The UK public sector procurement framework is set to undergo a meaningful shift with the introduction of Procurement Policy Note (PPN) 026, taking effect on January 1, 2027. By refining the previous model down to two core outcomes (Good Jobs and Skills) and doubling the social value weighting to a minimum of 20% on contracts of £5 million or more, the Cabinet Office is placing greater emphasis on practical economic outcomes and localised talent development.
At Hippo, this updated framework aligns closely with many long-established initiatives. The requirements of PPN 026 focus heavily on creating structured pathways into employment, addressing digital skills shortages, and supporting individuals transitioning into the workforce. Our existing work demonstrates how we put these criteria into practice every day:
- T-Levels & Direct Work Experience: PPN 026 explicitly highlights 45-day work experience placements as a gold-standard social value commitment. We have consistently delivered on this front, offering 34.8 weeks across T-Level placements in FY26, creating four new placements across UTC Leeds and the Manchester Digital T-Connect programme, and placing students on active delivery teams with clients such as the Department for Education (DfE).
- Apprenticeship Progression: Outcome 2 of the new model prioritises “In-work progression” and “Talent Pipelines”. Our strategy moves individuals along a deliberate pipeline; transitioning candidates from early work experience, through T-Levels, and into full apprenticeships and long-term tech consultancy roles.
- Targeted Regional Outreach: The framework stresses reaching areas of high deprivation and underrepresented talent. Our educational outreach (395 hours in F26) actively targets high pupil-premium schools, regional career fairs, and community-driven initiatives like the FutureFocus Programmes with BREAKOUT and Programmes with the KIngs Trust.
We have always believed that social value must be woven into our day-to-day culture rather than treated as a routine exercise for compliance. Our experience has shown us that when community support and skill-building exist ahead of procurement mandates, the results are far more sustainable. By providing our consultants with dedicated volunteering days and applying our technical capabilities directly to community needs, such as offering pro-bono data engineering support to local charities, we ensure that social impact remains a consistent aspect of how we operate.
As our sector prepares for the implementation of PPN 026, evaluations will increasingly centre on measurable, long-term outcomes in jobs and skills. Through our ongoing investment in apprenticeships, T-Levels, and early-career pathways, we view these updated procurement requirements not as a shift in direction, but as a natural continuation of our commitment to workforce development.
