Schools enhance maternity pay to keep female teachers in the classroom
Schools aim to stop the exodus of female teachers in their 30s with better maternity packages and flexible work options.
In a bid to retain experienced educators, schools across England are enhancing maternity benefits and offering flexible working arrangements to address the significant departure of female teachers in their 30s. This initiative follows Chancellor Rachel Reeves' budget announcement to fund the recruitment of 6,500 new teachers by applying VAT to private school fees.
The Education Alliance academy trust, overseeing ten schools in Hull and East Yorkshire, has introduced what it believes to be the most generous maternity benefits in the sector.
These include 18 weeks of full pay and eight weeks at half pay for both teachers and support staff, a substantial improvement over the standard four weeks of full pay, followed by two weeks at 90% pay and twelve weeks at half pay. Additionally, the trust offers unlimited paid leave for women experiencing a miscarriage.
Jonny Uttley, the trust’s chief executive, stated: “Nobody should have to choose between being seen as a good teacher or a good mum or dad. This dilemma has driven too many great teachers and leaders out of the profession and it needs to stop.”
Other academy trusts, including PolyMAT and the Charter Schools Education Trust, along with London boroughs such as Lambeth, Haringey, and Camden, have also enhanced their maternity packages, exceeding national standards following successful negotiations with unions.
Experts highlight that, alongside inadequate maternity pay, excessive workloads and feelings of guilt about insufficient time for their own children are leading many women in this age group to conclude that motherhood is not compatible with teaching.
Emma Sheppard, founder of the Maternity Teacher Paternity Teacher Project, noted that recent research indicates overworked mothers in their 30s are the largest group exiting state education. She warned that it would be “shortsighted” for the government to focus solely on recruiting new teachers without addressing issues of inadequate maternity pay and retention.
Former headteacher Jen Crittenden reflected on her own experience, telling The Independent she left the profession feeling “completely broken” due to excessive workloads during the COVID pandemic. She emphasized that not a single person from her training cohort is still teaching, highlighting systemic issues within the education system.
A representative from the Department for Education stated: “Recruiting and keeping great teachers in our classrooms is vital to improving life chances for all children. We are committed to resetting the relationship with the education workforce and working alongside them to re-establish teaching as an attractive, expert profession.”
The enhanced maternity pay and flexible working arrangements aim to create a more supportive environment for female teachers, allowing them to balance their professional and personal responsibilities without feeling forced to choose between being a good teacher or a good parent. While this move is a step in the right direction, advocates argue that addressing broader issues like nursery costs, wraparound childcare, and fostering a culture that supports parental involvement will be crucial in retaining educators in the long term.
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Ruairidh is the Digital Lead on MadeForMums. He works with a team of fantastically talented content creators and subject-matter experts on MadeForMums.
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