understand how people use the service and make improvements.

You’ve accepted additional cookies. You can change your cookie settings at any time.

You’ve rejected additional cookies. You can change your cookie settings at any time.

The Civil Service

• What is the Civil Service
• Working for the Civil Service
• Our Locations
• Civil Service Networks

What do Civil Servants say?

• Social Mobility in the National Security Community Catherine Holmes and Naomi Davey, co-NSC Social Mobility Champions, write about the National Security Community and their work to ensure the community represents the country.
• Alfonso's life in Cyber Security Alfonso Greenbrook is a former Level 4 Apprentice in Cyber Security Monitoring. He now works in Security and Data Protection in DWP.
• Alison and Dave's life in HMRC Hear from Alison and Dave about what it's like to work within Customer Strategy & Tax Design in HMRC

Early Careers

• Apprenticeships
• Care Leavers Internship Scheme
• Civil Service Fast Stream
• Summer Internship Programme

Experienced Hires

• Executive Leadership
• Contracting Opportunities
• Evidence House
• Civil Service Secondments

Supported Schemes

• Prison Leaver Recruitment
• Going Forward into Employment

Applying for a Job

• About the application process
• Civil Service Success Profiles
• How to write your CV
• How to write your Personal Statement
• Civil Service Behaviours
• Assessments and Interviews

Supporting your Application

• Great Place to Work for Veterans
• Disability Confident Scheme

How to Apply

Government Social Research (GSR) is the analytical profession within Government for Civil Servants who generate and provide social and behavioural research and advice. Applying to become a Social Researcher is more open and fair than it has ever been. We will look to assess your skills, experience as well as your strengths.

The Government Social Research profession supports the development, implementation, review and evaluation of government policy. Government social researchers play a critical role in gathering analysing and interpreting the information that forms the foundation for decision-making affecting every UK resident.

This is a recruitment scheme for graduates with a degree that contains substantial social research methods training (comprising around one-third of modules taken in the course) including quantitative research methods and at least three of the following: systematic/literature reviews; qualitative methods; interpretation of data and presentation of results; study design and hypothesis testing; and application of ethics to research. The scheme sits beside the fast stream as a main route into a role as a Social Researcher within Government Social Research.  As a Research Officer working for a civil service organisation, you can contribute to the reporting of social trends, the development of government policy and evaluation of how policies make a difference to public services.

We take your development seriously and while earning a competitive salary, there will be plenty of support to further your development as a Social Researcher. The GSR offers plenty of courses and high-quality training to help develop your skills in areas such as the following: – strong quantitative skills: you’ll become an expert in manipulating and presenting data – writing and presentation techniques: communicating economics clearly and succinctly to senior officials and ministers – applied economics skills: using economic insights and techniques to inform policy on anything from the environment to transport

The Social Research Assessment Centre (SRAC) made up of two parts: – Government Social Research Knowledge Test (online, multiple choice test, 45 minutes) – If you pass the online test, you will be invited to an interview. Before the interview, you will be set a presentation task to deliver to your interviewers during your interview. You will also be asked questions based on the following Civil Service Behaviours at HEO level: Working Together, Managing a Quality Service, Communicating and Influencing. Both parts of the SRAC assess a candidate’s social research methods skills against set criteria, which can be found in the GSR Technical Skills Framework at RO Level:  Government Social Research Technical Framework  and the Success Profiles:  Success Profiles.

Applicants can meet the eligibility criteria in two ways: 1. The qualification route 2. The experience route  Qualification Route Eligibility Criteria You are eligible to apply for this route if you meet the following criteria: – you need, or should expect, to achieve a minimum of 2:1 in your undergraduate degree; or a 2:2 with a postgraduate degree. – the qualifying degree must contain a minimum of 30% in social research methods covering all the criteria outlined below (it is not sufficient to hold the majority in one area – coverage across all areas is required) – if you satisfy both the Nationality and Right to work: Immigration requirements. Experience Route Eligibility Criteria – hold an undergraduate degree, at a minimum of 2:1; or 2:2 with a postgraduate degree in any subject or a degree equivalent (e.g. Advanced Certificate or Diploma from MRS); And at have at least 4 years social research practice experience. – social research practice experience consists of experience working in a research agency, market research agency or specialist research team. – to apply via this route, you must make explicit the breadth and depth of your research experience and skills, which must include the social research method degree content criteria noted in the qualification route section. You need to provide evidence of quantitative research methods and three of the following: systematic/literature reviews; qualitative methods; interpretation of data and presentation of results; study design and hypothesis testing; and application of ethics to research.

To qualify a degree must include quantitative research methods including research design, data collection (i.e. questionnaire design, sampling, weighting) and data analysis (e.g. statistical analysis). It must also include at least three of the following: – qualitative methods, including research design, data collection (i.e. interviewing, focus groups, ethnographic), data analysis (e.g. thematic analysis) – study design, hypothesis formation, testing and evaluation – systematic/literature reviews – interpretation of data (qualitative and quantitative), presentation of results, provision of recommendations/ conclusions – application of ethics to research

Contract Terms and Applications

Contracts are open to accommodate working pattern needs and can be on a full or part-time basis. All civil servants are appointed on merit through fair and open competition. The selection process will consider your attitude, capability, talent and willingness to learn. If appointed you will be expected to carry out your role with dedication and a commitment to the Civil Service and its core values of integrity, honesty, objectivity and impartiality.

• Reasonable adjustments
• Nationality requirements

Click the links below to access guidance on the criteria candidates are measured against.

• See the Research Officer level guidance:  Government Social Research Technical FrameworK
• See the HEO level guidance:  Success Profiles

We are committed to making reasonable adjustments to support disabled job applicants and ensure that you are not disadvantaged in the recruitment and assessment process.

Reasonable adjustments could include: allowing extra time during selection tests; ensuring that information is provided in an accessible format or; providing training.

You are eligible to apply if you’re a:​​

• British citizen European Economic Area (EEA)​
• Commonwealth citizen Swiss national​
• Turkish national, in some circumstances​
• Individuals will need to demonstrate that they meet the relevant immigration requirements and demonstrate their eligibility under the  Civil Service Nationality Rules (CSNRs) .
• Individuals must have the right to work in the UK, and we do not offer sponsorship for these vacancies.

Nationality requirements are explained in more detail in the Civil Service nationality rules.

Please click  here  for more information.

“Via our entry-level recruitment scheme, we recruit over 90 social researchers each year, who carry out a variety of roles across government. Each year we are impressed by the range of qualifications and experiences held by our applicants.”

Head of GSR Recruitment

Our routes into the profession

Degree apprenticeship programme, research officer scheme, sandwich student placement scheme, fast stream scheme.

• Guidance hub

Role profile: social researcher

Social researchers use the methods of social scientific enquiry to measure, describe, explain and predict social and economic phenomena to policy makers. These methods include:

• controlled trials
• qualitative research
• case studies
• analysis of administrative and statistical data

Researchers:

• provide government with objective, reliable, relevant and timely social research
• support the development, implementation, review and evaluation of policy and delivery
• ensure policy debate is informed by the best research evidence and thinking from the social science
• provide in-depth data and objective analysis on what people and organisations think – this includes analysis of how they behave and why they may not be responding to initiatives
• ensure government and decision-makers have an understanding of the people and organisations affected by their decisions – this includes thinking about the wider social consequences

You can find more information about Government Social Research (GSR) roles and skills in the GSR Technical Framework . The Framework which was fully rebranded in February 2022. It gives details about the technical expertise for members of the GSR profession at each grade.

The Framework concentrates on understanding people and society, which is the main purpose of GSR. It covers GSR Technical Expertise, which falls into two categories:

• technical skills
• using and promoting social research

These categories cover the skills and knowledge needed for social research within government. The technical expertise indicators are cumulative. This means that GSR members at each grade should be able to demonstrate the expertise for their grade and the grades below them.

Members of the GSR can also use the new GSR Professional Skills Framework on the GSR members website . The Professional Skills Framework gives details about the range of professional skills that GSR members across government need to help their career and development aspirations.

Typical role responsibilities

The role responsibilities for social researchers are different depending on the level of the role.

Research Officer

At this level you will:

• have good knowledge of research methodology, method, and the latest techniques – for example, at degree level 2:1 or 1st
• be able to apply research methodology, method, and the latest techniques in small scale research projects
• be able to design small scale and less complex research projects – this includes defining research questions and writing draft specifications
• be able to summarise and interpret information accurately – this includes using different sources, analysing important data sets, and using your knowledge of relevant data analysis packages
• have a good working knowledge of departmental procurement procedures, quality assurance processes, legal and ethical issues and principles relating to social research
• be able to critically assess and evaluate information and evidence to support team members managing more complex external research projects – such as judging merits of research tenders, assessing research findings, or evaluating new ideas and methodologies
• persuade other people to support the research process – this includes working to increase awareness of cross cutting research possibilities
• understand policy context to produce appropriate and timely analysis, and clear reporting of research results, tailored to customer needs.

