AHDS workload survey report 2026

The AHDS annual workload survey ran for the eleventh time in 2026.  It has been completed by over 1000 school leaders in each year.  1,421 members completed the survey in 2026 (817 HTs, 431 DHTs & 173 PTs).

The findings from the 2026 survey are published in this report: 2016 26 Workload National

Key issues highlighted are:

• The lack of proper support for inclusion remains, by far, the number one workload concern for AHDS members.
• The demand for additional support has increased substantially in recent years while the resources available to support pupils have reduced, and the bureaucracy associated with accessing additional support has increased.
• Average typical working hours reported by members in 2026 was 52.5 hours per week - meaning 24,695 hours per week of unpaid overtime are worked by those who responded to the survey!
• Of those who completed the survey:
  • The proportion of Head Teachers who recommend headship has reduced to an all time low (again).
  • The proportion of DHTs who want to become a headteacher has dropped to 14%.   
• 'Into Headship', the mandatory training required before becoming a Head Teacher, is highly valued but also creates a disincentive to seeking headship as there is little time/support for the required additional study which must be undertaken on top of busy DHT or PT roles.

This year's report again highlights the reducing desirability of HT roles.  HTs themselves are less likely than ever to recommend headship to their colleagues.  Deputes – those next in line for headship – are less likely than ever to aspire to headship.  This is not new news, it is a story that has been unfolding over a number of years in which the concern expressed by members about workload and about the capacity of their schools to properly support children with additional support needs has continued to grow.  These concerns have not been addressed, instead school leaders feel under even more pressure with reducing budgets/support services and increased service demand.

The lack of desirability of headship is a direct consequence of the failure to properly support inclusion.  This has resulted in Head Teachers undertaking unsustainable working hours in an effort to compensate for resource gaps.  Their strain is visible to others in schools such that other SMT members recognise that to fully discharge the expectations placed upon a Head Teacher, they would have to compromise their health or family life.  This is not acceptable and must be urgently addressed.  In addition, due to the pressures faced by those in DHT and PT roles, the additional time commitment required to undertake Into Headship is a growing disincentive to pursue headship. 

To address the issues highlighted in this survey report, three key actions are required:

• Substantial and sustained investment in ASN – additional trained support assistants, specialist placements and support for associated services that schools rely on.
• Ensure adequate management time in schools.
• Deliver one day a week release for those undertaking Into Headship.