A Short Guide to Overseas Teaching Contracts

As more teachers consider a time working abroad, here's a simple guide to how teaching contracts work in international schools and some insights into what to look for before signing on the dotted line . . . . 

1. Fixed Term Contracts are the norm – most international schools offer an initial contract of two years which can be renewed either annually or every two years. But be aware that there is not the same job security overseas as there is the UK, although in some countries ex-pats do accrue more employment rights after a period of time (often 5 years). It is usual for there to be a number penalties if the teacher breaks contract by not completing the agreed period, such as a penalty of a month’s salary and the right to any end of service benefits. 
2. Beware the difference between “Overseas” and “Local” Contracts. “Overseas Contracts” are contracts where the teacher gets a salary and also receives a benefits package (flights, medical, housing etc. – see below); whereas teachers on a “Local Contract” will only get the salary. Local contracts are a way in which schools can save money by employing the spouse of someone who is working in the country who has a full overseas package. Teachers should make sure that they are clear about the nature of the terms of the job offer before they sign a contract.
3. How does Sponsorship work? Many countries overseas have a requirement that the employee has to be sponsored in order to get a residency or work visa. The School will usually sponsor teachers, unless they are sponsored by their spouse (as in the case of a local contract). Any teacher who has a spouse or children should check whether the school will sponsor their family or whether the teacher will be responsible for them, which can be an additional cost. 
4. Is there a Pension? What are the End of Service Benefits? Teachers working in the UK benefit from a pension scheme to which both the teacher and the school contribute - this is not the case overseas. Instead, teachers are paid a “gratuity” or lump sum on completing their contract (some countries pay this at the end of each contract, some pay it at the end of service). Typically, the gratuity is worth 3 weeks or a month’s salary for each year of service. Beware that this is usually only calculated on basic salary and not on any bonuses or other allowances.
5. What should I look for in a Benefits Package? There are five key benefits which any teacher moving overseas should consider. 
   1) Medical Insurance – Coming from a country where private medicine is a luxury, it is easy to forget that ex-pats are responsible for putting their own medical insurance in place. Schools will usually pay for this – indeed in many countries it is a requirement for employees to provide a basic level of cover. However, it is worth new teachers getting details of the insurance provision and ensuring that this is adequate. Anyone moving abroad with a family should check that the school’s medical provision for dependants is sufficient. 
   2) Accommodation Allowance – Some schools will provide school accommodation, at least for the first year of contract. Thereafter many offer an “Accommodation Allowance” - It is worth doing some research into what level of accommodation the housing allowance can afford. 
   3) School fees for Children – Unlike the UK, most educational systems overseas are fee-paying and the costs can be quite considerable. Most international schools give either a significant discount (75%+) or up to two free places for children of teachers in the school. Anyone moving abroad with a family should do the sums before they sign a contract. 
   4) Flight Allowances - It is usual for international schools to pay for the flight out at the start of the contract and the flight home at the end. Beware that, in many countries, the return flight will not be paid if the teacher breaks contract or moves to a different school in the same country. Furthermore, most schools will provide an annual flight allowance to allow the teacher to return home each summer. 
   5) Relocation allowance. Moving overseas can be very expensive. In addition to flights, some schools will provide an allowance for shipping personal items and even furniture. The old adage “time spent in reconnaissance is rarely wasted” is ever true. Although some international schools are beacons of best practice, it is a world with less regulation, and sharp practice is not uncommon. For example, some will increase bonuses and allowances in order to keep the basic salary low, in order to pay out a reduced gratuity at the end of service. 

Anyone looking to move abroad should do his/her “due diligence”: find out about the country and research the school. Teachers heading to British curriculum schools overseas would be well advised to move to schools which are in COBIS membership and have a British Schools Overseas (BSO) Inspection report.

This article was published in Tes 'What you need to know about overseas teaching contracts ' 26/01/2019

UK Education PLC simply cannot complete in a Global Marketplace.

Teacher recruitment is top of the agenda for the senior leadership teams in most schools in the UK, but what hasn't been recognised in the debates in the UK media is that Britain is not alone in struggling to find suitably qualified school leaders and teachers to stand in front of classes. There is a worldwide teacher recruitment crisis at every level from classroom teachers through to school Principals: middle and senior leaders are in short supply, and specialist teachers in STEM subjects are at a premium.

Despite all the chest-beating depression about the state of UK education at home, the British education system is held in the highest esteem around the world. UK education is one of the great British exports with the number of English medium K12 International schools growing from 2,584 schools in 2000, to 9,626 in 2018 (up 372% – source ISC Research, May 2018).

UK trained teachers are increasingly in demand and short supply around the world. 

The UK Government seems slow on the uptake that the teacher recruitment crisis is a global rather than a local challenge and are yet to recognise that it is not well placed to complete with the packages on offer around the world. Britain immigration policies make it difficult for talented teachers around the world to move to the UK; and the levels of taxation and the cost of living mean that teachers’ salaries in the UK mean that it is too expensive. There simply are better options out there. Let me illustrate: A UK teacher on U3 earns £40,570 in England and Wales (£48,244 in Inner London); even on U3 with a maximum TLR1 (£13,288) a teacher earns £53,858 (£61,532 in Inner London). After tax, this means that in Inner London a U3 teacher is taking home £35,997.40 per annum and a colleague on U3 + TLR1 is earning £43,704.44 p.a. In contrast, equivalent classroom teachers in Dubai can be on a package of over AED 400,000 p.a., which is over £80,000 p.a. tax free. The living costs in Dubai are comparable to that of living in London, and the lifestyle is, arguably, significantly better. The contrast is even greater in senior leadership roles. Turning further East, salaries are even better with schools in Hong Kong and mainland China are offering even better annual packages.

Teaching abroad has become much more normal as commercial school chains (such as Nord Anglia and GEMS) have spread their reach, and as UK Independent Schools have established franchise schools around the world (e.g. Dulwich International, Harrow International). Today, working overseas, far from being seen as a hardship posting, increasingly is considered a desirable career move. These factors have meant that working abroad has never been a more attractive career step for teachers. Some estimates but a figure of 15,000 on the number of teachers leaving each year to teach outside the UK. As yet, not much has been done to persuade teachers to stay. And the problem is only going to get worse. 

The rapid expansion of UK curriculum schools around the world is set to continue and this means that British curriculum international schools will be looking to recruit an estimated 180,974 more staff within the next 5 years and 428,963 staff within the next ten [ISC Research Data – May 2018]. This expansion will create even more opportunities for British teachers abroad . . . and place an even greater strain on teacher recruitment and retention in the UK.

A version of this article appeared in the Tes 13/11/2018 Double your money abroad: why the recruitment crisis is a global issue.