Key Points
- HM Revenue and Customs has expanded its Supported Internship programme through a new partnership with HM Courts and Tribunals Service.
- Five young people with special educational needs and disabilities (SEND) are completing placements at HMCTS as part of the 12-month programme.
- HMRC said it was the first government department to introduce Supported Internships for young people with SEND in February 2022.
- The programme now operates in Liverpool and Manchester, with Cardiff due to join from September 2026.
- Four participants have secured permanent full-time roles with HMRC, while additional interns have obtained fixed-term positions with HMRC and HMCTS.
- The initiative highlights increasing focus across the UK public sector on inclusive recruitment, workplace accessibility and social value employment practices.
- UK employers may face growing expectations around inclusive hiring frameworks, workforce accessibility and structured training opportunities for young people with disabilities.
What Has HMRC Announced About Its Supported Internship Programme?
HM Revenue and Customs has expanded its Supported Internship programme for young people with special educational needs and disabilities through a new partnership with HM Courts and Tribunals Service.
According to HMRC, five young people who began placements at HMRC’s Liverpool offices in September 2025 are now completing the final stage of their 12-month work-based learning placement at HMCTS.
The programme is designed to provide workplace experience and practical employment skills to young people with SEND, helping them transition from education into long-term employment opportunities.
According to HMRC, interns spend 80% of their placement in workplace-based learning while being supported by a job coach funded through local authorities and tutors provided by partner colleges.
The latest expansion marks the first time that participants on HMRC’s programme have been given workplace opportunities across multiple civil service departments.
Why Is The Expansion Significant For Public Sector Employment?
The expansion reflects broader UK government efforts to improve employment participation among young people with disabilities and SEND backgrounds.
As reported by HMRC, Supported Internship Project Lead Tracy Etherson said, “These young people are an amazing asset to our workforce and deserve the same opportunities as their friends.”
Etherson added that “just 1 in 20 young people with SEND gain meaningful employment compared to 4 out of 5 of their peers.”
The partnership between HMRC and HMCTS represents a cross-department approach to workplace inclusion, skills development and diversity within the civil service.
As reported by HMRC, Jane Wignall of HMCTS said the programme had demonstrated “the real value these young people bring – contributing meaningfully to our teams while developing confidence, skills and routes into employment”.
The initiative also aligns with wider public sector priorities relating to equality, diversity and inclusion obligations under the UK Government employment framework.
How Has The Supported Internship Programme Developed Since 2022?
HMRC stated that it became the first government department to offer Supported Internships for young people with SEND when the programme launched in February 2022.
In September 2023, students from The City of Liverpool College began placements at HMRC’s India Buildings office in Liverpool.
Two years later, additional students from Trafford and Stockport College Group joined placements at HMRC’s Manchester Regional Centre.
HMRC also confirmed that a new partnership with Cardiff and Vale College will extend the programme to Cardiff from September 2026.
In total, 24 young people have either graduated from or are currently participating in HMRC’s Supported Internship programme.
HMRC stated that four participants have secured permanent full-time employment with the department, while three others are working under fixed-term contracts. One participant has also secured a fixed-term position with HMCTS.
As reported by HMRC, Jason Waldron, Strategic Director of Education at The City of Liverpool College, said the college was “extremely proud to work alongside HMRC” due to its “dynamic approach to providing employment opportunities to all our interns”.
What Are Supported Internships And How Do They Operate?
Supported Internships are structured work-based study programmes intended for young people aged 16 to 24 with SEND who require additional support entering employment.
Participants remain classified as college students during their placements and are unpaid while attending workplace training during term time.
Interns are assigned workplace buddies and receive support from job coaches and tutors throughout the programme.
HMRC stated that interns are trained to undertake Administrative Officer (AO) duties during their placements, allowing them to gain practical civil service experience.
The programme combines classroom learning with direct workplace participation and is intended to provide a pathway into future employment rather than immediate paid work.
What Are The Compliance And Employment Implications For UK Employers?
Although the programme currently operates within the civil service, the expansion may influence broader employer expectations relating to inclusive recruitment and workplace accessibility practices across the UK.
UK businesses are already subject to duties under the Equality and Human Rights Commission framework and the Equality Act 2010, which requires employers to avoid discrimination and make reasonable adjustments for disabled employees and applicants.
The growing visibility of structured internship programmes for young people with SEND may increase expectations for organisations to demonstrate inclusive employment policies and accessible workplace environments.
For directors and HR teams, this may include reviewing:
- Recruitment accessibility procedures
- Workplace adjustment policies
- Staff training and mentoring frameworks
- Apprenticeship and internship opportunities
- Equality and diversity documentation
Businesses operating in regulated sectors or bidding for public sector contracts may also encounter increased scrutiny around social value commitments and workforce inclusion policies.
Companies seeking to strengthen governance and compliance procedures may also need to ensure employment documentation, onboarding records and workforce reporting processes remain accurate and up to date.
Could The Programme Influence Wider Workforce Policies?
The expansion may contribute to wider adoption of supported employment pathways across both public and private sector organisations.
Many employers are increasingly incorporating environmental, social and governance (ESG) objectives into recruitment and workforce planning strategies, including disability inclusion initiatives.
The programme’s reported success in transitioning some interns into permanent employment may encourage additional public authorities and private employers to explore similar workforce development schemes.
For smaller businesses and newly incorporated companies, this could eventually create additional considerations around inclusive hiring practices and workforce accessibility from the outset of operations.
Businesses reviewing employment structures or establishing new entities may also need to consider related administrative obligations, including PAYE registration, employee onboarding procedures and workplace policy documentation.
What Does This Mean For UK Companies And Directors?
While no new statutory obligations have been announced alongside the internship expansion, directors and company officers may face increasing practical expectations around inclusive workforce planning and social responsibility measures.
Organisations engaging with public procurement frameworks, local authority partnerships or regulated industries may particularly benefit from reviewing disability inclusion and workforce development policies.
Companies expanding headcount or restructuring HR operations may also need to ensure related compliance obligations are managed effectively, including payroll registration, employment status documentation and Companies House reporting obligations where director or organisational changes occur.
Businesses experiencing operational growth often review associated administrative requirements such as company formation structures, director changes and confirmation statement filing obligations to ensure corporate records remain compliant.
The expansion of HMRC’s Supported Internship programme reflects a broader institutional focus on workforce inclusion and accessible employment pathways, areas that are likely to remain relevant within UK employment and compliance discussions over the coming years.
