Recruiting headteachers in 2025 – a mixed picture
A report by Prof. John Howson, Oxford Teacher Services Ltd
Executive Summary
· More than 400 state schools in England advertised a headteacher vacancy between August and Christmas 2025.
· 17% of special school headteacher adverts were not filled at first advert and had been re-advertised by Christmas 2025.
· 16% of Roman Catholic schools have had to re-advertise their head teacher vacancy.
· 26% of schools that advertised a head teacher vacancy in September had re-advertised the post by Christmas 2025.
· 45 of the 91 secondary schools advertising for a new headteacher quoted a starting salary of more than £100,000 – not all schools quoted a starting salary.
· Some schools offered non-pay benefits as well as the cash salary.
· The lowest starting salary quoted for a headteacher vacancy was £53,000.
Introduction
Between 1983 and 2022, I produced an annual report into the turnover of headteachers in state schools in England. The data collection was paused in July 2022, just before I took on the role of Cabinet Member for Children’s Service in Oxfordshire. After ceasing to be a councillor in May 2025, and hence relinquishing my Cabinet role, I once again started reviewing advertisements for headteachers posted by state schools in England.
Most headteacher vacancies appear on the DfE’s quirky teacher vacancy platform. However, a small number also appear in the ‘tes’ on-line vacancy portal. When I started collecting headteacher vacancies in the 1980s, the ‘tes’ paper edition was the main vehicle for posting headteacher vacancies.
At that time, it was mandatory for these vacancies to be posted nationally. Although not a requirement today, I suspect that most vacancies for headteachers are still posted nationally on vacancy sites such as the DfE site. Among the vacancies posted there can be wide variations in the length of time between a vacancy appearing on the DfE vacancy website and the closing date for applications.
Presumably, if there is a strong internal candidate, either within the school or the Multi Academy Trust to which the school belongs, there is no incentive to have the standard three weeks to a month period between the vacancy and the closing date.
Looking at the data collected this autumn, it has been possible to identify one school in special measures that advertised a vacancy collected on a Monday, but with a closing date for the Friday of the same week – was there a strong internal candidate? Perhaps an acting interim headteacher, so the advertisement was a mere formality?
My methodology for the survey has been to search both the DfE and ‘tes’ vacancy sites at least every week, and during busy periods more than once a week. This is a more accurate methodology than just counting vacancies using Artificial Intelligence, since the DfE’s website has a habit of regularly posting some vacancies more than once at the same point in time. This quirk has been a part of the DfE’s site since its inception, and can make simple vacancy counting inaccurate.
While some schools have a short space of time between the advert appearing and the closing date, by way of contrast, some other schools advertise well in advance of their closing date. Five schools that advertised in December 2025 had a closing date in February 2026.
Too long a period between advertising a vacancy and the closing date for applications can be a risk for a school. Previous surveys found that candidates often applied for several vacancies, especially for primary headships advertised during busy periods for vacancies. Keeping a vacancy open too long, and then waiting before interviewing can risk losing good candidates to another school where the process is shorter in time.
Faith schools often fall into the latter category of schools with long periods between the vacancy being advertised and the closing date, especially if they are not part of an academy trust.
One key change since the days of paper advertising of vacancies for headships has been the importance of December as a period for advertising such vacancies. In the days of print advertising, few vacancies were advertised in December, and previous reports warned against the risk of such an advertisement, since few likely candidates were reading the job columns in December, and many advertised vacancies were often re-advertised in January.
In the modern ‘on-line’ era, where AI can help do the job search for a candidate, advertising in December, as soon as a governing body or Trust has been informed of a resignation is no longer a handicap. Indeed, in December 2025, there were 133 headteacher vaccines recorded, compared with just 56 in September. 2025
Monthly recorded vacancies for a headteacher
| Month | Vacancy | Re-advertised | Percentage Re-advertised |
| August | 73 | 2 | 3 |
| September | 56 | 15 | 27 |
| October | 83 | 7 | 8 |
| November | 92 | 5 | 5 |
| December | 132 | 2 | 2 |
| TOTAL | 436 | 31 | 7 |
Vacancies by sector
Not surprisingly, primary schools of all descriptions dominated the total vacancies advertised. The primary school sector accounted for 299 or the 436 vacancies recorded between August and Christmas 2025.
