Dates to Hand in Your Notice to Resign

Leaving teaching - Ill Health / Resigning / Dismissal / Settlement Agreement (updated May 2016)

Dates to hand in your notice to resign:

by Oct 31st to finish Dec 31st by Feb 28th to finish April 30th (regardless of when Easter is - take care if changing to an Authority or eg an Academy with a different holiday pattern) by May 31st for Aug 31st

ILL-HEALTH RETIREMENT This can be given as Total Incapacity Benefit (TIB), Partial Incapacity Benefit (PIB) - or you can be turned down

See what qualifies as TIB (also called "enhanced") or PIB (also called “accrued”) on the Teachers’ Pen- sions website: https://www.teacherspensions.co.uk/members/the-scheme/active-teacher/ill-health.aspx

You will also need to contact Wigan LA Pensions – currently Linda Sidebotham (01942) 827333

Advantage(s):  If TIB (enhanced), they will release your pension and make up half a year for each year between your age now and 60 / 65; you must be diagnosed as not being able to work again until retirement age  If PIB (accrued), whatever pension you have accrued will not be reduced and you can do jobs that are non-teaching

Disadvantage(s):  If you apply for TIB and you get PIB, then obviously you will not get an enhanced pension - make sure you have taken this into account when working out your finances etc  You will have to get proof of TIB from your doctor backed up by medical experts

RESIGNING Advantage(s) :  No more (if any) Occupational Health visits  No more meetings to discuss progress  You will be able to register for work eg supply and attend interviews for potential posts

Disadvantage(s):  You will be limited in the benefits you can claim as you deliberately made yourself unavailable for work  There may be difficulties in paying off your mortgage or loans (you MUST read the small print and check with the appropriate organisation directly)  You will normally only get paid until the end of a full term, so if you are close to that already, no finan- cial incentive  However, if you are charged with gross misconduct and resign before it goes to a hearing, you may only be paid to the end of that month  Also, if it is a gross misconduct offence, it will not stop you being reported to the NCTL, who may ban you from teaching  You may still have to come in to school to work your notice  You cannot start any supply job until your current post expires  The details will be on your record (eg if you were on formal capability) - and this HAS to be reported to teaching agencies if they ask, otherwise the school will be liable if it comes to light at a later date  Your reference may only be "factual" - ie only contain the barest details eg when you started, which class you taught in etc - it may not be good enough to secure a job on its own  Supply agencies often have a question like: "Would you employ this person again?" - if your Head an- swers "no", you will find it very difficult to secure work

DISMISSAL Advantage(s):  You will be instantly put on 3 months' notice on full pay from the date you are dismissed (but see "Dis- advantages" below)  Removal of pressure  Any insurance on loss of earnings, eg a loan or mortgage, may pay out (you MUST read the small print and check with the appropriate organisation directly)  You will be able to claim benefits and do teaching work eg through an agency

Disadvantage(s):  The dismissal will be on your record, which will make it harder for you to get teaching work  Supply agencies often have a question like: "Would you employ this person again?" - if your Head an- swers "no", you will find it very difficult to secure work with a Supply Agency  If you are nowhere near this stage yet, and are on capability, there will still have to be observations and meetings to justify the school's position until a dismissal hearing is arranged  If you are found guilty of gross misconduct, you will be dismissed instantly and not be entitled to any pay from that date onwards  If you are found guilty of gross misconduct, you will be reported to the NCTL, who may ban you from teaching

SETTLEMENT AGREEMENT It is basically a resignation but may be more beneficial to you. Details as follows (compare to RESIG- NATION option):

Advantage(s):  Your HT may allow you to leave before the end of your notice period and so if eg on capability, no more lesson observations  No more (if any) Occupational Health visits  No more meetings to discuss progress, but there may be a final one just to tie up loose ends and agree things  You will be able to register for work eg supply  You can negotiate a reference - but see below

Disadvantage(s):  You will be limited in the benefits you can claim as you deliberately made yourself unavailable for work  The school may make part of any Agreement that you "draw a line" under any other business, so if eg thinking of suing them, that would have to stop  There may be difficulties in paying off your mortgage or loans (you MUST read the small print and check with the appropriate organisation directly)  You will normally only get paid until the end of a full term  If your normal monthly wage is paid gross (rather than you being given a gross amount on top), the school will be saving money by not paying into your pension for every month they pay your salary gross  You cannot start any supply job until your current post expires  The details will be on your record (eg if you were on formal capability) - and this HAS to be reported to teaching agencies if they ask, otherwise the school will be liable if it comes to light at a later date  Any reference negotiated will concentrate on your strengths and positive contribution to the school - but obviously it still may not be good enough to secure a job on its own  A relatively new Head is unlikely to agree to including positive comments about your work and achievements on the Agreed Reference that happened before they started  Depending on your specific case, your Head may forbid you from returning to the premises. So if, for example, you need to do a lesson observation as part of the interview process for a prospective new em- ployer, not being allowed to do one in what they think is your current school will be difficult to explain  If you do not secure a new post to start immediately after your previous post, there will be a break in service which will affect eg your maternity rights, time off on full pay for sickness absences etc  Note that working for a Supply Agency will also bring an end to any accrued benefits  Some schools do not recognise rights accrued if you are coming from an Academy - check first  Supply agencies often have a question like: "Would you employ this person again?" - if your Head an- swers "no", you will find it very difficult to secure work