04 Jun Schools as charities: legal and regulatory update Fri
07 Jun The New Art of Headship Tue
11 Jun Introduction to VAT for schools Tue
18 Jun Questions that Heads should be asking their team about VAT policy and detail Tue
18 Jun So you want to be a bursar? Tue
25 Jun Holiday Pay Update Fri
28 Jun Gender Questioning Pupils - unpacking the guidance, law and best practice Fri
28 Jun VAT on school fees update More Upcoming Events
This bulletin will also be made available through the Independent Schools Council (ISC) for onward communication to schools.
This publication is generic in nature and advice should be taken in respect of your specific circumstances.
Schools will be familiar with the judgment of the Supreme Court in July 2022 in the case of the Harpur Trust v Brazel (“Brazel”). The case confirmed that holiday entitlement for permanent part-year workers should not be pro-rated to that of a full-time worker. The background to the case, and our detailed note on the Supreme Court judgment, can be found here. The judgment resulted in part- year workers being entitled to a greater holiday entitlement than part-time workers who work the same number of hours over the course of the year.
On 12 January 2023, the Government, seeking to address the disparity, launched a consultation “seeking views on proposals to pro-rata holiday entitlement for part-year and irregular hours workers based on the annual hours they work”.
On 1 January 2024, the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 (the “new Regulations”) came into force affecting three key areas of employment law: TUPE, working time, and annual leave and holiday pay. The latest reforms include the reversal of the Brazel decision for those working irregular hours or for only part of the year (“part-year workers”).
Schools are inevitably asking many questions because of the changes, particularly in relation to the changes to annual leave and holiday pay. We have therefore prepared some FAQs to assist schools with this complex area.
What is changing?
For a summary of the main changes being introduced by the new Regulations, please see our article here.
In particular, the new Regulations make several changes to holiday arrangements for part-year workers.
They allow a school to:
- calculate holiday accrual for part-year workers at a rate of 12.07% of hours worked in a pay period;
- pay rolled-up holiday pay, a practice where a worker’s hourly rate is enhanced to incorporate an element for holiday. Rolled up holiday pay will need to be calculated using the worker’s total earnings over the relevant pay period.
Do the new Regulations affect how holiday entitlement is calculated for staff working regular hours or those working on a fixed term basis?
No. The new Regulations do not affect how holiday entitlement should be calculated for those working regular hours. For fixed term employees, holiday can continue to be calculated pro-rata for the duration of the contract.
What about part-time staff?
The new Regulations do not affect staff working part-time. In contrast to a part-year worker (who works only part of a year – see further below), a part-time worker is someone who works a full 52 weeks of the year but for less hours or days than their full-time colleagues. Those working part time are entitled to a minimum of 5.6 weeks' statutory paid holiday calculated in proportion to the hours and days worked.
When do the changes take effect?
Although the new Regulations came into force on 1 January 2024, the changes take effect in respect of leave years beginning on or after 1 April 2024. Practically, therefore, most schools will be looking to make any changes to reflect the new law from the next holiday year (likely to be from 1 September 2024).
What is a “part-year worker” and an “irregular hours worker” for the purposes of the new Regulations?
The new Regulations state that "a worker is a part-year worker, in relation to a leave year, if, under the terms of their contract, they are required to work only part of that year and there are periods within that year (during the term of the contract) of at least a week which they are not required to work and for which they are not paid".
A worker is an irregular hours worker if “in relation to a leave year, ….the number of paid hours that they will work in each pay period during the term of their contract in that year is, under the terms of their contract, wholly or mostly variable".
By way of example, such workers are likely to include exam invigilators or sports coaches i.e. genuine zero hours or casual workers.
How will the holiday entitlement of part-year and irregular hours workers be calculated under the new Regulations?
Part-year and irregular hours workers will accrue holiday "on the last day of each pay period at the rate of 12.07% of the number of hours that they have worked during that pay period". Statutory holiday entitlement will be capped at 5.6 weeks (or 28 days) per year (including bank holidays).
Schools will also be able to roll up holiday pay for part-year and irregular hours workers and pay a 12.07% uplift to the worker's hourly rate of pay. The payment can therefore be made at the time the work is performed rather than at the time any holiday is taken.
Do the new Regulations apply to term time only staff who work regular hours each week and are paid a fixed annual salary in equal instalments across the year?