Senior Research Officer

• be able to demonstrate a thorough knowledge of research methodology, method, and the latest techniques including main quantitative, qualitative and evaluation methods  – you will be at post graduate level, with at least two years of applied experience
• be up to date with methodological developments
• have experience of designing medium scale or more complex projects – this includes applying best practice guidance, identifying new areas for work, and translating policy requirements into comprehensive specifications that will meet customer needs
• be able to accurately evaluate competing data sources – this involves being able to identify important points and trends to produce logical, accurate conclusions
• have experience of managing research projects of significant scale – this involves working with other analysts and following relevant legal, ethical, procurement, and quality assurance practice to ensure quality of results and methodological thoroughness
• be able to clearly communicate analysis of complex information – this will help other people make good use of social research evidence, even if it is not perfect
• be able to encourage other people to have an interest in social research
• about to contribute effectively to internal and external research projects
• understand policy context and timescales – this involves being able to explain different perspectives critically and analytically
• be able to work with other analysts to meet customer needs

Principal Research Officer

• have at least four years of experience in designing, working on and managing social research – this also involves providing research based advice and briefings
• be able to apply your understanding of user needs and ability to identify research needs and evidence gaps – this includes being able to produce effective research designs to meet user needs
• be able to evaluate and integrate research information from a variety of sources to reach logical conclusions – this also involves being able to effectively communicate this information to senior non-specialists, and helping them to take notice of important findings and implications
• have extensive experience of commissioning and managing research
• be able to develop research coordination strategy and understand how other analytical professions contribute to the strategy
• be able to communicate your understanding of policy realities while clearly and accurately presenting social research evidence – this includes ensuring appropriate social research input to policy decisions
• be able to work with other analysts within and outside government, and across departments to achieve comprehensive, relevant input that is of a high quality
• be an advocate for social research – this includes educating other people about social research, which will help to develop customer expectations and needs
• keep up to date with new methodological developments – this includes being aware of how they might be used within departments and in different policy contexts

Senior Principal Research Officer

• be able to apply your knowledge to high profile and complex projects – this includes providing a supervisory role for team leaders where appropriate
• work to improve identification of research need and ability of research work to meet this through effective challenge and promotion of innovative methods and techniques.
• actively explore different perspectives when evaluating data – this involves communicating with lots of different colleagues to inform this process
• use your experience in research formulation at the overall programme level
• make timely and objective decisions, based on best available evidence and comprehensive analysis – this will help other people to make accurate inferences from the available information
• encourage staff to think about using new and innovative methods in social research and evaluation
• advocate for the use of social research at the strategic level – this involves developing research strategies, actively exploring different options, and identifying shared interests
• ensure programmes of work are closely aligned with strategic objectives given by customers

Chief Research Officer

• ensure high standards for social research – this involves keeping up to date with methodological developments and identifying value to your department and across Whitehall
• anticipate future needs based on your understanding of evidence base
• give advice based on critical evaluation of wide range of research
• communicate relevant findings from complex research programmes to senior people and influential audiences in an engaging and accurate way – this gives politically aware advice to stakeholders that informs policy and practice
• set a learning culture for all staff by instilling professional integrity and high professional standards in line with the GSR code – this involves encouraging breadth and depth in research skills including innovative methodologies and techniques, and good understanding of other analytical disciplines
• demonstrate excellent cross functional awareness and use different analytical disciplines to produce comprehensive solutions
• work with senior analysts and policy colleagues to develop a coherent and integrated research vision that reflects the contribution of each analytical discipline and meets customer needs
• encourage excellence in social research practices and application
• create intelligent customers and build your customer base
• create and maintain influential relationships with the senior colleagues and important stakeholders outside government
• present a compelling case for the value of social research
• understand your evidence base, policy area and customers’ priorities to influence research priorities
• ensures policy and political implications of research are understood and managed
• develop policy and action plans with customers – this includes ensuring research capability and evidence base is relevant to the short term goals and strategic priorities of your main customers

Sample career path

The social researcher career path shows some of the common entry and exit points for the role. It also shows the typical skill levels needed.

You can enter a social researcher role from another analytical profession, or from other professions. You can also exit the role to join another profession.

The diagram shows a potential career path. It shows that you can enter or leave a role from a wide range of backgrounds and experience levels. For example, you could become a social researcher by developing your skills on a student placement. You could continue to move up the levels in the career path by taking on more senior social researcher roles. Or you could develop your skills by working in a technical specialist role in an analytical or digital profession. You could also develop the necessary skills by working in a profession agnostic role outside of these professions.

What we mean by 'profession agnostic'

A role that could be done by any person with the relevant skills or experience from any profession.

What we mean by 'technical specialist'

This could be a ‘badged’ or professional role that is subject to entry requirements and development.

Beyond the chief social officer role, you could go into more senior leadership roles. These roles require broader analytical understanding, and the ability to lead multi-disciplinary teams.

This site requires JavaScript for certain functions and interactions to work. Please turn on JavaScript for the best possible experience.

Register for our newsletter

What is social research and why does it matter? Head of profession Jenny Dibden explains all

By Tevye Markson

25 Jul 2023

First things first, what is the Government Social Research profession and why is it important? 

The GSR is a group of around 2,500 social-science professionals who provide evidence-based research and analysis to support policy development, implementation and evaluation. We work in a variety of departments and are responsible for ensuring that government policy can draw on robust evidence. We also evaluate the effectiveness of policies once they have been implemented.  The GSR profession covers a wide range of disciplines – such as sociology, behavioural science, psychology, criminology and geography – and we use surveys, experiments and qualitative research to collect and analyse data. We write advice for ministers based on our work. 

How has the role and perception of social scientists changed in the civil service since you first joined? 

The contribution that social science can make to good policymaking and delivery is now understood by more people in government. The growth in understanding has been happening over a long period but Covid-19 put a particular focus on the contribution that science could make, including the social and behavioural sciences. 

What kind of work do social researchers in government do? 

It spans from gathering data and evidence to inform policy decisions, through to designing and conducting surveys, focus groups and interviews, to analysing large administrative datasets or national surveys. It also involves working closely with policy and delivery colleagues to ensure policies and programmes are robustly evaluated and evidence is fed back into decision making. 

Can you tell us about a time when you were especially aware of the impact that GSR can have on policies or outcomes? 

During my time in the Department for Work and Pensions and its predecessor organisations, there was a debate about whether or not lone parents wanted to work. Researchers in the Department of Social Security had already collected evidence that showed lone parents did indeed want to, but faced barriers that needed to be addressed. 

Since becoming head of GSR you’ve moved jobs and departments several times – what has made you want to stay in the head of profession role? 

Why would I not want to? Social and behavioural science has a lot to offer government and I want to continue to play a role in that. In recent years I have moved into policy and delivery, but can still make a contribution to GSR by being part of the leadership team of both GSR and the analysis function, and as a customer for analytical work. 

You also have a role at the Department for Levelling Up, Housing and Communities. What does that involve, and how does it slot in with your GSR work?

I am currently in a non-GSR job as director of community investment and funding services in DLUHC. My team delivers a number of funding programmes, such as the Community Ownership Fund and the European Regional Development Fund. The two roles are complementary. I commission and consider evidence as part of my DLUHC job, at the same time as making sure government has access to the high-quality social research capacity and capability it needs, whether from internal or external sources. 

How did the creation of the analysis function change the social research profession and your role as head of the profession? 

It brought a greater emphasis on collaboration and coordination, as well as knowledge and expertise exchange. This has led to a greater appreciation of the complementary skills and methods across the analytical professions and contributed to breaking down silos.  It also sharpened our focus on ensuring that analytical work was aligned with the strategic priorities of government within the broader policy landscape. 

Do you think social research is well understood by the wider civil service? 

It’s quite technical and methodologically oriented, so it can sometimes be difficult for non-social researchers to fully understand research findings. However, there have been significant efforts over many years to ensure social researchers are equipped with the communication skills needed to convey policy recommendations and the importance of social research in decision making. 

How can colleagues in other professions work most effectively  with your profession? 

There is already a lot of effective working between professions. GSR is part of the analysis function and we also work closely with the chief scientific adviser network, and the policy and operational delivery professions. 

It’s important to involve social researchers in the policymaking process as early as possible, so research, data collection measures and evaluation plans are integrated in policy development.  It helps if colleagues in other professions can be as clear as possible about their needs and priorities.

This will ensure social researchers can be most effective in defining research questions, required data and appropriate methodology. 

The GSR profession published a strategy in 2021 which set out three aims, including to be more impactful and influential. How are you seeking to achieve that? 

