Australia’s teacher shortage is no longer a looming risk - it is an operational reality for schools across every state and sector. While much of the conversation focuses on unfilled permanent roles, the deeper issue is sustainability: workload, stress and retention are pushing capable teachers out of classrooms faster than new ones can be brought in.
From where we sit, working closely with both schools and educators, the solution isn’t simply “more teachers”. It’s smarter workforce planning, and that includes a more intentional, well-supported approach to CRT and temporary staffing.
Workload remains the dominant pressure point. Teachers are carrying increasingly complex responsibilities beyond teaching: administration, compliance, behaviour management, wellbeing support and extracurricular demands. For many, the intensity is no longer seasonal - it is constant.
Stress and burnout follow naturally. We speak daily with teachers who still love education but no longer feel they can sustain full-time classroom roles under current conditions. This is particularly evident among early-career teachers and experienced educators stepping into leadership prematurely due to staffing gaps.
Retention is where schools are feeling the sharpest impact. Mid-career teachers are exiting permanent roles, not because they want to leave education, but because they need flexibility, balance and control over their workload. Relief and temporary work have become a conscious choice, not a fallback.
Across Australia, teachers are asking for realism rather than rhetoric.
They want:
· manageable and predictable workloads
· strong leadership and clear expectations
· flexibility in how and where they work
· transparency before accepting a role
· support that continues beyond day one
For many, CRT and temporary roles offer breathing room - a way to remain in education while protecting wellbeing. When done well, this keeps experienced teachers connected to classrooms rather than losing them entirely.
Schools are under immense pressure to maintain continuity of learning while managing staff wellbeing and budget constraints. Many leaders acknowledge that the traditional “permanent or nothing” model no longer reflects the reality of today’s workforce.
We regularly hear:
· “We need flexibility without compromising quality.”
· “We can’t keep relying on last-minute cover.”
· “We want continuity, not constant churn.”
This is where a strategic CRT and temp workforce approach becomes critical.
CRT and temp staffing as a strategy, not a stop-gap.
Too often, relief staffing is treated as reactive - a scramble when someone is sick or a vacancy drags on. In a shortage market, this approach is no longer fit for purpose.
When embedded properly, CRT and temporary workforce planning becomes a retention and sustainability tool.
A strong CRT pool:
· provides continuity for students
· reduces pressure on permanent staff
· supports phased returns, part-time work and flexible arrangements
· keeps experienced teachers engaged in the system
Many teachers tell us that access to consistent temp work - knowing they are valued, supported and booked ahead - is what allows them to stay in education long term.
This is where recruitment moves from transactional to truly partnered.
Listening comes first. Understanding why a teacher is choosing CRT or temp work - whether for wellbeing, family, career transition or flexibility - allows placements that genuinely work for both sides.
Pipeline building matters. Sustainable CRT and temp pools are built through long-term relationships, not last-minute calls. This includes early-career teachers, returning educators, semi-retired professionals and internationally trained teachers navigating compliant pathways.
Advisory support is key. Schools benefit from honest market insight around availability, realistic expectations and how to structure roles to attract and retain staff - including blended models of temp-to-perm where appropriate.
Support doesn’t stop at placement. Regular check-ins, pastoral care and proactive communication are what keep CRTs engaged, available and committed to particular schools.
Partnership is the difference.
Australia’s teacher shortage won’t be solved overnight. But schools that embrace flexible workforce models - supported by trusted recruitment partners - are already creating more resilient systems.
CRT and temporary staffing, when treated as a strategic pillar rather than a last resort, protects wellbeing, improves retention and keeps quality teachers where they matter most: in classrooms.
People stay where they feel supported, respected and understood. Sustainable recruitment starts there.