
Mental health and Covid-19 recovery in education
The COVID-19 pandemic has had a marked impact on mental, as well as physical health in the UK and elsewhere.
The COVID-19 pandemic has had a marked impact on mental, as well as physical health in the UK and elsewhere.
Practical steps to reduce the risk of Covid-19 disruption in schools and other education settings – Summer 2022.
Rebuilding a school system that supports all students, staff and teachers and is responsive to the particular needs of each and every child.
This briefing summarises the basic framework of health and safety law in the context of independent schools; and in particular the pivotal role played by NEU health and safety representatives in upholding safety standards in the workplace.
Advice and guidance for adaptations to assessments for GCSEs, AS, A-Levels, BTECs and Cambridge Nationals and Technicals in England in 2022
Your employer should be monitoring readings from all the CO2 monitors in your school. See our tips on how to make the most effective use of CO2 monitors.
Advice and guidance for next steps you can take around pay progression decisions in your workplace.
Using equality data in tackling pay progression
The policy includes advice on the monitoring of teacher absence reported as sickness absence and does not apply to other authorised absences.
This Q&A document is a comprehensive overview to the teachers’ pay structure and classroom teachers’ pay scales for 2021-22.
What schools should consider if they decide to develop a school uniform/dress code.
Model policy to assist reps and officers in negotiations with the employer on feedback and marking.
Answers to questions about the Global School Strikes, including student strike action.
Cyhoeddwyd y cyngor hwn gan yr undebau ar y cyd (GMB, NEU Cymru, UNSAIN ac UNITE) i'w ddefnyddio mewn ysgolion a lleoliadau eraill am dymor cyntaf blwyddyn academaidd 2021-22 o leiaf.
Rhestr wirio Gweithle
A workplace checklist for members in schools and colleages
Cyngor i staff sy'n agored i niwed yn feddygol - boed hynny'n glinigol eithriadol o agored i niwed (CEV) neu'n glinigol agored i niwed (CV) - a grwpiau risg uwch
Advice for staff who are medically vulnerable - whether clinically extremely vulnerable (CEV) or clinically vulnerable (CV) - and higher risk groups
Latest update from the Department of Education (DENI) on annual benefit statements.
Useful information when you’re considering applying for Ill-health retirement with the NI Teachers’ Pension Scheme.
Becoming part of a MAT should be a decision based on an informed view of the evidence and arguments.
FAQs on pay scale, allowances for additional responsibilities and pay progression to help understand how teacher pay works.
Share our ground-breaking report on sexism and sexual harassment in schools.
The National Education Union is campaigning to ensure that all teachers have a negotiated directed time calendar and that workload conversations happen with all staff this summer term.
Latest advice for principals and managers who may have staff experiencing protracted ill health as a result of COVID-19 infection.
Long covid advice for reps and local officers in England and Wales
The NPQ will help you improve your teaching, the teaching of colleagues and support the school’s overall achievement.
Up-to-date information on a variety of pensions schemes and financial planning for retirement.
Advice and frequently asked questions on pension scheme auto-enrolment for April 2021.
This advice note is an update for teacher members in Northern Ireland as we move towards the end of the 2020/2021 academic year.
The guidance is based around ‘Things you need to Do’ and ‘Things you need to Know’.
The NEU strongly urges all members who are able to receive the COVID vaccine to take it. Here are frequently asked questions on vaccination for education staff.
As a union representative (Rep) you are implicitly agreeing to abide by the Union’s responsibilities to data protection. This guide highlights the core of your responsibilities.
The Government has announced its decision on how to deal with age discrimination issues in Teachers’ Pension Scheme (TPS). The issue and its solution affect pension arrangements for the vast majority of serving teachers.
Ten tips for workplace reps on establishing a school policy on remote learning.
NEU continues to meet with DENI, the Education Authority, and the PHA and to raise a wide range of concerns for staff and pupils on substantive matters of health and safety.
NEU NI issue January guidance for NEU members in educational settings in Northern Ireland
Supporting victims and challenging the behaviour of perpetrators
Following our webinar, we have produced an advice note which contains FAQs, NEU checklist, and sources of additional information.
A guide for leaders on how to tackle domestic violence and the workplace
A guide for members on how to tackle domestic abuse and the workplace
A guide for NEU reps on how to tackle domestic abuse and the workplace
Investment in school building needs to be a priority for the 2020s
This advice sets out how to spot hazards in low/“child” height working environments, and includes simple practical measures to prevent and reduce, pain, strain and injury.
