When it comes time for teachers to leave international schools, they are always advised to “leave well” - but do our off-boarding procedures support that?

This is no small matter. There are lots of “exit procedures” that must be navigated related to school, country and emotions so that schools can communicate a lasting impression of care by helping teachers to exit gracefully and with the minimum of stress. If they achieve this, it will ensure positive word of mouth.

Supporting teachers who are leaving

1. We will all leave someday

The long recruitment cycle at international schools means that teachers are expected to declare their intentions for the following academic year as early as the first term of the preceding one.

Unlike in other workplaces where departures are often kept private, this openness requires a shift in perspective. Recognising that leaving is a natural part of any professional journey is key.

Leaders should focus on expressing gratitude for a teacher’s contributions and offering full support for their next step, rather than attempting to persuade them to stay. For example, at my school a non-binding preliminary survey of intentions is conducted early in the academic year, allowing staff to reflect on and finalise their decisions.

Once the decision is made, showing appreciation for a teacher’s service and a readiness to assist with their next steps conveys respect and care.

2. Help with parents and students

A teacher’s departure often stirs up emotions among students and parents, particularly if it occurs midway through the critical two-year cycle of IGCSE or International Baccalaureate Diploma examinations.

While this demonstrates the strength of student-teacher relationships, schools can help by framing departures as a natural process within globally mobile communities.

At my school teachers are encouraged to share their departure news with their classes in their own way prior to a formal announcement during the final weeks of the year.

Examination classes are assigned to existing staff whenever possible to ensure continuity. Importantly, the reasons for a teacher’s departure are quite rightly kept private, helping to keep the focus on the positive contributions that they’ve made.

3. Navigating exit procedures

The HR department plays a crucial role in guiding teachers through the exit process, ensuring compliance with local regulations.

Providing a clear, up-to-date checklist of required steps, such as settling taxes, recovering pension contributions and obtaining police clearance certificates, allows teachers to transition smoothly.

This checklist should cover all aspects, from the decision to leave to their actual departure from the country.

4. Feedback can take many forms

Feedback from departing staff is a powerful tool for school improvement. Structured interviews, surveys or focus groups, often managed by HR teams, provide insights into areas for enhancement.

Questions should be thoughtfully crafted with input from leadership, and staff should feel assured that their responses will remain confidential.

Multiple opportunities for feedback should be offered in the lead-up to their exit, signalling that the school values their perspective and is committed to growth. This not only facilitates improvement but also positively impacts staff retention.

5. Saying goodbye on your own terms

End-of-term farewells and leavers’ speeches are a significant tradition in many staffrooms, but cultural norms vary widely in international settings.

It’s essential to acknowledge the emotional impact of leaving both a school and a country. Offering flexibility in how departing staff wish to say goodbye is a considerate approach.

At my school there is no set expectation of farewell speeches at the end-of-year social event. Staff can choose to speak themselves, have someone speak on their behalf or opt for more private goodbyes.

Ensuring that teachers can depart in a way that feels right to them is a final gesture of respect and care.

Nicholas Forde is principal of secondary school at the ISF Academy, Hong Kong

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