Australia’s teacher shortage is getting worse, and it’s putting more pressure on school leaders, teachers, and students. The Australian Government Department of Education predicts a shortfall of around 4,100 secondary school teachers this year. However, many in the teaching profession say the crisis is bigger than the numbers show.
Finding graduate teachers to fill teaching positions is tough. Keeping existing staff motivated and preventing burnout is even tougher. And with fewer resources, larger classes, and an overstretched education system, it’s hard to see a way forward.
The reality is, there’s no quick fix. More funding and better policies are needed. However, there are steps schools can take to support teachers, lighten workloads, and improve retention.
At MarkSmart, we know firsthand how overwhelming the marking load is. That’s why we built a code-based marking system that cuts marking time by up to 40%, giving teachers back many of the hours they lose to admin.
In this article, we discuss what’s causing the teacher shortage, how it’s affecting classrooms, and what can be done to start addressing the issue.
Causes of the Teacher Shortage
Australia’s teacher shortage stems from several key issues:
- Unmanageable workloads: Teachers are overwhelmed with administrative tasks, lesson planning, and marking. On average, secondary school teachers work about 47.6 hours per week, with 11–12 hours dedicated to marking alone. This heavy workload contributes to burnout and job dissatisfaction.
- Low retention rates: Many teachers are leaving the profession early. Studies show that about 40% of Australian school principals report an increase in pre-retirement age resignations from teachers over the past year. Factors such as stress, lack of support, and challenging working conditions drive educators away.
- Fewer new teachers: Enrolments in teaching degrees have been declining. In 2023, domestic commencements in Initial Teacher Education (ITE) programs decreased by 10.6%, from 26,201 in 2022 to 23,426 in 2023. As this trend persists, the shortage of new educators entering the workforce continues to grow.
Impact on Educators and Classrooms
Beyond a staffing issue, the teacher shortage in Australia is reshaping the daily realities of educators and students alike. Below, you can explore some of the impacts:
Burnout and Stress
Teachers are overwhelmed. A recent survey found that 75% of educators feel the strain of the teacher shortage, with 61% taking on extra duties and 53% working longer hours. This relentless pressure is driving many to consider leaving the profession. The situation is most dire in Tasmania, where new teachers are quitting at unprecedented rates. The Australian Education Union reports a 97% increase in early-career teacher resignations within their first five years.
Since 2021, the number of teachers lodging stress-related workers’ compensation claims has surged by 59%, highlighting the intense pressure educators face.
Larger Class Sizes
Australia’s teacher shortage is leading to larger class sizes. In Western Australia, public schools have some of the biggest classes in the country, with up to 32 students in Years 4 to 10. This is more than in Queensland, where the limit is 28, and Victoria, where it’s 25-26.
When classes are this large, teachers can’t spend as much time with each student. This can make it harder to spot when someone is struggling or needs extra help. It also means teachers have less time to plan lessons that fit each student’s needs. As a result, student learning outcomes take a hit. And the impact is even bigger in schools that don’t have many resources.
Decline in Education Quality
The combination of teacher shortages and larger class sizes contributes to a decline in quality teaching across Australian schools. In Victoria, as of August 2024, there were 1,500 unfilled teaching positions, nearly double the number from earlier in the year.
This shortage has forced schools to cancel specialist classes, merge existing ones, or have principals and non-teaching staff step into teaching roles, disrupting the learning environment.
The Urgent Need for Reform
Australia’s teacher shortage is a pressing issue that requires immediate and comprehensive action. To address this crisis, reforms must focus on supporting current teachers, attracting new talent, and retaining experienced educators.
Better Support for Teachers
The job of a teacher has changed dramatically in the last decade. These days, it goes far beyond just delivering lessons. It now involves endless compliance paperwork, data collection, curriculum reporting, and pastoral care. Every year, more non-teaching tasks are being added to teachers’ plates, leaving them with less time to actually teach.
To help tackle teacher workload, the Australian Government’s $25 million Workload Reduction Fund is being trialed in schools. This initiative is designed to strip away unnecessary admin and streamline reporting processes so teachers can focus on quality teaching.
But cutting back on admin isn’t enough. Schools need tools that actively free up teachers’ time. One of the biggest time drains in any school is marking. The average teacher spends nine weeks every year marking assessments outside of school hours. MarkSmart provides a code-based marking system that cuts marking time by up to 40%, giving teachers back the hours they would otherwise spend buried in marking. It helps teachers provide better feedback in less time, improving learning outcomes while reducing burnout.
Incentives for New Teachers
Fewer people are choosing teaching as a career, and it’s hitting the education system hard. To combat this, the Commonwealth Teaching Scholarships program is offering up to $40,000 for undergraduate teaching students and $20,000 for postgraduates (with the condition that recipients teach in government schools or early learning settings after graduation). While this financial support is a start, the reality is that many young people don’t see teaching as a sustainable long-term career.
Until teacher workload is properly addressed and schools create better conditions for teachers to thrive, throwing money at new recruits won’t be enough to solve the current teacher shortages.
Retention Strategies
Keeping teachers in the profession is just as important as recruiting new ones. Schools and policymakers need to focus on teacher workload, job satisfaction, and professional support to prevent graduate teachers and experienced staff from leaving. Here are some key strategies that can help:
- Enhancing professional autonomy: Teachers who have more control over their classrooms and curriculum tend to stay longer in the profession. Giving educators the flexibility to make instructional decisions increases job satisfaction and can reduce burnout.
- Mentorship and support systems: Strong mentoring programs help early-career teachers transition into the job and stay in teaching positions longer. Schools with structured support systems can create a better work culture and improve retention.
- Flexible working conditions: Options like part-time roles, job-sharing, and adjusted schedules can help teachers balance work and personal life. Schools with flexible working practices typically report higher teacher retention rates.
- Recognition and career progression: Public acknowledgment, awards, and clear career pathways can motivate teachers to stay. Schools that invest in leadership opportunities and career development have stronger teacher workforce retention.
- Raising teacher salaries: Teacher salaries have failed to keep up with inflation, making it harder to attract and retain talent. Increasing wages shows teachers that their work is valued and helps prevent them from leaving for better-paid careers elsewhere.
Saving Teachers Up to 40% of Time Spent on Marking
Australia’s teacher shortage isn’t going away any time soon. Without action, classrooms will keep getting bigger, public school teachers will keep burning out, and student learning will suffer. Schools, policymakers, and education leaders need to step up, because the longer we wait, the harder it will be to fix.
The good news? There are practical solutions that can start making a difference right now. Cutting teacher workload, improving career pathways, and offering better incentives can help keep graduate teachers in teaching positions. Tools like MarkSmart are already reducing marking time by up to 40%, helping teachers reclaim their time and focus on quality teaching instead of endless admin.
If you’re a HOLA, you know how much pressure your team is under. MarkSmart doesn’t just save teachers time. Our code-based marking software helps them provide better feedback, contribute to better learning outcomes, and enjoy a better teaching experience. Book a tailored walkthrough today to see how it can help your school.