Our advice on ventilation in Covid-19 schools and workplaces.
Advice for members on how to secure the best deal when employed by an agency
Cutting out the middleman – a marketing approach to applying for direct supply teaching work in schools. Part of the Alternatives to Agencies (A2A) toolkit.
NEU workplace reps and branch officers are working hard to protect members and pupils during the Covid-19 crisis.
Ventilating indoor work areas is a key control measure in reducing Covid-19 transmission.
Joint guidance from The British Lung Foundation, Living Streets and the NEU
NEU position remains that the coming together of large groups of adults in schools, for example staff meetings, parent meetings, open days, should be suspended.
As negotiated by NEU along with colleague in the NITC, until individual time budgets are in place, no teacher should be directed to work more than 32.4 hours in a single week.
Information on pay and conditions for Soulbury paid officers in England and Wales.
Our advice today is that members hold off responding to the consultation until we are able to provide a more detailed response and guidance to members.
In any normal year there can be great anxiety for students, parents, carers and education staff in and around results day. This year will be no different but will have the added complexity of the extraordinary situation for awarding grades, appeals and entries into the autumn series.
What may happen and what you should do when allegations of abuse are made against you.
A guide for reps on equality in schools, including a checklist to ensure that all eligible members receive pay progression.
Knowledge about the greater risks of Covid-19 to specific individuals and groups has grown during the current crisis.
What to look out for in your school/college risk assessment
Covid-19 guidance for medically higher risk staff Spring/Summer 2022
Key questions and answers on pay and conditions for supply teachers.
Not all home learning environments are equal. Put together Create Boxes for children in your school.
Ten points on the wearing of face coverings to reduce the risk of Covid-19 transmission and circumstances where medical masks and other personal protective equipment (PPE) may be appropriate.
Ten points on how to protect mental health following the Covid19.
NEU advice regarding the completion of initial teacher training courses and inducation of newly qualified teachers during the coronavirus crisis.
As the COVID-19 pandemic continues, a number of members will continue to be working wholly or partly from home.
A checklist for reps before transferring to a new employer
Know your contractual rights so that you can ensure they transfer to any new employer.
Pensions advice note on non-pensionable allowances in the Teachers’ Pensions Scheme.
Know your rights, so you can act collectively to safeguard them.
TUPE information and consultation process and the key issues to be aware of
TUPE is shorthand for the Transfer of Undertakings (Protection and Employment) Regulations 2006, a legal framework around which you can involve and engage members to act collectively to protect and advance their rights as they transfer to a new employer.
The process of transferring staff from one employer to another (eg an academy) is governed by the Transfer of Undertakings (Protection of Employment) Regulations 2006 ( TUPE).
NEU Guidance for Members, Reps and Local Officers on how health and safety reps can use their powers can work with members to address excessive workload.
NEU Guidance for Members, Reps and Local Officers around the development and implementation of photograpic policies in schools
A brief summary of the right to parental bereavement leave and how it can be claimed.
The most common queries NEU members have on health and safety policy in academy trusts.
From time to time, personal relationships may exist or develop between work colleagues. This model policy is designed to help NEU members manage expectations to ensure such situations are dealt with fairly and consistently.
As a school governor / trustee, you are responsible for ensuring the school’s practices are consistent with its values and ethos, even where these may be different to your own.
Every school and district should be having a conversation about LGBT+ inclusion.
This policy is intended to minimise the risks that can impact on the wellbeing of staff, pupils and the reputation of the school/trust.
It is often the most unpleasant voices that we hear the loudest and whether you are out at work or not, it can be extremely isolating being a lone LGBT+ staff member.
LGBT+ inclusion involves reviewing the curriculum and lesson plans across all subjects to eliminate heteronormative bias, and ensure sexual orientations and gender identities are represented.
The most common queries NEU members have on Reorganisation to help you negotiate a policy acceptable to the union.
This model policy is designed for use by NEU members so they are able to understand how to approach their school reorganising.
The most common queries NEU members have on balance their working lives with their other commitments.
This policy forms part of the employer’s overall commitment to safety, good employee relations and the promotion of health, safety and welfare at work.
All teachers, including head teachers are entitled to enjoy a reasonable work/life balance. This policy is designed to ensure that all teachers are able to balance their working lives with their other commitments.
Joint NEU and NAHT model policy Model policy for appraising teacher performance.
