Teacher Vacancies Are Falling – So Why Are Schools Still Feeling the Pressure?

Teacher recruitment is moving in a more positive direction. The latest figures for England show fewer vacancies and temporarily filled posts than at the recent peak. At Tempest Resourcing, we welcome that progress — but the headline only tells part of the story.

Through our work with primary, secondary and SEN schools, we know a national improvement does not mean every school can find the right person, in the right place, at the right time. Pressure remains concentrated around specialist settings, support needs and local labour markets, which is why targeted workforce planning still matters.

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_{What the national figures show}

The latest available Department for Education school workforce statistics, published in June 2026 and updated in August 2026, provide a snapshot of state-funded schools based on the November 2025 census:

·    There were 466,400 full-timeequivalent teachers, 1,900 fewer than the previous year — a fall of 0.4%.

·    Teacher vacancies fell to 1,600, from 2,200 a year earlier, giving a vacancy rate of 0.4%.

·    The teacher workforce inspecial schools and pupil referral units grew by 1,100, or 3.9%, to 30,300.

·    Teaching-assistant numbers roseby 6,200 to 295,200 full-time equivalents.

·    Of teachers who qualified in 2024, 89.7% were still teaching in the state-funded sector one year later.

The direction of travel is encouraging. The more useful question for school leaders, however, is where pressure remains and what the national averages may be hiding.

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_{Why schools can still feel the strain}

First, the overall picture is not evenly distributed. Teacher numbers in special schools and pupil referral units are rising in the context of continued growth in the pupil population in specialist provision. The increase in teaching assistants points to the scale of support being built around pupils too. A school may have a stable headline headcount while still needing SEND experience, behaviour support, pastoral capacity or reliable classroom cover.

Second, the vacancy count is a census-day measure; it cannot describe every absence, unsuccessful recruitment campaign or short-notice gap experienced across the year. The same DfE release recorded 20,500 occasional teachers in schools on census day, up from 17,700 a year earlier. That does not prove that every school is under pressure, but it does show the continuing role of flexible staffing in keeping learning on track.

Third, early retention is only the beginning. While 89.7% of newly qualified teachers remain after one year, the DfE reports that 67.4% of the cohort that qualified five years earlier are still teaching in state-funded schools. Recruitment activity works best when it sits alongside a convincing offer: supportive leadership, manageable expectations, a strong induction and clear opportunities to develop.

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_{How Tempest can support stronger school workforce planning}

The right recruitment partner can help a school respond to immediate gaps without losing sight of long-term fit. Tempest’s education team focuses on three things:

1. Understand the setting before filling the role. Tempest consultants take time to learn your school’s needs, culture and timescales, then recommend the right temporary, long-term or permanent recruitment route.

2. Reach specialist education talent. Tempest recruits across primary, secondary, SEN, leadership, specialist-subject, pupil-support, business-support and FE roles, helping schools reach a wider pool of relevant candidates.

3. Protect quality and compliance. Tempest’s REC Audited approach prioritises safeguarding and KCSIE-aligned vetting, while CPD-accredited training helps candidates arrive prepared to contribute.

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_{Why schools choose Tempest}

With 15+ years of education recruitment experience, Tempest combines sector knowledge with a personal, responsive service. We focus on understanding what will work for the school, the team and the pupils — not simply sending CVs to fill a gap.

Whether you need urgent cover, a long-term placement or a permanent appointment, our education team can help you secure the right person while keeping quality, fit and safeguarding at the centre of the process.

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Tell us what your school needs. Speak to the Education team and start planning your next hire.