The UK is in the grip of a growing teacher retention crisis—with more educators leaving the profession than ever before. But behind the headlines lies a powerful opportunity: schools that prioritise wellbeing, autonomy, and smart support systems are keeping great teachers in the classroom.
The UK is facing a teacher retention crisis—one that goes deeper than recruitment headlines. At SupplyWell, we believe in confronting this challenge head-on by not only understanding why teachers are choosing to leave the profession, but also helping schools take actionable steps to support and retain their staff.
In this blog, we explore the key drivers of teacher attrition and offer strategies grounded in real-world solutions, supported by our growing network of schools and educators.
The Data Behind The Departure
Between 2010 and 2022, over 40,000 state school teachers in England left the profession within a year of qualifying. By the fifth year, around one-third had moved on.
Why are they leaving? Research consistently highlights:
- Unmanageable workload: 74% of teachers and 70% of school leaders say the workload is too much (source).
- Mental health pressures: 59% have considered quitting due to stress and poor mental health support (source).
- Limited career pathways: Stagnant pay and unclear career progression make teaching feel like a dead-end role for many (source).
Yet schools that invest in culture, communication, and wellbeing see higher retention, even without significantly increasing salaries.
5 Ways to Retain Teachers and Build a Thriving School Community
1. Prioritise Teacher Wellbeing as Seriously as Pupil Outcomes
Teaching is emotionally intensive work. Without structured support, even the most passionate educators risk burnout.
Practical steps:
- Build in wellbeing check-ins during SLT or performance meetings.
- Offer mental health days and flexible leave options.
- Create staff wellbeing hubs or quiet zones.
- Use anonymous surveys regularly—and act on the feedback.
2. Trust and Empower Your Staff
Teachers leave when they feel burned out and unheard. Autonomy isn’t a luxury, it’s a retention strategy.
Empowerment strategies:
- Include staff in curriculum planning and CPD decisions.
- Hold termly roundtables or open forums.
- Support innovation in the classroom.
3. Make Workload Management a Leadership Priority
Too much work is the number one reason teachers leave. Reducing workload isn’t just a nice-to-have; it’s an essential workforce strategy.
Quick wins:
- Review marking and feedback policies – are they all necessary?
- Use AI tools and shared planning banks to save time.
- Replace some staff meetings with asynchronous updates or video briefings.
4. Offer Flexible and Clear Career Progression
Not every teacher wants to move into SLT. Offering alternative growth paths that keep talent in the classroom is another tactic to look further into.
Growth ideas to explore:
- Create lead practitioner or coaching roles.
- Partner with MATs or teaching schools for external opportunities.
- Use CPD budgets to fund tailored training and qualifications (if available).
When teachers can grow with you, they’re more likely to stay with you.
5. Rethink Your Approach to Cover and Supply
When permanent staff are constantly covering absent colleagues, it leads to stress, low morale, and poor pupil outcomes.
At SupplyWell, we work differently. Our supply network is built on trust, transparency, and shared values, meaning schools have access to reliable, high-quality educators who are aligned with their ethos.
Retention-minded cover solutions:
- Build a pool of supply teachers who understand your school’s culture.
- Use platforms like SupplyWell to manage bookings with minimal admin.
- Track absence data to pre-empt long-term needs and provide continuity for pupils.
Cover isn’t just a logistics issue – it’s a key piece of your retention puzzle.
SupplyWell’s Promise
At SupplyWell, we’re more than a tech solution. We’re a values-led partner in your mission to build a stable, thriving teaching workforce. Our tools and educator network help schools:
- Reduce costs and admin
- Spot absence trends early
- Book supply staff aligned with your values
- Support wellbeing and retention with data-led insights
Let’s Talk Retention
If your school is ready to move from firefighting to future-proofing, we’re here to help.
Reach out to the SupplyWell team today and let’s talk about how we can support your staff and your mission.