This harassment and bullying model policy is comprised of two sections: a model policy statement and a model procedure for dealing with complaints of harassment and bullying.
The most common queries NEU members have on harassment and bullying in schools.
This checklist will help you negotiate a policy acceptable to the union.
This policy is designed to help and encourage all NEU members to achieve and maintain appropriate standards of behaviour and conduct
The objective of formal and/or informal support should be to improve staff performance where appropriate, and not to penalise staff for failing to meet management expectations.
This guidance may apply to all school staff except where reference is made to appraisal, which is a process applicable only to teachers.
The most common queries NEU members have on whistleblowing and disclosures in schools.
The purpose of this document is to provide brief advice to members if they are told that their school is due to close.
The most common queries NEU members have on equality in schools.
The purpose of this guidance is to provide a broad outline of rights and responsibilities under data protection legislation.
Information for members on pensions tax relief - annual allowances and lifetime allowance
An NEU equality model statement to be used to promote equal opportunity for all staff in a school/trust.
Advice on what NEU reps should expect colleges to have in place to protect children and vulnerable adults.
This guidance outlines NEU best practice models for both the conduct of lesson observations and the Teaching and Learning Observation System (TLOS) framework within which they are conducted.
The model policy sets out a full range of situations for which leave may be required and which should be covered in any policy, together with recommendations on levels of paid and unpaid leave.
This document provides a basic overview of how the terms forming part of most contracts of employment work.
Redundancy has unfortunately become a fact of life for education staff in recent years. This guidance is for workplace reps about redundancy and the consultation process that NEU’s FE members whose posts are at risk should expect.
This guidance provides NEU members with a basic understanding of constructive dismissal, and the pros and cons of claiming constructive dismissal.
When colleges are going through restructuring members understandably look to their union for support and advice. This guidance is intended to assist NEU college reps in dealing with the issue and ensuring that restructures are carried out fairly and transparently.
Educational visits can be of substantial benefit to the education and development of pupils.
NEU believes deregulation strikes at the heart of teaching professionalism in FE. It will do nothing to boost low morale and could herald further attacks on pay and conditions alongside further rises in duties and workload.
This guidance is intended for NEU members to address issues which commonly arise in relation to Disclosure and Barring Service (DBS) checks.
The purpose of this guidance is to explain the functions of the Teaching Regulation Agency (TRA) in relation to alleged professional misconduct.
This model policy outlines procedures to help NEU members resolve grievances relating to their employment as quickly and as fairly as possible.
This checklist should be used alongside the NEU’s model policy on grievances to help negotiate an acceptable policy. Where everything on this checklist cannot be secured, members must be consulted on whether the proposed policy is sufficiently positive to be acceptable.
The aim of this model policy on special leave is to provide a framework that schools can adopt to enable employees to request reasonable time off for a variety of personal, domestic, family, civic and public duties which impact on their working lives.
NEU guidance for members who are unable to work due to illness and assist them back in to work as quickly as it is possible.
The most common queries NEU members have on preparing for a teacher appraisal review meeting.
The Upper Pay Range is a pay range offering significantly higher pay than the main pay range. This advice helps explain progression to the Upper Pay Range.
A model letter which can be sent by parents to the head teacher of their child’s school to request information about asbestos in the school
This briefing sets out advice on the safe use of photocopiers in schools.
This briefing sets out NEU advice on the requirements of the fire legislation covering schools and on fire safety precautions to be followed in schools. It takes account of the Regulatory Reform (Fire Safety) Order 2005.
This guidance document is aimed at NEU members who are worried that their mental health is suffering because of the demands of their work. It will also be of use to NEU members who are considering returning to work following a spell of absence due to a mental health condition.
This page outlines the key legal requirements for drivers and operators of school minibuses and describes the support school staff should be given before they agree to drive a school minibus.
This NEU briefing provides guidance to safety representatives and members on taking action to reduce the incidence of accidents and injuries due to falls from height, including the legal requirements on employers, practical steps which can be taken and sources of further advice and information.
This advice summarises how performance related pay progression works for teachers.
Pay safeguarding applies when your employer determines your pay should be reduced. It allows a period of time for you to adjust to the lower pay.
Safety representatives play a vital role in promoting safety in the workplace. This briefing covers the appointment of safety reps and their rights and functions.
This briefing advises safety reps on the steps to be taken in arranging and carrying out safety inspections and preparing inspection reports
In response to requests for assistance with undertaking stress surveys, a system has been developed which enables the NEU to provide an online staff stress survey as a resource for local officers, reps and safety reps.