Robust social research evidence and advice should be at the heart of decision making. This will be achieved through four priorities. Firstly, creating a solid and comprehensive network of stakeholders, both internally and externally, to ensure that social research is understood and championed. 

Second, collaborating with policy and delivery colleagues at all stages so that social research is at the forefront of policymaking. 

Third, investing in the quality and accessibility of research to ensure it is reliable, robust and clearly communicated. 

And finally, improving the generation and use of diversity and inclusion data to fully represent the society we serve. 

In the strategy, the profession sets out the main challenges facing the UK as recovery from Covid-19, the need for rapid decarbonisation, and the imperative to level up across the UK. Can you give us any examples of how GSR has been supporting the response to one or two of these areas and had an impact? 

GSR has been, and continues to be, instrumental in those three areas – supporting rapid government responses and the development of effective policies. To give you just a couple of examples, during Covid-19, GSR members helped ministers understand the impact of the pandemic on different communities and evaluated government interventions. 

And for decarbonisation, social researchers have gathered and analysed data about public attitudes towards climate change, and have contributed to the development of evidence-based policies to support the transition to a more sustainable economy. 

"Robust social research evidence and advice should be at the heart of decision making"

The strategy also talks about anticipating future areas that would benefit from GSR input. How are you going about that, and what do you think will be the priority areas in the coming years? 

We constantly monitor academic literature, policy documents and news reports to identify emerging trends, opportunities and challenges. We also devote great attention to the dialogue with policymakers, practitioners and experts from different disciplines and professions to gather information about concerns and needs. 

In terms of future priorities, we expect to keep focusing on reducing socio-economic inequalities and increasing social mobility, understanding and managing the impact of technology, AI and automation on society, and addressing climate change and the challenges it poses. 

Another priority in the strategy was to improve diversity and inclusion in the GSR. What progress has the profession made, and what are the biggest hurdles? 

GSR has introduced changes to eligibility criteria. It used to be that candidates entering GSR through the main stream needed a 2:1 degree in a relevant degree subject. After analysing the experiences of those with protected characteristics and lower socio-economic backgrounds, we opened the profession to those with 2:2 degrees.  

Our recruitment process is assessed for equality impact, to enable fair access and an enhanced recruitment experience for all candidates. And through our partnership with Change 100 – a programme of paid summer work placements and mentoring for disabled students and recent graduates – interns are being placed within departments, working with the GSR. 

One of the largest hurdles remains the need to ensure the GSR community fully represents the society it serves across all grades, so we will be analysing our internal data to identify trends throughout our recruitment campaigns, to ensure that we know where we lose those that are disproportionally under-represented through recruitment processes. 

Finally, what does it take to be a good social researcher? 

You need a passion for improving people’s lives. You should be intellectually curious and devoted to understanding the causes of things and the “invisible” aspects of our lives, such as feelings, attitudes and beliefs. And you’ll need a comprehensive knowledge and experience in social research methods.  

Read the most recent articles written by Tevye Markson - Head of Mission Delivery Unit appointed

• Log in
• Site search

Government social research officer

As a social research officer, you can use your research and analytical skills to help shape and improve government policy

The Government Social Research service (GSR) provides social and societal behavioural research and advice to support policy decision-making. The research relates to society, groups and individuals, and helps government to understand the issues that affect people.

As a government social research officer, you will be responsible for the research and analysis of policy, and will commission and manage research projects. You will work closely with civil servants and other government analysts, such as operational researchers, economists and statisticians.

Responsibilities

As a government social research officer, you'll need to:

• work on a range of research projects and employ a variety of different research methodologies (if undertaking research internally)
• discuss and agree project requirements with be policy officials and ministers
• draft research specifications
• agree the terms of reference for research
• commission and manage research projects
• comment on draft research instruments, such as questionnaires, and edit draft reports
• conduct or commission, then analyse, in-depth interviews with members of the public and large-scale data sets
• manage junior staff (supervising, encouraging and mentoring)
• ensure that research is conducted within a set time frame to meet policy requirements
• manage competitive tendering exercises
• ensure quality control of research
• provide information and analysis on a policy issue and its development
• provide information on what research is already available in a policy area
• work in close partnership with external research contractors, other government analysts, and policy colleagues during the course of the research
• produce both written and oral briefs for policy colleagues and ministers, based on reviews of research evidence
• respond to external and internal research enquiries from colleagues, government departments, academics, local councils, regional development agencies and members of the public
• explain complex ideas and findings in a way that can be easily understood
• keep up to date with developments in policy and social issues, as well as with qualitative and quantitative research methods
• deliver presentations at conferences.
• Starting salaries for graduates (entry-level research officers) range from £25,000 to £30,000. Those entering with a postgraduate qualification may begin on a higher starting salary.
• Graduates entering on the fast stream can expect starting salaries of £27,000, but they'll gain a breadth of experience in a shorter time and can usually expect to get to the level of principal research officer in around four years.
• Pay increases are performance based, but a salary of £45,000 to £55,000 can be achieved after four to five years in the role.

At senior level (principal research officer), salaries may be higher.

Salary scales vary across departments, but most provide additional benefits such as flexible working hours and a pension scheme.

Income figures are intended as a guide only.

Working hours

Full-time working hours are usually 9am to 5.30pm, but some flexibility may be required to accommodate busy workloads and project timetables.

You may be able to work part time or job share, but there are no opportunities for self-employment.

What to expect

• You'll mainly be office-based, but will attend meetings, events and conferences.
• At times the work may be stressful, as you'll need to deliver a high standard of work to deadline in response to shifting priorities.
• The role is challenging, fast-moving and diverse and has a direct impact on many government activities, often at a high-profile level.
• In terms of geographic availability, locations include Cardiff, Edinburgh, Leeds, Liverpool, Sheffield, London, Newport and Titchfield, Hampshire.
• Some travel within the UK may be necessary, such as if you're working on a project with other government departments in another city, or you need to conduct interviews or hold meetings with external research contractors.

Qualifications

For entry into government social research, you need a good first or higher degree in a social science subject, with a substantial social research component. Mathematics and statistics graduates are sometimes employed.

If you have a second class honours degree (in any subject) you can gain entry by first taking a relevant postgraduate qualification.

The following subjects may improve your chances:

• criminology
• political science or politics
• social policy
• social sciences
• social statistics

If your undergraduate degree does not include training in social research methods, you could pursue further study. Search postgraduate courses in research methods .

A Masters degree or PhD in a social science subject is not a requirement for new research officers, but many people with these postgraduate qualifications do apply for government research officer posts. Such qualifications demonstrate commitment and may be useful for future career development.

The Civil Service runs the Civil Service Fast Stream , a fast-track scheme for graduates to work as social, economic, statistical and operational researchers. Visit the website for further information and entry requirements. Visit Government Social Research Fast Stream scheme for further information and entry requirements.

For more information about the role of a government social researcher and for details about entry to this career, see the Government Social Research (GSR) profession .

You'll need to show:

• strong research and numerical skills
• knowledge and experience of using statistical theory and techniques
• the ability to use the internet for research
• a strong interest in the policy process and its impact on government decisions
• a high level of knowledge in the use of database software and specialist packages, such as SPSS
• strong communication and interpersonal skills
• an understanding of the political process
• a high level of motivation and initiative
• a determination to explore issues thoroughly
• the ability to think analytically
• good organisational skills
• the ability to work well as part of a team.

Work experience

The Civil Service operates a Guaranteed Interview Scheme for applicants with disabilities and also a GSR Summer Student Placement Scheme. Applicants to the scheme should be in the penultimate year of an undergraduate degree which includes around a third of modules in social research methods and must be expecting a 2.1 or first class honours degree. The GSR also provides sandwich student placements for students in their penultimate year of their undergraduate degree with a substantial social research methods component.

Although not essential, work experience in an applied research setting is desirable.

Each department undertakes its own recruitment. New graduates are usually recruited as research officers; for senior research officer posts you'll be expected to have relevant work experience.

Entry is competitive. Consider writing to the chief researcher in a department to ask for work experience or work shadowing. Industrial placements for undergraduate students on sandwich degree courses are offered by the Welsh Government .

The Economic and Social Research Council (ESRC) provides opportunities for PhD students, funded by them, to undertake government internships.

Find out more about the different kinds of work experience and internships that are available.

Government social research officer jobs arise in the following central departments:

• Cabinet Office
• Department for Business, Energy & Industrial Strategy (BEIS)
• Department for Levelling Up, Housing & Communities
• Department for Digital, Culture, Media and Sport (DCMS)
• Department for Education
• Department for Environment, Food and Rural Affairs (DEFRA)
• Foreign, Commonwealth & Development Office
• Department for Transport (DfT)
• Department for Work & Pensions (DWP)
• Department of Health & Social Care
• Home Office
• HM Revenue & Customs (HMRC)
• HM Treasury
• Legal Aid Agency (LAA)
• Office for National Statistics (ONS)
• Northern Ireland Statistics and Research Agency (NISRA)
• Scottish Government
• Welsh Government

There are also opportunities within local authorities in areas such as:

• economic development
• environment
• neighbourhood renewal.

