STATEMENT OF EMPLOYMENT FOR LANGUAGE ASSISTANTS
ENGLAND AND WALES
Please amend as necessary and print two copies, one for the school and one for the
The Statement of Employment for assistants must include the following information:
1. The date of commencement of employment
This will be 1 October 2009 (England and Wales) unless an earlier date has been agreed with the
assistant. (14 September 2009 for Chinese assistants.)
2. The nature of the employment
This will be ‘foreign language assistant’.
3. The name and full postal address of the establishment(s) where the assistant will work
This should include all establishments where the assistant will work during the year, not just the
4. The salary payable to the assistant
This will be £6,872 for the full 8-month period of appointment, plus a London allowance if
(£8,217.77 for Chinese assistants, plus a London allowance if applicable).
If payment is to be made by more than one school, both the exact amount to be paid by each
employing school and the total amount to be received by the assistant should be stated.
Please refer to the British Council brochure for London allowances.
5. The date on which the monthly salary will be paid and the method, i.e. into a bank
account (details to be provided by the assistant).
Timetables should not exceed 12 hours per week unless agreed in advance with the assistant
concerned and based on additional pro rata payments of £16.36 per hour. This is calculated as
Total payment of £6,872 divided by 35 weeks = £196.34 per week
Weekly payment of £196.34 divided by 12 hours = £16.36 per hour
London Weighting, where applicable, should be incorporated into the hourly rate.
Non-EU nationals may not extend their weekly timetable of 12 hours without the prior agreement of
the British Council.
6. The holiday entitlement
This should be the same as the entitlement for other teaching staff during the year excluding the
summer holiday period.
7. The procedure in case of illness
Schools should ensure that the requirement for certification in the case of absence due to illness,
and the procedure followed in the case of extended sick leave, are explained to the assistant.
8. Deductions to be made from the assistant’s salary
Normally the only deduction would be for National Insurance unless the assistant is liable for
income tax (see Appendix III in our brochure).
9. Notice of termination of employment
Normally, this would be one month from either party, school or assistant.
10. A statement that there are no collective agreements which directly affect the terms and
conditions of employment
Terms and conditions of employment for foreign language assistants are determined by the
Department for Education and Skills and the Education Department of the National Assembly for
Wales in conjunction with the British Council.
11. A statement that the employment contract is for a fixed term, and the date on which it
The appointment would normally expire on 31 May 2010 (30 June for Chinese assistants) unless an
extension has been agreed with the assistant.
12. A statement that the assistant will not be required to work outside the UK
Assistants are occasionally asked to accompany school parties abroad. There is no reason why this
should not happen as long as the risks and responsibilities are clearly explained to the assistant
and they are willing to accept this responsibility as an adult member of the group. Assistants must
never be left in sole charge of any group. An assistant accompanying a school trip, whether in the
UK or abroad, must be fully covered by the school’s insurance.
13. A statement of the code of conduct applicable to the assistant
Language assistants are reminded that the assistantship is a job. Colleagues in the school(s) in
which you are appointed will expect you to behave in a responsible and professional manner. In
cases of serious misconduct assistants can be, and have been, dismissed by their host school(s).
you must be present to take your timetabled groups/classes but are not required to remain on
school premises at other times
you should work under the guidance/direction of the responsible class teacher(s)
you are obliged to work up to 12 hours per week, excluding preparation time; any hours worked
over the 12-hour period are by mutual agreement and will be paid on a pro rata basis
make sure that you are punctual for every lesson and, if possible, arrive before the class is due
prepare thoroughly and in advance for lessons; check what is expected of you; remember that
you are an employee of the school and are being paid as such
if you find yourself alone with a student, conduct the class with the door left open so that you
can be observed at all times
under no circumstances should you ever touch a child/student, not even in a friendly or
always be aware of your behaviour and relationship with the students, and check if these are
appropriate in the foreign school
ask permission, in writing, from the headteacher for any unscheduled day of leave that is a
genuine emergency, and abide by the response; it is not acceptable just to leave a message
with any other member of staff and assume permission is granted
speak at the earliest opportunity to your mentor or the headteacher’s secretary when genuinely
incapacitated by illness and unable to take classes. You must be aware of and abide by the
school’s policy on absence in the case of illness. Sick leave of a certain number of days (the
number varies amongst schools) must normally be justified by a medical certificate from a
offer formally to make up any and every class missed on account of personal illness or for any
other reason, including exam leave
you are expected, whilst on school premises, to dress and behave in a manner acceptable to
the host establishment. Clothing which is smart/casual is the norm but you should take your
lead from what the other teachers are wearing and ask them what is appropriate for that
particular school. As you are in a professional situation you should dress accordingly (i.e. no
cropped tops, strapped vest tops, summer shorts) and respect the guidelines given.
if your accommodation is on school premises, abide by the school’s regulations regarding
noise, visitors and so on
if disciplinary rules are broken a verbal warning will be given; if your performance does not
improve, a written warning will follow which may lead to your dismissal.
Assistants should be given the name and position of the designated member of staff whom they
should contact in case of dissatisfaction with any disciplinary decision or grievance.