By contrast, there were 91 vacancies for secondary schools, including two for all-through schools with a primary section. Such all-through schools were fashionable a decade ago, when schools were converting to become academies. However, I have never been a fan of such schools, preferring the 1944 Education Act requirement of a split between the primary and secondary phases, at whatever age it occurs.
Indeed, there are still some ‘Middle’ schools in existence with a transfer age of either 12 or 13, rather than at age 11, where the vast majority of pupils still transfer from one sector to the other.
Unlike in previous studies of headteacher vacancies since the1980s, this analysis collected state nursery school vacancies and vacancies for special schools as well as the vacancies for primary and secondary school headships. To date, there have been two vacancies for headteachers of state nursery schools, and 44 for headteachers of state special schools. There has also been one vacancy for a Sixth Form College (16-19) run under Schools’ Regulations and managed by a university.
Vacancies recorded by sector
| Sector | Readvertised | Vacancy | Percentage Re-advertised |
| Primary | 19 | 298 | 6% |
| Secondary | 3 | 88 | 3% |
| Special | 9 | 44 | 20% |
| Independent/other | 0 | 1 | 0% |
| Nursery | 0 | 2 | 0% |
| All Through | 0 | 2 | 0% |
| Sixth Form College | 0 | 1 | 0% |
| 31 | 436 | 7% |
Vacancies by control of the school
The majority of schools that advertised for a headteacher were not faith schools of any description. These non-faith schools consisted of both ‘maintained’ schools, where the local upper tier authority was the de jure employer of the headteacher, even though decisions on hiring and firing were taken by individual schools, and not the local authority. As a result of this anomaly between the de jure and de facto employment position, however small the school is, it is still subject to the apprenticeship Levy, as a result of the local authority’s position as employer.
Schools that were not ‘maintained’ were academies, either as an increasingly rare ‘standalone’ academy or as part of a Multi Academy Trust overseen by a Chief Executive. In some smaller Trusts, the Chief Executive may also be the headteacher of a school within the Trust. In that case the vacancy was recorded. Where the Chief Executive was not a head of a named school the vacancy was not included in this survey.
The two key Christian denominations of the Church of England, and the Roman Catholic Church, accounted for 126 vacancies between them in this survey (Church of England, 79, and the Roman Catholic Church, 47 vacancies). There were also two joint Church of England and Methodist Church primary schools and one Methodist primary school that advertised for a headteacher during the August to Christmas 2025 period.
In addition, one school of another Christian denomination advertised for a headteacher during the survey period. No schools of a non-Christian religions were recorded as advertising for a headteacher during the period under review.
Of course, such schools could have advertised their headteacher vacancy in locations specific to their religion, and those vacancies would not then be picked up by this survey if the school did not also advertise on the DfE vacancy site.
Vacancies by control of the school – faith groups
| Control of School | Readvertised | Vacancy | Percentage Re-advertised |
| Church of England | 3 | 79 | 4% |
| CE/M | 0 | 2 | 0% |
| Methodist Church | 0 | 1 | 0% |
| Roman Catholic | 8 | 47 | 17% |
| Other Denominations | 1 | 1 | 100% |
| No Faith | 19 | 306 | 6% |
| Total | 31 | 436 | 7% |
Although the survey does not currently record the Trust to which academies belong, it is possible to discern some of the policies adopted by Trusts around advertising. Some Trusts advertise the vacancy with the address of their headquarters, rather than the address of the school. This is obviously necessary for new schools that are not yet open, but can be confusing for vacancies relating to established schools located away from the Trust’s headquarters.