These roles often involve a crossover with policy and information work. Local authorities tend to advertise vacancies through national and local press and on their own websites.

Look for job vacancies at:

• Civil Service Job Search
• Individual government department websites
• Local Government Jobs  and individual local council websites for research officer vacancies with local authorities
• Local Authorities Research and Intelligence Association (LARIA)
• National Centre for Social Research (NatCen)
• Social Research Association (SRA) Jobs

Professional development

As a government social research officer, you'll find that considerable emphasis is put on training, both on the job and by attending courses. The nature of the role demands the ability to take in a high level of information quickly and develop new skills at a fast pace.

Some departments may support social research officers who wish to undertake a relevant, part-time postgraduate degree. If you're accepted onto the fast stream, you'll have access to a development programme designed to develop your social research, managerial and communication skills.

Training is planned to meet individuals' needs, but might include:

• data collection and analysis
• personal effectiveness, such as communication and presentation skills and people management
• policy process and government procedures
• project management
• research and surveying skills.

Continuing professional development (CPD) is a feature of a career in government social research. Your skills and experience are constantly reviewed and appraised, offering opportunities for further training or on-the-job development.

Experienced researchers can develop their skills through a relevant university course recommended by the Government Social Research (GSR) Service .

Training is also available through the:

Career prospects

It's likely you'll work as a research officer for two years before gaining promotion to position of senior research officer. If you have a postgraduate qualification, it may be possible to enter this career as a senior research officer.

Graduates on the Fast Stream undertake an accelerated development and leadership programme, giving them access to more resources in order to reach senior levels quickly. Fast streamers can expect to move jobs every 18 months to two years in the first few years of their career.

After about four years, you'll typically reach the level of principal research officer. From there you can progress to becoming a chief research officer, where you'll be head of social research in a department. As you become more senior, you'll be more involved in staff management and strategic projects and research programmes.

Career opportunities are diverse, with plenty of scope for secondments and moving between departments, and for working on different policy areas. It's possible to transfer out of research into mainstream Civil Service policy or administration roles. Secondments outside government are also possible.

How would you rate this page?

On a scale where 1 is dislike and 5 is like

• Dislike 1 unhappy-very
• Like 5 happy-very

Thank you for rating the page

You need JavaScript enabled to use this service.

Cookies on Civil Service Jobs

We use some essential cookies to make this website work.

To understand how you use Civil Service Jobs and improve the website we'd like to set some additional cookies .

Your cookie preferences have been set

You have chosen to accept additional cookies. You will be asked for your preferences again in 90 days.

You can check and update your preferences using the Cookies link at the bottom of all Civil Service Jobs pages.

You have chosen to reject additional cookies. You will be asked for your preferences again in 90 days.

• Civil Service Jobs
• Sign in to your account

Cannot view job

This job has closed or been withdrawn

The University of Chicago The Law School

Employment law clinic—significant achievements for 2023-24.

During the past academic year, the Employment Law Clinic has continued its work helping pro se plaintiffs in employment discrimination cases in federal court. This work includes representing pro se plaintiffs as their Settlement Assistance Counsel in individual discrimination cases and representing pro se plaintiffs in their appeals to the Seventh Circuit Court of Appeals. In addition, the Employment Law Clinic has expanded its work with pro se plaintiffs by participating in the William J. Hibbler Memorial Pro Se Assistance Program. This program allows students in the Employment Law Clinic to provide pro se plaintiffs with advice about procedural issues in their cases. Some of the significant developments in a few of the Clinic’s cases are detailed below.

Settlement Assistance Cases

Clinical Professor Randall D. Schmidt and his students are appointed on a regular basis to provide representation to pro se plaintiffs at settlement conferences. Since starting this project in early 2021, Professor Schmidt has been appointed as Settlement Assistance Counsel for pro se plaintiffs in twenty employment discrimination cases. Although most of these cases were pending in the Eastern Division of the Northern District of Illinois, he has also been appointed in cases pending the Western Division of the Northern District of Illinois and in the Central District of Illinois.

These cases allow students to interview the client, research the legal and factual issues in the case, draft a settlement demand letter, represent the client at a settlement conference, and, if the case settles, draft the settlement agreement.

Professor Schmidt and his students have been very successful in resolving these cases. Of the twenty cases Professor Schmidt and his students have handled, fourteen were settled after one of more mediation sessions. Five are still pending awaiting the initial or follow-up settlement conference. One case did not settle and the plaintiff recently lost her case when the court granted the defendant’s motion for summary judgment.

Below are a few examples of cases that Professor Schmidt and his students handled during the 2023-24 academic year. Each of these cases resulted in a settlement after one or more mediation sessions. Pursuant to the settlement agreements in these lawsuits the details of the settlements are confidential.

Jackson v. Robert W. Baird & Co. , No. 1:22-cv-04852 (Settled 09/11/23)

In October 2016, Devonia Jackson began working for Robert W. Baird & Co. (“Baird”) as an Administrative Assistant in its Milwaukee, Wisconsin office. Baird is a global investment-banking firm that provides private investment services to mid-market businesses.

While employed by Baird, Ms. Shaw received several promotions and pay increases in recognition of her excellent performance. In 2018, Ms. Jackson relocated to Baird’s Virginia office. In two months she raised concerns over the abusive behavior of a lead banker and transferred to the Chicago office.

In 2020, Ms. Jackson began reporting to a new supervisor. From the beginning of their professional relationship, the new supervisor treated Ms. Jackson differently from other employees. The supervisor was often dismissive of Ms. Jackson’s concerns. Without asking Ms. Jackson, she reassigned Ms. Jackson’s to work with junior bankers. The supervisor told Ms. Jackson that she was “scared of working” with her, despite being Ms. Jackson’s supervisor.

Suddenly and without warning, Baird discharged Ms. Jackson in August 2021. In support of its decision to discharge Ms. Jackson’s termination, Baird cited two incidents in which Ms. Jackson was allegedly insubordinate. Ms. Jackson disputed that she was insubordinate during either incident. Moreover, no one at Baird raised concerns about either incident until Ms. Jackson was discharged. Ms. Jackson’s supervisors neither warned Ms. Jackson about the incidents before her termination nor gave her a chance to explain herself, even though she had a history of being a high-performing employee.

In addition, Baird did not terminate other similarly situated, substantially younger, Administrative Assistants whose job performance and/or behavior at work was alleged to have been insubordinate. After discharging Ms. Jackson, Baird assigned Ms. Jackson’s duties to younger employees.

Finally, after Ms. Jackson left Baird, she found out that between August 2020 and August 2021 Baird terminated ten administrators, all of whom were over the age of forty. The employees who had been terminated were also highly experienced—many had over ten years of experience at Baird— and in an older age group. They, too, were replaced by younger employees.

Ms. Jackson filed a pro se complaint against Baird and alleged that its termination of her employment violated the Age Discrimination in Employment Act. During discovery, the parties indicated to the court that they were interested in participating a settlement conference. Accordingly, the court appointed Professor Schmidt to serve as Mr. Lara’s Settlement Assistance Counsel. The parties were able to agree to a settlement during the initial settlement conference and the case was dismissed.

Johnson v. P.F.A. Systems, Inc. , No. 1:22-cv-0719) (N.D. Ill.) (Settled 03/25/24)

P.F.A. Systems, Inc., is a regional trucking company that transports liquid hazardous materials. P.F.A. hired Seneca Johnson as a truck driver in February 2022. At the time he was hired, Mr. Johnson told his supervisor that as an accommodation to his disability (a lower back injury), he needed to be assigned to drive trucks with automatic transmissions. Mr. Johnson was told that it would not be a problem to provide this accommodation to him.

Despite P.F.A.’s assurance that it would provide Mr. Johnson with an automatic transmission truck, P.F.A. forced Mr. Johnson to drive a 13-speed manual transmission truck, which caused severe pain, numbness in his leg and exacerbated Mr. Johnson’s back injury. Mr. Johnson complained to P.F.A. about its failure to assign him to a truck with an automatic transmission. In response, P.F.A. informed Mr. Johnson that the automatic truck had been given to another driver because that driver’s truck had to be fixed.

