We are delighted to announce that the Babcock 4S business has been acquired by Strictly Education.

Education HR

Supporting you and your staff to deliver great education outcomes

Education HR


Telephone support: 0800 073 4444 (option 3 for HR; option 4 for DBS)

Our 0800 number is now operational again, thank you for your patience over recent weeks. To access HR or DBS telephone support from the Service Desk, please contact us on 0800 073 4444 selecting option 3 for HR or option 4 for DBS

Surrey Maintained Schools and PRUs

The HR content within these web pages is specifically tailored to Surrey maintained schools (including PRUs).

Most of the content is restricted to registered HR customers. Log in first and use the menu on the right to browse HR content areas or, if you have a particular topic in mind, you can also try our A-Z topics list.

Education HR Online

Our alternative website - Education HR Online - is available to all our other HR and DBS customers and is offered as standard with our HR packages. If you have not already done so, please visit Education HR Online to register today and gain access to the subscriber content.

Not currently an HR customer? Registration is free, and provides access to sector-specific HR news, some limited content and updates.

Forthcoming HR Training

We have a range of HR training workshops running during the Summer Term in Surrey, including:

  • Introduction to Education HR
  • Adult Mental Health First Aid
  • Managing and Processing DBS Checks
  • Safer Recruitment
  • Redeployment
  • Training for Appraisers

Find out more about what's running and when >>>

Latest HR News >>


Daily HR Support: Operating Hours and Contact Information

Our HR Remote Service Desk can be contacted on 0800 073 4444 (option 3 for HR; option 4 for DBS) during the following hours:

Term time: Monday to Thursday 08.00 - 17.30; Friday 08.00 - 16.00
During school closure periods: Monday to Friday 09.30 - 16.00


Reduced Service Days

Occasionally our HR Remote Service Help Desk team are required to attend meetings or training sessions during normal working hours. During these times voicemail will be in operation. Messages will be returned as soon as possible.

Forthcoming dates when this will occur are:
18th June 2019: 10.00am - 3.00pm



Latest HR News: Summer Term 2019

04/06/19: Revised SCC reward policy published

The revised SCC reward policy for 2019-20 has now been published. You can access this policy and associated appendices via the Support Staff Pay and Allowances guidance page (log in first). This includes information on:

  • Surrey Pay grading structure and pay models
  • Pay progression
  • Determination of individual salaries
  • Pay protection
  • Additional hours
  • Premium payments
  • Long service award
  • Recognition award scheme
  • Current rates of pay and allowances

31/05/19: Revised SCC travel and expenses policy published

The revised SCC travel and expenses policy has now been published. You can access this policy and associated appendices via the Support Staff Pay and Allowances guidance page (log in first). This includes information on:

  • Mileage rates
  • Annual Car User Lump Sum protected arrangements
  • Work base Relocation Grant
  • Workplace Travel Allowance

Changes to this policy will be covered at the Summer Term bursar briefings.

29/05/19: Court of Appeal - not discriminatory to offer enhanced maternity pay but only statutory ShPP

Ali v Capita Customer Management Ltd and Chief Constable of Leicestershire v Hextall

We have previously reported on the outcome of two Employment Appeal Tribunal hearings dealing with the question of whether it is unlawful discrimination to provide women on maternity leave with enhanced maternity pay whilst only providing employees on shared parental leave with statutory pay.

The Court of Appeal, hearing the two cases together earlier this month, has now upheld the previous ruling that there is no requirement to provide equivalent benefits to fathers or partners taking shared parental leave. The entire period of maternity leave following childbirth, and not just the initial two weeks of compulsory maternity leave, is – the court held – for more than just facilitating childcare. The predominant purpose of such leave is for “other matters exclusive to the birth mother resulting from pregnancy and childbirth and not shared by the husband or partner.” Consequently, there is a material difference between a man taking shared parental leave and a woman taking maternity leave and therefore the proper comparator for a man taking shared parental leave is a female worker on shared parental leave. An equal pay claim would also fail because provision is made in the Equality Act 2010 for special treatment to be given to a woman in connection with pregnancy or childbirth.

This ruling will come as a relief to many employers, including in the education sector, who have been concerned that they may be forced to equalise provision between occupational maternity pay and shared parental pay. Such an outcome would likely have resulted in a reduction in the level of maternity pay to avoid an overall increase in costs.

22/05/19: Summer term edition of 'HR Brief': our employment law and education policy round-up for HR

We've just released the latest version of our detailed termly employment law, pay and education policy update. Log in and visit our Summer Term 2019 updates page to download.

01/05/19: Teachers' Pension Scheme (TPS) update

In January 2019 the DfE launched a consultation to seek views on their proposal to provide funding for certain education institutions to cover the cost of increased employer contributions to the TPS. You will be aware that these are due to rise from 16.48% to 23.68% in 2019/20 (including 0.08% administration charge).

The response to the consultation and the methodology for payment have now been published on the GOV.UK website. The response confirms that the funding will be provided to the following types of school:

  • Mainstream and special maintained schools
  • Mainstream and special academies (including Alternative Provision, 16-19 academies and free schools)
  • Maintained nursery schools
  • Non-maintained special schools
  • Independent special schools, to the extent they educate children with Education, Health and Care Plans
  • Local authority centrally-employed teachers
  • Music Education Hubs


The DfE is also providing funding for FE colleges and other publicly-funding training organisations including sixth form colleges.

The DfE is considering an appropriate allocation mechanism and will announce this in due course. Also subject to further consideration will be the possibility of funding beyond the 2019/2020 spending review.

The DfE will not be providing funding for universities and independent schools. The response, however, also announced that the DfE will engage with the Independent Schools Council (ISC) to consider the possibility of allowing independent schools to leave the TPS via a phased withdrawal. In these circumstances a school could retain its current teachers in the TPS but the scheme would be closed to new teachers joining the school.

Previous latest news updates from the Spring Term 2019 (up to 22.04.19) can be found on the Newsletters and Updates - Spring Term 2019 page (log in required).

Scroll to top