Cynic? Moi? Anyhoo, there were indications of some significant possible future changes to careers education in England. While nothing is final yet, recent announcements and the fact that a publication of an outline to bid for the work suggest a shift in how CEIAG is funded, delivered, and held accountable. I write this blog not to make judgement on what the DfE are planning but to flag up the way the wind may choose to blow the workload of careers professionals, be they leaders or advisers.

Below is a breakdown of what’s coming and what it could mean for schools and colleges.

Paid subscribers will have access to a briefing PowePoint to support them speaking to SLT and Governors to prepare them for the expected changes.

1. A New National Careers Service for Schools and Colleges

The government is planning to replace or significantly reshape the current national infrastructure which has been led by the Careers & Enterprise Company for the last 11 years. This may or may not mean that the CEC disappears. They have, however, indicated that they will be making a bid. The key points are:

• A single national contract is expected to be tendered in 2026

• Likely worth £90m–£180m over 3 and a half years. For comparison, the CEC received £30.5k in 25/6 which was slightly lower than it’s 24/5 amount due to the withdrawal of funding for the ASK programme.

• Delivery would begin from September 2027

This is a major structural change. Instead of grant funding, CEIAG support would move to a commissioned service model, with clearer expectations and accountability.

Implication for schools:
Expect a more formalised, possibly more standardised system with tighter performance expectations.

2. A Shift from Grant Funding to Contracts

Currently, organisations like the Careers & Enterprise Company receive annual grant funding. The new model would:

• Move to a multi-year contract expected to last 3.5 years. Currently the CEC is funded by grant on a yearly basis.

• Provide longer-term funding certainty

• Introduce clear deliverables and outcomes

Implication for schools:

None really but this suggests CEIAG is being treated more like a commissioned public service, rather than a supported initiative.

3. More Power (and Money) to Local Careers Hubs

One of the biggest shifts is towards local delivery:

• Increased funding directed to careers hubs via local authorities

• Greater flexibility for hubs to respond to local labour market needs

• Emphasis on “locally owned” delivery models

This aligns with wider government policy on devolution and local skills planning.

Implication for schools:
Relationships with your local hub will matter more than ever.

4. Stronger Focus on Outcomes and Data

The new service is expected to:

• Collect and analyse destination and engagement data - does that mean you won’t have to do so? I’ve no idea but we can hope.

• Share insights with schools, colleges, and hubs

• Operate using outcomes-based funding agreements

Implication for schools:
CEIAG will be judged more explicitly on impact, not activity and the key performance indicators for schools are likely to mean you can expect more scrutiny on:

• Destinations

• NEET reduction

• Gatsby Benchmark progress

• Employer encounters

5. Expanded Training and Resources

The future model includes:

• A training offer for careers leaders, something the CEC has led on for some time.

• A national digital resource bank for schools. I presume this will be an evolution from the CEC resource directory.

• Continued rollout of CPD for careers advisers. A separate tender for this has already been announced

Implication for schools:

This suggests a push to professionalise CEIAG further, especially across whole-school delivery.

6. A Bigger Push on Technical Routes and Work Experience

The new service will be expected to:

• Promote apprenticeships and technical education, so no real change there then.

• Support two weeks’ work experience for every young person, don’t panic, we’ve already seen the change to this expectation, this is about support for you to deliver that.

• Increase employer engagement, so more support?

Implication for schools:

This aligns CEIAG more tightly with skills policy and economic growth priorities so a move towards education being a conduit for economic growth and wellbeing.

7. Greater Focus on Inclusion and Targeted Support

There is a clear expectation that the new system will:

• Target disadvantaged learners and those with SEND

• Remove barriers to participation

• Provide more tailored support through local delivery

Implication for schools:

This reinforces CEIAG as a key tool for social mobility and also the importance of GB3.

So, What Should Careers Leaders Be Thinking About Now?

Even though the system won’t formally change until 2027, the direction is clear.

1. Strengthen your local partnerships

Your careers hub and local authority will likely become more influential.

2. Get confident with data

Be ready to evidence impact, not just provision.

3. Review your work experience model

The expectation of two weeks’ experience will require scaling up.

4. Embed careers across the curriculum

Future contracts will expect whole-school delivery, not bolt-on provision.

5. Invest in staff development

Training and CPD are going to be central to the new model.

Final Thought

This isn’t a minor policy tweak. It’s a shift in how CEIAG is structured, funded, and judged.

The direction of travel is clear:

• More local control

• More accountability

• Stronger links to skills and employment

For schools that are already strategic, this is an opportunity.
For those still relying on ad hoc provision, this could feel like a significant step change.

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