Beyond the Timetable: How Flexible Working Is Changing the Education Workforce

The education sector is undergoing a quiet revolution, one that’s reshaping what it means to be a teacher or support staff member in schools across the UK. As pressures around recruitment, retention, and work-life balance continue to grow, more education providers are embracing flexible working models that prioritise wellbeing, productivity, and inclusivity. Retention of staff in education is at an all-time crisis point, as well as the need to recruit more teachers to keep up with demand and the problem is only getting worse.

Why Flexible Working Matters in Education

Flexible working isn’t just about part-time hours or job shares. In the context of education, it can include:

• Compressed hours
• Staggered start and finish times
• Remote PPA (Planning, Preparation and Assessment) time
• Four-day weeks
• Term-time-only contracts
• Phased returns to work
• Flexi-leadership roles

These approaches are helping to:

• Improve staff retention, especially among those juggling personal responsibilities
• Reduce absenteeism and burnout, a key factor impacting staff wellbeing across education
• Attract new talent, including those getting into teaching, returners, and those seeking more balanced career options

Real-World Examples of Flexible Working in UK Education

Here we explore and outline some of the pioneering educators which have demonstrated flexible working cases which have aided retention in UK schools.

Example 1: Primary School with a Focus on Staff Wellbeing

A London-based primary school has embedded a culture of trust and flexibility. Staff can request non-standard working hours, such as four-day weeks or staggered start times, without fear of judgement. In one instance, a teacher was supported to work part-time while undertaking academic study, later returning to a full-time role enriched by their experience.

Example 2: Multi-Academy Trust Supporting Working Parents

A large trust in the North of England revised its maternity policy to enhance support for female teachers in their 30s, a demographic that has seen a sharp drop-off due to poor flexibility. With improved maternity pay and a clear commitment to flexible working options like phased returns and compressed hours, this MAT has seen improved retention figures.

Example 3: Independent School Trialling a Four-Day Week

In South London, a progressive independent school moved to a four-day teaching week giving pupils a Friday off to support their own mental health and wellbeing. Teachers use Fridays for marking and planning and are expected to be available online for students that need additional support, but they can work from home if they prefer to do so.

The model has had overwhelmingly positive feedback, with teachers citing improved wellbeing and work-life balance, and students benefiting from more energised teaching staff (as well as enjoying a longer weekend themselves!)

Example 4: Specialist Trust Using Flexible Working to Boost Recruitment

A specialist education trust working across SEND settings engaged in a national programme supporting flexible working in schools . They introduced a range of models including shared leadership roles, tailored hours for support staff, and remote working for administrative teams. The trust has since seen greater staff satisfaction and an increase in applications for hard-to-fill roles.

Implementing Flexible Working: Key Considerations

For schools and MATs looking to adopt flexible working models, here are some key considerations to guide your strategy:

1. Assess Organisational Needs

Start by evaluating what flexibility could realistically look like within your specific school context. Consider the needs of your students, staffing structure, and operational requirements.

2. Engage Staff

Open conversations with your staff can reveal the types of flexibility they value most. Listening to their preferences can help you co-create a model that works for everyone.

3. Develop Clear Policies

Put in place transparent and accessible policies outlining what flexible working looks like, how requests can be made, and the process for reviewing them. This ensures fairness and consistency.

4. Pilot and Review

Trial flexible arrangements in a small part of the school or trust to gather insights. Monitor the impact on workload, pupil outcomes, and team cohesion, and be prepared to adapt.

5. Invest in Trust and Leadership Training

Effective flexible working is underpinned by a culture of trust. School leaders need to feel empowered and supported to make flexible working part of everyday practice.

To Summarise:

Flexible working in education is no longer a ‘nice to have’, it’s becoming a necessity. As real examples from UK schools and trusts show, it’s entirely possible to adopt flexible approaches without compromising standards or student outcomes.

By rethinking how roles are structured and when work is done, schools can build more inclusive, resilient, and attractive workplaces, benefiting not only their staff but their pupils and communities too.