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For cases received prior to 19 May 2020, the procedures dated April 2018 will be followed.

This is for:

teachers

hearing witnesses

employers

supply agencies

members of the public

other relevant organisations

It applies to:

local-authority-maintained schools

free schools and academies

pupil referral units

non-maintained special schools

independent schools

sixth-form colleges

youth custody settings

children’s homes

It aims to inform teachers, hearing witnesses and employers (or employment or supply agencies) of what will happen at each stage of the investigation, hearing and decision-making processes.

Please also read ‘Teacher misconduct: the prohibition of teachers’.

The system is operated by the Teaching Regulation Agency (TRA), an executive agency of the Department for Education, on behalf of the Secretary of State.

Pupil referral units provide education for children who can’t go to a mainstream school.

Non-maintained special schools provide education for children with special educational needs that the Secretary of State for Education has approved under section 342 of the Education Act 1996.

1 T eacher misconduct: Disciplinary procedures for the teaching profession May 2020 2 Contents Introduction 4 Summary table of misconduct proceedings 6 Action on receipt of referrals 9 Interim prohibition orders 10 Summary table of Interim Prohibition Orders 11 Review of an interim prohibition order 13 Investigation 13 Consideration of evidence and the use of experts 14 Case to answer decision 15 Agreed statement of facts 16 Disclosure of relevant documents by the TRA 16 Professional conduct panels 17 Constitution 17 Legal adviser to the panel 19 Appearance before the panel 20 Summary table of panel decisions and recommendations 20 Notice of Hearing 21 Response to Notice of Hearing 22 Standard and burden of proof 23 Admissibility of evidence 23 Service and Inspection of Evidence 23 Hearing bundle 24 Absence of the teacher at a hearing 25 Rescheduling or adjourning the hearing 26 Referral back to investigation stage 27 Case Management Directions 27 Procedure at a professional conduct panel hearing 31 Public or private hearing 32 Joint hearings 33 3 Witnesses 33 Children and vulnerable witnesses 35 Recommendation and decision 36 Notification of decision 37 Reference to a differently constituted panel 38 Resumption of professional conduct panel hearing after adjournment 38 Agreement to consider case in a professional conduct panel meeting 39 Appeals, review of prohibition orders and GTCE orders 41 Appeals 41 Application for a prohibition order to be set aside 41 Application to vary or revoke a condition specified in a GTCE conditional registration order or suspension order 43 Revocation of disciplinary orders 43 Compliance with GTCE conditional registration orders or suspension orders 43 4 Introduction 1.1. This document sets out the procedures (“the Disciplinary Procedures”) for the regulatory system relating to teacher1 misconduct which operates within a legislative framework which came into force on 1 April 20122. 1.2. The regulatory system is operated by the Teaching Regulation Agency (the TRA), an executive agency of the Department for Education, which acts on behalf of the Secretary of State as regulator of the teaching profession. 1.3. The Disciplinary Procedures set out what will happen at each stage of a teacher misconduct case, and are principally directed to teachers who are the subject of misconduct allegations, witnesses at professional conduct panel hearings, members of professional conduct panels and employers of teachers3. 1.4. In these Disciplinary Procedures (i) a reference to the Teaching Regulation Agency or the TRA is to be interpreted as a reference to officials within that agency acting on behalf of the Secretary of State (ii) a reference to a teacher is to be interpreted in accordance with the definition in regulation 2 of the Teachers’ Disciplinary (England) Regulations 2012 (“the Regulations”)4 (iii) a reference to teaching work is to be interpreted in accordance with regulation 3 of the Regulations (iv) a reference to a teacher includes, where appropriate, the person or persons representing a teacher in the course of misconduct proceedings (v) a requirement for the TRA or its representatives to communicate with a teacher includes a requirement to send that communication to any representative acting on behalf of the teacher (vi) a reference to a teacher’s employer is, where appropriate, to be interpreted as including a reference to any person who has made arrangements for a teacher to carry out work at the request of or with 1 See the definition of “teacher” in paragraph 1.4(ii). 2 Sections 141A to 141E of, and Schedule 11A to, the Education Act 2002 and the Teachers’ Disciplinary (England) Regulations 2012. 3 Although they may also be of interest to members of the public and organisations who may consider making a referral of alleged misconduct to the Secretary of State. 4 It should be noted that this definition is not limited to qualified teachers. 