Does It Really Happen In Schools?

Teaching is perceived by many to be a safe bet shielded from the uncertainty of job security that often impacts other professions when economic conditions stagnate. But the truth is that redundancy in schools is more common than many people might realise. Teaching is a challenging vocation and redundancy procedures will only compound the pressures teachers face as staff morale plummets and anxiety increases. 

What Are The Reasons For Redundancy In Schools?

The educational landscape can be tumultuous. The last decade has seen many schools reorganise, restructure and merge as Multi Academy Trusts have expanded their influence. There has also been a big shift in focus towards STEM subjects at secondary level and the reduction in contact time experienced by creative subjects has left them overstaffed and underfunded. Such disruption has inevitably led to some staff redundancies.

What Are The Current Redundancy Trends?

Schools are currently facing economic pressures and one way in which they can ensure financial viability is through workforce reduction. 1 in 8 local authority schools is in deficit the highest on record since schools took control of their own accounting in 1999. This figure has increased from 1 in 20 in 2011. 

Demography can also be a catalyst for redundancies. Many schools in the UK’s major cities will be aware of this but it is in London that such changes are being most keenly felt. London’s birth rate has always fluctuated due to migration and macro-economic factors but between 2012 to 2021 there was a 17% decrease in the capital’s birth rate. The consequences of this will impact London’s schools for some time to come. There is a prediction that school numbers will decline by 7,904 places across reception and year 7 between 2023 to 2028. This is the equivalent of 128 reception classes and 4,004 secondary school places or 134 classes. 

 All of this impacts school funding and could lead to an increase in redundancies.

When Is Redundancy Invoked & What Are Your Rights? 

The Burgundy Book stipulates that redundancy occurs when the work for which an employee was employed is to cease or diminish. Such a situation makes a position economically unviable. 

Firstly there should be a transparent process and you should be notified and consulted at the earliest possible moment if redundancies are planned. During discussions, schools should be open about why redundancy is happening and highlight alternative options. A redundancy process should always be fair based on your experience and ability to complete the role for which you are employed. There are a number of different approaches to redundancy which include;

• Last in first out 
• Self selection or asking for volunteers 
• The use of disciplinary records or staff appraisals. 

It could also be the case that you are asked to reapply for your job. It is very important that you are treated fairly at all times and you should not feel that you are being discriminated against at any stage. If you feel that this has happened or if you want to appeal against a decision then we strongly advise that you consult your union before doing so. There are also legal rules regarding notice periods which are as follows;

• At least one week’s notice if employed between one month and 2 years
• One week’s notice for each year if employed between 2 and 12 years
• 12 week’s notice if employed for 12 years or more

Check your employment contract. Your school may give you more than the statutory minimum, but they cannot give you less.

What Compensation Are You Entitled To? 

You may receive one or more of the following, depending on your statutory and contractual entitlements, and any agreements which the union may have negotiated locally. You may receive:

• statutory redundancy pay
• a discretionary enhanced redundancy payment
• compensation for early retirement on grounds of redundancy
• notice pay

What Can I Expect For My Redundancy Pay?

You will be entitled to statutory redundancy pay (as a minimum) if you have been working for your current school for two years or more. You will receive:

• Half a week’s pay for each full year you were under 22
• One week’s pay for each full year you were 22 or older, but under 41
• One and half weeks’ pay for each full year you were 41 or older

Length of service is capped at 20 years and weekly pay is capped at £544. The maximum amount of statutory redundancy pay is £16,320. You can calculate your redundancy pay on the GOV.UK website.

Redundancy pay under £30,000 isn’t taxable. You will become ineligible for redundancy payment if before the end of your employment you receive an offer of a suitable comparable job with any employer that starts immediately or within four weeks of the end of your employment. 

You may be offered alternative employment within your group of schools or trusts. If this is the case then you must ensure that it is the right type of position but be aware that you may lose your right to redundancy pay if you unreasonably turn down such a package. 

If you are facing redundancy and need emotional support then please arrange a chat with Education Support.

If career support is something you need, then please get in touch with us at info@didteach.com. On a number of occasions schools have paid for Those Who Can services to help staff who are being impacted by redundancy. 

Some former teachers shared their opinions on the current redundancies:

“Ridiculous situation – a recruitment crisis AND redundancies?!
I stepped away from full-time teaching 7 years ago. I now run my own organisation in the vision of how I want to see education because I had to be part of creating an alternative.
I support other edu-businesses in the early stages.
Best of luck to all – my top tip is that you will have WAY MORE skills and gifts to offer than the Education system has had you believe. Xx” Adele Bates -Behaviour & Education Specialist

“It’s appalling. At a time when SEND needs are high, funding is low and staff are already beyond capacity, redundancies are insane. I was coaching a headteacher yesterday who had just had to announce redundancies at their school. The toll and mental anguish was palpable. The staff that are left will be stretched beyond breaking point and will also leave broken. It’s such a sad state of affairs. It doesn’t need to be this way.” Malarvilie Krishnasamy – Leadership Development Consultant

“Usually experienced teachers as well, as they are more expensive to employ. This leads to newer teachers having less experienced colleagues to learn from.” Mark Hodges (MA) 20+ years in the Education sector. Supporting schools in the UK and internationally with timetables, data services and training.

Speak to your union, ask for help and advice from your SLT or any teacher who has been through this experience and make a positive career plan moving forward, as Adele says, you have so many skills that other organisations value, remember your worth.