2026 Summer Term

The know zone

  • Disadvantaged pupils: Decoding the data
    With growing policy focus on disadvantaged pupils, schools must utilise data to improve student outcomes. Tiffnie Harris explores what leaders should prepare for. More
  • Breaking the cycle
    Claire Green says meaningful reform means moving beyond endless GCSE resits and tackling the causes of low attainment much earlier. More
  • The power of three
    As schools face growing financial and operational pressures, Emma Harrison explores how a new joint report makes the case for a more integrated approach to leadership across governance, education and business. More
  • The missing 'word'
    As debate continues about how to solve the teacher recruitment and retention crisis, pensions remain largely absent from the conversation. Melanie Moffatt argues that overlooking the Teachers' Pension Scheme (TPS) risks undermining one of the profession's greatest strengths. More
  • No phone zone
    With the government set to place existing mobile phone guidance on a statutory footing, we're keen to hear how schools are responding. Do you already have a policy in place, and what does it look like? Here, ASCL members have their say. More
  • Open-door leadership
    Deputy Headteacher Kate Johnston reflects on ASCL Council, shaping policy, and how an open-door approach underpins her leadership. More
  • Ofsted for Parents
    School leaders often feel they're held accountable for almost every aspect of young people's lives. But what if parents faced similar scrutiny? Carl Smith explores an Ofsted inspection for parents. More

As debate continues about how to solve the teacher recruitment and retention crisis, pensions remain largely absent from the conversation. Melanie Moffatt argues that overlooking the Teachers' Pension Scheme (TPS) risks undermining one of the profession's greatest strengths.

The missing 'word'

When the government released its 6,500 Additional Teachers Delivery Plan (tinyurl.com/p3mkdezc), outlining its commitment to addressing the ongoing recruitment and retention crisis, I eagerly searched the document for the word ‘pensions’, only to be surprised and disheartened to find that it wasn’t mentioned once. 

I didn’t anticipate that pensions would feature prominently, but the complete omission of one of the most significant components of teachers’ overall compensation package was a choice that merits scrutiny. 

It could be seen as politically safer to focus on short-term, quick wins rather than on long-term strategy. There are prominent voices in public debate that argue for the abolition of public sector schemes like the TPS altogether, so it’s reasonable to consider whether the silence on this issue is intentional in an effort to avoid conflict. 

However, by consistently excluding pensions from the narrative, the government risks sending a dangerous message that diminishes the value of the TPS and further erodes understanding of what the scheme represents and why it matters. 

Understanding the value of pensions 

Too many teachers remain poorly informed about what the scheme offers and what they ultimately receive in return for their contributions and, for many, the true value of their pension only becomes apparent later in life. 

This lack of understanding has fuelled the widespread misconception that the scheme no longer represents excellent value or is not as good as it was. 

The move from final salary to career average is frequently portrayed as a downgrade, but the career average pension is built using a far more generous accrual rate than its final salary predecessor. 

This means that more pension is earned year on year across an entire career and, importantly, those benefits are revalued annually, protecting against inflation and ensuring that members’ benefits keep pace with the real cost of living. In turn, this reinforces the principle that pensions represent deferred pay. 

There is also limited awareness of the flexibility embedded within the modern TPS. Members can choose from a range of retirement options that suit their individual circumstances, including retiring earlier or later, or taking partial retirement while continuing to work on reduced hours or in a less demanding role. 

Why pensions matter for retention 

This flexibility can be transformative, but only if teachers and leaders are aware of it. These options also support workforce stability, enable effective succession planning and help retain experienced staff at a time when their expertise is most needed. 

When pensions are excluded from discussion, or framed solely in terms of cost, these strengths go unrecognised and the scheme risks being perceived as a burden rather than an investment in the long term. 

The TPS remains a defining feature of teaching as a profession, providing a guaranteed, inflation-proofed retirement income payable for life and for many experienced teachers, it is one of the strongest incentives to remain in the classroom. 

Properly articulated, the scheme could play a central role in reshaping perceptions of teaching as a sustainable, long-term career. This should be embedded within workforce strategy, not treated as an afterthought or missed opportunity. 

Pensions are not a liability to be concealed; they are a strength to be championed. They form a major part of the social contract for public sector professionals undertaking some of the most demanding and essential roles in society. 

Continued silence on pensions benefits no one, except those who would prefer to see them quietly fade into the background. 

If ministers genuinely want to improve recruitment and retention, they must stop treating pensions as an uncomfortable subject that belongs in the small print. A profession facing rising workload pressures and growing financial anxiety needs a clearer explanation of the long-term benefits attached to teaching. Restoring confidence in the Teachers’ Pension Scheme will not solve every challenge facing schools and colleges, but it would demonstrate that experienced teachers, and their futures, are valued.

Melanie Moffatt
ASCL Conditions of Employment Specialist: Pensions
@melmoff.bsky.social

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