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Teacher retention problems and solutions: Why educators are leaving – and how we can keep them
Across the education sector, we’re noticing a troubling pattern: teachers are leaving faster than they can be replaced.
While concerns about teacher shortages are nothing new, recent reports show that teacher retention problems and solutions have never been more urgent. Despite government initiatives like increased bursaries and retention payments, many schools are still struggling to fill vacancies.
This isn’t just about numbers. When experienced teachers leave, it puts extra pressure on those who remain, disrupts students' learning, and affects the overall quality of education in schools across the country.
So, why are so many teachers walking away? Research points to five key challenges that are pushing educators out of the profession:
Workload and burnout
Ask any teacher why they’re thinking about leaving, and workload will almost always be near the top of the list. Many teachers are clocking 50-60 hours a week, juggling lesson planning, marking, data tracking, and pastoral responsibilities.
Despite repeated promises to tackle workload, the reality is that it’s only getting worse, especially since the pandemic. Some of the biggest challenges include:
More behaviour management responsibilities – Many teachers say pupil behaviour has become harder to manage, adding another layer of stress.
Increased pastoral care demands – Teachers are expected to support mental health, safeguarding, and special educational needs (SEND) without proper training or resources.
Too much admin – Schools could be using smart technology to cut down on paperwork, but many are still relying on outdated systems that add to teachers' workload.
If this doesn’t change, teacher retention problems and solutions will continue to be a major concern for the education sector.
Pay falling behind other professions
Let’s be honest: teachers aren’t in it for the money. But that doesn’t mean pay doesn’t matter.
The numbers paint a clear picture: experienced teachers are earning 12% less than they did in 2010/11 when you adjust for inflation. Even with recent pay awards, teacher salaries just aren’t keeping up with other graduate careers.
And it’s not just about recruitment. Without meaningful financial incentives to stay, experienced teachers are looking elsewhere for jobs that pay better with less stress.
Lack of flexibility in teaching careers
While many industries have embraced flexible and remote working, teaching remains stuck in its ways.
Job shares, part-time roles, and flexible working options could make a huge difference in teacher retention problems and solutions, but they’re still rare. In fact, only 3% of school job adverts mention flexible working.
If schools want to attract and keep talented teachers, they need to modernise and offer more flexibility where possible.
Toxic school cultures and accountability pressures
Not all schools are the same. Some create supportive, professional environments where teachers feel valued. Others? Not so much.
The biggest red flags include:
- Authoritarian leadership and micromanagement
- Excessive scrutiny and high-stakes lesson observations
- A culture of blame instead of support
For many teachers, dealing with a toxic school culture is enough to make them leave the profession altogether, rather than just switching schools.
Lack of career development and progression
Teaching can feel like a flat career path with few opportunities for progression.
Yes, leadership roles exist, but they often come with even more workload and stress rather than meaningful professional growth. For many mid-career teachers, the lack of career development is a major factor in their decision to leave.
More structured career pathways - like specialist teaching roles, subject leadership, and coaching opportunities - could help keep experienced educators engaged.
Teacher retention problems and solutions: How can we keep teachers in the profession?
Reducing workload with smarter strategies
- More planning and marking time – Schools need to provide structured non-contact time so teachers can get their work done during school hours.
- Less admin, more automation – Schools should be using HR technology and centralised resources to cut down on paperwork.
- Better support for behaviour and pastoral care – Teachers can’t be expected to do it all. More funding for specialist staff is essential.
This is where education-specific HR solutions can make a real difference. Tools that automate leave tracking, streamline appraisals, and give staff self-service options can lighten the load on teachers and school leaders alike.
For example, an integrated HR software system for schools can:
- Track and manage sickness and leave automatically, helping schools reduce absenteeism and ensure proper staffing.
- Provide seamless appraisal and evaluation tools, helping teachers set goals, receive feedback, and feel
- Give employees control over their own admin, letting them manage personal details, access payslips, and request leave without extra paperwork.
- By using education-focused HR technology, schools can free up valuable time, allowing teachers to focus on what really matters—teaching and supporting students.
Related reading: Improving retention of teachers in schools: How can HR software reduce turnover?
Improving pay and incentives
- Competitive pay rises – If schools want to keep teachers, they need to offer salaries that reflect the profession's value.
- Student loan forgiveness – Teachers who stay in the profession for five years should have part of their student loan written off.
- Retention bonuses beyond the early career phase – More financial incentives should be available for experienced teachers, not just new recruits.
Making teaching a more flexible profession
- Expanding part-time and job share opportunities – Schools should actively advertise and accommodate flexible working.
- Allowing remote elements – While teaching is classroom-based, some tasks could be done remotely to improve work-life balance.
Rethinking career progression in education
- More structured career pathways – Schools should offer subject-specialist roles, coaching positions, and leadership development to keep teachers engaged.
- Better professional development opportunities – More funding for additional qualifications, training, and secondments can make teaching feel like a career with real progression.
Related reading: 7 best strategies to increase teacher retention
Conclusion
The bottom line? Teacher retention problems and solutions won’t fix themselves. If we want to keep great teachers in the profession, we need to rethink how we support, pay, and value them.
By tackling workload, pay, school culture, and career progression head-on, we can create an education system where teachers don’t just survive — they thrive.
To discuss your teacher retention strategy further, get in touch with one of our education HR specialists.
Sources
To learn more about the sources cited in this article about teacher retention problems and solutions, visit:
- The problems (and solutions) for teacher recruitment and retention (Schools Week)
- How to practically solve the teacher retention problem? (Edapt)
- Teacher recruitment and retention crisis shows no signs of abating, new report reveals (NFER)
- Teacher recruitment could be worse than it looks, DfE suggests (Schools Week)
Create an education system where teachers dont just survive - they thrive
