From Custody to Cultivation: Skills that take Root

You may have noticed there was no January newsletter. I took a short break following a minor operation and needed a couple of weeks to rest and recover before easing back into work. I’m glad to be back in a more settled rhythm now, and I wanted to share a small update about Myrtos as we move forward.

We’ve streamlined things behind the scenes and now have just one email address: [email protected]. We’ll also be closing the website to reduce unnecessary costs. The reality is that training requests have been quiet for some time, and it no longer makes sense to maintain a full online presence. I remain deeply committed to criminal justice and inclusive recruitment, but I also recognise that other organisations are now offering excellent training in this space, and it feels right to take a step back from the more formal structure of the business.

That said, I’ll continue sending a monthly newsletter to keep you informed about key developments across criminal justice and inclusive hiring. I’m also still available for consultancy or training work if opportunities arise, so if you or an organisation you know would benefit from support, please do get in touch.

This month, we’re exploring what the new Sentencing Act means in practice, sharing a top tip for inclusive recruitment, and highlighting some forward‑thinking work happening across the sector.

The new Sentencing Act 2026!

The government’s new Sentencing Act 2026 marks a major shift in how courts respond to crime, with a clear focus on public protection and reducing reoffending. One of the headline changes is the end of automatic early release for offenders who break prison rules, signalling a tougher stance on behaviour behind bars. Alongside this, the Act strengthens community‑based punishments, aiming to ensure that lower‑level offences are met with credible, supervised alternatives to custody rather than short prison terms that often fail to change behaviour.

At the same time, the reforms seek to modernise and simplify sentencing law, building on the Sentencing Code to create greater consistency across the justice system. The government frames the Act as a balance of “punishment where necessary and rehabilitation where possible,” with measures being introduced in stages following Royal Assent in January 2026. Together, these changes are intended to keep the public safer, reduce the churn of people cycling in and out of prison, and create a more effective, long‑term approach to justice. To read more about this, click read more

When to ask about convictions

Many employers still include a tick‑box about criminal convictions at the application stage, often out of habit rather than necessity. But this early question can unintentionally filter out talented people long before you’ve had the chance to see their skills, character, or potential contribution to your organisation. A simple shift, removing the question from the initial form and instead inviting disclosure after interview, can dramatically reduce unconscious bias and help you make decisions based on evidence, not assumptions.

For businesses, this approach is both practical and protective. It ensures you assess candidates on their abilities first, while still giving you the information you need at the right point in the process. By delaying disclosure, you create a fairer, more human recruitment experience and widen your access to motivated applicants who are often highly loyal and eager to prove themselves. It’s a small operational change that signals confidence, maturity, and a commitment to inclusive hiring—qualities that strengthen your workforce and your reputation.