Eight ways to reduce teacher workload in your school
Staff burnout isn’t a buzzword; it’s a crisis. Yet, school leaders have the power to flip the script before the new academic year begins. Here are eight practical, proven strategies to cut teacher workload, boost retention, and give your staff the time and breathing space they need to perform.
Why it matters
According to the Education Support Wellbeing Index, 62% of education professionals report feeling stressed, and teachers experience higher rates of depression than the general population. TES reports that 42% of teachers leave the state sector within ten years of qualifying.
High workload drives resignations, fuels stress, and impacts student outcomes. Hiring new staff is costly and disruptive. Retaining teachers protects morale, consistency, and your budget.
Eight methods for reducing workload
1. Survey staff to shape workload solutions
To tailor your action plan for reducing workload in your school, an internal staff survey can help. This will give you a view of how your staff are feeling and any grievances and create a personalised plan of action.
2. Create a healthy workplace culture
A school’s culture affects staff morale, and it shapes performance, retention, and pupil outcomes. According to Education Support’s Teacher Wellbeing Index, 55% experience a negative impact from their workplace culture. A healthy workplace culture reduces teacher workload not by cutting hours but by making the workload feel more manageable. When staff feel supported, they’re less likely to waste time on stress, burnout, or school politics. Healthy cultures encourage realistic expectations, teamwork, and promote communication. As a school leader, you can help change your school culture. Think about the behaviours that you encourage and discourage.
Does the school promote healthy lifestyles and work-life balance?
Are teachers expected to stay late to “look committed”?
Do you make it clear that taking breaks and setting boundaries is acceptable and encouraged?
Are wellbeing conversations a part of staff check-ins or only brought up when someone’s burnt out?
Changing your school culture doesn’t happen instantly. It’ll take time, consistency and buy-in. Leading by example is key, as senior leaders’ behaviour sets the tone. A healthy school environment will ensure that your staff feel safe and comfortable reaching out if they need help and stay longer because they feel valued.
3. Offer flexible teaching
Schools are adopting flexible arrangements, including job-sharing, part-time roles, and remote work for administrative tasks to help with work-life balance. These policies have increased retention rates by 15% in some schools (NFER, 2023).
4. Smart meetings, less time
Long meetings take staff away from other activities. A meeting could be communicated in a different way, but if a meeting needs to take place:
Set an agenda to stay on point.
Stick to timings.
Start on time; end early when possible.
5. Invest in EdTech
Investing in technology can help reduce workload. A McKinsey report suggests that technology could handle up to 40% of teacher tasks (marking, lesson planning, and administration), freeing up workload for more learner engagement.
Popular tools include:
Kahoot! - fast, fun quiz creation.
Google Forms - feedback, data, attendance.
Online whiteboards - collaborative learning.
6. Reduce marking
Marking eats up teachers’ time. Reducing marking can help save teachers up to an estimated 10 hours a week. While some marking is unavoidable, shifting focus to alternative feedback methods can free up time and boost student engagement:
Self and peer assessment. This saves teachers time and helps students to reflect on their work and learn from peers.
Verbal feedback. Not all feedback needs to be written down. Verbal feedback can seem more personable.
Use technology for feedback: Google Forms or apps like GoReact let students submit work digitally and receive instant and targeted feedback.
Some schools have a ‘no-marking policy’. As Twinkl explains: “A no marking policy eliminates the need for teachers to spend time outside of lessons writing comments in books. Feedback is given while children are working, so they’re able to respond to it straight away.”
7. Build a reliable supply teacher pool
Having a dependable pool of supply teachers helps reduce workload by ensuring staff aren’t stretched thin covering unexpected absences or gaps. With fluctuating needs, having a trusted pool of supply teachers can be a real lifeline. Planning ahead and thinking strategically about your September timetable, staffing gaps, and recruitment needs can prevent a scramble during the school year.
8. Effectively manage change
According to government guidance on change management, it states that schools should “make fewer, more strategic decisions. Decide if other existing practices can be stopped or streamlined. Don’t make changes for the sake of change.”
Too much change at once can be overwhelming. By including staff in decisions where possible, planning ahead of time and working together, you could get more buy-in and prevent staff from feeling overwhelmed. Planning ahead may also reduce the need for short-term planning later down the line.
Start the new school year with energy, not burnout
When done right, reducing workload in schools can improve student outcomes. When teachers are less overwhelmed, they have more energy to focus on teaching, feedback, and meaningful interactions. That quality time makes a difference in pupil progress. Planning ahead is key.
If you want to set your staff up for success this September, contact Holden Knight Education today to secure reliable staff for September and beyond.