Publicly funded independent schools are known as Academy schools. They are allowed to set their own pay and employment conditions.
The Academy conversion from a regular school to an independent one doesn’t have to be difficult. Headteachers become employers for the first time meaning they are now responsible for dealing with their own Health and Safety, HR and Payroll.
This conversion should be handled exactly like a TUPE situation for which you should engage a strong legal partner who will help you to keep staff informed as much as necessary and hold TUPE consultations. For existing staff, pay and conditions will remain unchanged as they are protected by the ‘Transfer of Undertaking (Protection of Employment) Regulations 2006 (TUPE). Any new staff recruited will become academy staff under the new pay and conditions. Academy schools are not bound by the National Pay and Conditions Framework.
Local authority have no role in the school following the conversion however some Academies choose to maintain the relationship and continue to buy their services. Many prefer to make the decision themselves and source alternative support on services such as HR, H&S and Payroll.
Post Academy conversion transfer challenges:
- Contracts of employment ensuring new and existing contracts are all fit for purpose
- Managing the change process with staff, parents and pupils
- Managers are now accountable for their own HR activities
- Absence Management
- Performance Management
- Pensions and Payroll provision
- Health and Safety
For advice and support call a consultant in your area. Alternatively, submit a call back request.
We also offer a range of options for improving academy and school safety, with subjects in Safeguarding Adults, Safeguarding Children, Personal Protective Equipment, Paediatric First Aid, Positive Handling, Mental Health Awareness, Noise Awareness, and Person-Centred Care.
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