End-of-Year Exhaustion: What It Tells Us About Stress in Schools

By the time UK schools reach July, there’s a noticeable shift in the air. Walls are being cleared, exams are over, and the countdown to the summer holidays has begun. But beneath the winding-down atmosphere lies something else—a wave of exhaustion that’s deeper than just end-of-term tiredness.

For many school staff, July feels less like a celebration and more like a finish line they’ve crawled to. The truth is, this end-of-year exhaustion isn’t just about hard work—it’s a warning sign. A clear reflection of the stress systems in place throughout the year.

Let’s not dismiss it. Let’s listen to it.

What Is End-of-Year Exhaustion in Schools?

It’s not just feeling “a bit tired.” End-of-year exhaustion in schools often shows up as:

• Emotional weariness
• Persistent fatigue or brain fog
• Difficulty making decisions or planning ahead
• Increased absence or stress-related symptoms
• Apathy towards curriculum or CPD discussions

It’s the result of:

• Prolonged low-level stress
• Repeated emotional labour (especially in pastoral and SEND roles)
• Overwhelming workloads and unrelenting change
• A lack of space to reflect, reset, or unwind and let off steam

Why July Burnout Matters More Than We Admit

July exhaustion is rich with insight. It can tell you:

• Where the pressure points in the year were too intense
• Which staff are shouldering the heaviest emotional loads
• Where systems of support are working—or where they’re missing entirely
• How well your current staffing, timetable, and wellbeing approach is working

If we fail to look into these warning signs,  exhaustion will carry into September, and staff may start the new academic year with low energy an morale, and challenging attitudes to school.

Five Hidden Lessons in End-of-Year Burnout

1. Emotional energy and output isn’t equal

Pastoral, safeguarding, and SEN teams often carry the emotional weight of the school. Exam time is often when this strain shows up loudest. It’s a signal to offer more team-wide training and emotional support, so that key staff aren’t running on empty.

2. Systemic Pressure Is Out of Sync

If your staff feel broken at end of summer term it’s may not just be end-of-term tiredness. It’s a sign that pressure builds too much across the year. Exam prep, data deadlines, and over reactions often pile up without enough recovery space.

3. Wellbeing Isn’t Built Into the System

Many schools only talk about wellbeing when staff are visibly burnt out. But a year round mental health programme wins over regular fire fighting.

4. There’s No Space to Process What’s Happened

We ask students to reflect on learning—but what about staff? The lack of debrief  and de-stress time after challenging terms can lead to emotional buildup. Staff need different ways in which to process their  feelings with colleagues.

5. We Mistake Time Off for Recovery

Six weeks away sounds like a solution—but true recovery doesn’t start on the first day of summer. It starts when we create systems that help staff process stress throughout the year, not just collapse when term ends.

Turning July Fatigue Into September Strength

Rather than powering through and hoping summer fixes everything, use this term end as a mirror. What is it showing you? Where can things shift?

Here are 5 ways to act now:

✅ 1. Survey Your Staff Before They  Break Up

Create a short, anonymous check-in with questions like:

• What part of the year felt most difficult?
• When did you feel most supported?
• What one change would help reduce stress next year?

✅ 2. Book CPD That Builds Resilience

Look ahead now to September training and invest in CPD that tackles managing emotions and stress, and understanding student anxiety. It benefits staff and students—and protects wellbeing across the board.

✅ 3. Plan in Recovery Time Mid-Year

Review your school calendar. Could you schedule breather weeks, or emotional check-ins periods after high-stress seasons?

✅ 4. Host Small-Group Debriefs

Before everyone breaks up, give teams 30 minutes to sit down, reflect, and talk about how the year felt. It makes space for acknowledgment, not just administration and helps staff feel listened to.

✅ 5. Make Stress a Safe Topic

Openly discussing stress and recovery should be normal—not taboo. Build a culture where talking about pressure isn’t a red flag—it’s a route to better planning.

Final Thought: July Is Feedback

The energy your team has now isn’t just a by-product of hard work. It’s a reflection of your systems.
Tired staff aren’t failing. They’re functioning in an environment that may be asking too much, too often.

Listen what you hear come up. Use it to rethink your support structures, plan CPD, and build wellbeing into your school culture.

Because a stronger, calmer, more supported team in September doesn’t begin in September.
It starts now.

📢 Ready to support your team in a more sustainable way next year?

Book your CPD early to prioritise emotional resilience and practical support strategies.
👉 Email me at [email protected] to request a call or book one it at Geraldine’s calendar