As noted, some Trusts also advertise for ‘Executive headteachers. These have only been included when it is clear that they are also the headteacher of a specific school within the Trust, and not just responsible for a group of schools.
In 2026, the survey’s methodology will consider trying to capture more information about the Trust a school belongs to at the time the vacancy is recorded.
Re-advertisements
As has been shown in the previous tables in this report, some schools do not manage to make an appointment after advertising a headteacher vacancy.
This survey records a re-advertisement as a repeat vacancy for the same headteacher post with a new closing date at least two weeks after the first recorded closing date. This methodology had been in use since the inception of my headteacher vacancy surveying in the 1980s.
At that time, in the 1980s, it allowed for errors in the original print advertisement to be corrected or the same original vacancy to be advertised for several weeks without counting as a re-advertisement.
With the advent of on-line vacancy advertising, the ‘closing’ date for applications is clear, and it is obvious if it has been altered. These days ‘closing dates’ for vacancies on the DfE vacancy site also specify the latest time that applications can be received.
As a result of some vacancies appearing on the DfE vacancy site with a very short period between the vacancy being captured and the closing date, it has been deemed prudent to retain the clear two-week period before a vacancy can be described as a re-advertisement.
Even though the data on headteachers has only been collected over a five-month period, some clear trends around re-advertising stand out. Two types of schools dominate the schools that decided to re-advertise, presumably because of an inadequate number of applicants suitable for appointment to their headship.
Of the 31 re-advertisements, (including three schools that re-advertised twice during the period after the original vacancy was recorded, nine were special schools, and 19 were primary schools: just three were secondary schools.
The other group with seemingly significant challenges recruiting a new headteacher were the eight were Roman Catholic schools. These schools represent 17% of all Roman Catholic schools that advertised during the period, (eight schools out of 47). One Roman Catholic school re-advertised twice during the period under review.
It is possible that these percentages for re-advertisements are an under-estimate because of the fact that data collection only started in August 2025. Thus, some re-advertisement may have been recorded as first advertisement because their original vacancy was advertised before August 2025. In the 2026 survey, data for a complete year will overcome this issue. In the 2026 survey, any gap of more than twelve months between an advertisement will create a new vacancy, not a further re-advertisement. However, that is for the future, and not this report.
School types with significant re-advertisements for headteacher vacancies
| Type of School | Re-advertised vacancies | Original recorded vacancies for the type | Percentage Re-advertised |
| Special Schools | 9 | 44 | 20% |
| Roman Catholic Schools | 8 | 47 | 17% |
| Primary Schools | 19 | 297 | 6% |
At present, it is not possible to determine whether the number of pupils on rolls also affects the likelihood of a school readvertising a post. However, further research will investigate this point. One proxy for the number of pupils on roll is the starting salary offered for a headteacher vacancy.
The significant percentage of Roman Catholic schools re-advertising their headteacher vacancy is not a surprise. Previous surveys, from the 1980s onwards, have often shown such schools with a greater propensity to re-advertise a headteacher vacancy than other non-faith or Church of England schools, especially in the primary school sector.
As this is the first time that special school headteacher vacancies have been collected on a systematic basis by this survey, it would be unfair to do more than just record the high percentage of vacancies re-advertised for the headships of such schools (20% of schools have re-advertised). With SEND such a key policy topic, this level of re-advertisement is, however, a matter for concern.
Regional variations
The nine previous government office regions have been used in the past in this survey as a means of determining any regional trends. Even though such regions no longer exist they do still offer a useful basis for comparison, especially during the current chaos of local government reorganisation outside of the conurbations of England. It seems illogical that some local authorities responsible for schools in historic Berkshire County may have been re-organised three times since 1970: in 1974, in the 1990s, and currently awaiting the results of the present round of re-organisation. However, since the 1963 reorganisation in London, the outer London borough responsible for schooling have remained on largely unchanged boundaries, even though some have been reclassified as inner London boroughs at some point in time by the DfE.