5 the consent of a relevant employer, as defined in section 141D of the Education Act 20025 (vii) unless stated otherwise, a reference to a teacher’s employer is to be interpreted as a reference to the teacher’s previous employer 6 if the teacher is no longer employed or engaged as such, and a requirement to send any document or to provide any information to the teacher’s employer need only be complied with if the employer’s identity is known to the TRA (viii) a reference to the presenting officer is to the person or persons representing the TRA in the course of misconduct proceedings 7, and a reference to the TRA is, where the context requires, to be interpreted as a reference to the presenting officer on behalf of the TRA (ix) a reference to a panel is to a professional conduct panel appointed in accordance with regulation 6 of the Regulations (x) a reference to the chair is to the chair of a panel (xi) a reference to an allegation is to be interpreted, where the context so requires, as a reference to more than one allegation (xii) a reference to directions is to case management directions made under paragraphs 5.58 to 5.76 (xiii) a reference to a document or material which is to be disclosed includes anything in which information of any description is recorded, including electronic documents and sound and video recordings (xiv) a requirement to disclose a document or material includes a requirement to provide a copy of it (xv) a document is deemed to have been served or received on the fourth day after it is sent if it is sent by post, on the second day after it is sent if it is sent electronically and on the day of delivery if it is delivered by hand (xvi) the date a document is sent is the date it is despatched, whether by post, e-mail or otherwise (xvii) a reference to a number of days or weeks is to a number of calendar days or weeks unless otherwise stated 5 Usually referred to as a supply agency. 6 This only applies if the teacher was employed by that employer to carry out teaching work. 7 See paragraph 5.20. 6 (xviii) a reference to the GTCE is to the General Teaching Council for England8. 1.5. Any procedures or requirements set out in the Disciplinary Procedures, except for matters which are a requirement of the Regulations, may be waived or varied if (i) there is agreement between the TRA and the teacher prior to a professional conduct panel hearing commencing (ii) a panel so directs, either in the course of a professional conduct panel hearing or at a case management hearing convened to consider the matter; or (iii) exceptionally, the TRA considers it necessary to do so in the interests of justice. 1.6. If there is a material difference between the provisions in these Disciplinary Procedures and the provisions in the Disciplinary Procedures that were applicable when a referral of alleged misconduct was made to the Secretary of State, the earlier provisions will apply to the case unless, in the interests of justice or the public interest, the TRA or the panel directs otherwise. 1.7. To the extent necessary in order to ensure the fairness of proceedings for the parties and the public at large, the TRA and panels shall, in making decisions and directions, take notice of the procedures followed in the Criminal Courts (under the Criminal Procedure Rules) and the Civil Courts (under the Civil Procedure Rules). Summary table of misconduct proceedings 1.8. The following table sets out in brief the process which is followed in the course of misconduct proceedings. The System of Teacher Regulation Action on receipt of referrals The TRA receives referrals from employers, the public, the police, the Disclosure and Barring Service (“the DBS”) and other regulators and interested organisations. On receipt of a referral the TRA will check (i) that it relates to a person who has been employed or engaged to carry out teaching work in England; and 8 The GTCE was responsible for regulation of the teaching profession prior to the Regulations coming into force. 7 (ii) that the alleged conduct is capable of amounting to unacceptable professional conduct, conduct that may bring the teaching profession into disrepute or conviction, at any time, of a relevant offence and that a prohibition order may therefore be appropriate. If the TRA is satisfied following initial assessment of the case that either (i) it does not have jurisdiction; or (ii) the alleged conduct cannot amount to unacceptable professional conduct, conduct that may bring the teaching profession into disrepute or conviction, at any time, of a relevant offence the TRA will not carry out an investigation and the referrer and the person whose conduct has been referred will be notified. In all other cases, the TRA will inform the teacher, the referrer and the teacher’s employer and will carry out an investigation9. Interim Prohibition Orders As an initial step, the TRA will determine whether an Interim Prohibition Order (“IPO”) should be considered to prevent the subject of the referral from teaching until the case is concluded. An IPO can be made at any stage in the misconduct proceedings without the need for a hearing once the seriousness of the allegation has been established. Once the teacher is informed that the TRA is considering making an IPO, the teacher has ten working days to respond and provide any evidence that the teacher considers will be relevant to the TRA’s decision. If an IPO is made the TRA will inform the teacher, the referrer and the teacher’s current employer. The employer must take action to ensure that the teacher does not carry out teaching work unless and until the IPO is lifted. The teacher may apply to the TRA for a review of the IPO within six months of the date it was made and subsequently at six monthly intervals. If the TRA has informed the teacher that it is considering ma