3 strategies to help attract and retain SEND support staff

Recruiting and retaining skilled SEND support staff (including Teaching Assistants (TAs), Learning Support Assistants (LSAs), and mentors) has become one of the biggest challenges facing schools today.

Recent research by the National Foundation for Education Research (NFER) shows school leaders find hiring TAs even more challenging than recruiting Teachers, with three in four schools struggling.

The findings also showed that there were 20% more support staff in special schools than five years ago, due to the rising demands for SEND provision.

At Parker Smith Inclusion, we have seen this first-hand, with a 22% increase in SEND support staff vacancies in the last year alone, accounting for 80% of our placements in 2026.

However, recruitment is only part of the challenge. The Education Workforce in England 2026 report showed that the school support staff exit rate has also increased. Schools are not only struggling to attract SEND support staff but also struggling to retain them.

We hear daily how schools are trying to balance increasing pupil needs, limited budgets and the ned for stable staffing teams. So, what can schools do to improve recruitment and retention of SEND support staff? We have put together 3 key strategies to help address this, which you can implement with little cost.

 

Define the SEND support role clearly

Often, one of the biggest barriers to successfully recruiting is a lack of clarity about the role itself. Working within SEND can be demanding, but can also be incredibly rewarding. Setting out clear expectations before advertising helps ensure potential candidates understand the responsibilities, environment and real challenges they may face.

Schools should:

• Clearly outline the day-to-day responsibilities of the role.
• Be transparent when advertising about the needs of the pupils that the TA will support.
• Explain the support systems available within the school.
• Highlight opportunities for training and development.

Trial days can also make a huge difference. They give candidates the opportunity to experience the school environment, meet the team, and decide whether the setting is a good fit before committing to a role.

Where possible, schools should also consider:

• Flexible working offering, such as part-time roles/job shares.
• Competitive and transparent salary structures.
• Flexible staffing models, where SEND specialists support multiple classes or rotate during key learning periods.

These approaches can make roles more attractive while helping schools manage resources effectively.

 

Focus on career progression & training

Many potential TAs either choose not to enter the profession or stay because they feel there is a lack of career progression. However, this is often not the case. Creating clear career pathways can significantly improve staff retention and job satisfaction.

Set clear expectations for the role to prevent the ‘culture shock’ of working with challenging pupils.

Schools can support this by:

• Offering structured CPD opportunities.
• Providing mentoring and peer support.
• Creating progression routes into senior TA or HLTA positions.
• Supporting pathways into teacher training where appropriate or routes into speech & language therapy, occupational therapy or educational psychology.

SEND-specific training is especially important. Many educators enter support roles without feeling fully prepared for the realities of working within complex SEND environments.

At Parker Smith Inclusion, educators have access to a dedicated SEND training and resource hub designed to support their professional development and classroom confidence. Investing in training not only improves outcomes for pupils but also helps staff feel valued, capable, and more likely to remain within the profession long term.

 

Create an inclusive & supportive working environment

Supporting pupils with additional needs can be emotionally demanding, so schools that prioritise staff wellbeing are more likely to retain experienced SEND professionals.

Simple, cost-effective strategies include:

• Providing safe spaces for staff to decompress after high-pressure situations.
• Encouraging regular communication between teachers and Tas.
• Holding informal weekly check-ins to discuss pupil progress and classroom strategies.
• Introducing mentoring programmes for new staff members.

Feeling supported, listened to, and included within the wider school team has a significant impact on morale and long-term retention.

 

When to use additional support

Recruiting in the SEND sector requires more than simply filling vacancies. Schools need professionals who understand the realities of the classroom, align with the school’s culture, and are committed to long-term impact, to ensure consistency for pupils.

Working with specialist SEND recruitment partners can help schools:

• Access high-quality SEND professionals.
• Reduce reliance on short-term agency staffing.
• Improve retention through better long-term matches.
• Save time during the recruitment process.
• Ensure thorough vetting and safeguarding standards.

At Parker Smith Inclusion, our focus is always on long-term fit rather than short-term placement. We understand the challenges schools face and work closely with leaders to build sustainable staffing solutions that benefit both schools and pupils. The challenge of recruiting SEND Teaching Assistants is unlikely to disappear anytime soon. Rising demand, funding pressures, and increasing staff burnout continue to impact schools across the UK.

However, schools that focus on clarity, professional development, wellbeing, and long-term recruitment strategies are far more likely to attract and retain the skilled SEND staff their pupils need.

If you are looking for additional support on your recruitment, contact the PS Inclusion team on 0203 011 4848 or email hello@psinclusion.co.uk