Regional vacancy rate for headteachers
| Region | Number of schools with re-advertisements | Number of vacancies | Percentage of re-advertisements |
| East of England | 8 | 62 | 13% |
| East Midlands | 1 | 40 | 3% |
| London | 3 | 44 | 7% |
| North East | 2 | 10 | 20% |
| North West | 6 | 73 | 8% |
| South East | 2 | 42 | 5% |
| South West | 1 | 48 | 2% |
| West Midlands | 4 | 58 | 7% |
| Yorkshire & The Humber | 3 | 63 | 5% |
| TOTAL | 30 | 436 | 7% |
Little should be made of this data, as it only covers a five-month period. The high percentage for the North East is as a result of two special schools in the region needing to re-advertise their vacancy for a headteacher. Apart from that anomaly, there is no evidence of re-advertising by schools in the north East.
There is no evidence of high price housing areas such as London and the South East affecting the need to re-advertise from this limited dataset. However, the East of England that includes local authorities to the north and east of London does have an above average rate of re-advertisements. This will be an area to watch in 2026 to see if this trend continues.
Starting salary of vacancies advertised
One way that schools can prevent the need to re-advertise in high price areas is to offer competitive salaries. Historically, a school’s salary for the headteacher was decided by the number and age range of pupils, with a supplement for special schools because of their nature.
Around a quarter of a century ago, with schools being handed freedom over their budgets, this rule broke down. For a period of time, schools advertised headteacher vacancies with phrases such as ‘a competitive salary’, but no cash amount or a range of spine points in their advertisement. Some schools still eschew advertising a cash salary or a range of points on the Leadership Scale in their advertisement, but may add incentives by way of non-pay inducements in their details of their headteacher vacancy.
In this survey, 12 secondary schools, four primary schools and three special schools of the 436 schools surveyed contained either no cash value or no indication of points on the Leadership Scale for a starting salary. In their advertisement
Some 256 schools included a cash value, either as a range or a fixed point as the starting salary. Of course, a person appointed might start above the bottom of the advertised range, but without the knowledge of actual starting salaries, those bottom points of any range indicated in the advertisement has been used as a sensible point to take for survey purposes.
Starting Salaries
| Type of School | Highest cash starting point | Age range and number of pupils on roll for this school | Highest Leadership Starting point | Age range and number of pupils on roll for this school |
| Primary | £93,424 | 836 | L28 | 871 |
| Secondary | £120,000 | 1418 | L37 | 1817 |
| Special | £115,380 | 137 | L25 | 166 |
Not the same school for cash and Leadership starting point
There were 44 secondary schools, and five special schools with a starting salary of more than six figures (over £100,000). Of course, some of these starting salaries are increased because the school is in the London weighting or fringe areas for salary purposes.
Interestingly, the school with the highest salary on offer recorded in this survey was in the national salary part of England. The highest recorded starting salary for a primary school headteacher in an advertisement was £93,424 in cash terms, or Leadership point 28 in scale point terms. The lowest salary on offer for a headteacher vacancy in the primary sector was £53,000 in cash terms or Point 1 on the Leadership Scale.
Non-cash benefits
Perhaps the most inclusive set of non-cash benefits offered in an advertisement for a headteacher can be found in a headteacher vacancy advertised by the Co-op Academy chain of schools. Their advertisement offered the following,’ Our employee benefits package includes:’
- You’ll get being a Co-op member, you’ll get a Co-op colleague discount card. This gives you a 10% discount in our Co-op Food stores.
- Co-operative flexible benefits (discounted line rental and broadband package, family care advice and cycle to work scheme)
- Discounted gym membership and leisure activities which includes discounts on Merlin Entertainments (Sea Life, Legoland etc), Virgin Experience Days, SuperBreak and many more!
