If you want to move on
4 minute read
We hope you like working at Outwood and want to stay, but we understand that sometimes people want to move on. This section outlines everything you need to know if you’re considering leaving Outwood.
Notice period
If you decide to leave, you will need to work the notice periods below unless your contract says otherwise.
Outwood also reserves the right to terminate your employment without notice upon payment of the salary you would have expected to receive if you worked your notice period. If we have to dismiss you for gross misconduct, we won’t give you any notice or payment in lieu.
Support staff
Please check your Statement of Written Particulars that were issued when you were employed, as the length of notice will vary based on your length of service and/or post grade.
Teaching staff
In line with Teachers’ Pay and Conditions, you need to give two months of notice or, in the summer term, three months of notice, to leave your post at the end of the term.
Inclusive of school holidays, broadly speaking, the dates of the three school terms are:
- Autumn term: 1 September to 31 December
- Spring term: 1 January to 30 April
- Summer term: 1 May to 31 August
Therefore, if you wish to leave your job, you would be expected to give notice by the following dates:
- To leave at 31 December: give notice by no later than 31 October
- To leave at 30 April: give notice by no later than 28 February
- To leave at 31 August: give notice by no later than 31 May
If you are a headteacher (principal), the Burgundy Book specifies a notice period of a minimum of three months and, in the summer term, four months of notice to leave your post at the end of the term.
When you leave
Please return all items issued to you (e.g. mobile phones, laptops, keys, and lanyard) as soon as possible. You should also update online profiles, such as LinkedIn, to reflect that you no longer work with us.
If you have any documents relating to Outwood, you must give them back to us when you leave or ensure you permanently delete them.
If you have been issued with a mobile phone, it’s often possible to take the number with you. Please speak with the IT team about this.
References
To get a reference, you’ll need to contact your principal or line manager.
Holiday pay
If you leave and have only worked for part of the calendar year, you will be entitled to paid holiday pro-rated to the number of complete calendar weeks worked.
An adjustment will be made in your final salary payment if there is a difference between the annual leave you have taken and the annual leave you’ve accrued. This is based on your normal rate of pay.
- If you have taken more than accrued, a deduction will be made.
- If you have taken less than accrued, you will receive an additional payment calculated on a pro-rata basis.
Retiring
It is up to you to decide when to retire, provided you can still fulfil your duties.
You will need to work your notice period, but we would always recommend that you give your manager a heads-up as soon as you know when you want to retire.
Any accrued annual leave must be taken wherever possible. In extreme cases where this is not operationally possible, annual leave will be paid when you leave.
Your pension
You are likely a member of a pension scheme while working for us. Most staff will have been eligible to be auto-enrolled into either the Teachers’ Pension Scheme (TPS) or the Local Government Pension Scheme (LGPS; for support staff).
“Normal retirement age” is the minimum age at which pension scheme members can retire and have their pension paid without reduction. For most employees, normal retirement age will be age 65, with the option to draw their pension with a reduction from age 55.
Give your pension provider 6 months of notice to ensure your pension payments are set up for when you leave.
Both TPS and LGPS have online guides about planning for retirement:
Please visit your scheme website for further advice and information about your pension.