A few days later, Mr. Johnson again requested that P.F.A. accommodate his disability by assigning him to a truck with an automatic transmission. His immediate supervisor told him that he needed to “deal with it or find another job.” The supervisor also said, “P.F.A. and I don’t care about people with disabilities. We’re not going to make special accommodations for people with disabilities.” Mr. Johnson told the supervisor that he and P.F.A. were discriminating against people with disabilities. The supervisor retorted that P.F.A. does not hire people with disabilities. In response to Mr. Johnson’s statement that it is against the law for a company to turn down a qualified person because of their disabilities, the supervisor said, “Then you are at the wrong company. We don’t play by those rules.”

A week later. P.F.A. discharged Mr. Johnson claiming it did not have enough work for him. At the same time, P.F.A. was running help wanted ads seeking truck drivers.

Mr. Johnson filed a lawsuit against P.F.A. alleging that it violated the Americans with Disability Act by (1) failing to provide a reasonable accommodation for his disability and (2) retaliating against him for asserting his statutory rights. After most of the discovery had been competed in the case, Professor Schmidt was appointed to represent Mr. Johnson as his Settlement Assistance Counsel. The matter was resolved a few months later.

Lara v. Health Track Sports and Wellness, LLC , No. 1:23-cv-00487 (N.D. Ill.) (Settled 03/19/24)

Lazaro Lara worked for Health Track Sports and Wellness, LLC, (“Health Track”), a health and fitness club, for sixteen years. Mr. Lara was diagnosed with ADHD, anxiety, and depression, which qualifies as an impairment under the Americans with Disabilities Act. Early in his employment, Mr. Lara informed his employers of his disability.

Beginning in April 2020, Health Track subjected Mr. Lara to a severe and pervasive hostile work environment. Mr. Lara’s supervisor and his co-workers routinely harassed Mr. Lara on the basis of his disabilities, calling him “crazy” and taunting him that he “suffer[ed] from schizophrenia.” They hounded Mr. Lara about his medical issues, telling him that his medication was not working and that he needed additional medical intervention. They would change his schedule without notice, including forcing him to work in person during the COVID pandemic while others were allowed to stay home. To ensure compliance with their orders, Health Track threatened to strip Mr. Lara of his health insurance.

Mr. Lara suffered damage to his mental health that significantly affected his quality of life because of the severity of Health Track’s hostile work environment. As Lara’s condition worsened, he took two steps to try to stop the harassment. First, he requested a few specific accommodations: that all of his work tasks be put in writing, that he receive clear instructions, that he be put on a schedule to keep track of his hours and to avoid management changing it without notice, and that he have access to a quiet place as needed. Health Track, however, failed to provide these requested accommodations.

Second, after Health Track ignored his requested accommodations, he filed a charge of discrimination with the Equal Employment Opportunity Commission in January 2021. In the charge, Mr. Lara alleged that he had requested reasonable accommodations for his disabilities and Health Track refused to provide those accommodations. Mr. Lara further alleged that his co-workers subjected him to harassment because of his disabilities.

Subsequently, in late March 2021, Mr. Lara attended a meeting with his supervisors for the express purpose of discussing Mr. Lara’s accommodations not being met and the harassment. However, during the meeting, the supervisor tried to convince Mr. Lara that he was not mentally stable and that Mr. Lara needed to find someone to “take care of his affairs.” Further, the supervisor told Mr. Lara that he would never allow Mr. Lara to work due to his mental condition—even though Mr. Lara’s doctor had cleared him to work—and that Health Track did not have any hours for him if he tried to return. The supervisor pushed Mr. Lara to resign, guaranteeing him that he could retain health insurance through COBRA or the American Rescue Plan if he chose to resign. Mr. Lara refused to resign at any point during the meeting or thereafter. At the meeting’s end, the supervisor told Mr. Lara to take a few days off, assuring him that Health Track would investigate the issues and get back to him with their conclusions.

The next time Mr. Lara heard from Health Track was two weeks later in April 2021. At that time, Health Track informed Mr. Lara that he had voluntarily resigned and that he was no longer an employee of Health Track.

Mr. Lara filed a lawsuit against Health Track alleging that its actions violated the Americans with Disabilities Act. In his complaint, Mr. Lara alleged that Health Track failed to accommodate Mr. Lara’s disabilities and subjected him to a severe and pervasive hostile work environment due to his disabilities during his employment. Mr. Lara also claimed that his discharge was in retaliation for his filing the EEOC charge and complaining about the discrimination and harassment.

Shortly after the case was filed, the court appointed Professor Schmidt to serve as Mr. Lara’s Settlement Assistance Counsel. After several settlement conferences, the parties were able to agree to a settlement and the case was dismissed.

Shaw v. Chicago School of Professional Psychology , No. 1:23-cv-00631 (N.D. Ill.) (Settled 09/11/23)

Donna Shaw worked for the Chicago School of Professional Psychology (“TCSPP”) for seven years. TCSPP is an accredited, nonprofit university that offers bachelor’s, master’s, and doctoral degree programs in psychology and related behavioral science fields. TCSPP has in-person campuses in seven metropolitan areas, including Chicago and San Diego, and an online campus.

Throughout her time at TCSPP, Ms. Shaw was discriminated against due to her race, color, and age. Most significantly, Ms. Shaw’s superiors created a hostile work environment for Ms. Shaw and repeatedly denied her promotions to positions that she is qualified to fill. On each occasion, instead of promoting Ms. Shaw, TCSPP promoted younger, less qualified, non-Black individuals. When Ms. Shaw complained about her treatment and the denial of promotions, TCSPP retaliated against her.

Ms. Shaw filed a pro se complaint of discrimination against TCSPP. In her complaint, Ms. Shaw alleged that TCSPP’s failure to take steps to end and prevent the hostile work environment and its failure to promote her violated Title and the Age Discrimination in Employment Act. Shortly after TCSPP filed its answer, the court appointed Professor Schmidt as Ms. Shaw’s Settlement Assistance Counsel and set the case for a settlement conference. The parties were able to reach a settlement during the settlement conference and the case was dismissed.

William J. Hibbler Memorial Pro Se Assistance Program

In early 2024, the Employment Law Clinic expanded its work with pro se litigants by participating in the William J. Hibbler Memorial Pro Se Assistance Program (“Hibler Help Desk”). The Hibbler Help Desk is administered by the People’s Law Center in cooperation with the District Court and the Chicago Bar Foundation. It is “staffed” by volunteer attorneys. It serves pro se litigants in civil cases filed or to be filed in the federal court for the Northern District of Illinois, Eastern and Western Divisions. A Program attorney provides pro se litigants with limited legal assistance with their cases. In particular, the Hibbler Help Desk provides pro se litigants with help on procedural issues, not substantive legal advice.

The Employment Law Clinic began helping pro se litigants in February 2024. Since then, students in the Clinic have met with and assisted more than twenty-five pro se litigants. The assistance we have provided includes helping clients complete the documents needed to file a pro se employment discrimination complaint; providing guidance on submitting Fed. R. Civ. P. 26(a) initial disclosures, written discovery requests and responses; help in complying with the NDIL’s rules regarding motions to compel discovery; explaining the status of the pro se’s case or appeal; referring clients to resources that could assist them with the substantive legal issues in their cases; and referring pro se’s other providers of civil legal services or to social service agencies.

Appellate Cases

The Employment Law Clinic represents clients in a number of appeals in the US Court Appeals for the Seventh Circuit. In some of these appeals, the Employment Law Clinic represents the appellants in their appeals. In other reconsiderations appeals, the Clinic is contacted and asked to participate as amicus curiae. Students working on these appeals write the briefs and present oral argument to the Seventh Circuit. Both Professor Schmidt and Lecturer in Law James Whitehead supervise the students in the appeals pending in the Seventh Circuit.

Bell v. DeJoy Appeal No. 24-1478 (7th Cir.)

Mary Bell is currently working for the United States Post Office (“Postal Service”). On November 22, 2022, Ms. Bell filed her pro se Complaint alleging that the Postal Service discriminated against her with respect to overtime pay and by refusing to downgrade her position. In response, the Postal Service moved to dismiss the complaint, in part, because Ms. Bell had not received a right-to-sue letter from the Equal Employment Opportunity Commission before filing her complaint. Thus, according to the Postal Service, Ms. Bell’s complaint was premature. Contrary to the Postal Service’s motion, Ms. Bell had in fact received a right-to-sue letter from the EEOC after filing her complaint and prior to the Postal Service’s filing of its motion to dismiss. This fact was not brought to the court’s attention, even though the Postal Service had received a copy of the right-to-sue letter, the court agreed and dismissed the complaint.

The Employment Law Clinic decided to submit an amicus brief in support of Ms. Bell because this case presents several issues of significant importance to the rights of individuals to pursue federal employment discrimination claims in court. In particular, the Employment Law Clinic argues that the district court incorrectly dismissed Ms. Bell’s claims because she had not filed an Amended Complaint raising the claims within ninety days of her receipt of a right-to-sue letter. The court, however, ignored the fact that she had raised the claims in her prematurely filed complaint before receiving the right-to-sue letter. In so doing, the district court disregarded the Seventh Circuit’s settled law that her receipt of the right-to-sue letter before the dismissal of her complaint had cured the Complaint’s premature filing.