NEU Guidance for members, reps and local officers.
This briefing considers the management of health and safety in schools and colleges and the respective roles of the employer, governing body, head teacher and other staff of the school.
This NEU briefing tells you about the framework of health and safety law - in particular about the legal duties placed on employees, employers and others by the Health and Safety at Work etc Act 1974 and about other sources of health and safety law.
Health and safety concerns in academies
Relationships and Sex Education (RSE) will be changing for schools in England from September 2020.
This guidance sets out the items that must be covered in your employment contract (or statement of particulars).
The new Ofsted inspection framework is focused on the quality of the school’s curriculum, and as a school leader, you have difficult decisions to make to balance staffing with budget in your school.
The new Ofsted inspection framework is putting increasing pressure on members, particularly primary subject leaders and this is due to problems with school funding and staff recruitment which the new framework does not take into account.
As a school leader, it is important to ensure that your school is a great place to work, with a happy and healthy workforce and low levels of sick leave.
It is important to understand the extent of governing body’s responsibilities for managing health, safety and welfare of teachers and ways in which the NEU and governors can work together to safeguard the mental health of teachers.
Advice on radon and preventative measures that should be taken in schools to avoid exposure.
This advice explains the ‘resilience’ approach, why it does not lead to meaningful improvements for employees and how safety reps should instead seek to tackle work related stress in their school or college.
This advice gives information on the legal requirement for employers to carry out risk assessments and the extent to which teachers and school staff can be required to assist in the process.
This advice gives NEU guidance on the law’s requirements on assessing the safety of practical activities and on taking steps to ensure that these do not pose risks to the safety of staff or pupils.
Model policy on classroom observation to ensure it is developmental and supportive.
Guidance on classroom observation protocol in Wales
This NEU guidance addresses the need to secure fair and reasonable objectives for teachers at the very start of the appraisal process.
Model policy covering learning walks and drop ins.
This checklist will help you negotiate a policy acceptable to the union.
The NEU and National Association of Head Teachers joint model policy for appraising teacher performance
This advice considers a number of health and social issues which may affect older school staff and suggests sources of further information and support.
This advice sets out advice and guidance on playground supervision to allow children to play safely.
This advice contains advice about health and safety matters which both newly qualified and student teachers should be aware of when entering the profession.
Mould is a health and safety issue as it can cause a variety of health problems.
This advice focuses on the potential of mobile phone photography to lead to bullying and harassment of others within the school community.
This is a guide to using the data which has been made available via the DfE Asbestos Management Assurance Process (AMAP). It aims to assist local officers in extracting information about asbestos in schools in their area, and in seeking to fill in some of the gaps.
The menopause is an occupational health issue for women educators, as well as being an equality issue. It is important that schools and colleges are suitable workplaces for menopausal women. The purpose of this guide and checklist for reps is to signpost you to advice, and to support you in improving workplace conditions for menopausal women.
NEU leadership members are key to supporting women going through the menopause in the workplace. As a leader, you’re not alone. Collaboration between leaders, governors, workplace reps, health and safety reps and a staff support network can go a long way towards creating a supportive environment for women experiencing menopause symptoms at work.
The purpose of this guidance is to suggest practical ways in which the school and college environment can be improved for women who are going through the menopause.
Unions representing support staff have issued these teaching assistant standards for all stakeholders to promote and adopt
Education has a key role to play in countering the international, national and local climate of Islamophobia.
Pay and conditions for teachers in residential establishments are aligned with those in the School Teachers’ Pay and Conditions Document (STPCD), the Burgundy Book and the Independent Pay Review Body in Wales.
Your rights to ask for flexible working, i.e. a change in your terms and conditions relating to the hours you work, the times you work or whether you work at home for all or part of the week. You are encouraged to take informal steps before using the statutory procedure.
The purpose of this document is to summarise the childcare disqualification arrangements operating from 31 August 2018 for members in England.
Guide for teachers and other school staff who wish to continue working beyond age 65.
Guidance on the pay framework for sixth form college teachers and advice for NEU representatives for college level discussions on its implementation.
This charter, when followed, will help to ensure that the way work is organised does not cause or contribute to ill-health.
NEU believes that the increase in the quantity and complexity of work for school support staff has now reached crisis point. This advice is designed to help those working in state and academy schools to deal with this unmanageable workload.
NEU believes that the increase in the quantity and complexity of work for school support staff has now reached crisis point. This advice is designed to help those working in independent schools to deal with this unmanageable workload.
