Resignation/Retirement Notice

Once a teacher has reached the retirement age of their pension scheme (and service requirement for early voluntary), they can retire whenever they wish i.e. at a date of their own choosing. It can vary from teacher to teacher. Many teachers typically retire at the end of the school year, others after the next round of a pay increase while more pick a significant date in their lives or a date pre decided upon.

The contractual school year runs from 1 September – 31 August. A teacher wishing to retire at the end of a school year should notify the Chairperson of their board of management/relevant ETB in writing that their resignation/retirement date is 31 August. There is a three month notice period required to retire from a teaching position. The teacher should complete and return their application to the Department of Education to claim their pension as soon as possible after giving their retirement notice to their school.

To apply for pension the teacher must submit a RET 1 form to the Pensions Section of the Department of Education, this can be downloaded from the DE website.

Individual schools have some discretion in relation to their school calendar (e.g.. for the beginning of the operational school year).  Schools may opt to re-open for the new school year prior to 1 September in accordance with the provisions of the Standardised School Year circular Where a teacher has notified their board of their intention to retire with effect from 31 August, there is no obligation on them to attend work if their school is reopening prior to the end of August.  The teacher appointed to replace the retiring teacher should attend work from the date the school re-opens.

The contractual school year runs from 1 September – 31 August. A teacher wishing to resign at the end of a school year should notify the Chairperson of their board of management/relevant ETB in writing that their resignation date is 31 August.  It is important to include the date of resignation in this notice/letter. Failure to do so may result in the teacher’s resignation taking effect from the date of their letter.

The notice period is typically 3 months’ notice as with all permanent and fixed term contracts. Upon signing a contract, it becomes legally binding. Your school/ETB can hold you to this notice period.

Individual schools have some discretion in relation to their school calendar (e.g. for the beginning of the operational school year).  Schools may opt to re-open for the new school year prior to 1 September in accordance with the provisions of the Standardised School Year circular.   Where a teacher has notified their board of their intention to resign with effect from 31 August, there is no obligation on them to attend work if their school is reopening prior to the end of August.  The teacher appointed to replace the resigning teacher should attend work from the date the school re-opens.

A teacher may resign from their position at any time, by notifying the Chairperson of their board of management relevant ETB in writing, specifying the date on which their resignation will take effect. They are then entitled to be paid up to that date.

There is no precedent form/letter of resignation.  The letter/email can be short/long as you like, however must note the following: –

[Date]   Dear [Chairperson]   This letter is to notify you of my 3 months’ notice that I shall be resigning my position effective on [date].   [You can add in more information here if you wish i..e I appreciate the opportunities you have given me to learn and grow etc.]   Yours Sincerely [Name]

The notice period is typically 3 months’ notice as with all permanent and fixed term contracts.  Upon signing a contract, it becomes legally binding. Your school/ETB can hold you to this notice period.

It is open to you to engage with your school/ETB to negotiate a shorter or lesser notice period.

You would need to speak to their school/relevant ETB to negotiate a shorter notice period, if required.

For a teacher in a permanent/fixed term contract (FTC to include the summer months) – the summer months would also count for notice period.  For example, if a teacher wished to resign on 31 August, their notice would be June, July and August.

The notice period is 3 months’ notice as with all permanent and fixed term contracts.  The current school can retain a teacher for the full 3 months’ notice and/or require them to work their notice.  You can try and negotiate a lesser notice period with your current school/relevant ETB.

A teacher on career break can resign during the school year. The board of management/relevant ETB may either allow the temporary teacher to remain in the post until the end of the school year or may make a permanent appointment under the appropriate procedures. The board of management should consider the contractual arrangements made with the temporary teacher before proceeding with an appointment.

A break in service is where a teacher resigns and is out of employment/contract. If a teacher is out of contract for 26 weeks or more they will move to the newest pension scheme at the time of their return to teaching.

• If a teacher is a member of the Old Entrant pension scheme and had a break between 2004 and 2012, they would have been moved into the New Entrant Pension on their return.
• If a teacher has a break in service from 2013 onwards then they will be moved into the Single Pension Scheme upon their return to teaching.

Approved leave is not a break, i.e., career break, maternity, parental, carer’s leave, sick leave etc – these are approved leave and therefore are not viewed as a break in service.

Teachers who are members of an older pension scheme can avoid a break in service when they resign by ensuring they engage in substitute teaching work for at least one day in every 26 weeks.

Teachers who resign to work in another area of the Public Service should request to stay on their existing pension scheme in this new employment. They will also remain on their existing pension scheme upon their return to teaching once they do not have a 26 week break in employment.