Whilst there is some ambiguity in the definition of a part-year worker under the new Regulations, those staff engaged on a term time only contract, who have weeks where they are not expected to work but continue to be paid over 12 months, would not be a “part-year worker” for the purposes of the new Regulations.
The recently published government guidance appears to support this interpretation, helpfully providing an example of an individual who is paid an annualised salary over 12 months but has periods of time that last more than one week where she/he is not working. The guidance suggests that the individual would not be a part-year worker for the purposes of the new Regulations.
Given that most teaching staff and some support staff will fall into this category, it is our view that the new rules on part-year workers will not apply to them.
Given the lack of clarity in relation to this, ISBA has obtained Counsel’s Opinion from Caspar Glyn KC, who was instructed in the Brazel case. Counsel agrees with our analysis of the definition of “part-year worker” under the new Regulations.
How should holiday therefore be calculated for this category of staff?
There remains a degree of uncertainty as to how holiday should be calculated for this category of staff. It is our view, and that of Counsel, that the decision in Brazel will continue to apply and those members of staff should receive, and be paid for, a minimum of 5.6 weeks’ holiday each year irrespective of what proportion of the year they work.
If someone has regular core hours but works irregular hours over and above that, will they be an irregular hours worker for the purposes of the new Regulations?
If someone works a different number of hours each week, s/he will be considered an irregular hours worker for the purposes of the new Regulations. In contrast, the guidance makes it clear that someone on an alternate shift pattern e.g. regular hours which change over a two-week period, will not be an irregular hours worker. The guidance provides an example of someone who works 15 hours in one week and 20 hours in the following week and suggests that she/he does not qualify (as his contracted hours are fixed during both weeks).
Unfortunately, there is no guidance on how to determine if the hours are “mostly” variable. As a rule of thumb, we suggest that “mostly” is likely to mean more than 50% but we will have to see if this is clarified in due course. In the meantime, it will be important for schools to analyse contractual terms on a case-by-case basis to determine whether they meet the relevant definition(s).
What about the definition of a week’s pay for holiday pay purposes?
As schools will know, workers have a right to a minimum of 5.6 weeks’ paid annual leave (4 weeks derived from the Working Time Directive (WTD) plus an additional 1.6 weeks under the UK Working Time Regulations (WTR)). The new Regulations provide that holiday pay for the first four weeks of statutory holiday pay (and all holiday pay paid to irregular hours and part-year workers) must be calculated based on a worker’s ‘normal’ rate of pay (over a reference period of 52 weeks).
From 1 January 2024, the new Regulations confirm existing case law regarding what must be included when calculating a worker’s normal rate of pay. These include:
- Payments including commission payments which are intrinsically linked to the performance of tasks which the worker is obliged to carry out under their contract;
- Payments for professional or personal status relating to length of service, seniority or professional qualifications; and
- Payments such as overtime payments, which have been regularly paid to a worker in the 52 weeks preceding the calculation date.
The remaining 1.6 weeks’ entitlement can be paid at a worker’s ‘basic’ rate of pay. That said, we appreciate that paying different rates of pay depending on whether the worker is taking the four weeks or the additional 1.6 weeks can be administratively onerous, especially as most schools do not differentiate between these two types of leave. It may therefore be easier to pay workers their “normal” rate of pay (i.e. their average pay including the payments referred to above) throughout.
Where a worker is paid for regular and/or recurring overtime over a sufficient period, the safest option, to ensure such payments are considered, and the worker is receiving their normal pay when taking holiday, is to calculate the holiday pay due in respect of overtime worked for the year and to pay this at one defined point, at a time when the worker is on leave.
The rules regarding overtime and the calculation of a week’s pay are however complex and legal advice should be sought.
Will we need to change our approach to holiday pay calculations?
This will differ between schools depending on the approach taken following the Brazel ruling.
What about those schools who made changes following Brazel?
Where changes to holiday pay were made following Brazel, any proposal to amend the holiday pay calculation may result in a contractual change to the terms of employment of such staff and will need to be carefully considered. It is likely that schools will need to consult with staff and seek agreement to the changes. Given that the changes are likely to be detrimental, this may not be straightforward.
Each case will be dependent on its specific circumstances and schools should seek legal advice to inform their strategy.
