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TL;DR: With the upcoming UK teacher resignation deadline, coming up on Friday, 31 October, it’s important to create a positive, proactive, and consistent process that creates a smooth transition for educators, schools, and students.
Friday, 31 October, marks the national resignation deadline for teachers under the Burgundy Book conditions of service.
Your teachers who resign by this date can leave at the end of the autumn term (31 December). Miss it, and they’re usually contracted until Easter.
For school leaders, this point in the calendar is familiar but crucial.
The coming weeks are when intentions solidify — when your staff quietly decide whether to stay, move on, or step back.
Your early awareness and preparation will help you create a smooth transition instead of a mad dash.
Our guide offers a few best practices.
Your best path to navigate this process is being proactive – at every step.
You can’t control what your teacher(s) will ultimately decide. But you can absolutely nudge, prepare, and respond with effectiveness to whatever decision they make.
Here’s how.
The resignation deadline for teachers is 31 October. Yours is earlier.
Schedule informal check-ins with staff. Ask about workload, wellbeing, and next steps — not to dissuade potential resignations, but to stay ahead of surprises.
A teacher who feels heard is more likely to be honest about their intentions. And the more you understand (and show your understanding), the easier it is to find possible solutions that could help them decide to stay.
Not all contracts are the same.
While maintained schools follow the Burgundy Book, academies, trusts, and independents often set their own teacher notice period.
Double-check HR records so you know exactly who’s governed by what.
Have updated job descriptions, staffing forecasts, and budgets ready before half term.
When a teacher resigns, you’ll want to advertise quickly and act decisively.
According to the DfE’s School Workforce in England 2024, more than 40,000 teachers left state schools last year — almost 10% of the profession.
Resignations are predictable. Your response should be too.
How you handle a teacher’s resignation can positively impact everything that happens next.
This is a big decision for them, and they might not know everything they need to do to do it properly. You can help make it simple and seamless for them, you, and your school.
Once a teacher gives notice — verbally or in writing — follow a clear and consistent process:
Your aim is to treat each resignation as a process, not a disruption. It can be easy to view resignations as a negative reflection of the school or even you.
A better perspective is to see them as necessary steps to ensure the right educators are in your school, teaching your students.
Resignations at this point in the year can affect everything from curriculum coverage to pupil progress.
Good continuity depends on how quickly and effectively you act between the Friday, 31 October deadline and the start of January.
This is your time to shine.
Identify which roles are most critical to fill quickly — core subjects, exam groups, and SEND coordination.
Plan where internal cover or acting responsibilities can bridge short gaps.
January is one of the most competitive hiring windows.
In fact, vacancy rates have more than doubled since 2019, with unfilled roles at their highest in a decade.
Being proactive on hiring – or by finding a good supply partner – you’ll increase your chances of ensuring the continuity you want.
Prepare for success. But always have a good plan B.
Not every gap needs a permanent appointment immediately. And you may find the right full-time teacher for your school isn’t there during this hiring window.
Short-term or long-term supply solutions can protect pupil outcomes while giving you breathing room to recruit well.
There is a common perception that supply agencies are all the same.
And it’s true. But Humly isn’t a supply agency.
We’re a digital marketplace providing schools with seamless access to educators. Here’s what that means for you:
Where agencies gatekeep, Humly empowers.
We provide you immediate access to pre-vetted, DBS-checked educators ready to step in — whether for a day, a week, a term, or permanently.
Anytime. And every time.
Resignations are part of school life.
And while you have no control over who resigns or when, you can have complete control over what happens next.
And by planning early, maintaining open dialogue with staff, and securing flexible cover options, you’ll set your students and school up for lasting success.
There are three: 31 October, 28 February, and 31 May — aligning with the ends of the autumn, spring, and summer terms.
They’re normally required to stay until the next term ends, unless the school agrees otherwise.
Yes — through temporary cover, long-term supply, or interim appointments.
Humly provides seamless access to top, local supply educators, allowing schools breathing space to make permanent recruitment decisions without pressure.
According to the DfE, nearly 10% of the entire workforce resigned each of the last two years.
