Managing communications around teacher misconduct 

Every school is responsible for keeping pupils safe and recruiting teachers that will also prioritise the well-being of students. Reports submitted to the Teaching Regulation Agency (TRA) show a year-on-year increase in the number of referrals for teacher misconduct – a 47% increase in the number of referrals in 2022/23 and a 91% increase compared to referrals in 2020/21. The TRA says that this increase is largely driven by parents going directly to the regulator with complaints. 

Managing teacher misconduct for a school is both a complex and sensitive matter. There are various stakeholders involved, legal implications and the balance between transparency and privacy can be difficult to manage. Who needs to know what information? What are the best practices for communication? How do you prepare for media scrutiny? 

Prioritise confidentiality 

In these instances, it’s important to ensure the privacy of the accused teacher and affected party is always safeguarded. Your instinct may be to be transparent with your immediate workforce to keep them ‘in the know’ about why this teacher is suddenly absent, but there are legal implications around data protection and employment confidentiality law.  

Schools should limit information to those directly involved in the investigation or decision-making process, which may only be a few senior leaders. When discussing the issue internally, be clear that the matter is confidential – set up a safe communication channel and don’t talk about the matter with others around. These internal controls will minimise the risk of rumours spreading. 

Establish clear communication guidelines 

You will have to liaise with external parties such as law enforcement, your legal team and in some cases other schools where the teacher has worked. Identify a designated point of contact to handle all external communications and draft a standard message to convey the situation – this should be neutral and factual, focusing on next steps rather than the details.  

Timing matters and this needs to align with legal and HR processes, without compromising the investigation. There needs be a hierarchy of needs in these situations, which also helps prevent the spread of misinformation. The last thing you want is your parents to find out from the media, or staff to find out from students. Consider who needs to know what and when. 

Prepare for media scrutiny  

There will likely be media coverage around the issue as details of TRA hearings and outcomes are open to the public. You should prepare for media enquiries by anticipating the questions that may arise outside of the immediate investigation. Were there previous warnings or complaints about the teacher? What procedures does the school have in place to ensure this doesn’t happen again? 

Depending on the nature of the teacher’s alleged misconduct and the media reporting, there will be public scrutiny and social media discussions. Your most important stakeholder groups are your staff, students and parents, so the priority after the case should be to reassure them and emphasise the school’s commitment to student safety and wellbeing.  

Alder has helped many independent and state schools manage communications around teacher misconduct. Each case has a particular nuance depending on the circumstances, so it needs to be handled with great care. We help schools deal with live cases by advising on stakeholder communications, drafting communications, media handling advice, media monitoring and an outsourced press office to act as a firewall between you and the press.  

If you are facing this issue, or you want to stay ahead of the curve and be prepared, contact our specialist education team at [email protected] or call 020 7692 5675.