December 2025
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This conference examined next steps for teacher recruitment and retention across schools and further education in England - with the Government committing to publish a Teacher Workforce Delivery Plan by December following the recent publication of the Curriculum and Assessment Review.
Areas for discussion included national workforce targets, the recruitment of subject specialists, the impact of workload and wellbeing on staffing levels, and options for improving entry routes, career development, and long-term workforce planning. In assessing the way forward, we expected delegates to draw on latest findings from the recently published Department for Education’s Working Lives of Teachers and Leaders survey, which reported that despite measures for wellbeing increasing across the sector, many still indicated a desire to leave the state school sector in the next 12 months for reasons other than retirement.
The agenda examined what is needed moving forward to enable schools to sustain adequate numbers of qualified staff, whilst effectively meeting educational demands and student needs. There wasd also a focus on potential options for new measures under the Government’s forthcoming delivery plan and how execution of its pledge to recruit 6,500 additional teachers by the end of this Parliament can be achieved, as well as clarifying parameters of the pledge and how progress can be tracked.
Recruitment strategies & widening access to training routes
With the Public Accounts Committee recommending a whole-system strategy on recruitment and retention, sessions discussed approaches for achieving a sustainable workforce supply to address subject and regional shortages, including strengthening recruitment in high-demand areas - such as STEM, computing and languages - as well as in rural and disadvantaged regions. This included the recruitment of specialist staff to support students with SEND. Delegates assessed government efforts - such as bursaries and scholarships - for supporting teachers training in high-demand subjects.
Discussion also considered what is needed to meet proposals in the Post-16 Education and Skills White Paper, particularly in relation to aligning teacher recruitment with broader goals of enhancing the quality and accessibility of further education, including recruitment and training options for the delivery of V Levels.
Following the Government’s commitment in its response to the CAR to a triple science entitlement for all at GCSE, delegates looked at potential strategies to expand the specialist science teacher workforce - particularly in physics - including retraining opportunities and targeted recruitment in shortage subjects.
Opportunities for strengthening and widening access through revised training routes were discussed, including postgraduate apprenticeships, flexible entry pathways, and initiatives to attract mid-career and underrepresented candidates, as well as support for early career teachers. Delegates assessed the effectiveness of recruitment strategies, including targeted incentives, national campaigns and marketing initiatives, and what is further needed to promote diversity and inclusion across the teaching profession.
The role of international recruitment and immigration policy in meeting workforce demand was also examined, alongside measures to ensure effective support and retention of overseas teachers once in post.
Teacher standards, ITT & professional development
Sessions also considered the proposed extension of Qualified Teacher Status requirements under the Children’s Wellbeing and Schools Bill - currently progressing through Parliament - alongside the refreshed Initial Teacher Training and Early Career Framework introduced from September 2025. Discussion assessed the potential impact of these reforms on recruitment, retention, and professional standards, including how they may influence staffing patterns, quality and effectiveness across primary, secondary, and specialist provision.
Attendees also examined the ongoing National Professional Qualification Framework Review and priorities for leadership development. Approaches to implementing high-quality CPD across all career stages were discussed, looking at improving access to mentoring and support, and aligning professional development with broader workforce planning objectives. This included the potential impact of the upcoming Teaching Workforce Delivery Plan on development of a more coherent framework linking teacher training, progression, and retention across all career stages. Delegates also considered the impact of a potential teacher training entitlement and calls for a national CPD strategy to ensure high-quality, accessible, and impactful professional development opportunities.
Support for staff & new technology
Further discussion considered strategies for supporting retention and improving working conditions across the teaching workforce. Delegates considered the role of flexible working arrangements, including remote planning, job-share roles, and part-time opportunities, in supporting work-life balance for teachers.
Discussion also considered practical measures to support workload reduction - such as the use of AI and digital tools - to increase efficiency and reduce the burden of administrative tasks.
Wider factors affecting retention - such as pupil behaviour, inspection frameworks, school culture, and leadership support - were also discussed, alongside strategies to promote staff wellbeing, including access to mental health support and mechanisms to prevent burnout.
Pay & funding arrangements
Delegates considered priorities for financial incentives and funding mechanisms moving forward, including the impact and implementation of the 4% pay award and targeted retention payments to encourage staff to remain in the profession. Discussion also assessed pay progression and career pathways across subjects, sectors, and regions and considered strategies to reduce salary disparities across primary, secondary, and FE. Challenges in the FE sector were discussed, including pay differentials with schools, reliance on part-time and casual contracts, and the need to attract industry professionals into teaching roles.
Further areas for discussion included access to funding support for schools and colleges to deliver sustainable workforce planning and CPD provision, as well as priorities for building long-term workforce stability, particularly in shortage subjects and high-need areas.
All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates.
