Supply teaching and temporary contracts in Scotland: what to check

“Supply” can describe different working arrangements. A call to cover a class for one day and an appointment covering a term need different questions. Start with the actual engagement, the written terms and the employer, rather than assuming the label tells you everything.

This guide concerns the Scottish council teaching arrangements described in the Scottish Negotiating Committee for Teachers (SNCT) handbook. Independent-school and agency arrangements require their own checks. It is general information checked on 8 September 2026; an individual contract concern should be discussed with your union, Acas or a qualified adviser.

When is work short-term supply?

The SNCT code defines short-term supply as cover lasting two days or fewer, arranged on a daily basis. It says there is no obligation to offer work or accept it. Councils should provide clear guidance and written confirmation of engagements. [1]

Ask how bookings are confirmed, who authorises the hours and how cancellations are communicated. Keep your own dated record of accepted work. Being available for calls is different from having agreed hours, so record both what was offered and what you actually worked.

What if the cover will last longer?

The fixed-term code says engagements extending beyond two days should have fixed-term temporary contracts. It also calls for the reason and expected duration to be specified, with an end point tied to a date, task or event. Fixed-term teachers undertake the full range of teaching duties, with hours adjusted for a part-time contract. [2]

The short-term code also addresses cover known from the outset to be likely to exceed two days: a fixed-term contract should be issued in accordance with the national code and relevant local agreements. [1]

If the booking changes, ask the council to explain the resulting arrangement in writing. Useful questions include: What is the appointment covering? What are my contracted hours? Which duties apply? What event ends it? Who can confirm the paperwork and payroll treatment?

How should I check pay?

The SNCT pay section describes hourly calculations for short-term supply and an automatic 10% addition for preparation and correction. It separately sets out daily and hourly calculations for other teachers, including fixed-term appointments. The appropriate salary point is governed by the handbook’s service and placement rules. [3]

Compare your payslip with the engagement record and the applicable current salary scale. If something differs, send payroll the relevant dates, hours, contract and explanation requested. Keep a copy of the response. This guide does not calculate an individual entitlement or assume that every teacher’s previous service produces the same salary point.

How can temporary work lead towards permanence?

The SNCT code identifies normal applications for permanent vacancies and locally negotiated transfer arrangements. Ask for the current Local Negotiating Committee for Teachers (LNCT) agreement that applies to your council, including any eligibility and review process. [2]

GOV.UK explains that repeated fixed-term employment can engage rules about permanent status after four years, subject to justification and possible collective agreements. This is not a reliable “four calendar years on a supply list” test. Whether the rules apply requires checking the employment relationship, contracts, continuity and relevant agreement. Seek advice on your own record before asserting a particular outcome. [4]

Which documents are most useful?

Make a chronological file of appointment letters, extensions, engagement confirmations, working dates, payslips and relevant correspondence. Record changes of employer, hours and role clearly. Ask HR which local agreement governs your arrangement and how previous service has been recorded.

A brief written question is easier to answer when it identifies the exact booking or contract. For example: “My appointment was extended on this date. Please confirm the current end point and the agreement used to determine its status.” This is a request for clarity, not a conclusion about a dispute.

Where can I get help and contribute evidence?

Acas provides employment information and a helpline for questions about individual circumstances. Your union can also help you examine the relevant national and local arrangements. [5]

Scottish Teachers for Permanence campaigns for predictable work and secure incomes, including for teachers whose work remains temporary or supply. Our supply-teaching and contract-security evidence pages examine what councils record. Teacher accounts add context, while a person’s legal position still needs individual consideration.