A term-time contract is an employment agreement where you work only during school or college terms and take time off during the holidays. In the UK, these arrangements are common in education, local government and the NHS, as well as in hospitality, tourism and retail businesses that follow the academic calendar.
For parents, carers and students, term-time contracts can make paid employment fit around caring responsibilities or study. For employers, they can widen the talent pool and improve retention, particularly in sectors struggling to recruit. With childcare costs remaining a major pressure on working families, this pattern is a practical option for women who want to stay in employment without paying for full-year holiday cover.
Who benefits from these arrangements
These contracts are not only for teachers and teaching assistants. They suit anyone whose availability matches the school year. Working parents often use them to avoid the cost and logistics of holiday childcare, while students can earn during term and focus on exams or placements during the breaks. Carers and people running their own side businesses may also value the predictable blocks of time off.
From an employer’s perspective, offering term-time hours can help retain experienced staff who might otherwise leave the workforce. It can also reduce recruitment costs and bring in skills that are only needed during term time. For women in business, offering these roles can be a straightforward way to attract talent that larger competitors overlook.
Why choose this working pattern
- Predictable cash flow: If your salary is spread over 12 months, you receive the same amount each payday, making budgeting easier even though you do not work in the holidays.
- Lower childcare costs: Being off during school holidays can reduce the need for paid holiday clubs or wraparound care. If you are self-employed, you may also want to check how free childcare for the self-employed interacts with your working pattern.
- Time for other priorities: The breaks can be used for further study, caring, a personal business or simply recharging.
The potential drawbacks to consider
The main risk is that the weeks you do not work may be unpaid unless your contract builds in paid annual leave. Some people find it hard to secure temporary work during school holidays, especially if their skills are specialised or their sector is quiet outside term time.
There can also be a workload squeeze. Because you are not there during holidays, you may feel pressure to complete a full year’s tasks in fewer weeks. Without clear boundaries, this can lead to stress and burnout. Employers should plan cover realistically and avoid expecting term-time staff to be constantly available by email during their time off.
How pay and holiday entitlement work
Term-time pay is usually calculated pro rata based on the weeks you actually work. A common approach is to add your working weeks to your statutory paid holiday and divide the total into 12 equal monthly payments. For example, if you work 39 school weeks and receive 5.6 weeks’ paid annual leave, your annual salary is based on 44.6 weeks and paid in equal instalments.
Under the Working Time Regulations 1998, all workers are entitled to 5.6 weeks’ paid statutory leave each year. Since April 2024, part-year and irregular-hours workers accrue holiday as 12.07% of the hours worked in each pay period, following changes to the Working Time Regulations. Employers can choose to pay rolled-up holiday pay as long as it is itemised separately on the payslip. However, many term-time contracts still grant 5.6 weeks’ leave calculated on average earnings. Check your contract and payslip carefully, and speak to ACAS or your union if the calculation is unclear.
From April 2026, the National Living Wage for workers aged 21 and over is £12.21 per hour, set by the Low Pay Commission and enforced by HMRC. Term-time workers must be paid at least this rate for the hours they work, and pro-rata calculations must not dip below the legal minimum.
How to request flexible working hours
In Great Britain, the right to request flexible working is a day-one right. Under ACAS guidance reflecting the 2024 flexible working rules, you can make up to two statutory requests in any 12-month period, and your employer must respond within two months unless you agree a longer timeframe. They can only refuse for one of the permitted business reasons, such as extra cost, inability to reorganise work or a fall in quality or customer demand.
Term-time working is a recognised form of flexible working. To strengthen your request:
- Explain how the arrangement would work day to day, including handovers and holiday cover.
- Show how your role can still be covered during school holidays.
- Propose a trial period so both sides can review how it goes.
- Reference any recruitment or retention challenges in your sector.
If your request is refused, you have the right to appeal. ACAS and your trade union can guide you through the process.
Term-time contracts in the NHS and public sector
The NHS has expanded flexible working options, including term-time only contracts, to retain nursing, allied health and administrative staff. Many NHS trusts now allow staff to request flexible working from their first day, and the NHS England flexible working principles encourage managers to consider requests constructively.
Local councils and academy trusts also use these arrangements for roles such as teaching assistants, school administrators, catering staff and midday supervisors. These posts are often advertised as “term-time only” and the salary is quoted as a full-time equivalent figure, so always check the actual take-home pay after pro-rata adjustment.
Practical tips for employers
- Write a clear flexible working policy that explains how term-time requests are assessed, so women returning from maternity or caring breaks know what to expect.
- Calculate pay, pension and holiday entitlement transparently and in line with current legislation.
- Plan holiday cover in advance so term-time staff are not pulled back during their time off.
- Use trial periods and regular reviews to make sure the arrangement works for the team and supports longer-term retention.
Action steps for employees and employers
- Check your contract or draft one that sets out working weeks, pay method, holiday entitlement and notice arrangements.
- Use the ACAS holiday pay calculator or seek payroll advice if the pro-rata calculation is unclear.
- If you are an employee, make a statutory flexible working request in writing and set out how the business need will still be met.
- If you are an employer, review your flexible working policy against the 2026 rules and train managers to handle requests consistently.
Term-time contracts can be a practical, family-friendly way of working that benefits employees and employers alike. They are not without complications, particularly around pay, holiday entitlement and workload, but clear contracts and open conversations can prevent most problems. Whether you are asking for term-time hours or considering offering them, make sure you understand the latest rules and get advice if anything is unclear.
