This week I report on confirmation of the inspection of multi academy trusts, new DfE guidance on the use of restrictive interventions in schools including the use of reasonable force and the impact of the Employment Rights Act on the education sector which became law on 18 December last year.
Confirmation of the inspection of multi academy trusts
This week the government confirmed plans to introduce multi academy trust inspections as early as 2027, with the necessary legal changes introduced as an amendment to the Children’s Wellbeing and Schools Bill. While acknowledging significant work is needed to refine the plans, the government has set out key principles, including:
- trusts must not be disincentivised from taking on struggling schools
- there should be consistency between DfE and Ofsted expectations
- inspectors will need appropriate expertise
- inspection workload for trusts should be minimised
- Inspections will be led by Ofsted with an inspection framework informed by updated trust quality descriptors.
New guidance on restrictive interventions in schools
New DfE guidance on the use of restrictive interventions in schools, including use of reasonable force, will take effect from April 2026. The guidance includes clearer expectations on reporting and the use of force, additional clarification to help school staff use reasonable force safely and appropriately, advice on the use of seclusion, and specific support for staff working with pupils with SEND.
The DfE says the changes are designed to help schools reduce reliance on restrictive practices and ensure staff feel confident, safe and lawful when exercising their powers in limited situations.
Legal changes to employment rights
On 18 December 2025, the Employment Rights Act became law. The Act covers a range of workforce measures including changes to pay, time off work, dismissal and trade union rights. It also establishes the School Support Staff Negotiating Body (SSSNB) which will start operating later this year with a remit to negotiate pay and conditions. The changes will be implemented over a two-year period and will impact all employers. Many of the details will be confirmed through secondary legislation and government guidance.