NEU help and advice pages comprise FAQs and other guidance which address common employment workplace issues and are entirely problem focused. These documents, along with our current top 5 FAQs posed by members, represent the quickest way to get support if you need it.

Other ways to get help

Your first point of contact is your workplace reps - they are best placed to discuss your next steps to dealing with your issue. If you don't know who that is, contact your branch for assistance. Find the contact details here.

You also contact the Employment AdviceLine - however, please be advised that this national service deals with a very high volume of emails and calls and your waiting time for a response may be long.

If you can't find the answer to your question below, speaking to your rep or branch secretary will be the quickest way to answer your query.


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  • A guide to using the Anti-Racist Framework and information sources

  • 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 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.



  • Common questions that arise when a member of staff is selected for redundancy.
  • 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.
  • 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.
  • 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.
  • What settlement agreements are, when and why they are used, and the implications of signing one.
  • 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.


  • Education has a key role to play in countering the international, national and local climate of Islamophobia.

  • 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 religion or belief harassment and the first steps you should take if you think you are being subjected to such harassment.



  • Information for members on pensions tax relief - annual allowances and lifetime allowance
  • Guide for teachers and other school staff who wish to continue working beyond age 65


  • What are the Agency Worker Regulations 2010 and what protection do they offer supply teachers?

  • This guidance explains the circumstances in which breaks in service may be bridged to preserve continuity of employment and protect your entitlements.
  • The purpose of this guidance is to provide a broad outline of rights and responsibilities under data protection legislation.

  • Details about your employment rights in independent schools in England, Wales and Scotland.
  • Details about your employment rights under the Red Book as well as the minimum rights you are entitled to under general employment law.
  • 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.
  • This document provides a basic overview of how the terms forming part of most contracts of employment work.
  • 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.

  • TUPE information and consultation process and the key issues to be aware of
  • 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.

  • As well as statutory maternity rights, most teachers are also covered by the maternity rights scheme for teachers, set out in the Burgundy Book national agreement on conditions of service.

  • Issues which often arise in relation to medical assessments at work.
  • 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.
  • A brief summary of the right to parental bereavement leave and how it can be claimed.
  • An introduction to the pay and conditions arrangements of part time teachers
  • Your entitlements and responsibilities under UK legislation on paternity leave and pay.
  • Details of how academies and trusts set pay scales and what pay and conditions arrangements are in place in these workplaces.
  • 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).

  • 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.
  • What settlement agreements are, when and why they are used, and the implications of signing one.
  • Information on pay and conditions for Soulbury paid officers in England and Wales.

  • 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.
  • An initial section of guidance on term-time working has now been agreed between the local government employers and the recognised trade unions
  • 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 purpose of this advice is to summarise teachers’ conditions of service, as set out in the School Teachers’ Pay and Conditions Document (STPCD).