NEU advice giving a brief synopsis of the advent of the Workload Agreement, and the ‘dos and don’ts’ for HLTAs and cover supervisors.
NEU advice on observation by colleagues and others of support staff in schools.
Advice to NEU members
NEU advice to members who are head teachers and principals.
Support staff guidance on job descriptions – their accuracy, and how to go about changing them, and details on job evaluation.
NEU advice on risks of lone working and what can be done to counter them.
This advice aims to clarify your rights and responsibilities related to toilet-related care of pupils.
The employment rights of support staff in maintained and academy sectors in England, Wales and Northern Ireland.
Advice on ‘umbrella’ and ‘limited’ companies and how to spot and prevent being caught up in tax avoidance schemes.
Who is protected from discrimination on grounds of religion or belief and the first steps you should take if you think you have been discriminated against at work.
Who is protected from harassment on grounds of age and the first steps you should take if you think you are being subjected to such harassment.
Who is protected from age discrimination and the first steps you should take if you think you have been discriminated against at work.
Who is protected from harassment on grounds of sexual orientation, and the first steps you should take if you think you have been harassed at work.
Who is protected from sexual orientation discrimination, and the first steps you should take if you think you have been discriminated against at work.
Who is protected from harassment on grounds of transgender status,and the first steps you should take if you think you have been harassed at work.
Who is protected from transgender discrimination, and the first steps you should take if you think you have been discriminated against at work.
Who is protected from sexual harassment and the first steps you should take if you think you are being subjected to such harassment.
Trade union victimisation, who is protected from it and the first steps you should take if you think you have been victimised at work.
The legal definition of harassment on grounds of disability, who is protected and the first steps you should take if you think you are being subjected to such harassment.
The legal definition of disability discrimination, who is protected and the first steps you should take if you think you have been discriminated against at work.
This model policy sets out how employer will seek to prevent workplace violence in its schools, and the procedures that will be followed if a violent incident occurs.
This briefing gives information about tuberculosis (TB) and steps to be taken when cases arise in schools among students or teachers.
Issues which often arise in relation to medical assessments at work.
The legal definitions of sex discrimination, who is protected and the first steps you should take if you think you have been discriminated against at work.
It is essential that health and safety in schools should be gender sensitive and appropriate.
The legal definitions of pregnancy and maternity discrimination, who is protected and the first steps you should take if you think you have been discriminated against at work.
The purpose of this advice is to summarise teachers’ conditions of service, as set out in the School Teachers’ Pay and Conditions Document (STPCD).
How to deal with cases of harassment and bullying of NEU members.
The legal definition of racial harassment, who is protected and the first steps you should take if you think you are being subjected to racial harassment.
The legal definitions of race discrimination, who is protected, and the first steps you should take if you think you have been discriminated against at work.
The government has published its response to the July 2020 public consultation - Public service pension schemes: changes to the transition arrangements to the 2015 schemes consultation. The NEU is pleased that the government has adopted our position and favours ‘Deferred Choice’.
Answers to questions about Baseline for organisers and activists
An initial section of guidance on term-time working has now been agreed between the local government employers and the recognised trade unions
What legal protection is there on working long hours?
Ten bullet points on independent sector collective bagaining.
How to achieve a union recognition agreement in the independent sector.
Details of how academies and trusts set pay scales and what pay and conditions arrangements are in place in these workplaces.
Some of the most common issues arising in relation to medical reports prepared by GPs, occupational health physicians and other health professionals on behalf of employers, pension scheme trustees and health insurers.
Employers must seek to ensure, again ‘so far as is reasonably practicable’, that non-employees are not exposed to risks to their health or safety.
Most teachers will at some point need to take sick leave. This document sets out arrangements for teachers’ sick pay and sick leave.
The Teachers’ Pension Scheme will provide much of your retirement income so it is vital that you understand it. This guidance covers the career average section of the Teachers’ Pension Scheme (TPS) in which most members are accruing pension.
Advice for NEU members on how to stay safe online and protect their online reputation. It also provides information about commonly used social media sites and how their misuse might have implications in schools and colleges.
Guidance about the operation of absence monitoring/management procedures so that members are better informed about what to expect.
What is sexting, how common is it, and what are my rights and responsibilities?
Returning to work after a long illness can be daunting. A well-supported phased return can make the process easier. This guidance describes what a phased return to work is, how it operates and answers common queries.
