Listen to this story Members can listen to an AI-generated audio version of this article. 1.0x Audio narration uses an AI-generated voice. 0:00 0:00 Become a member to listen to this article Subscribe More than a third of further education staff are actively planning to leave the sector – with workload, pay and stress among the biggest reasons for wanting to quit, a new Department for Education survey has revealed. The survey of 4,440 leaders, managers and teachers found that 37 per cent intend to exit FE. A further 17 per cent were unsure about their future. Just 42 per cent said they had no plans to leave. The findings come as FE faces a deepening recruitment and retention crisis, with colleges and providers struggling to fill vacancies as growing numbers of school leavers enter the sector. The survey was carried out by the National Foundation for Educational Research between November 2025 and January 2026 across general FE colleges, sixth-form colleges, independent training providers and adult community learning providers. Among those planning to leave within the next five years, 63 per cent said workload and working hours were a factor, while 57 per cent cited pay. A lack of career progression was cited by 30 per cent, while 29 per cent said a lack of recognition or appreciation had influenced their decision. College staff more likely to consider leaving Colleges face the biggest retention challenge. Just 36 per cent of staff at general FE and sixth-form colleges said they had no plans to leave the sector, compared with 55 per cent at independent training providers and adult community learning providers. The survey found that 44 per cent of general FE college staff and 43 per cent of sixth-form college staff were planning to leave in the next five or more years. The equivalent figure for independent training providers and adult community learning providers was 23 per cent. Managers with teaching responsibilities were most likely to leave followed by teachers, while leaders and managers with no teaching responsibilities were most likely to stay in the sector. The technical report’s statistical modelling also reported that part-time staff were more likely to report an intention to leave than full-time staff. Just 33 per cent of part-time staff who combined FE work with another profession, known as dual professionals, said they had no plans to leave the role. Workload and stress Almost three-quarters (72 per cent) of respondents said they experienced work-related stress. The proportion was higher among staff with teaching responsibilities, reaching 82 per cent among managers who teach and 72 per cent among teachers. This compared to 67 per cent of leaders and 64 per cent of managers without teaching responsibilities. The research also reported that 40 per cent of FE staff believe their workload was unacceptable, compared with 45 per cent who agreed it was acceptable. Full-time teachers reported working an average of 43.4 hours during their most recent full working week, while full-time managers with teaching responsibilities reported the longest hours, at 47.2. More than four in ten respondents (44 per cent) agreed that unfilled vacancies had increased their workload. The technical report’s statistical modelling found that staff who experienced work-related stress were more likely to report an intention to leave, while those who considered their workload acceptable were less likely to do so. Don’t pay, we’ll walk away Pay has continued to be a major concern, with 57 per cent of respondents saying they were dissatisfied with their current salary. More than half (58 per cent) disagreed that FE offered a good salary compared with alternative careers they could pursue, while 54 per cent were dissatisfied with their longer-term salary prospects. Teachers were particularly negative about their pay. Just 19 per cent of teachers in general FE colleges said they were satisfied with their salary, compared with 27 per cent in sixth-form colleges and 36 per cent in independent training providers and adult community learning. The majority of leaders reported being satisfied with the salary they currently receive. The report’s modelling stated that higher pay satisfaction was associated with a lower intention-to-leave score. Recruitment pressures The survey also reported that engineering and manufacturing was the most common area in which it was difficult to recruit skilled teachers, identified by 30 per cent of leaders. Construction was cited by 29 per cent and digital and IT by 26 per cent. The findings chime with an Association of College survey published in November 2025 which found teacher shortages and lack of space had forced most colleges to close enrolments on construction courses – with over half setting up waiting lists to train tradespeople. Maths was the most difficult academic subject to recruit to, identified by 31 per cent of leaders, followed by English at 20 per cent, the DfE’s research added. Leaders and managers most often identified salaries compared with industry and schools as barriers to recruitment. This is “particularly important in subjects where staff have strong external labour market opportunities, such as engineering, construction and digital, and in areas where FE competes directly with schools for qualified teachers, such as for teachers of mathematics and English,” researchers said. The pay gap between school and FE teachers is currently around £10,500. A collective nationwide ballot of college staff is expected to be staged in the coming weeks by the University and College Union. But FE staff do value their work Despite the concerns, the survey found that staff continued to value the purpose of working in FE. Three-quarters (74 per cent) said that making a difference to learners’ lives was one of the best or most rewarding aspects of their job. More than half (54 per cent) cited building positive relationships, while 36 per cent said teaching their vocational or subject specialism was rewarding. Around two-thirds of respondents were satisfied with working in FE overall. However, the researchers concluded that “intrinsic motivation is unlikely to be sufficient to sustain the workforce if staff continue to experience concerns about pay, workload, wellbeing and progression”.