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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  • The legal protection provided and union support available to members who choose to blow the whistle on employers.


  • The campaign for equal pay has a long history; one which is still ongoing.
  • Clarification of the law on mandatory reporting of female genital mutilation (FGM).
  • 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.

  • 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.

  • 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 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.
  • 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.
  • Information about the single-tier state pension and changes to the state retirement age.
  • The right to vote was a hard-won milestone in the battle for equality
  • Each year across the UK 3 million women experience violence, and there are many more living with the legacies of abuse experienced in the past.
  • The NEU is concerned about how poverty disproportionately affects women.
  • It is essential that health and safety in schools should be gender sensitive and appropriate.

  • 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.


  • 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.
  • 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.

  • Guidance on the pay and conditions implications of teachers’ participation in out-of-school-hours learning activities
  • What should I expect to be paid as an agency supply teacher? What should I be paid for supply work of less than a day in duration? What happens if a school wants to offer me a permanent job? These and many other key questions are covered in this introductory guide to supply teaching.

  • The purpose of this advice is to summarise teachers’ conditions of service, as set out in the School Teachers’ Pay and Conditions Document (STPCD).


  • NEU advice giving a brief synopsis of the advent of the Workload Agreement, and the ‘dos and don’ts’ for HLTAs and cover supervisors.

  • 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. Many National Education Union members have reduced workload in many workplaces using the strategy set out in this section.

  • 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 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.

  • Workload in colleges and schools has reached unprecedented levels. Take action on workload in sixth form colleges today.
  • Our workload guidance will help you identify tasks or activities which are unnecessary, have no education benefit and cause the most stress.

  • The Independent Teacher Workload Review Groups were established by the DfE to report on, and suggest solutions to, unnecessary burdens associated with marking, planning and data management.

  • The purpose of this advice is to summarise teachers’ conditions of service, as set out in the School Teachers’ Pay and Conditions Document (STPCD).