Providing cover for absent colleagues is not a good use of teachers’ time - and the inappropriate use of support staff to provide that cover is a major and growing problem in schools.
An introduction to the pay and conditions arrangements of part time teachers.
Advice on identifying the grounds for a pay appeal and on how you might run a successful one.
The most common queries NEU members have on pay for leadership teachers in schools and academies.
Health and safety issues for supply teachers, including those employed directly by local authorities, schools and academy trusts and those employed via supply agencies.
Guidance on matters to consider in relation to pay and conditions when working in the independent sector.
Advice on Teaching & Learning Responsibility Payments (TLRs) and other allowances such as Special Educational Needs allowances and Recruitment and Retention payments.
What are the Agency Worker Regulations 2010 and what protection do they offer supply teachers and support staff?
How can I get the most from supply work and avoid the worst problems facing supply staff today?
This guidance summarises the position in respect of pay and conditions for unattached teachers employed by local authorities and there are separate STPCDs for England and Wales.
This guidance is aimed at new teachers and those returning to teaching service after a break. It explains the basics of the pay structure and gives advice on ensuring you are fairly paid and able to seek the most favourable use of pay discretions.
All schools, including academies, should have a pay policy which sets out how decisions are taken on pay matters including pay assessments, pay progression, discretionary payments, appeals etc.
guidance on the pay and conditions implications of teachers’ participation in out-of-school-hours learning activities.
This advice aims to answer the most common queries NEU members have on appraisal. You should read this guide in conjunction with your school/college appraisal policy.
Advice on your eligibility for and access to workplace pension schemes as an agency supply worker.
An overview of the Local Government Pension Scheme, introduced in 2014
Information about the single-tier state pension and changes to the retirement age.
In whatever capacity you work in education, there is likely to be an occupational scheme available for you to join and you may have automatic membership as soon as you are employed.
Information about the final salary section of the Teachers’ Pension Scheme (TPS), including how to find out if you are in this TPS section.
Advice for teachers on voice care, including spotting problems, simple preventative measures and information on how and when to seek appropriate specialist help
Excessive workload and working hours are continually cited by teachers as one of the main causes of their workplace stress. This advice explains how to tackle stress at a local level in your workplace.
Advice on violence issues in schools and colleges, in particular how this should be tackled by employers, and student behaviour.
It is common for teachers to offer private tuition to students. Before doing so, there are several important issues to consider, such as legal and insurance protection and health and safety issues.
The campaign for equal pay has a long history; one which is still ongoing.
A quick guide on what to do in severe winter conditions or adverse weather.
This advice aims to help school and college staff support gender variant or questioning students in the educational environment.
10 tips to tackle disablist bullying in the workplace - a guide for staff
The NEU is concerned about how poverty disproportionately affects women.
This toolkit is aimed at school representatives, teacher governors and NEU officers to use to promote good policies and practices in schools and colleges.
The results of UK Feminista and NEU’s groundbreaking study are clear: schools, education bodies and Government must take urgent action to tackle sexism in schools. "It's just everywhere" is a study on sexism in schools and how we tackle it.
Supply teachers who are in a 'pool' maintained by a LA, those located through the school's own contacts, or part-timers who wish to temporarily increase their hours, are likely to be employees of the school or LA for their period of supply work.
Pay and conditions agreement for support staff - most LA schools use the local government pay scales to pay their support staff in conjunction with National Joint Council (NJC) terms and conditions.
This guidance is intended to clarify the circumstances in which existing and prospective employers are entitled to make enquiries about a worker’s health and dispel some of the myths which may give rise to discriminatory practice.
What settlement agreements are, when and why they are used, and the implications of signing one.
Clarification of the law on mandatory reporting of female genital mutilation (FGM).
This guidance supplements the NEU factsheet 'Redundancy, pay and entitlements' and provides members with an explanation of the circumstances in which the four-week rule will apply.
Clarifying the procedures which employers must follow when recording allegations of abuse against teachers.
Answers to the most commonly asked questions about job references.
This advice explains the circumstances in which schools may disclose capability information to prospective employers.
Like others on the way to gaining QTS, you may be feeling anxious about your legal position while in the classroom. This brief summary should help you understand your rights and responsibilities.
There are lots of relationships to get used to when you first go into the classroom. Here are some tips for navigating relationships with pupils, colleagues and parents.
As a workplace rep, you have certain rights under employment law.