The case is currently being briefed.

Miko Thomas v. JBS Green Bay Appeal No. 24-1404 (7th Cir.)

Mr. Thomas works for JBS Green Bay, one of the world’s largest meat producers. In his complaint, he alleged that his employer discriminated against him due to his color with respect to several terms and conditions of his employment, in violation of Title VII of the 1964 Civil Rights Act. Relying on the Seventh Circuit’s standard for establishing justiciable adverse employment actions in discrimination cases, the district court dismissed Mr. Thomas’s Complaint and Amended Complaint. The court concluded that the actions he complained of were not “materially adverse” as a matter of law.

Mr. Thomas appealed and asked the Employment Law Clinic to represent him in his appeal. The Employment Law agreed to do so because of its interest in clarifying what adverse actions are actionable under Title VII, the ADA and other anti-discrimination statutes.

After the Employment Law Clinic agreed to represent Mr. Thomas, and six weeks after the district court’s final decision in Mr. Thomas’s case, the US Supreme Court, on April 17, 2024, issued its opinion in Muldrow v. City of St. Louis , 601 U.S. ___, 144 S. Ct 967 (2024). As the Employment Law Clinic predicted, the Court held that, although an employee must show some harm in order to prevail in a Title VII discrimination suit, an employee does not need to show that the injury satisfies a heightened significance test or was “materially adverse.” In doing so, the Court mentions Seventh Circuit precedent as an example of courts using an incorrect standard for determining what actions constitutes adverse action for purposes of Title VII.

Thus, the primary issue in Thomas is whether the district court erred in dismissing Mr. Thomas’s case in light of the Supreme Court’s opinion in Muldrow.

The case is currently being briefed and an oral argument is expected to take place this fall.

Sapp v. Forest Preserves of Cook County , Appeal No. 22-2865 (7th Cir.)

Tyler Sapp served as a full-time Police Officer for the Forest Preserve District of Cook County, Illinois (“Forest Preserves”) from January 5, 2009, until his employment was terminated in January 2019. In 2018, Mr. Sapp went on a leave of absence under the Family and Medical Leave Act so that he could receive treatment for a for bipolar disorder. In July 2018, he was released by his personal doctor to return to work with no restrictions. The Forest Preserves, however, refused to allow him to return to work and required that he undergo an independent medical examination to determine if Mr. Sapp was fit to return to work from his medical leave. Mr. Sapp agreed to do so. The doctor who performed the IME, however, concluded that Ms. Sapp was unfit to return to work as a Forest Preserves Police Officer. Mr. Sapp then requested that the Forest Preserves engage in an interactive process with him to determine if the Forest Preserves could accommodate his condition. The Forest Preserves refused to do so and instead discharged Mr. Sapp.

Mr. Sapp brought a disability-discrimination claim against the Forest Preserves under the Americans with Disabilities Act. He alleged that he is a qualified individual with a disability and that he had been denied the same terms and conditions afforded to his co-workers who were similarly situated. In particular, Mr. Sapp alleged that the Forest Preserves was aware of his disability and failed to reasonably accommodate his disability despite accommodating the disabilities of other Forest Preserves Police Officers.

After the close of discovery, the parties filed cross-motions for summary judgment. The district court issued its Memorandum Opinion and Order granting summary judgment to the Forest Preserves and denying Mr. Sapp’s motion. Mr. Sapp appealed the court’s decision.

On appeal, Mr. Sapp requested that the Employment Law Clinic represent him in his appeal. The Employment law Clinic agreed to do so. The primary issue the Employment Law Clinic planned to address in the appeal was whether the district court erred in granting summary judgment to the Forest Preserves because a reasonable jury could have found that the Forest Preserves’ failure to engage in the interactive process led to a violation of the ADA due to the failure to identify a reasonable accommodation. Instead of engaging with Mr. Sapp to find a solution, the Forest Preserves thwarted discussions by terminating his employment.

Shortly after filing an appearance in the appeal, the matter was set for mediation before the Seventh Circuit’s Mediation Office. After several mediation sessions, the parties were able to reach a settlement in the case and the appeal was dismissed.

Franklin Township Community School Corporation , Appeal No. 23-2786 (7th Cir)

In 2012, Wesley Tedrow was hired by Franklin Township School Corporation (“School Corporation”) as a teacher. In November 2019, Mr. Tedrow was preliminarily offered a higher-paying position to teach sixth grade at a different school in Indiana. The School Corporation, however, refused to provide Mr. Tedrow with a reference, despite having provided such references in the past. The School Corporation’s refusal to provide the reference resulted in the other school resulting in the rescinding of its offer.

Mr. Tedrow filed a charge of discrimination with the Equal Employment Opportunity Commission (EEOC), alleging that the School Corporation declined to provide him with a reference because his sex and disability.

After Mr. Tedrow filed his initial charge, the School Corporation demanded that Mr. Tedrow submit to an Independent Medical Examination to determine if he was using steroids. The IME was inconclusive. The School Corporation then transferred Mr. Tedrow to different school in the district.

Mr. Tedrow filed a second charge with the EEOC alleging that his transfer was discriminatory and in retaliation for his first charge. The EEOC issued Mr. Tedrow a notice of right to sue and Mr. Tedrow filed suit against the School Corporation alleging discrimination and retaliation in violation of Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990, and the Genetic Information Nondiscrimination Act of 2008.

After discovery was completed, the School Corporation filed a motion for summary judgment on all claims, which was granted by the district court. The court dismissed Mr. Tedrow’s discrimination claims on the basis that: (1) he failed to properly plead his allegation that the School Corporation unlawfully refused to provide him with a reference, and (2) his transfer did not constitute an adverse employment action as required by Title VII because it did not include a reduction in compensation or benefits.

The Employment Law Clinic agreed to represent Mr. Tedrow on appeal because the issue of what constitutes actionable adverse action was an issue that was then pending before the US Supreme Court in in Muldrow v. City of St. Louis , 601 U.S. ___, 144 S. Ct 967 (2024), In addition, several other circuit courts of appeal hard recently issued opinions rejecting their prior precedent on what adverse actions are actionable.

Harris v. Vision Energy LLC , No. C-2300406 (Ohio Ct. App.)

The Employment Law Clinic is often requested to submit amicus briefs in cases in pending before the Illinois Supreme Court, the Illinois Court of Appeals, and appellate courts in other jurisdictions. This year, the Employment Law Clinic was asked to submit an amicus brief concerning the history of the Illinois Wage Payment and Collections Act (“IWPCA”) in Harris v. Vision . The Employment Law Clinic previously submitted a similar brief in Johnson v. Diakon Logistics, 44 F.3d 1048 (7th Cir. 2022).

In Harris , Jeff Harris, a resident of Ohio, worked for Vision Energy, an Ohio company. All of the work Mr. Harris provided to Vision took place in Illinois. In exchange for Mr. Harris’s labor, Vision promised him, among other compensation, a four percent equity interest in a yet-to-be-formed corporation. When Vision failed to pay him the value of the promised equity interest, Mr. Harris filed a complaint against Vision in Ohio to recover that sum under the IWPCA. Vision moved to dismiss Mr. Harris’ IWPCA claim based on a choice-of-law provision in the parties’ contract, which stated that the agreement was to be governed by Ohio law. The court granted Vision’s motion and dismissed the IWPCA claim.

Mr. Harris appealed the court’s dismissal of his IWPCA claim and his counsel requested that the Employment Law Clinic submit a brief explaining the history and strong public policy behind the IWPCA. The Employment Law Clinic agreed to do so and submitted an amicus brief on behalf of Mr. Harris.

In the amicus brief, the Employment Law Clinic argues that the history of the IWPCA and Illinois’s prior wage-theft statutes demonstrates the importance that the Illinois legislature has placed on protecting its workers and the centrality of preventing wage theft to Illinois’s public policy. The amicus brief also demonstrates that Illinois has a materially greater interest than Ohio in the resolution of the dispute because Mr. Harris performed all his work for Vision in Illinois. The lower court’s decision that requires Mr. Harris to bring his wage theft claim against Vision under Ohio’s wage laws, is manifestly repugnant to the fundamental policies of Illinois because Ohio’s wage protection laws would not have provided him with a viable claim or with any remedy for the work he performed solely in Illinois.

Finally, the Employment Law Clinic argued that the choice-of-law provision in the Harris-Vision Agreement did not override the territorial limitations of Ohio’s wage protection statutes, which do not apply extraterritorially to work performed exclusively outside of Ohio. Courts across the country, including Ohio courts, have long recognized that a state’s territorial limitations apply even when that state’s law is selected for application by a choice-of-law provision.