In relation to new starters, from 1 September 2024, schools will have a greater degree of flexibility in terms of how they calculate holiday entitlement, and pay holiday pay, for those working irregular hours or for only part of the year, e.g. zero hours staff.
What about those schools who did not make any changes following Brazel?
For those schools that did not make changes following the decision, the reforms may provide scope for a continuation of current arrangements without exposure to claims for unpaid holiday pay. However, until the changes come into effect, part-year and irregular hours workers remain entitled to an unreduced 5.6 weeks’ statutory annual leave. If any current employees are not receiving this amount of holiday then there remains a risk of an unlawful deductions claim (see further below).
Once the changes come into effect schools will be permitted to pro-rate statutory holiday for such workers. Assuming that statutory holiday is paid at the correct rate for holiday years beginning on or after 1 April 2024, there will no longer be “a deduction” in respect of which a claim could be brought. However, staff could still claim in respect of historic underpayments, until the limitation period for a claim (typically three months) is reached.
We note the reference to potential claims for back pay, are schools required to pay back-pay following Brazel (and prior to the changes under the new Regulations taking effect)?
No. In the absence of a successful claim to a court or tribunal for an underpayment of holiday pay, there is no requirement, as such, for schools to pay back-pay to their part-year or irregular staff as a result of the ruling.
That said, where holiday pay has not been calculated and paid in accordance with the judgment in Brazel, it is possible that staff could pursue claims to an employment tribunal (ET), or that trade unions pursue class actions on behalf of their members, for any back dated liability as an unlawful deduction from wages.
It is important to note that an unlawful deduction of wages claim can be brought in relation to a one-off deduction or incorrect payment or in relation to a “series of deductions”, provided it is brought within three months of the deduction (or within three months of the last deduction where there is a series of deductions).
Claims for underpayment of holiday are currently limited to two years’ back-pay and are effectively “crystallised” once the holiday pay is rectified (i.e., the series of deductions ends). So, the liability is ongoing while an employer is still making deductions (i.e., paying incorrect levels of holiday pay). However, once the changes to the calculation of holiday pay are implemented i.e. for holiday years on or after 1 April 2024, the series of deductions ends, and the clock will start ticking on the three-month time limit for claims to be brought. Once the three-month window has passed, if affected staff have not issued a claim (or commenced a process of early conciliation via ACAS) they would, technically, be out of time to do so (at least in an Employment Tribunal (ET)).
Whilst there is a possibility that staff could present a claim in the civil court for breach of contract (which has a limitation period of six years from the date of claim), the most likely claim is for an unlawful deduction from wages in the ET in respect of which the three-month limitation period and two-year back stop would apply.
What options do schools have in respect of a back-pay liability?
A school’s approach to the issue of back-pay will need to take account of several factors, including its appetite for risk, concerns over staff morale, its financial position, and the extent of the potential liability.
Broadly, there are three options for addressing the risk of claims for back-pay related to the decision in Brazel: to pay backdated holiday pay in full; in part or not at all. Given the imminent changes in this area, schools may decide to wait and see if a claim is made rather than proactively pay in full or in part any back pay owed.
Can schools pay back-pay to some staff and not others?
Possibly. It may be possible for schools to take a different approach to certain categories of affected staff based on risk. There is an argument that a series of deductions may be broken by a gap of three months or more between two deductions or non-payments. This may be relevant to, for example, certain zero-hours staff that have received their holiday pay in school holiday periods only, resulting in a gap of more than three months between each payment.
Schools would, however, need to consider the potential employee relations risk, and any possible discrimination risk, of treating one category of staff differently to another, and advice should be sought before taking this approach.
Is there a limit on the amount of back-pay that schools could be required to pay?
Yes. As a rule of thumb, schools should calculate their potential liability on the basis that they could be liable for up to two years’ back-pay.
Currently, an ET can only consider deductions made in the two years preceding the date of the claim. This two-year period relates to the date of payment of wages from which the deduction was made. Therefore, in these circumstances, this will only apply to any payment of holiday that was made in the two years prior to any claim.
While there is scope for the two-year period to be challenged, it remains correct under current law and at the present time is likely to represent the limit of liability for schools in this situation. Claims will be for the difference between the amount of holiday actually paid, and that which should have been paid in accordance with the decision in Brazel (and before the changes introduced by the new Regulations are implemented).
Could the two-year backstop be extended?