- Co-operative Credit Union: save directly from your salary and receive a competitive dividend. Borrowers can benefit from very competitive interest rates & terms (in comparison with other high street lenders)
- Co-op Funeralcare benefit
- Season ticket and rental deposit loans
Hopefully, at least one of those benefits will be of no interest to candidates.
Another school offered the following non-cash benefits
- access to a private health insurance scheme
- a relocation package (subject to eligibility)
- a daily lunch allowance for use in the school restaurant
- access to our exclusive Benefits Hub.
- a cycle to work scheme
- a confidential employee assistance service
- use of on-site fitness suite
- an eye care voucher scheme
- flu vaccination vouchers (subject to eligibility)
While a special school offered a mixture of expected benefits, plus a few others:
- Competitive salary
- Fully funded CPD, mentoring & coaching
- A trust-wide commitment to wellbeing, including paid wellbeing days, and free on-site parking
- Flexible working options
- Access to an employee assistance programme
- Teachers’ Pension Scheme
- Employee referral scheme (earn up to £500 for successful referrals)
- Highly resourced classrooms, small class sizes and access to multidisciplinary teams
- A strong safeguarding and therapeutic culture
A London primary school offered the following as benefits
- A commitment to supporting a healthy work/life balance
- A happy, supportive and friendly environment where we work effectively as a team
- Children who are eager to learn, committed staff, governors, parents and carers
- Inspiring curriculum enrichment opportunities because of our exciting location close to central London and Spitalfields City Farm
Surprisingly, there were not as many references to tax free relocation allowances in the advertisements as I might have expected.
Conclusion
This survey of headteacher vacancies recorded between August 2025 and Christmas 2025 follows in the tradition of such surveys first started by the author over 40 years ago, in the mid-1980s, and continued until July 2022.
Data has been recorded for more than 400 headteacher vacancies advertised between August 2025 and Christmas 2025. The vacancies were advertised on either the DfE vacancy site or in some cases the ‘tes’ website.
While most schools appear to be successful in recruiting a new headteacher, those that advertised their vacancy in September may have had less success than those schools advertising during the rest of the autumn. However, final re-advertisement rates for vacancies across the autumn won’t be clear until early in 2026, so this point cannot yet be confirmed.
Nevertheless, as in past surveys, it is clear that some schools are finding recruiting a new headteacher more of a challenge than other schools. Two types of school: special schools and schools operated by the Roman Catholic church, both had above average levels of re-advertisements in this survey. I
In the case of two special schools, these schools have been recorded as having placed two re-advertisements for their vacancy, in addition to their first advertisement. Hopefully, these schools will be successful with their third advertisement.
The problems recruiting staff for special schools is often overlooked when the SEND crisis is discussed, and deserves more attention from policymakers.
A significant number of secondary schools now offer starting salaries for their headteacher vacancy of more than £100,000. Starting salaries for some large primary schools are less than £10,000 away from a six-figure starting salary.
Schools now regularly offer a range of non-cash benefits in their advertisements, but one that might have best left out of their advertisement by the Co-op multi academy trust is that of ‘a Co-op Funeral care benefit’. Hopefully, it is not one the incoming headteacher would be expected to need.
December used to be a quiet month for headteacher recruitment when advertisements appear in the press. Nowadays, with on-line advertising, it has become a much busier month for new vacancies to be advertised.
Presumably, schools hope candidates interested in a headship will surf the net between Christmas and the New Year for a new job. However, some schools still have hedged their bets with closing dates not until February 2026. Such late closing dates risk those schools’ losing candidates to schools that are fleeter of foot in their recruitment process.
On the other hand, some schools advertise for no more than a week between vacancy posted and the closing date. Does this suggest an internal candidate being favoured?
In a normal year, about 2,000 headteacher vacancies and re-advertisements might be recorded, so it will be interesting to see how 2026 pans out and the total number of vacancies advertised for the 2025-26 school year.
I look forward to writing the report on 2026 next December
Prof. John Howson
Oxford Teacher Services Ltd
Oxford, December 2025
John Howson 