New research published today by the National Foundation for Educational Research (NFER) explores what is most likely to improve teacher retention in England, offering timely insight into one of the most pressing challenges facing the education workforce.
With teacher shortages, rising vacancies and ongoing workload pressures dominating education news, the report examines which school level and system level factors are most effective in keeping teachers in the classroom.
Why Teacher Retention Matters for Schools
Teacher retention is central to maintaining stability across primary schools, secondary schools and academy trusts. When experienced teachers leave, schools face increased recruitment costs, disruption to pupils’ learning and added pressure on remaining staff.
Almost 9 in 10 teachers remain in state funded schools one year after qualification. However, longer term teacher retention remains a significant concern, particularly in shortage subjects and certain regions.
The NFER report focuses on what evidence suggests will make the greatest difference.
Teacher Workload and Retention: Reducing Pressure in Schools
One of the clearest findings in the research is the strong link between teacher workload and retention.
High levels of marking, data collection, administrative tasks and accountability pressures continue to contribute to teachers leaving the profession. The report highlights that practical steps to reduce unnecessary workload and create realistic expectations are likely to have a measurable impact on retention rates.
Improving working conditions is presented as a key lever for stabilising the education workforce.
The Role of School Leadership and Culture in Teacher Retention
School leadership is identified as another critical factor in improving teacher retention in England.
Supportive leadership, strong communication and a positive school culture are associated with higher levels of job satisfaction and lower attrition rates. Teachers who feel valued and professionally supported are more likely to remain in their school and in the profession.
The research suggests that retention strategies should focus not only on structural reform but also on leadership practice and workplace culture.
Flexible Working and Career Development in Education
Flexible working arrangements are increasingly recognised as an important part of teacher retention strategies.
Opportunities for part time roles, job sharing and adaptable working patterns can support teachers at different life stages, including those returning from maternity leave or balancing caring responsibilities.
The report also emphasises the importance of clear professional development pathways. Teachers who see opportunities for progression and growth are more likely to build long term careers within education.
Teacher Pay and Financial Incentives: Part of the Retention Picture
While workload and leadership are significant factors, pay remains part of the broader teacher retention discussion.
Recent national pay awards have sought to address financial pressures, yet the research indicates that financial incentives alone are unlikely to resolve retention challenges without improvements to working conditions.
The findings reinforce the idea that teacher retention requires a balanced and evidence based approach.
Education Workforce Challenges
Teacher retention must be understood within the broader education workforce landscape.
Pupil to teacher ratios remain broadly consistent, with 20.8 pupils per teacher in nurseries and primary schools and 16.8 in secondary schools. At the same time, schools continue to navigate financial constraints, rising expectations and increased pastoral responsibilities.
The NFER report concludes that improving teacher retention in England will require coordinated action at national, trust and school level.
Evidence Based Approaches to Improving Teacher Retention
The latest NFER research adds important evidence to the national conversation about teacher shortages and workforce stability.
Improving teacher retention is unlikely to be achieved through a single policy change. Instead, the evidence points towards sustained action on workload reduction, leadership development, flexible working and fair pay.
As education leaders plan for the coming academic years, teacher retention will remain central to ensuring continuity, stability and long term improvement across schools in England.