It is likely that the two-year backstop will apply but, in limited circumstances, it could be extended.
If a member of staff was misclassified as an independent contractor and did not receive any holiday pay as a result, the claim period might be longer than this. In the case of Smith v Pimlico Plumbers, the Court of Appeal ruled that the two-year limit on the claim did not apply, which led to a significant pay-out for Mr Smith. For further details on this case, please read our article here.
As mentioned above, another possibility may be to present a claim in the civil court for breach of contract which has a limitation period of six years from the date of claim. Strictly speaking, part-years workers could (although it is unlikely) try to rely on express contractual wording to pursue a claim for breach of contract.
In reality, however, the most likely claim is for an unlawful deduction from wages in the ET in respect of which the two-year backstop currently applies.
What should schools do next?
The changes, especially those relating to holiday calculations, will be welcomed by schools. The impact will, however, differ depending on the approach taken following Brazel and schools should seek legal advice on their own circumstances to inform their strategy.
An audit of the school’s holiday pay arrangements will be necessary to assess the extent of any changes required and any potential liability. Due to the strategic, financial, and possibly reputational implications of any decisions made in respect of the issues raised in this note, this potential risk should be highlighted to the governing body.
We will of course keep schools updated on any further developments.
Source: Harrison Clark Rickerbys
Editor’s note: does not apply in Scotland. The DfE has written to schools to inform them of a new performance data checking service that will be in place for the 2023/2024 performance data cycle. This will replace the School and College Checking Exercise Information service managed by RM.
For the 2023/2024 performance data cycle, primary schools with key stage 2 results, secondary schools and colleges with key stage 4 and 16-18 results will have access to a new website. Schools and colleges will use DfE Sign-in to access the website and will have helpline support.
On 11 March, the DfE wrote to all schools, colleges and Local Authorities about this new service and advised them to access the current 2022/2023 data before the tables checking service, in the link above, closes at 3pm on 28 March.
Following the 11 March emails, the DfE will provide further details to schools and colleges on the new service in mid-April. This will include the official launch date of the new service, how to get access, our new helpdesk information, and the planned schedule of performance data checking activity for the 2023/2024 cycle. These will be sent to all school and college headteachers and principals.
Source: DfE
Pupils with food allergies are being put at risk because of systemic failings in how allergies are managed at schools, according to a new study.
The REACT report was compiled by Benedict Blythe Foundation - an organisation launched in memory of five-year-old Benedict who collapsed at school and died from anaphylaxis in December 2021. Benedict’s death was not an isolated incident. In 2017 alone, three children died following allergic reactions at school: 13-year-old Karanbir Cheema died after a pupil flicked cheese at him, knowing he had a dairy allergy, 14-year-old Nasar Ahmed died after an allergic reaction to milk in his tandoori chicken lunch and 9-year-old Mohammed Ismaell Ashraf died following an anaphylactic reaction to an unknown allergen. In all these cases the coroner pointed out that there were failings in how the school responded and outlined key recommendations.
This report represents the largest-scale freedom of information request on the subject of allergies in schools, with requests made to more than 20,000 English schools. Analysis was carried out on a 10% sample of English schools by the Institute of Clever Stuff and compares against good practice. For more information please click here.
Source: Benedict Blythe Foundation
Following last year's consultation, the Government has published an updated draft statutory Code of Practice on 'fire and re-hire'. The updated draft Code is now subject to parliamentary approval and is likely to come into force by summer 2024.
What is the purpose of the draft code?
The Government published the original draft Code of Practice in response to P&O Ferries' actions in dismissing hundreds of staff overnight in 2022. A draft Code on dismissal and re-engagement (otherwise known as 'fire and re-hire') was published for consultation last year. The Code is not intended to change the law in this area, but sets out a step-by-step process for employers to follow in order to explore alternatives to dismissal when seeking to change terms and conditions of employment.
At the time it was published, commentators such as ACAS said the aims of the draft Code were welcomed, but that some of the detail of the Code itself should be refined.
Consultation response and updated code
The Government has now responded to last year's consultation and has published an updated draft Code. The updated draft:
- Clarifies that it does not apply where the employer is purely considering redundancies, but does apply where both redundancy and dismissal and re-engagement are envisaged in respect of the same employees.
- Is clear that the Code applies irrespective of whether or not collective bargaining applies.
