Recruiting Early Career Teachers (ECTs) is only the first step — the bigger challenge for many schools is helping them succeed and stay in the profession.
Teacher retention remains one of the biggest pressures for UK schools. At Dunbar Education, we see both sides: the excitement of new teachers starting their careers, and the difficulties they face in those crucial first 12 months.
Here are practical ways schools can support and retain new teachers in their first year.
1. Provide a Structured Induction Programme
ECTs are entitled to a two-year induction, but the quality of support varies. Schools that retain staff usually offer:
- A clear timetable with reduced teaching load in Year 1 and 2
- Regular mentoring with a trained induction tutor
- Time for professional development built into the week
A structured induction signals to new teachers that their growth matters.
2. Pair Them with the Right Mentor
The right mentor makes a huge difference. ECTs tell us they value mentors who are:
- Approachable and empathetic
- Honest but constructive with feedback
- Skilled in modelling classroom strategies
Schools should match ECTs with mentors who have both experience and the capacity to give time and support.
3. Protect Work-Life Balance
Workload is a major factor in teacher attrition. Simple steps can help:
- Limit non-teaching duties in the first year
- Use centralised planning and shared resources where possible
- Encourage staff to leave at a reasonable time
Headteachers who actively promote wellbeing often see higher retention.
4. Encourage Collaboration
ECTs thrive when they feel part of a team. Schools can foster this by:
- Including them in department planning and decision-making
- Encouraging peer observations
- Providing opportunities to share successes and challenges
Collaboration reduces isolation and builds confidence.
5. Offer CPD Opportunities Early
Professional growth motivates teachers to stay. Even in their first year, ECTs benefit from:
- Training in behaviour management and SEND
- Access to external courses or trust-wide CPD
- Opportunities to develop areas of interest (e.g. subject specialism, pastoral roles)
6. Celebrate Small Wins
Retention isn’t just about reducing pressure — it’s also about recognition. Schools that celebrate milestones, lesson successes, or positive feedback help new teachers feel valued.
Why Retention Matters
Losing new teachers is costly for schools, both financially and for pupil outcomes. Investing in retention builds stability, supports school culture, and ensures pupils benefit from consistent teaching.
How Dunbar Education Helps Schools
We go beyond recruitment. Our team:
- Places ECTs in schools where they will be supported
- Advises headteachers on induction and retention best practice
- Provides feedback from candidates about what support they value most
- Helps schools plan ahead so staffing pressures don’t force rushed decisions
Your Next Step
If your school is planning to hire new teachers, think beyond recruitment. The right support in the first year turns an ECT into a long-term asset. 📩 Speak to Dunbar Education today to find out how we can support your recruitment and retention strategy: https://dunbareducation.com/contact
