The numbers don’t lie: more than 1.7 million pupils in England are now identified as having special educational needs (SEN) – a figure that’s grown by more than 5 % in just one year. These pupils account for around 18 % of the total student population, and the majority are educated in mainstream schools. This surge is fuelled by better awareness of neurodiversity, earlier diagnoses of autism and ADHD, and a national push towards inclusive education. It’s not a niche challenge any more – it’s a systemic reality that’s straining schools across the UK.
Here’s the blunt truth: the demand for SEN‑trained teachers, teaching assistants and SENCOs now far outstrips the supply. Salary constraints, limited training pathways and high burnout rates mean schools are struggling to attract and retain qualified professionals. The situation isn’t helped by the fact that the number of pupils with an Education, Health and Care (EHC) plan jumped 11.5 % between 2023 and 2024, while mainstream schools face funding restrictions and limited access to specialist staff. Many educators lack specialised SEN training, so more vacancies stay unfilled. Even a £2.3 billion funding boost announced for 2025–26 won’t fix the shortage overnight.
So what’s the way forward? Schools can’t just cross their fingers and hope for the perfect candidate. Forward‑thinking recruiters are embracing flexible staffing models – for example, hybrid Teaching Assistants who rotate across classes or assistant SEND specialists who provide targeted support during key learning periods. Upskilling existing staff through SEN‑specific training is another practical solution: invest in CPD for teaching assistants and mainstream teachers and you’ll build internal expertise and clear career progression pathways. Creating a supportive work environment matters too; regular collaboration sessions, peer mentoring and protected planning time help retain skilled staff and reduce burnout. Don’t overlook recruitment strategy – work with partners who vet candidates for empathy, adaptability and resilience as well as formal qualifications. Finally, protecting work‑life balance through flexible schedules, realistic workloads and wellbeing initiatives reduces attrition and improves morale
At Senovo, we don’t pretend there’s a silver bullet. But we do know that solving the SEN staffing crunch requires more than just posting job adverts. Our approach combines specialist recruitment – matching schools with professionals who have the right mindset and training – with ongoing coaching and CPD to build capacity within your team. We help schools restructure roles, design hybrid support models and create sustainable talent pipelines. We’re proud to champion inclusive education – not as a marketing slogan, but as a daily practice.
Ready to talk? If you’re a school leader grappling with staffing gaps or an educator eager to transition into SEN, let’s have a conversation. Together we can build a workforce that truly supports every learner. Reach out to Senovo today.
Thanks to senploy.co.uk, auraeducation.co.uk for their information and contribution.