- Changes its advice to employers whose staff are unwilling to accept proposed contractual changes. The original draft Code stated that employers in this position should re-examine their business strategy. This requirement has been changed so that employers must re-examine their plans but not necessarily re-visit their business case. They should take employee feedback into account if they do not do so.
- Does not require employers to re-assess their analysis before making a final decision to dismiss staff.
- Strengthens advice around contacting ACAS. It states that employers should contact ACAS before raising the prospect of dismissal and re-engagement with staff. This does not change the general position that ACAS can be contacted whenever the Code applies.
- No longer states that employer and employee representatives should continue to discuss ways to potentially reach agreement on new terms after dismissal and re-engagement has taken place.
Consequences of failing to comply with the Code
Once the Code is in force, it will be admissible as evidence in relevant Tribunals or court proceedings. In the event of a successful claim concerning a matter to which the Code applies, the Tribunal will have the power to uplift or decrease compensation by up to 25% for an unreasonable failure on the part of either the employer or employee to follow the Code.
Next steps
No confirmed timescale has been announced for bringing into force the Code. However, we now expect the updated draft to go through parliamentary approval and note the Government's expectation that it will be in force by summer 2024.
Source: VWV
This year's annual increase to the limits applying to certain Tribunal awards has been announced. The new figures will apply from 6 April 2024.
The Employment Rights (Increase of Limits) Order 2024 has been laid before Parliament and will increase the following compensation limits:
- The limit on a week's pay increases from £643 to £700. This means that the maximum statutory redundancy payment will rise from £19,290 to £21,000 where the effective date of termination is on or after 6 April 2024.
- The maximum compensatory award for unfair dismissal increases from £105,707 to £115,115.
- The minimum basic award for certain unfair dismissals (including health and safety dismissals) increases from £7,836 to £8,533.
Source: VWV
ISBA Annual Conference 2024 – Book Your Place Now
Bursars and their teams can book day delegate tickets at ISBA’s upcoming annual conference from 20 – 22 May 2024 at the ICC, Wales. We've discounted the price for any second or subsequent day delegate bookings for colleagues from the same school.
The conference offers a selection of professional development sessions for support staff to choose from, hosted by expert speakers who will share tips and advice on the latest issues affecting the independent school sector from financial planning, mergers and acquisitions, the new inspections framework, digital strategy, sustainability, HR (neurodiversity in the workplace, discrimination, flexible working and wellbeing), safeguarding, marketing and communications (and much more!). See the full programme and find out more about the ICC as a venue by listening to our podcast.
If you have an issue you’ve been grappling with for some time or one that has just popped up in your in-tray, this event will help.
You’ll also get to visit our largest exhibition yet of suppliers to the sector, network with peers opportunities plus get an opportunity to relax at our annual dinner hosted by popular comedian Marcus Brigstocke on Wednesday 22 May. We look forward to seeing you there.
Webinars
Details of the webinars in our professional development programme for the spring term are listed below and are available to book here. More webinars will be added to the spring term programme so please watch this space for more details each week.
If you missed any from the autumn term all of our free of charge webinars are recorded and are available to view in the multimedia section of the ISBA reference library.
- 22 March 2024 from 14.00-15.00: Outsourcing Your Catering
Following on from our previous webinar, 'The benefits of in-house catering', Claire Long from Thomas Franks will offer her view on the benefits of outsourcing.
- 19 April 2024 from 11.00 -12.00: Pensions Update
Richard Soldan, Luke Hothersall and Andy Thompson from LCP will offer insight into the significant increase in the TPS contribution rate from 1 April referencing their experiences of projects that the LCP team are helping schools to undertake now, to mitigate those cost increases.
- 19 April 2024 from 14.00 – 15.00: So, You May Become Your School’s Sustainability Lead?
allmanhall address the key things you'll need to know and do if you're to take the lead on sustainability at your school.
- 26 April 2024 from 11.00 - 12.00: Treasury Management
Rathbones will explain a range of options available to manage and invest school income and cash holdings.
- 7 June 2024 from 11.00-12.00: The New Art of Headship
Russell Speirs will share the findings of RSAcademics’ recent Art of Headship Report, looking specifically at the changing nature of leadership in UK independent schools and what this means for bursars.
- 28 June 2024 from 11.00 - 12.00: VAT on School Fees Update
Kieran Smith and Josie Morgan-Jones from Crowe UK LLP will be drawing on their expertise to offer an update on VAT on school fees.
