Thousands of trained teachers leave the profession every year — often due to burnout, workload, or family responsibilities. But many still want to teach, if the right opportunity comes along.
For schools and trusts facing staffing shortages, returner recruitment is an underused solution. With the right approach, you can bring experienced educators back into the classroom with confidence.
Here is how to do it well.
Why teachers leave — and what brings them back
Common reasons for leaving include:
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Unmanageable workload or long hours
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Poor work-life balance
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Health or caring responsibilities
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Lack of autonomy or support
But returners often cite a desire to make a difference, stay connected to their subject, or work in more flexible roles. Many return with fresh perspective and renewed motivation — if conditions are right.
Barriers to returning
Teachers thinking about returning often face:
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A lack of confidence after time away
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Uncertainty about curriculum or policy changes
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Fear of burnout or repeating past experiences
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Confusing application processes or unclear role descriptions
These barriers are not insurmountable, but they do require an intentional recruitment approach.
How schools can support returner recruitment
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Promote returner-friendly roles
Advertise part-time, job-share, or phased return options clearly. Show flexibility wherever you can. -
Offer curriculum and policy updates
Many returners worry about changes they’ve missed. Provide a simple induction plan with CPD support. -
Be proactive, not passive
Don’t wait for returners to apply. Use networks, alumni lists, and social media to invite experienced staff to consider a return. -
Create a culture of welcome
Highlight how returners are valued. Include testimonials or case studies where possible.
Barrow Mount helps schools re-engage experienced educators
We support schools and MATs in finding skilled returners and making the process work for both sides. Whether you are designing roles or refining outreach, we are here to help.