The appeal is pending in the Ohio Court of Appeals.

Cookies on GOV.UK

We use some essential cookies to make this website work.

We’d like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services.

We also use cookies set by other sites to help us deliver content from their services.

You have accepted additional cookies. You can change your cookie settings at any time.

You have rejected additional cookies. You can change your cookie settings at any time.

Government Social Research Degree Apprenticeship Programme

The GSRDAP is a four-year apprenticeship programme which offers a first of its kind opportunity to gain real working experience while studying for an undergraduate degree.

The Government Social Research Degree Apprenticeship Programme is now closed. Please  register to be notified when the scheme opens again in early 2025 .

What is a Government Social Researcher and why it might be for me?

Being a Government Social Researcher involves studying and analysing various aspects of society, like people’s behaviour, opinions, and needs. This then helps the government make informed decisions. social researchers in government work on a wide variety of programmes and projects and are at the heart of building better policy that can improve people’s lives. 

To do this, social researchers use a range of methods; for example, they design and gather data on surveys that aim to quantify a population’s views, conduct interviews, and focus groups that explore what people think in greater depth, and run experiments to decide what kinds of social programmes work best. Alongside this, social researchers often make use of transferable and in demand coding skills to analyse and visualise large amounts of data. 

They use these results to provide recommendations to policymakers. Social research helps make society better and fairer by using data and research to guide government decisions.

What is the Government Social Research Degree Apprenticeship Programme (GSRDAP)?

The GSRDAP is a four-year apprenticeship programme which offers a first of its kind opportunity to gain real experience working on some of the government’s most impactful projects, while gaining a bespoke undergraduate degree in social research.

Where will I be working?

Apprentices could be placed in any one of the following 14 government departments, each with their own unique and important mission which helps make the UK a better place to live:  

• Department for Education  
• Department of Health and Social Care  
• Department for Work and Pensions 
• His Majesty’s Revenue and Customs  
• Home Office  
• Ministry of Justice 
• Office for National Statistics 
• College of Policing 
• His Majesty’s Treasury  
• Cabinet Office  
• Department for Energy Security and Net Zero 
• Department for Business and Trade 
• Department for Science, Innovation and Technology  
• Department for Culture, Media and Sport 

Learn more about the departments in our department profiles here: GSRDAP Department Profiles 2024 ( ODT , 28.6 KB )

Can I choose which department I will work for?

Successful candidates may be allocated to any of the participating departments, though we will take your location into consideration. Please note: while we will make every effort to allocate a department within a location - this is not guaranteed.

Some departments require candidates to have a UK footprint for 5 years to get security clearance including the Home Office, HM Treasury, Ministry of Justice and some other departments.

Who will I be studying with?  

Apprentices will typically spend one day a week being taught by some of the world’s foremost social research experts at the University of Kent. On successful completion of the programme, apprentices will receive an honours degree in applied social research from this university.  Most learning will take place virtually.  

Apprentices will work closely with academic methods experts and peers remotely through weekly online live lectures and seminars, and face-to-face through an annual residential on campus*. These are occasions for both in depth learning and socialising with fellow apprentices. Throughout the degree, apprentices will have access to one-to-one coaching and guidance from a dedicated course tutor.  

During the course, apprentices will also be fully registered as students at the university, giving them all the benefits that come with this.  

*The exact learning schedule will be finalised at a later date.

What will I be studying?

This is the UK’s first ever bespoke applied social research undergraduate degree apprenticeship. You will develop transferable and applied knowledge, skills and behaviours that will set you up for a long career in modern social research. The course will cover a broad range of contemporary quantitative and qualitative social research methods and skills, alongside how they can be applied to bring about real-world change and help government and organisations make better decisions.  

This includes, but is not limited to: how to collect and use data for analysis in a range of different social contexts; how to design impactful research projects that could inform some of society’s most pressing questions; how to make use of modern social research software that will also bring you transferrable skills in coding; and you will have the opportunity to undertake an independent research project in an area of relevant interest to you.

When will it start?

The first cohort of apprentices will be welcomed in September 2024.

How do I apply?   

The application window is open from 9 January to 28 February 2024 . Start your application here: Government Social Research Degree Apprenticeship Programme - Civil Service Jobs - GOV.UK .

For more information on applying please see our candidate pack here: GSRDAP Candidate Guide 2024 ( ODP , 6.12 MB )

Q&A Sessions

There will be 3 Question and Answer (Q&A) sessions with the GSR Recruitment Team, to discuss the application process and the experience of working as an apprentice in government. These will take place on: 

Monday 15th January 2024,12:00 - 13:00  

Place: Virtual, on Microsoft Teams.

Monday 5th February 2024, 15:00 - 16:00 

Place: Virtual, on Microsoft Teams. View the recording here .

Wednesday 21st February 2024, 15:00 - 16:00  

Who can apply?

The GSRDAP is open to a wide variety of candidates from school leavers to career changers, and lots of people in between. Prospective apprentices can apply from as early as their last year of school. You will need a minimum of five GCSEs  (including Maths at grade C (4) or above and English Language at C (4) or above) or equivalent. 

You will need a minimum of 96 UCAS points under the 2017 tariff point system (e.g. CCC at A Level or equivalent qualifications, not including General Studies). You can check how many UCAS points you have by using the  UCAS Tariff Calculator  

We don’t expect you to have studied any social research or social sciences previously, but we are keen to know what interests you about the subject. 

This apprenticeship is open to applicants from all backgrounds and demographics. 

Can I apply if I already have a degree?

Yes, if your degree did not contain a substantial social research component. Applicants who would already meet the eligibility requirements in the GSR membership guidance through the qualification or experience routes are ineligible to apply for the apprenticeship programme. If you do already meet the eligibility requirements in the GSR membership guidance, we would strongly encourage you to apply to our upcoming Mainstream recruitment process instead. Applications for our Mainstream recruitment process open in February and this will be the best way for you to find a role that will better reflect your pre-existing skills and experience.

Where will apprentices be located?

Government Social Research apprentices will be located at Government departments across the UK. Locations include Birmingham, Bristol, Cardiff, Croydon, Darlington, Leeds, Liverpool, London, Manchester, Newcastle-upon-Tyne, Nottingham, Salford, Sheffield, Titchfield (Fareham) and York.

What’s the salary?

The minimum salary will be £26k in London, £24k nationally or £22,309 in Harrogate. Salaries vary according to department and location. Please see individual job descriptions for details here: GSRDAP Department Profiles 2024 ( ODT , 28.6 KB )

What benefits will I enjoy?

Whatever your role, we take your career and development seriously, and want to enable you to build a successful career with the department and wider Civil Service. It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead, and you’ll benefit from regular performance and development reviews to ensure this development is ongoing. 

As a Civil Service employee, you will be entitled to a large range of benefits. This includes: 

• 25 days’ annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to 8 public holidays. This will be complimented by one further day paid privilege entitlement to mark the King’s Birthday 
• a competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; where your contributions come out of your salary before any tax is taken; and where your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire 
• flexible working patterns allowing you to vary the length of your working day, if you work your total monthly full time contracted hours 
• generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers 
• childcare benefits (policy for new employees as of 5 April 2018): The government has introduced the Tax-Free Childcare (TFC) scheme. Working parents can open an online childcare account and for every £8 they pay in, the government adds £2, up to a maximum of £2000 a year for each child or £4000 for a disabled child. Parents then use the funds to pay for registered childcare. Existing employees may be able to continue to claim childcare vouchers, so please check how the policy would work for you here  Tax-Free Childcare  
• interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle 

What hours will I work?

Working weeks are 37 hours. 80% of this time is spent on GSR work, and 20% of this time will be for learning. 

Why an apprenticeship?

This apprenticeship will help you put the skills you are learning in your degree to the test in real world situations. You will earn a wage as a full-time government employee, hosted by one of many participating departments, alongside having your degree and wider learning and development fully funded by the programme. 

You will be supported by both academic experts and caring colleagues who will help you get the most out of this programme. This is a brilliant opportunity to gain marketable and flexible skills that will set you up for the future. 

What happens once I complete my apprenticeship?

Upon successful completion of your apprenticeship and after passing the End-Point Assessment, you will receive a full honours degree from the University of Kent and a guaranteed permanent graduate job as a member of the Government Social Research Service.  

Where can I go from here?

If this apprenticeship sounds like it could be for you, please apply here: Government Social Research Degree Apprenticeship Programme - Civil Service Jobs - GOV.UK

Further guidance on the apprenticeship can be found here:

GSRDAP Candidate Guide 2024

ODP , 6.12 MB

This file is in an OpenDocument format

GSRDAP Department Profiles 2024

ODT , 28.6 KB

Updates to this page

The Government Social Research Degree Apprenticeship Programme has now closed.

