If I miss the 31 May deadline, can I still leave in September?

Not without your school's agreement. The deadlines are contractual — miss one by even a day and you're committed to teaching the following term. Mid-term release is at the head's discretion.

Do the same deadlines apply at academies?

Not automatically. Academies set their own contractual terms. Many follow the maintained-school dates by convention, but you have to check your contract to be sure.

What about supply teachers?

Supply contracts work differently — usually short notice on either side because the engagements themselves are short. The Burgundy Book deadlines don't apply to genuine supply work.

Can I take holiday during my notice as a teacher?

Teaching contracts don't accrue holiday in the way other roles do — you're paid through the school holidays as part of your annual salary. There's no separate holiday balance to draw down or pay out.

Teacher Notice Period Calculator (UK)

Resignation date

Notice period

If the final day falls on a weekend, use the previous Friday

Pick a valid resignation date.

This calculator is for general guidance only. Always check your employment contract.

Statutory resignation deadlines (the Burgundy Book)

Maintained-school teachers in England and Wales work under the conditions set out in the so-called Burgundy Book. The notice rules are different from most UK contracts: rather than a rolling period, you have to resign by a specific date to leave at the end of a specific term.

The deadlines are 31 October to leave at the end of the autumn term, 28 February (29 in a leap year) to leave at the end of the spring term, and 31 May to leave at the end of the summer term. Miss the deadline by a day and you're committed to the following term.

Headteachers, deputies, and assistant heads

Senior leadership has longer deadlines because schools need more time to recruit. Headteachers, deputies, and assistant heads in maintained schools usually have to resign by 30 September to leave at Christmas, 31 January to leave at Easter, and 30 April to leave in the summer.

If you're a senior leader thinking about a move, plan back from these dates well in advance — they're earlier than people often expect, and missing them by a few days has the same consequence as missing the regular teacher deadline by months.

Academies, free schools, and independent schools

Academies and free schools aren't bound by the Burgundy Book — they set their own terms. Many follow the same calendar dates by convention, but some have stricter or more flexible rules. The contract is the only document that tells you for certain.

Independent schools also set their own terms, typically running on a one-term notice period (resign by mid-term to leave at the end of the next). Boarding schools and prep schools can have different conventions again. Read your contract or check with HR if you're unsure.

Resigning mid-term

Mid-term resignation is possible but unusual. It usually requires the head's written agreement and is treated as a release rather than a notice. Schools tend to be reluctant because mid-term cover is hard to arrange.

If you have a strong reason to leave mid-term — a serious health issue, a relocation, or a job offer that won't wait — speak to your head or HR early and put the request in writing.

Frequently asked questions

If I miss the 31 May deadline, can I still leave in September?: Not without your school's agreement. The deadlines are contractual — miss one by even a day and you're committed to teaching the following term. Mid-term release is at the head's discretion.
Do the same deadlines apply at academies?: Not automatically. Academies set their own contractual terms. Many follow the maintained-school dates by convention, but you have to check your contract to be sure.
What about supply teachers?: Supply contracts work differently — usually short notice on either side because the engagements themselves are short. The Burgundy Book deadlines don't apply to genuine supply work.
Can I take holiday during my notice as a teacher?: Teaching contracts don't accrue holiday in the way other roles do — you're paid through the school holidays as part of your annual salary. There's no separate holiday balance to draw down or pay out.

Planning your next move?

A few things worth lining up before your last day.

Update your CV

Refresh your CV before you start applying — most hiring managers spend under a minute on the first scan.

Build your CV

Search for your next role

Browse openings that match your experience and notice period, with filters for remote and hybrid roles.

See open roles

Prepare for interviews

Practical interview prep — common questions, structured answers, and a short framework for tough ones.

Start preparing

Notice periods in the UK — a practical guide

How is a notice period calculated?

A notice period runs from the day you hand in your resignation to the last day you’re contractually required to work. If your contract says “one month’s notice”, you add one calendar month to the date you resign — so handing notice in on 15 March gives a final working day of 15 April. Weeks work the same way: two weeks is fourteen calendar days, not ten working days.

When the notice is in months and the target month doesn’t have your start day (e.g. resigning on 31 January with one month’s notice), the convention is to roll back to the last day of the next month — 28 February in most years, 29 February in a leap year.

Do weekends count in a notice period?

Yes. Notice is measured in calendar time, so weekends and bank holidays are included. If your final day lands on a Saturday or Sunday, most employers treat the previous Friday as your last working day — but that’s a practical convention, not a legal rule. The toggle in the calculator above mirrors that approach.

What is the minimum notice period in the UK?

If you’ve been employed for one month or more, the statutory minimum notice you have to give is one week — even if your contract is silent on the subject. Employers, by contrast, owe you at least one week’s notice for each full year of service, up to a cap of twelve weeks after twelve years.

Most contracts ask for longer than the statutory minimum (typically one or three months), and the longer of the two periods applies. Senior roles often have three or six months written in.

Can your employer ask you to work longer?

Not unilaterally. Your notice period is whatever your contract says (or the statutory minimum, whichever is longer). An employer can’t simply extend it. They can, however, ask you to leave earlier and pay you for the unworked notice (a payment in lieu of notice, or PILON), or place you on garden leave — keeping you on the payroll but away from the office.

If you’d like to leave sooner than your contract allows, the best route is usually a polite conversation. Many employers will agree to a shorter notice period in writing if cover is in place.

What should you do after resigning?

Get written acknowledgement of your resignation and the agreed final working day. Check that any accrued holiday will be paid out, and ask when to expect your final payslip and P45. Tidy up handover notes early so the last fortnight isn’t a scramble, and line up references before access to work systems is removed.

If you don’t already have your next role lined up, give yourself a week to refresh your CV and shortlist roles before starting applications in earnest — the resources below are a decent starting point.