Peer Support Worker Framework

Summary

This framework was created to guide the development and integration of peer support workers (PSWs) individuals who use their lived experience of mental health challenges or caring to support others. Rooted in recovery, empathy and human connection, peer support is a distinctive and powerful part of the mental health workforce.

While it was initially developed to strengthen PSW roles across Cheshire and Merseyside, this framework is relevant for any organisation seeking to embed lived experience roles within health and care systems.

The framework provides practical tools, guiding principles, and operational guidance for:

  • Inspiring and attracting peer workers
  • Recruiting with inclusion and accessibility in mind
  • Inducting, training, and supervising new PSWs
  • Retaining and developing lived experience talent
  • Embedding peer roles into organisational culture

How to use the framework

This is a practical and flexible resource. You can use it in full or adapt it to your local context and goals.

1. Understand the role

Start by reviewing the sections on what peer support is – and isn’t. Explore:

  • The values and principles of peer work
  • Key differences between peer support and clinical roles
  • The diversity of lived experience backgrounds (e.g., carers, perinatal, forensic, young people)
2. Prepare your organisation

Use the guidance to prepare teams and leaders:

  • Run awareness sessions or staff briefings
  • Ensure HR, recruitment, finance and clinical leads are engaged
  • Consider how peer support aligns with your wider recovery or transformation goals
3. Inspire and attract
  • Use the included elevator pitches and real-life examples to promote the value of PSWs
  • Consider outreach and inclusive messaging beyond traditional recruitment channels
  • Offer volunteering, training, or taster opportunities to build confidence in prospective applicants
4. Recruit with care and intention
  • Co-produce job descriptions and person specifications that reflect peer support values
  • Design accessible application and interview processes
  • Provide interview support and clear messaging around criminal record checks and lived experience
  • Include people with lived experience on interview panels
5. Induct and support new PSWs
  • Allocate mentors or buddy systems
  • Ensure induction is inclusive, flexible, and focused on confidence-building
  • Offer reflective, strengths-based supervision and space for group support
6. Retain and develop talent
  • Use the framework to support supervision, appraisal and goal-setting
  • Provide clear career pathways, whether into specialist peer roles or beyond
  • Celebrate peer contributions and share impact stories with the wider team
7. Review and sustain
  • Review your peer workforce annually
  • Use the competencies and development tools to track progress
  • Continue to co-create the future shape of peer support with your PSWs

Key features

  • NHS-aligned competency framework for mental health PSWs
  • Volunteer PSW attributes and skillsets
  • Guidance on HR processes (e.g., references, DBS, adjustments)
  • Good practice in matching, supervision, and occupational health
  • Emphasis on co-production and anti-tokenistic integration
  • Embedded examples and case study formats

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