Managing the human resources of any organisation is important. Whether it’s a construction firm or a corporate enterprise, the resource, or the workforce, is the one working towards achieving the business’s objectives. This principle also holds for schools in the UK, where teachers and supportive staff hold a great responsibility for shaping the lives of children and young adults. This makes managing school HR resources even more essential.
However, with the changing face of the education sector and growing demands, the UK’s schools and academies are facing unique HR challenges, which can only be properly addressed with expert HR guidance. Like any organisation, proper HR management for schools can lead to substantial improvement in workplace performance.
This article explores the various HR challenges schools in the UK are facing.
1. Staff Pay
The cost of living crisis, coupled with the high rate of inflation in the UK has impacted the employed. Naturally, like other working professionals, teachers and non-teaching staff in schools are looking for a substantial pay increase. The 2024 pay award of 5.5% may not be sufficient and could escalate the ongoing issue of low pay that is driving teachers out of the profession. Adding to the turnover problem is the increasing difficulty in recruiting trained teachers and support staff.
That said, there is a glimmer of hope. Schools are set to receive an additional £1.2 billion in government funding to help cover their costs, including the proposed pay award, for the 2024–2025 financial year. While this is a much-needed boost for state-funded schools, private academies and trusts may have to explore alternative solutions to support staff pay and improve recruitment and retention efforts.
2. Staff Retention
It’s well understood that pay is a key factor influencing teacher retention. However, it’s not the only one. Heavy workloads and the lingering pressures of the pandemic continue to weigh heavily on teachers’ decisions to stay or leave the profession.
While many corporate organisations have embraced the importance of work-life balance post-pandemic, teachers are still grappling with unmanageable workloads and rising stress levels—both of which are taking a toll on their physical and mental well-being. With little hope of things improving, many are now considering stepping away from teaching in favour of less stressful alternatives.
In this context, the HR department plays a crucial role in offering support. Whether it’s through initiatives to improve staff well-being or creative strategies to reduce workloads, every bit of help can make a difference.
That said, some level of turnover is inevitable in the current climate. HR teams need to stay alert, anticipate resignations, and have resource plans in place to minimise disruption. Teachers typically hand in their notice at the end of a term, so schools should prepare for potential resignations around late October (Autumn term), late February (Spring term), and late May (Summer term).
3. Limited Access to Professional Development Opportunities
Continuing professional development (CPD) is essential for keeping teachers up to date with the latest teaching and learning practices. Schools and academies can only deliver improved learning outcomes when students are taught by skilled, confident professionals. While the Early Career Framework (ECF) supports new teachers in building their knowledge and capabilities, there are far fewer opportunities available for more experienced teachers.
To achieve positive outcomes across the board, teaching staff need dedicated time for CPD, quality training for supporting pupils with special educational needs and/or disabilities (SEND), and wider access to development opportunities. However, increasing workloads often stand in the way. Classroom teachers may struggle to make time for upskilling unless additional staff are available to cover lessons.
This is where an expert HR team can make a real difference. By helping to manage or reassign workloads, HR can enable teachers to take part in meaningful training. Schools should also look to offer specialist development—such as targeted SEND training for those who’ve expressed the need for it. Crucially, HR should coordinate lesson cover in advance, ensuring teachers can fully engage in their development without the distraction of unresolved admin or classroom duties.
4. Lacking DEI
Deloitte’s global survey highlighted the importance of a diverse and inclusive culture being the key factor for Gen Z and millennial respondents to stay for five years or more with their current employer. This means including diversity, equity and inclusion (DEI) in schools and academies allows everyone to feel they belong.
There are two key challenges and opportunities here: Upholding DEI practices during recruitment and embracing DEI principles for creating an inclusive workplace. Achieving both of these goals can help schools, academies, and trusts create a meaningful inclusive, diverse and equitable culture.
This meaningful transition can be brought on by influencing policy. Redefine policies to be an equal opportunity employer, with these vision and values being communicated with the recruitment team. Additionally, promote accessibility inside out by ensuring the school’s websites, resources and access points are accessibility friendly. Lastly, identify the lead and encourage champions to take forward the DEI principles.
In Conclusion
Schools and trusts in the UK are facing multiple challenges. If you’re a school trustee or head teacher finding it tough to keep up with these challenges and bring about lasting change, it may be best to seek help from professional education HR professionals and firms.
Investing in HR management is important, as any investment in the schools and academies is an investment in the generations to come.