Advice explaining the payments and entitlements you may receive if your post becomes redundant. In any case where redundancy is threatened, specific advice and assistance is available and should be sought from your school/college rep or division/association/branch secretary.
The legal definitions of fixed-term or temporary contracts and what steps members should take if they believe that they have been treated less favourably or denied a permanent contract in breach of the fixed-term contract regulations.
Common questions that arise when a member of staff is selected for redundancy.
The legal protection provided and union support available to members who choose to blow the whistle on employers.
NEU guidance surrounding capability proceedings
Advice for NEU members who are victims of cyberbullying and to set out the support that can be provided by the NEU.
The term ALPS is derived from A-Level Performance System. ALPS aims to provide value added scores to colleges and to individual courses.
Advice for teachers and school staff who teach swimming or supervise swimming, including qualifications, training and safety.
How schools can help protect pupils from sun exposure and advice around sunscreen.
If someone is threatening imminent suicide call 999 and stay with them until the emergency services arrive.
A stress risk assessment is a careful examination of what in a workplace could cause staff to suffer from work-related stress, so that you can weigh up whether you have done enough, or should do more to prevent harm.
There is a vast range of legislation on health and safety matters which applies in whole, or in part, to schools in Wales. This briefing identifies those which will be most relevant and the areas which they cover.
There is a vast range of legislation on health and safety matters which applies in whole, or in part, to schools. This briefing identifies those which will be most relevant and the areas which they cover.
Every year, many schools are damaged or destroyed by fires, affecting the education of thousands of pupils, and causing millions of pounds worth of damage. The impact of fires is significantly reduced by fitting sprinklers in schools.
Overcrowding is a common problem in classrooms. Unfortunately, there are no legal minimum space requirements specifying classroom dimensions. There are, however, a number of legal provisions and sources of guidance that can be drawn upon in challenging cramped teaching areas
How to reduce the incidence of accidents and injuries in schools due to slips, trips and falls.
The basic framework of health and safety law for sixth form colleges
Advice for school staff to support the uninterrupted education of children with sickle cell disorder and thalassaemia.
Information for school staff who transport children in their own car on the law and regulations regarding child car seats and seatbelts.
Our NEU policy and advice on screening and searching pupils for prohibited items in schools in England and Wales.
This advice is intended to assist in discussions in relation to recognition and recruitment in FE colleges and sixth form colleges where there are National Education Union (NEU) members.
Advice about school security, in particular at security arrangements and methods to deal with intruders.
Details of your statutory rights as an employee in the Further education sector. In some cases your contract will provide you with better terms and conditions and, if this is the case, those better terms and conditions will apply.
Excessive workload is a key cause of mental health problems among teachers and education professionals. This advice explains what to do if you are struggling with mental health and outlines the different ways you can get support.
Information about meningitis and what should be done when an outbreak occur in a school.
Who is responsible for the management of health and safety in schools and colleges and the respective roles of the employer, governing body, head teacher and other staff of the school.
Details about your employment rights under the Red Book as well as the minimum rights you are entitled to under general employment law.
As teachers and school staff often work on their own, there are some key health and safety issues that employers must consider.
Advice on the health and safety issues relating to lifting and handling that school staff face while at work
Trade union recognition is a formal agreement with an employer for a particular union to undertake collective bargaining on behalf of that employer's staff.
Details about your employment rights in independent schools in England, Wales and Scotland.
As private businesses outside the national collective bargaining structure in the maintained sector, independent schools have greater freedom to set their own terms and conditions of employment.
The symptoms, treatments and preventative measures that should be taken in schools to avoid outbreaks of Legionnaires’ disease.
Advice for teachers and support staff on the administration of medicines
Our workload guidance will help you identify tasks or activities which are unnecessary, have no education benefit and cause the most stress.
Advice on classroom acoustics and reducing the risk of vocal strain on teachers
General advice about how to manage cases of infectious illness in schools, including when children should be absent.
Advice on the ways in which violent or threatening pupil behaviour can successfully be tackled using standard risk management techniques.
Advice on the role of the Health and Safety Executive in schools
Advice on the appropriate hygiene procedures for schools which will help to prevent the spread of blood-borne viruses such as HIV and hepatitis A, B and C, and conditions such as dysentery.
Hot summers bring regular queries about the maximum temperatures under which staff and pupils should be expected to work in schools.
Advice on what precautions to take when a case of viral hepatitis arises in a school or where a known carrier of the disease is a pupil in the school.
