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by Rebecca Lister | 3rd Oct 2025

HR Challenges of a growing Multi-Academy Trust

Article Summary

Struggling with HR during MAT expansion? As Multi-Academy Trusts grow, schools face complex legal, structural, and cultural challenges – from TUPE compliance to aligning policies across different education settings. Eclipse HR provides expert, education-focused MAT HR consultancy to guide trusts through smooth, compliant, and people-first transitions.

In this article, we explore the advantages for schools of being part of a multi-academy trust, the common challenges they face and how an expert MAT HR Consultant can support schools and governing bodies through transition periods.

Learn how Eclipse HR provides expert HR consultancy support for schools and trusts, based on our years of experience in Education HR.

The Opportunities and Complexities of MAT Growth

Multi-Academy Trusts (MATs) are growing in number, and as they expand so do the challenges they face. The Department for Education (DfE) has long set out that the expansion of MATs brings with it an opportunity for better teaching through shared resources and streamlined processes. By having a number of schools working together under a single MAT, the governing body is able to grow and support a number of schools efficiently and effectively.

The DfE has stated advantages for schools under MATs range from more effective governance, clear identity and focus on learning across schools to reduced costs per school through centralised services.

However, while academy conversion can bring many advantages for schools, they also bring with them unique challenges that must be handled strategically to ensure expansions run smoothly and remain legally compliant. Expert HR support can make all the difference during the transition period. From helping to align policies to overseeing the TUPE process, strategic HR support plays a pivotal role in successful expansion.

According to Gov.UK, as of 2024/25, 46.1% of primary schools are academies or free schools, and 83.0% of secondary schools are academies or free schools.

Key Challenges of a growing Multi-Academy Trust

Merging schools into a MAT is not just a legal or operational exercise but a deeply human one that has wide reaching effects for staff, pupils/students and parents/carers and the wider community. MAT HR plays a central role in the process, ensuring that the merger is not only compliant but also strategically sound and emotionally intelligent.

During the merger process having an expert MAT HR team that assesses staffing structures, contractual obligations and existing employment policies to identify risks and opportunities is ever important. This includes understanding legacy terms and conditions, union agreements and workforce demographics, to inform integration strategies.

Transparent and timely communication is essential. Staff need clarity on what the merger means for their roles, benefits and working conditions. MAT HR should lead on messaging that is empathetic, informative and aligned with the Trust’s values.

A successful merger also depends on unified leadership. Effective HR should facilitate alignment between senior leaders across merging schools, ensuring they share a common vision and approach.

Beyond policies and procedures, the true challenge of MAT growth lies in cultural integration. Each school brings its own ethos, traditions and ways of working. HR must help shape a shared identity that respects diversity while promoting unity.

Contact us for a free HR consultation and safeguard your MAT’s next phase of growth.

TUPE Process

The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) is the legal framework for protecting rights of employees as they transfer to a new Trust and employer.

During MAT expansion, schools typically go through a process of transferring to a new Trust. Under TUPE regulations, the individual and collective rights of staff in the transferring school or college are legally preserved as they move to the new employer.

When TUPE Applies

• A school choosing to become an academy.
• A school being forced to transfer to academy status.
• An existing academy joining a multi-academy trust.
• The merger of two or more multi-academy trusts.
• A college becoming an academy.

Key Employer Responsibilities under TUPE

• Providing specific information on proposals.
• Consulting with trade unions and/or employee representatives on certain proposed changes.
• Potentially running an election of employee representatives.
• Facilitating the transfer of employment of affected employees.
• Employment contracts with current employer transfer to the new employer.
• Collective agreements with the current employer transfer to the new employer.
• Unilateral and detrimental changes to employees’ contracts by the new employer will not be valid unless made for an economic, technical or organisational reason entailing changes in the workforce.
• The current employer must provide specific information to the new employer on the transferring staff, at least 28 days before the transfer.

Why TUPE Matters

• Financial penalties and legal liability.
• Damaged employee relations and trust.
• Long-term HR and operational issues within the MAT.

Many Trusts struggle with rushed TUPE consultations, inconsistent policies, or neglecting cultural integration – mistakes that damage staff trust and compliance. At Eclipse HR, we prevent these issues with transparent TUPE communication, thorough policy alignment, and support for building a unified MAT culture.

Aligning Policies

As MATs expand, one of the most complex HR challenges is harmonising non-contractual policies across the different schools. Each school often has its own unique set of procedures, shaped by its history, leadership and local context. Bringing these together under a single trust requires careful planning and sensitive execution.

A lack of consistency in HR policies can:

• Undermine efforts to build a unified MAT culture.
• Create confusion among staff and across the Trust schools.
• Make it difficult to enforce standards and procedures.
• Reduce operational efficiency.

To address this, governing bodies and HR leaders must develop clear strategies for policy review, consultation and implementation.

During the merger process, a comprehensive audit of existing policies across all schools should be undertaken to identify areas of overlap, conflict and best practice. A priority should be placed on policies that impact staff experience and legal compliance.

The next step is to engage in consultation with school leaders, staff representatives, and unions. Hold open sessions for feedback and discussion for all areas of the expansion process and ensure transparency and inclusivity in decision-making.

If introducing new procedures and policies, be sure to provide training and support to staff to ensure they understand the changes and the standards expected of them.

How Eclipse HR Can Help with MAT HR?

MATs are increasingly seeking external HR expertise. As an independent HR consultancy, we offer schools greater flexibility, responsiveness and specialised support tailored to their unique needs. This shift allows MATs to access dedicated human resources professionals who focus on strategic HR solutions rather than solely administrative processes.

At Eclipse HR, we provide specialist education HR consultancy services tailored to the education sector. Our team of HR specialists understands the complexities of HR in schools and MATs, offering expert advice on:

• reducing staff and teacher absenteeism.
• recruitment and retention.
• handling staff disputes in schools.
• workplace mediation.
• regulatory compliance.
• staff development.

By partnering with Eclipse HR, schools can create a more supportive, compliant and successful educational environment. Contact us today to learn more about how we can support your school’s HR needs.

Please feel free to explore our website to learn more about the services we provide and how we can best support you and your School/Trust, or get in touch to talk to a member of our team today, to find out more about how we support Multi Academy Trusts.

Author: Rebecca Lister
Rebecca supports the Eclipse HR team and our clients across a range of tasks. Rebecca has recently completed her Master’s degree in Advanced Legal Practice (MLaw) at the University of Kent and is now studying for her Solicitors Qualification Exams. Her academic focus, particularly in employment law, complements her practical experience and deepens her understanding of HR in action.