- 28 June 2024 from 14.00-15.00: Gender Questioning Pupils - Unpacking the Guidance, Law and Best Practice
James Garside from VWV will offer his insight into the current legal frameworks on gender questioning pupils and how to apply them in practice. The session will explore the [final] DfE guidance, law and current thinking to support and assist independent schools in navigating an area of legal and practical complexity.
So you Want to be a Bursar?
- Sessions 1 and 2 on Tuesday 18 June at 11.00 - 12.15 and 16.00 – 17.15
- Sessions 3 and 4 on Thursday 20 June at 11.00 - 12 noon and 16.00 – 17.00
This course is for those looking to become a bursar who are not currently working in the independent school sector as well as support staff in independent schools who have considerable administrative management experience and are looking to progress their career.
Online safer recruitment course
ISBA’s online Safer Recruitment course is available exclusively for our members, priced at £60 per person. Booking details are here and those attending may attend the self-paced course which lasts for approximately two to three hours depending on knowledge. The online course will benefit those new to recruiting, individuals selected to conduct interviews and require revision or a three yearly update.
The online course is designed to ensure school staff are able to safely recruit new staff and comply with safeguarding regulations, Keeping Children Safe in Education and of course, most importantly, ensuring that young people learn in a safe environment. The course includes a range of commissioned videos from experts in the safeguarding field, including legal expert David Smellie from Farrer & Co.
You will get a CPD certificate on completion of the course, and the content is suitable for all staff and governors involved in the recruitment and interview process.
We’d like to remind colleagues about the ISBA business directory in the ISBA reference library which allows schools to search for specialist suppliers across the UK quickly and easily. The directory offers suppliers to the sector the chance to demonstrate the commitment they have to quality service to independent schools and to highlight any special offers or discounts they may have for ISBA member schools. The directory is fully searchable by business type, region or by location of the supplier. We do hope you find an opportunity to make use of the directory and it will help you find the right solutions for your school.
New Entries
We’re pleased to welcome five new suppliers to the ISBA Business Directory this month. You can find the Business Directory here or click the link below to view the relevant entry.
MICA Architects
Architects/Designers
eEnergy
Energy Suppliers/Utility Consultants
Devices for Education by Hardsoft
Computer Hardware Leasing & Support Services
Solis
Cyber Security Experts
McLoughlin Decorating
Construction Companies
ISBA has weekly podcasts designed to be easy ‘on-the-go’ listening via Spotify, Buzzsprout, Apple and the multimedia section of the ISBA website. Recent episodes have included:
- A peek at the conference programme with Helen Woods
- Cyber attacks, the myths of PAT, carbon footprints and data protection insights Q&A
- Is flexible working the key to boosting performance and teacher wellbeing?
- Budget updates, BSA/ISBA conference, allergies and flexible working
- Getting to know the ICC Wales with Danielle Bounds
- Questions answered about gender questioning guidance
- VAT survey, mobile phone guidance, Protect Duty consultation and member questions
- Martyn’s Law and what it means for schools
- Government consultations, cyber security guidance and member questions
- Copyright, budgets and energy updates
- Introduction and updates from Rob Pizii, ISBA’s new head of advice and guidance
- A Different Vision of Bursaring with Kathy Denton
We are pleased to welcome the following new member schools to the association:
- St John’s Diocesan School for Girls
- Eltham College Junior School
- Eltham College Family of Schools
- Sacred Heart School and Nursery
- Wesley College Dublin
- St Mary's Hare Park School
- Rathdown School
- The Lahore Lycetuff, Pakistan
- Goodwyn School
- St John's Preparatory and Senior School
Summer term regional group meetings will take place as follows:
- 16 April at 9.30am – Welsh, virtual meeting
- 18 April at 9.15am – South West, virtual meeting
- 19 April at 2pm – Kent, face-to-face meeting, Frewen College
- 23 April at 9.15am – London, virtual meeting
- 24 April at 10am – Southern, face-to-face meeting, Windlesham House
- 13 June at 10am – Solent, face-to-face meeting, Princes Mead
- 16 June at 9.30am – Welsh, virtual meeting
- 17 June, time TBC – Surrey, face-to-face, Daneshill
- 19 June at 10am – EABA, face-to-face meeting, Homerton College