How to tackle the problem of head lice in schools, including facts about head lice and head lice treatment
Advice on the heating levels in schools and classrooms in England, and how to deal with the various types of heating problems which are commonly encountered during cold weather and snow.
Advice on the heating levels in schools and classrooms in Wales, and how to deal with the various types of heating problems which are commonly encountered during cold weather and snow.
Advice on the requirements for first aid provision in schools
Advice on how to deal with epilepsy and seizures in schools, including how to recognise when a pupil might be having a seizure.
Advice on the procedures for dealing with emergencies in schools.
Advice on dealing with asbestos problems in schools, including the law on asbestos removal and management in schools.
Supporting NEU members in schools which suffer particularly badly in times of extreme heat.
A model health and safety policy for academy trusts, where no such policy is in place or where the existing policy is considered to be inadequate.
School teacher checklist for England to be used alongside the National Education Union model policy to help you negotiate a policy acceptable to the NEU.
School teacher checklist for Wales to be used alongside the National Education Union model policy to help you negotiate a policy acceptable to the NEU.
This model pay policy will help to recruit, retain and motivate teachers, provide the basis for sound financial and personnel planning and minimise the risk of grievance and discrimination.
This checklist will help you prepare for meetings about recommendations to deny pay progression and appeals hearings after a decision has been taken to deny pay progression.
Model letters for meetings about recommendations and appeals hearings around denial of pay progression.
This guide gives advice to leaders on how their pay progression system works.
Advice for trainee members on the additional work outside the classroom you may be involved in.
Advice for trainee members on the role of a mentor, how to work best with your mentor and what to do if you feel you are not being supported.
This guide gives advice on securing pay progression by persuading governors not to accept a recommendation to deny pay progression or by appealing successfully against a decision to deny progression.
Advice on legal requirements and good practice for construction work in schools and a stage-by-stage guide to the role of safety representatives.
NEU guidance on the law and practical advice on electrical safety in schools
This is a guide on steering a course through your appraisal and the pay decision process to ensure that you can secure pay progression.
NEU guidance on health and safety issues with safe preparation of food in schools.
Precautions to be taken to avoid discomfort and possible damage to the eye when using data projectors
This guide gives advice on how the pay progression system for classroom teachers works.
Guidance on issues regarding pupil incontinence, and how schools can adopt policies to help.
Advice on responding to flood alerts in schools and dealing with the aftermath.
The issues around ergonomics in classrooms and good practices for school staff.
Frequently asked questions in relation to staff car parking on school premises. It includes information on provision of school car parks, charges for car parking, car park safety and malicious damage to cars.
Guidance on maximum class and room sizes
Guidance on what asthma is, what can trigger it, and how to support pupils at risk
A guide to what anaphylaxis is, and how to support pupils at risk
Advice on the main health, safety, welfare and legal factors surrounding animals in schools.
The Equality Act 2010 requires employers to make reasonable adjustments to premises or working practices to ensure that employees are not disadvantaged because of their disability.
Practical tips to help when asked to attend an urgent meeting with the head or principal at short notice without being given an agenda or an indication of its purpose
This guidance sets out the obligations of employers and employees in relation to notice periods and notice pay.
The NEU Trans Equality Toolkit provides information for education staff on transitioning in school/college.
The duty to make reasonable adjustments requires school and college leaders to proactively identify barriers (both physical and attitudinal) to the inclusion of disabled people in the workplace.
Guide to teachers’ maternity rights explaining, as simply as possible, the various maternity and parental rights available to all teachers (e.g. shared parental leave), whether full or part time.
This guide explains how to challenge unfair pay policies and secure a fair pay policy in your school.
What to expect from classroom observations as a trainee teacher, including feedback, professional reviews and formal assessment meetings.
What you should know before you start your induction, the support you should expect during the induction programme, your timetable, raising concerns and professional development.
Tips for trainee members on managing behaviour in the classroom, including tips for your first lesson and managing conflict.
Advice for trainees on managing behaviour in the classroom, including physical and social contact and infatuations.
Advice for trainee members on lesson planning, timing and pacing, and tips on how to save time.
What to expect on your teaching placement, including advice on what you should and should not be asked to do in the classroom.
Guidance on what you can do to ensure you have the best start on your trainee placement, including a visit to the school and familiarising yourself with policies and procedures.
What a marking policy should look like in your school and how to use our model checklist in your workplace.
Any actions to tackle excessive workload and working hours will be more effective if taken together, with staff and leaders working collaboratively to make a positive change across the whole workplace.