[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-586244-105":59,"doc-detail-586244-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","the-school-teacher-labour-market-in-england-annual-report-2026-contents","The School Teacher Labour Market in England - Annual Report 2026 - Contents","","Latest teacher recruitment and retention evidence indicates meaningful improvement across several areas likely to lessen the effects of teacher supply shortages over the past decade, supporting wider efforts to recruit 6,500 teachers. The report tracks initial teacher training (ITT) application, enrolment and forecast trends for 2025/26 to 2026/27, examines retention flows, working hours and workload perceptions, and highlights where shortages persist. It also connects recruitment and retention shifts to relative pay and working conditions using multiple government surveys and datasets.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/the-school-teacher-labour-market-in-england-annual-report-2026-contents/586244/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/the-school-teacher-labour-market-in-england-annual-report-2026-contents/586244.png","ImageObject",300,407,{"name":92,"@type":93},"Taylor Morgan","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-29","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":44},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What does the report say about trends in teacher recruitment and retention in England?","Question",{"text":112,"@type":113},"It reports significant improvements in key recruitment and retention areas that may ease impacts of poor teacher supply over the last decade. Progress is framed as partial and potentially reversible without sustained action.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How does the report evaluate initial teacher training (ITT) recruitment for 2025/26 and 2026/27?",{"text":117,"@type":113},"It uses Department for Education data on training applications and enrolments to compare 2025/26 ITT recruitment against targets and to assess what recruitment is likely to look like in 2026/27. It notes secondary recruitment remains below target so far.",{"name":119,"@type":110,"acceptedAnswer":120},"Which factors are linked to changes in recruitment and retention, and what data sources support the analysis?",{"text":121,"@type":113},"The report links trends to the competitiveness of pay and working conditions in teaching versus other jobs. It relies mainly on the Working Lives of Teachers and Leaders (WLTL) survey, Annual Survey of Hours and Earnings (ASHE), the Labour Force Survey (LFS), and the Annual Population Survey (APS).","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},586244,1792063293,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":44,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":145,"preview_page_count":4},1099523885336,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","The School Teacher Labour Market in England  \nAnnual Report 2026  \nJack Worth and Michael Scott  \nPage 2  \nContents  \nIntroduction 2 Key findings and recommendations 4 Policy context 7 Teacher numbers 8 Teacher recruitment to ITT 10 Teacher retention 15 Indicators of teacher shortages 16 Teacher pay 18 Teacher workload and wellbeing 20 Conclusions and recommendations 24 References and data sources 25  \nThe Nuffield Foundation is an independent charitable trust with a mission to advance social well-being. It funds and undertakes rigorous research, encourages innovation and supports the use of sound evidence to inform social and economic policy, and improve people’s lives. The Nuffield Foundation is the founder and co-funder of the Nuffield Council on Bioethics, the Ada Lovelace Institute and the Nuffield Family Justice Observatory. This project has been funded by the Nuffield Foundation, but the views expressed are those of the authors and not necessarily the [Foundation. Find out more at: nuffieldfoundation.org](Foundation. Find out more at: nuffieldfoundation.org).  \n[Bluesky: @nuffieldfoundation.org](Bluesky: @nuffieldfoundation.org)  \nLinkedIn: Nuffield Foundation  \nAcknowledgements  \nWe are grateful to Sarah Tang and Juan Manuel Del Pozo Segura for the analysis they did for this project and to Jude Hillary and Maddie Wheeler for their helpful comments on early drafts. We would also like representatives from various organisations for their thoughtful insights and feedback on this report.  \nSome of this work was undertaken in the Office for National Statistics (ONS) Secure Research Service (SRS) using data from ONS and other owners and does not imply the endorsement of the ONS or other data owners.  \nPage 3  \nIntroduction  \nThe latest data on teacher recruitment and retention shows significant signs of improvement in key areas that are likely to ease some of the impacts of poor teacher supply over the last decade. These developments are welcome and may help to deliver the Government’s pledge to recruit 6,500 teachers.  \nRecruitment to initial teacher training (ITT) in 2025/26 had improved on the year before and so far appears to be sustained for 2026/27, although secondary recruitment remains below target. Teacher retention has also improved modestly in recent years, which has contributed to reduced targets for ITT. Teachers’working hours have fallen slightly, although they still remain higher than other graduates during term time, and teachers are more positive about their workload than four years ago.  \nThe overall impression is a happier one than NFER has given in recent teacher labour market reports, but this is not a time for complacency. The progress we show here is only partial and could easily be reversed in the coming years.  \nThe aim of the National Foundation for Educational Research’s (NFER) annual series of reports on the education workforce, funded by the Nuffield Foundation, is to monitor progress towards meeting workforce supply challenges. This report summarisesthe latest research and key trends in schoolteacher numbers, recruitment, retention, shortages, pay and working conditions and points towards policy actions that are likely to have the greatest impact on addressing the challenges.  \nWe use Department for Education (DfE) data on teacher training applications and enrolments to show how last year’s ITT recruitment compared to target and what recruitment is likely to look like this year. We also explore trends in teacher numbers, retention and specialist teaching using data from the DfE’s School Workforce Census (SWC) .  \nTrends in recruitment and retention are driven by changes in the competitiveness of pay and working conditions in teaching compared to other jobs. We therefore also analyse trends in pay and working conditions, primarily using findings from the DfE’s Working Lives of Teachers and Leaders (WLTL) survey, Annual Survey of Hours and Earnings (ASHE), the Labour Force Survey (LFS) and Annual P","cbCaifIp72xlxtoG","https://ap.wps.com/l/cbCaifIp72xlxtoG","pdf",3183231,28,"English","# Contents\n## Introduction\n## Key findings and recommendations\n## Policy context\n## Teacher numbers\n## Teacher recruitment to ITT\n## Teacher retention\n## Indicators of teacher shortages\n## Teacher pay\n## Teacher workload and wellbeing\n## Conclusions and recommendations\n## References and data sources","[{\"question\":\"What does the report say about trends in teacher recruitment and retention in England?\",\"answer\":\"It reports significant improvements in key recruitment and retention areas that may ease impacts of poor teacher supply over the last decade. Progress is framed as partial and potentially reversible without sustained action.\"},{\"question\":\"How does the report evaluate initial teacher training (ITT) recruitment for 2025/26 and 2026/27?\",\"answer\":\"It uses Department for Education data on training applications and enrolments to compare 2025/26 ITT recruitment against targets and to assess what recruitment is likely to look like in 2026/27. It notes secondary recruitment remains below target so far.\"},{\"question\":\"Which factors are linked to changes in recruitment and retention, and what data sources support the analysis?\",\"answer\":\"The report links trends to the competitiveness of pay and working conditions in teaching versus other jobs. It relies mainly on the Working Lives of Teachers and Leaders (WLTL) survey, Annual Survey of Hours and Earnings (ASHE), the Labour Force Survey (LFS), and the Annual Population Survey (APS).\"}]","The School Teacher Labour Market in England - Annual Report 2026 - Contents | PDF",1792057340,71]