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The True Price of Losing a Teacher

In Thailand’s education sector, a teacher’s resignation can seem like just another vacancy to fill. But beneath the surface, each departure triggers a ripple effect, costs that stretch far beyond a simple recruitment expense.

At SchooPed, we’ve seen how one resignation can quietly drain school budgets, disrupt learning, and damage a school’s reputation in ways that take years to repair.

1. Financial Costs That Go Beyond Recruitment

When a teacher leaves, the school often faces:

• Recruitment fees or job ad costs

• Visa and work permit processing

• Training and onboarding expenses

• Temporary staff or overtime pay to cover classes

Individually, these might not look dramatic but combined, they can total tens of thousands of baht per teacher.

2. Disruption to Learning and Student Experience

A mid-term teacher departure interrupts lesson continuity. Students must adjust to a new teaching style, delays in syllabus coverage, and a sense of instability in the classroom. In Thailand’s increasingly competitive education market, these changes don’t go unnoticed by parents and can affect student retention rates.

3. Impact on Staff Morale and Workload

Turnover doesn’t just affect students. It puts pressure on the remaining teaching team. When workloads increase, morale drops. And when morale drops, more resignations often follow. This “turnover snowball” is one of the most expensive and damaging consequences schools face.

4. Long-Term Reputation Damage

Thailand’s teaching community is close-knit. Word spreads quickly when a school develops a reputation for frequent turnover. That reputation can make it harder to attract top talent, forcing schools to settle for short-term hires who see the job as a stepping stone rather than a long-term commitment.

Why Teacher Turnover Happens

While each case is unique, our recruitment experience has shown common patterns:

• Below-market salaries or benefits packages

• Lack of professional development opportunities

• Cultural adjustment challenges for foreign teachers

• Weak or rushed onboarding processes

• Misaligned job expectations from the start

How Smart Schools Reduce Teacher Turnover

Schools with low turnover rates often share the same strategies:

• Hire for Fit, Not Just Skill – Ensure candidates are both qualified and culturally adaptable.

• Benchmark Compensation – Compare packages against private, government, and international schools.

• Invest in Professional Development – Training programs make teachers feel valued and committed.

• Improve Onboarding – Support new hires in both academic and cultural transitions.

• Listen Early – Conduct stay interviews to address concerns before they turn into resignations.

The SchooPed Approach to Retention

At SchooPed, we help Thai schools hire teachers who are not only qualified but committed for the long term. Our screening process looks at skills, fit, and motivation thereby reducing the risk of expensive turnover.

Fewer replacements mean lower costs, more stability in the classroom, and better results for students.

Retention is Always Cheaper Than Replacement

Keeping a great teacher is always more cost-effective and far better for students than finding a new one. By understanding the hidden costs of turnover and taking proactive steps to prevent it, schools can save money, protect their reputation, and provide a better learning environment.

If your school is ready to build a stronger, more stable teaching team, contact SchooPed today.