Working in the independent sector

Unlike the state maintained sector, there are no national pay and conditions in the independent sector.

Pay and conditions vary enormously from school to school, so it is important to know exactly the terms you are signing up to. 

Speaking very generally, it is likely that independent schools may offer higher pay but less satisfactory contractual terms than state schools.

General advantages of teaching in an independent school

The advantages of teaching in an independent school often include: smaller class sizes; more motivated and better behaved pupils; longer holidays; freedom from the national curriculum and better facilities. 

Speaking very generally, it is likely that independent schools may offer higher pay but less satisfactory contractual terms than state schools.

There is also the opportunity for non-qualified teachers to obtain a teaching post, as independent schools are free to recruit unqualified teachers, who will often have relevant experience in a subject, for instance someone who has worked in industry.

General disadvantages of teaching in an independent school

The disadvantages of working in an independent school often include: a longer working day; the expectation of running after school clubs; lunch duties; pressure from higher parental expectation; greater pressure from the market force of competition between schools for pupils; lack of consultation; and lack of transparency in awarding pay and other benefits.

Contracts of employment

A contract of employment covers the main terms of employment but it will often be supplemented by other policies which may, or may not, be incorporated into a staff handbook.

If not provided, ATL would recommend that you request written confirmation of a job offer, which also sets out the full terms and conditions of employment. 

While most independent schools will provide a job description and job profile, occasionally this does not happen and problems can occur in the future without them. If not provided, ATL would recommend that you should request a job description and job profile.

Getting a job offer in writing also provides more legal protection. Although rare, it is not unknown for oral offers to be revoked. This may also involve a breach of contract if a clear agreement had been made. However, if there’s nothing in writing it can be difficult to prove. 

Some questions to ask if you are considering a job in an independent school

• What is the job description? 
• What is the job profile? 
• What is the starting pay? 
• What is the pay scale? 
• When is the pay reviewed? 
• What are the normal working hours? 
• What extra-curricular activities are expected? 
• What are the pension arrangements? 
• What is the sickness policy? 
• What is the maternity policy? 
• What is the redundancy policy?
• Is there a staff handbook?
• Can I complete induction at the school?     

Pay

At the top end of the independent sector, the financial rewards can be far higher than at a state school; at the bottom, far worse. However, the majority of independent schools look to pay at an enhanced rate above the state sector. 

One way of gauging pay is to benchmark against the state maintained sector; you can view the state pay scales from the main ATL website.

Obviously, the starting salary is important but so is the school’s pay scale as you will need to know if your pay will increase each year. While the vast majority of independent schools increase salaries annually, there is a small minority who do not, so you should always check. 

Sick leave and sick pay

It is worth bearing in mind that, as a newly qualified teacher in the state sector, you are entitled to full pay for 25 working days of sick leave and, after you have completed four calendar months’ service, half pay for 50 working days. These sick leave entitlements increase with years in service. You need to check how this compares with what you are offered by the independent school.

Maternity leave and pay

Good independent schools mirror the state sector which, subject to eligibility, pays maternity pay at 100% salary for the first four weeks; 90% the next two weeks; 12 weeks at 50%; and a further eight weeks at the statutory minimum maternity pay. Some offer no more than statutory maternity pay, so again you might wish to check what would be available to you should you go on maternity leave.

Pension provision 

The majority of independent schools are members of the Teachers’ Pension Scheme (TPS). However, unlike the state sector, there is no obligation for them to join. 

Other independent employers offer reasonable private pension schemes, but ATL’s opinion is that the benefits of the TPS are unlikely to be bettered. Unfortunately, a small minority of employers do not provide adequate pension cover and this is clearly a very important factor to consider. If you are a member of ATL and you have any queries about the pension scheme on offer to you, you can call to speak to the pensions team on 0845 606 6166.

 Another factor to bear in mind with regards to your pension is the accrual of benefits. Benefits in the maintained sector accrue on the basis of ‘continuous service’, regardless of changing schools, but this does not occur in the independent sector. 

If benefits accrue on length of service, then they will do so while you remain with the same independent employer. If you move to the state maintained sector then any period spent teaching in an independent school will not count towards your 'continuous service'. 

Induction

Newly qualified teachers can complete their induction year in the independent sector but only if the school has registered to do so. 

Other considerations

• Staff consultation:  it is taken for granted in the maintained sector that staff and their professional representatives will be consulted on issues that affect their working lives. While many independent schools do have good consultative mechanisms, others do not. ATL is recognised by approximately 65 independent schools for the purposes of consultation and collective bargaining. This is an endorsement of an employer who involves staff in decision-making.
• Notice periods:  although, dependent on each individual contract, it is standard in the independent sector to give a term’s notice, which is longer than the state sector.
• Research the school:  researching an employer is important in applying for any job. In addition to obtaining the school prospectus, it is advisable to research the school’s website. Most independent schools are members of a relevant professional association and will also appear on the association’s website.     

Further information

• Useful websites include the Independent Schools Yearbook (www.isyb.co.uk), the Independent Schools Inspectorate (www.isi.net) and the Independent Schools Council (www.isc.co.uk). 
• If you are a member of ATL, we may also be able to give you information on the school.
• ATL’s newsletter for members in independent schools, Independent Teachers.
• The independent area of the main ATL website.