It's early February. Term 1 just started. And you're already thinking: "I need to move schools." 

Maybe your current role isn't what you expected. Maybe you've realised the fit isn't right. Or maybe you've been planning this move for a while and you're ready to act. 

Here's what you're wondering: 

"Can I realistically move schools mid-year? Or do I need to wait until Term 1 2027?" 

The honest answer: Yes, mid-year moves are possible—and common. 

At HARKE Recruitment, we support teachers through mid-year transitions regularly. It happens more often than you think, and with the right approach, it's manageable. 

Here's your complete guide to planning and executing a mid-year teaching move. 

Understanding Mid-Year Opportunities 

When Do Mid-Year Positions Become Available? 

Term 2 Starts (April/May): 

• Maternity leave coverage (largest source of mid-year roles) 
• Teachers who resigned during Term 1 
• Teachers who secured Term 1 roles but aren't the right fit 
• Growing schools needing additional staff 

Term 3 Starts (July): 

• Additional maternity leave coverage 
• Teachers relocating mid-year 
• Unexpected vacancies 
• New positions created mid-year 

Types of Mid-Year Roles: 

Fixed-term contracts: 

• Maternity leave coverage (6-12 months) 
• Term 2-4 contracts 
• Specific project or program-based roles 

Ongoing positions: 

• Unexpected permanent vacancies 
• New positions in growing schools 
• Teachers who resigned mid-year 

Relief/casual leading to fixed-term or ongoing: 

• Schools testing fit before offering contracts 
• Emergency coverage converting to longer-term 

Is a Mid-Year Move Right for You? 

Good Reasons to Move Mid-Year: 

The role isn't sustainable: 

• Workload is genuinely unmanageable (not just Term 1 intensity) 
• Leadership is unsupportive or toxic 
• Your mental or physical health is suffering 
• Workplace culture is harmful 

The fit is clearly wrong: 

• Teaching level or subject doesn't suit you 
• School values don't align with yours 
• Location is unsustainable (commute, housing) 
• You're genuinely unhappy despite best efforts 

A better opportunity has emerged: 

• Dream school has a mid-year opening 
• Relocation opportunity for personal reasons 
• Significant career advancement role 

Contract is ending: 

• Your fixed-term contract concludes mid-year 
• Natural transition point 

Consider Waiting Until 2027 If: 

It's just Term 1 intensity: 

• Every new role is hard in Term 1 
• Things often improve by Term 2 

You haven't given it a genuine chance: 

• Less than one full term at current school 
• Haven't sought support for challenges 
• Challenges might be resolvable 

It will burn professional bridges: 

• Leaving a permanent role mid-year damages reputation 
• Small education community—word travels 
• Future references could be impacted 

No compelling alternative exists: 

• Moving just to move isn't strategic 
• Wait for the right opportunity 

The Strategic Timeline for Mid-Year Moves 

Term 2 Moves (Starting April/May): 

NOW (Early February): 

• Clarify what you want in your next role 
• Update CV and professional materials 
• Register with recruiters (HARKE: www.harke.com.au/submit-resume) 
• Start researching schools and opportunities 

Late February - March: 

• Mid-year roles begin posting 
• Apply to suitable opportunities 
• Begin interview process 

March - Early April: 

• Complete interviews 
• Accept offers 
• Negotiate terms 
• Resign from current role (3-4 weeks notice) 

Late April - Early May: 

• Start new role at beginning of Term 2 

Term 3 Moves (Starting July): 

NOW - March (Early Planning Phase): 

• Clarify goals and preferences 
• Update professional materials 
• Register with recruiters 
• Explore options without pressure 

April - May (Active Search Phase): 

• Term 3 roles posting 
• Apply and interview 
• Secure offer 

May - June (Transition Phase): 

• Resign from current role 
• Complete Term 2 
• Prepare for new role 

July: 

• Start new role at beginning of Term 3 

How to Search for Mid-Year Opportunities 

1. Register with Specialist Recruiters 

Why: 

• Many mid-year roles don't get publicly advertised 
• Schools use recruiters for urgent or sensitive hiring 
• Recruiters know which schools are planning mid-year hires 

How: 

• Register with HARKE: www.harke.com.au/submit-resume 
• Provide clear preferences (state, year level, subject, timing) 
• Stay responsive to communication 

2. Monitor School Websites and Job Boards 

Where to look: 

• State education department websites 
• Catholic and independent school network sites 
• Individual school websites 
• Specialist education job boards 

Set up alerts: 

• Email notifications for new postings 
• Weekly checks on key sites 

3. Network Strategically 

Connect with: 

