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On 22 May 2025, the Government released its Budget for the coming year. The budgetary changes to Vote Education are intended to strengthen our education system and improve learner outcomes.

Key Budget Decisions Impacting Schools

·       Budget 2025 includes increased operational funding for schools and additional investment in learning support, including increased FTTE for Teacher Aides and Learning Support Coordinators. 

·       Funding has also been allocated to strengthen the education workforce, including investment in an Aspiring Principals programme, increased capacity for the Leadership Advisory Service and additional investment to grow the supply of teachers.

·       Increased funding for ākonga in Kaupapa Māori, Māori medium, and English medium education settings, including funds for property, curriculum supports and resources.

·       Additional capital investment for school property upgrades, to cover roll growth and seismic resilience.

·       Support for the curriculum refresh and further funding for students requiring learning support. 

·       Attendance remains a focus area, with funding for a new attendance service and to support and strengthen frontline attendance services.

Read more about Budget 2025 .

The Government has also confirmed it will phase out funding for several initiatives, including: 

·       Kāhui Ako (Communities of Learning) – all funding for Kāhui Ako, including Across-School and Within-School teacher roles, will cease from the beginning of 2026. 

·       Resource Teachers: Literacy (RTLit) and Resource Teachers: Māori (RTM) – funding for these specialist roles will also be discontinued from January 2026. 

We understand these decisions will raise questions for boards, particularly about working through the implications for your employees.  

�������� is actively engaging with the Ministry and unions to ensure boards and principals are well supported through these changes and to clarify the implications for staffing, resourcing, and strategic planning. 

What steps should boards take now?  

These budget changes may also affect staffing entitlement and other areas in your school.  While the changes do not take immediate effect, boards should start considering the implications of these budget decisions.  Further information to guide boards through the employment processes will be available in the near future. In the meantime, we recommend that you:  

·       Discuss as a board the implications for your school, including the impact of the removal of Kahui Ako, RTLit and RTM roles and the increasing access to Teacher Aide support and Learning Support Coordinators (LSCs).   

·       Ask your principal to share what the potential impact could be on your staffing for 2026. 

·       Not make any permanent appointments to any existing Kāhui Ako, RTLit or RTM vacancies between now and January 2026.  

·       Consider using fixed-term arrangements to meet existing requirements for Kāhui Ako or RTLit and RTM positions until the end of the year. These should not extend beyond 26 January 2026.  

·       Stay aware of and anticipate the potential for a surplus staffing process in Term 4.  This process will be the same as for other situations where a school is overstaffed.  

·       Be prepared to update staff on any potential changes to the school or their employment in a timely manner. 

·       Wait for further guidance before making decisions that affect your employees. 

RTLit., RTM and Kāhui Ako position holders 

All affected staff and roles are entitled to remain employed until the end of the year, unless employed on a fixed term agreement (FTEA) that ends prior to 26 January 2026. Further guidance on the appropriate processes to follow will be provided. 

Principals and other staff who are in Kahui Ako Leadership roles will need to be directly managed by the employing board. 

Communicating with staff 

It’s important to recognise that school staff are probably already aware of the likely impact of the government budget decisions and the resulting changes to come. 

 We understand how stressful this may be for everyone involved and encourage effective communication wherever possible to support staff wellbeing. 

As a good employer, boards and principals must commit to open, timely and constructive engagement with staff, including sharing of information and guidance as it becomes available. 

Further guidance to come 

�������� is working with the MOE to prepare further guidance to support you through these changes. As soon as it is ready, we will send it to you. 

In the meantime, you can contact our Advisory and Support Centre on 0800 782 435 or at eradvice@tewhakaroputanga.org.nz.