More than a pay rise needed to stop teacher exodus

The teaching profession is facing a crisis. In a new report called Missing Mothers, researchers have highlighted a rising number of trained teachers, particularly within the 30–39 year age group, who have decided that classrooms are not where they want to be. This trend is deeply concerning, as it not only impacts the quality of education but also creates a ripple of discontent for the teachers left behind and for the pupils who lose stability in their daily routine.

Challenges facing female teachers

Among the most cited reasons for female teachers leaving the profession are the sheer volume of work and having to balance this with their home life. Beyond teaching, teachers are often expected to take on administrative tasks, extra-curricular activities, and heavy marking responsibilities. This excessive workload leads to burnout, stress, and a diminished sense of job satisfaction. It encroaches on teachers’ home life, with many working unpaid hours to complete marking and prepare lessons for the days ahead. They feel left out of family activities and from doing basic everyday tasks or taking time to relax.

Teachers often feel unsupported and isolated, particularly when compared to pre-Covid times. There has been a huge increase in teaching staff departures since 2021, which can be linked to both changes in pupil behaviour and the expectations of parents, senior leaders and government departments. Where teachers used to plan lessons as a team before lockdown, the task became more isolated, as did the teams, which has now become the norm.

When the thirtysomethings dream of having days off with their family and taking time out to look after their own wellbeing, they are more likely to be writing reports and updating care plans for the increasing number of SEND (special educational needs and disability) pupils than relaxing with a yoga workout or a good book.

What can be done?

As Chancellor Rachel Reeves announced last month, the government has accepted in full the recommendation of a 5.5 per cent pay rise for teachers, which is the equivalent of more than £2,500 for the average teacher. That may sound enticing to a teacher joining the profession, but there is little evidence to suggest from current staff surveys that financial incentives will make much of an impact to address the current 30-39 age group retention problem.

Of course, teaching staff deserve a pay package that reflects the effort they put into the job, but for teaching staff the pay is not the full issue. The amount of hours they work is a key problem, as well as the lack of team support, the decaying buildings, the completion of duplicated and triplicated reports and sadly, the increasing number of pupil mental health issues within mainstream schools.

Addressing the real issues requires a multi-faceted approach. Schools can implement measures such as:

• reducing workload: streamline administrative tasks
• improving behaviour support: provide teachers with the training and resources needed to effectively manage challenging behaviour
• professional development: provide opportunities for teachers to grow and develop their skills
• wellbeing leadership: survey staff to evaluate the causes of stress before they become overwhelming, and act on the findings.

Ultimately, retaining teachers is essential to the future of education. By addressing the challenges, occupational safety and health professionals can help create a more sustainable teaching environment. It is by addressing the route of the problem first that teachers will benefit, not assuming there is one solution that fits all. The national pay award may be an incentive to new teachers, but isn’t likely to retain those who are already trained and experienced.