GSRDAP Candidate Guide 2024 - file attachment has been updated.

Applications for the GSR Degree Apprenticeship Programme are now open. Further information has been added about how to apply. A link to the application form on Civil Service Jobs has been added.

First published.

Sign up for emails or print this page

Is this page useful.

• Yes this page is useful
• No this page is not useful

Help us improve GOV.UK

Don’t include personal or financial information like your National Insurance number or credit card details.

To help us improve GOV.UK, we’d like to know more about your visit today. Please fill in this survey (opens in a new tab) .

We use necessary cookies to make our website work. We'd also like to use optional cookies to understand how you use it, and to help us improve it.

For more information, please read our cookie policy .

Choose a service to log in to:

Access our online services

My registration

New trials set to help unlock drone deliveries and inspections in the UK

• Published on: 15 August 2024
• Category: innovation ,
• Category: Drones

We would like to hear from you

The CAA is committed to improving how we deliver services, please help us by completing a short survey about your experiences today

At a glance:

• Regulator announces organisations set to take part in new trials which will see drones used in everyday life.
• Projects in the trial include testing drone deliveries to consumers, inspections of infrastructure and flights to remote locations.
• It comes as the regulator makes progress on plans to modernise UK airspace and enable integration of new technology in our skies.

Six projects have been selected for trials under a new UK Civil Aviation Authority scheme that will test drone use in deliveries, inspections of infrastructure, emergency services and flights to remote locations.

The regulator has chosen the trials to take place that will help safely integrate drones flying beyond visual line of sight (BVLOS) of their operator into UK airspace, helping to make this vital extension to drone flying an everyday reality.

BVLOS flights will be carried out at distances beyond the flyer’s ability to see the drone. These flights use advanced technologies for navigation, control and to detect other aircraft.

The UK Civil Aviation Authority has selected the projects, including:

• Amazon Prime Air; (consumer drone deliveries)
• Airspection; (inspecting offshore windfarms)
• National Police Air Service; (NPAS) (exploring uncrewed aircraft use in policing)
• NATS; (BVLOS inspections over the North Sea)
• Project SATE; (Sustainable Aviation Test Environment) (flights to Orkney)
• Project Lifeline; (medical deliveries)

The trials will gather key safety data, such as how drones detect and avoid other aircraft, the electronic signals they can send to be able to be visible to other airspace users and air traffic control.

This will support the regulator’s ongoing development of policy and regulations so that drone flights can be fully integrated with other airspace users.

Sophie O’Sullivan, Director of Future of Flight at the UK Civil Aviation Authority, said:

“These innovative trials mark a significant step forward in integrating drones safely into UK airspace. By supporting projects ranging from consumer deliveries to critical infrastructure inspections, we are gathering essential data to shape future policies and regulations.

“Our goal is to make drone operations beyond visual line of sight a safe and everyday reality, contributing to the modernisation of UK airspace and the incorporation of new technology into our skies.”

The UK Civil Aviation Authority invited organisations to bid to participate in an innovation sandbox to validate and test their concepts, supporting the development of BVLOS capabilities.

Innovation sandboxes are controlled environments where organisations can test and further develop their new technology against the regulatory framework, helping applicants maximise the readiness of their innovation, and also help the UK Civil Aviation Authority better evolve regulations to better support both innovators and existing users.

The BVLOS sandbox is part of a collaboration with UK Research and Innovation (UKRI) that is supporting the creation of the aviation ecosystem needed to accelerate the introduction of advanced air mobility (AAM), drones, and electric sub-regional aircraft in the UK.

Simon Masters, Future Flight Challenge Deputy Director at UK Research and Innovation, said:

“The UKRI Future Flight challenge team are excited to be working in partnership with the UK Civil Aviation Authority, working together to accelerate the introduction of drone operations in the UK.

“These have the potential to transform how we deliver goods and provide services, particularly in less well-connected regions. These new sandbox projects are a great step towards realising these ambitions.”

The new trials will also help develop plans for how drones can be safely integrated with other airspace users, as part of the regulator’s wider Airspace Modernisation Strategy.

Notes to editors

• Further permissions will be needed before trials are able to begin. 
• One of the primary objectives of a sandbox is to strike a balance between promoting innovation and ensuring safety and regulatory compliance within the aviation sector. By providing a structured framework for experimentation, they aim to help identify and address potential regulatory challenges early in the development process, ultimately paving the way for safer, more efficient, and more sustainable aviation practices.
• More information on what a sandbox is and how the UK Civil Aviation Authority use them to test technology of the future can be found in a recent blog on the topic.
• The UK Civil Aviation Authority published it’s refreshed  Airspace Modernisation Strategy  in January 2023, setting out a vision for the future of UK airspace which will help deliver quicker, quieter and cleaner journeys, as well as create more capacity for the benefit for those who use and are affected by UK airspace.
• Last month, the Airspace Modernisation Strategy, Part 3: Deployment Plan was published by the UK Civil Aviation Authority. A first iteration, the Deployment Plan details the work the regulator has committed to, including projects that are ongoing or commencing within the next two years and those activities that will need to be delivered by the industry. It also provides an overview of further scoped work to take place over the subsequent five years.

The projects included in the trial are:

Amazon Prime Air   

• Prime Air is a delivery system from Amazon designed to safely get small packages to customers in less than an hour using drones.

Airspection

• The Airspection - Scalable Offshore Wind Project aim to provide safe and reliable drone services for remote infrastructure. Accessing offshore wind turbines is currently a major challenge for the industry. Supported by a world leading offshore wind developer, this project aims to develop scalable Beyond Visual Line of Sight (BVLOS) drone operations for offshore wind farms to enhance safety, reliability and environmental impact. The project will be trialled at an offshore wind farm and will serve as the foundation for remote drone services in this industry, reducing the need for vessels, minimising carbon emissions, and supporting the expansion of the UK offshore energy industry.
• In 2021, the National Police Air Service established its Futures & Innovation Team. The team's objectives were to investigate Beyond Visual Line of Sight capabilities and its potential adoption as part of a blended fleet. NPAS’s ambition is to fly an uncrewed aircraft, beyond visual line of sight, over a six month period, in an environment that is representative of where NPAS crewed aircraft would be tasked. It will look to test, and verify, not only the payload capabilities, which are identical to the performance of our crewed aircraft, but also validate the onboard DAA capabilities. This will allow NPAS to understand better what future air support capabilities it could adopt.
• NATS Services, aligned with the CAA’s Airspace Modernisation Strategy, is committed to working towards an airspace that’s safe and integrated for all users. In support of this ambition, we are delighted to be working with the CAA, Flylogix and wider partners to enable this pioneering project over the North Sea.
• This is a chance for us to introduce and evaluate our early BVLOS approval services, something we hope will support and encourage the development of beyond visual line of sight drone operations across the UK.

Project SATE 

• The Sustainable Aviation Test Environment (SATE) intends to develop a trial airspace test environment, the Trial Orkney Test Zone, and will test integrated manned and unmanned aircraft operations from Kirkwall Airport. The test zone will be specifically designed to enable a wide range of unmanned aircraft system (UAS) platforms to conduct Beyond Visual Line of Sight (BVLOS) trials and operations in unsegregated Class G airspace. It will demonstrate the feasibility of operating a drone Hub-and-Spoke route network within unsegregated airspace based on integrated operations from Kirkwall airport (the hub) to the Orkney Island Council airfields and other use cases located across the Orkney archipelago.  
• Consortium partner Highland and Islands Airports Ltd (HIAL) will lead the project in conjunction with fellow partner Windracers.  HIAL has a wealth of experience in airspace management, air traffic service provision and airport operations and Windracers bring extensive experience having operated their medium-lift long range Ultra drone in BVLOS trials in diverse environments.

Project Lifeline   

• The LifeLine project is key to using drones for emergency medical services, delivering critical medical equipment—such as defibrillators (AEDs), EPI pens, and anti-bleeding kits—faster than ever before. The project also enhances first responders’ effectiveness by providing live camera feeds, which significantly improve situational awareness and decision-making during emergencies.
• The initiative is driven by the expertise of Air Ambulance Charity KSS, Everdrone, Altitude Angel, NATS, and London Gatwick Airport, each contributing to the advancement of drone technology and airspace integration. The Everdrone system, already successfully utilized in live operations across Sweden, now brings its proven life-saving capabilities to the UK through these crucial trials.

Latest news

Provide page feedback.

Please enter your comments below, or use our usual service contacts if a specific matter requires an answer.

Fields marked with an asterisk (*) are required.

There are problems:

News from uk civil aviation authority.

• Published on: 03 September 2024
• Category: News Item
• Published on: 28 August 2024
• Published on: 23 August 2024