• Former colleagues at other schools 
• University contacts and cohort members 
• Teachers in your target schools or regions 
• Professional associations and groups 

How to network without burning bridges: 

• Don't badmouth your current school 
• Frame it as "exploring options" not "desperate to leave" 
• Be discreet—word travels fast in education 

4. Consider Fixed-Term Maternity Leave Contracts 

Why these are excellent mid-year opportunities: 

• Clear timeline (usually 6-12 months) 
• Allows you to assess school fit 
• Often converts to ongoing if both parties are happy 
• Less guilt about leaving current role mid-year (you're covering a need) 

Where to find them: 

• Recruiters like HARKE specialise in these placements 
• School websites (search "maternity leave" or "parental leave") 
• Posted in Feb-March for Term 2, May-June for Term 3 

How to Resign from Your Current Role 

Timing: 

Check your contract: 

• Most require 3-4 weeks notice 
• Some require end-of-term finish 
• Understand your obligations 

Ideal timing for mid-year resignation: 

• Resign at end of Term 1 to finish end of Term 2 (starting Term 3 elsewhere) 
• Resign mid-Term 2 to finish at end of Term 2 (less ideal, but possible) 

How to Resign Professionally: 

1. Have the conversation first (before formal letter): 

• Request meeting with principal 
• Be honest but tactful: "I've decided to pursue another opportunity" 
• Don't burn bridges—education is a small community 

2. Submit formal resignation letter: 

• Professional, brief, courteous 
• State your finish date 
• Offer to support transition 

3. Continue professional standards: 

• Don't mentally check out 
• Support transition (handover notes, resources) 
• Maintain relationships—you may cross paths again 

What NOT to Do: 

❌ Resign without another offer in place
❌ Badmouth the school to colleagues or students
❌ Leave abruptly or unethically
❌ Burn bridges—education is a small world 

Managing the Transition 

Between Roles: 

If there's a gap between finishing your current role and starting the new one: 

Use this time to: 

• Rest and recharge (teaching is exhausting) 
• Prepare for new role 
• Complete any required professional learning 
• Sort logistics (housing, relocation if needed) 

Starting Mid-Year: 

Challenges of mid-year starts: 

• Students have established routines with previous teacher 
• You're joining an established staff culture mid-year 
• Systems and expectations are already in place 

Advantages of mid-year starts: 

• School has established routines (easier to learn) 
• Students know expectations (clearer boundaries) 
• Less pressure than Term 1 (not starting fresh year) 
• Opportunity to observe before implementing changes 

How to succeed: 

• Ask lots of questions 
• Observe existing systems before changing them 
• Build relationships with students and staff 
• Be patient with yourself—adjustment takes time 

Special Considerations 

If You're on a Permanent Contract: 

Think carefully: 

• Leaving permanent roles mid-year can damage professional reputation 
• Unless circumstances are severe, consider finishing the year 
• Future employers may question your judgment 

Exception: Genuine workplace issues: 

• Toxic culture 
• Unsustainable workload 
• Health being impacted 

In these cases, prioritise your wellbeing—but handle the exit professionally. 

If You're on a Fixed-Term Contract: 

Much easier: 

• Fixed-term contracts ending mid-year are natural transition points 
• No reputational risk 
• Normal part of teaching career 

If You're Interstate: 

Registration considerations: 

• Apply for registration in new state immediately 
• Mutual recognition available for registered teachers 
• Processing takes 4-8 weeks—plan accordingly 

If You're Relocating: 

Practical considerations: 

• Housing arrangements 
• Relocation costs (negotiate with new school if possible) 
• Family impacts 
• Timeline logistics 

The Bottom Line on Mid-Year Moves 

Mid-year teaching moves are possible and relatively common. 

When done strategically and professionally, they can: 

• Improve your work situation significantly 
• Open new opportunities 
• Protect your mental health and wellbeing 

When done impulsively or unprofessionally, they can: 

• Damage your professional reputation 
• Burn bridges in a small community 
• Lead to regret 

The key is being strategic, professional, and thoughtful about the decision. 

Start Planning Your Mid-Year Move 

If you're serious about exploring mid-year opportunities: 

1. Clarify what you want: 

• What are you looking for in your next role? 
• What's non-negotiable vs. flexible? 
• What timing works for you? 

2. Register with HARKE: www.harke.com.au/submit-resume 

We'll work with you to identify suitable mid-year opportunities and support your transition. 

3. Explore current opportunities: www.harke.com.au/jobseekers 

Even if you're not ready to apply yet, understanding what's available helps you plan. 

4. Get your materials ready: 

• Update CV 
• Prepare references 
• Research target schools 

Mid-year moves happen. And when done right, they can be exactly what you need.