Why reducing teacher workload will be your best recruitment tool for 2026
The teacher recruitment and retention crisis remains an undeniable reality. As you plan your staffing strategy for next year, it is vital to acknowledge the shift in the recruitment landscape. Salary alone is no longer the decisive factor.
The teacher recruitment and retention crisis is undeniable. As you plan your staffing strategy for 2026, remember: salary alone won’t win top teachers. Research shows that excessive workload drives teachers out of the profession. For candidates choosing between two roles, a supportive culture and manageable workload can outweigh higher pay. Your most effective recruitment tool isn’t your budget; it’s your workload policy
The workload reality: why teachers are leaving
Teachers in England work some of the longest hours internationally. Full-time classroom teachers worked an average of 51.2 hours per week in 2024. (Working lives of teachers and leaders: Wave 3, June 2025.) Yet, only 18% of teachers surveyed in the Tes School Wellbeing Report 2023 felt their workload was manageable. Managing workload in school should not be treated as a tick-box exercise. Better workloads help to improve wellbeing, work-life balance, and reduce staff anxiety.
A primary driver: excessive hours
A high percentage of staff feel their workload is not manageable. Many teachers today report that general administrative work and recording, monitoring and analysing data are some of the tasks they spend too much time on.
The cost of teacher turnover is high and financially draining. Every teacher who leaves forces schools to spend significant time and resources on recruitment and temporary supply cover.
Actionable strategies: turning retention into recruitment
For your school to be competitive in the 2026 market, you must move beyond talking about 'wellbeing' and implement visible, measurable changes to workload. These changes should form the core of your job advertisements and interview discussions.
Audit and streamline administration
Reducing unnecessary paperwork through automation and simplifying reporting systems, can free up time. Start by identifying the tasks that drain the most time without yielding a clear educational benefit. Use the latest DfE reduction toolkit, to explore issues around curriculum, data, marking, and staff communications.
Review marking policies
Reducing marking can help save teachers up to an estimated 10 hours a week. While some marking is unavoidable, shifting focus to alternative feedback can free up time. Prioritise impact over volume, for instance by shifting to whole-class or verbal feedback. Almost half (49%) of schools surveyed in the Tes school wellbeing report 2023, had reduced marking to help alleviate workload.
Embrace EdTech and AI
Investing in technology can help reduce workload. Use AI tools to assist teachers with generating resources and routine communication, freeing up time for high-impact face-to-face teaching activities. Behaviour management software can also help lighten the load. A McKinsey report suggests that technology could handle up to 40% of teacher tasks (marking, lesson planning, and administration), freeing up time for high-impact learner engagement.
Prioritise non-contact time and offer flexibility
Protected planning, preparation, and assessment (PPA) time is paramount. Make PPA time untouchable and shield it from cover or meetings; teachers value a culture that respects it. Schools are adopting flexible arrangements 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). Explore and support flexible arrangements, such as part-time contracts or job shares if possible.
Effective meetings
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, stick to timings and start on time, ending early if everything gets covered.
Support staff wellbeing
Encourage reasonable hours and avoid unnecessary meetings. Assess the workload and adjust expectations as needed. Ensure that teachers have adequate time for planning, marking, and collaboration. Implement practical, measurable changes that show a commitment to staff mental health, which is a major factor in reducing attrition.
School leadership as a retention tool
School leadership is your retention tool. Supportive leadership helps teachers feel trusted and motivated. Leaders who provide mentorship and coaching, particularly for Early Career Teachers (ECTs), also improve retention by alleviating major sources of early career stress.
Professional development
Offering learning opportunities boosts morale and staff retention. This encourages a culture of growth and long-term commitment, which is vital for a great place to work.Offer training on new teaching methods, technology, and leadership skills.
The Holden Knight advantage
Your commitment to reducing teacher workload is not a perk, it is a necessary reform and your strongest recruitment tool for 2026. Schools with a reputation for retention and a supportive culture attract the best candidates, even over higher salaries.
Holden Knight Education can help you turn this commitment into a clear recruitment advantage, advising on best-practice retention strategies and connecting you with candidates who value a sustainable working environment.
Ready to make your school the destination for top teachers? Book a confidential consultation with Holden Knight today.