Only if the workload impact has been assessed, the recognised trade union representative has agreed it, and the time is included in members’ directed time budgets.

Yes. 1b expressly covers existing as well as new policies, initiatives and working practices where consultation and agreement with recognised trade unions has not occurred.

No. The ASOSA instruction does not impose a blanket ban on TransformED.

• The action is about protecting members from additional or unagreed workload arising from TransformED and its implementation.

• Members should not be required to implement new policies, initiatives or working practices arising from TransformED unless they have been properly consulted on and agreed with the recognised trade unions.

• Where a new initiative creates additional workload, its impact on workload must be assessed and sufficient time must be clearly allocated within the member's individual directed time budget to undertake the work.

• TransformED itself is not being refused. Unagreed or inadequately resourced additional workload arising from it is.

The instruction does not create a blanket ban on training. But PPA cannot be used for training under 2b and implementation of the initiative remains subject to 1a-1c. Check your directed time budget and seek advice if the proposed training conflicts with another instruction.

No automatic consequence is stated. Implementation remains subject to the workload assessment, union agreement and directed time requirements in 1a-1c.

Ask for the statutory basis. 1c expressly preserves statutory, safeguarding and child protection requirements. If the position remains disputed, use instruction 39 and seek union advice before acting.

Potentially, where the work is consistent with the published instructions and properly allocated. The final instruction does not itself give a blanket answer for every training day scenario. Check the specific activity against 1a-1c, 2b and your directed time budget.

For this action, the critical requirement is that the task must be specifically included within the individual member’s directed time budget.

Continue your normal timetabled teaching and legitimate established pupil supervision duties.

Where you already have an established morning, break time or end of day pupil supervision duty, continue that duty where it forms part of your normal contractual duties. Teachers cannot be directed to undertake pupil supervision during the pupils’ midday/lunch break.

Genuine safeguarding and child protection emergencies remain unaffected.

If you have not been provided with an individual directed time budget, you should not undertake other directed activities unless and until they are specifically identified within a directed time budget provided to you by your employer.

Do not attempt to create or reconstruct your own directed time budget, and do not accept additional activities on the basis that there may be unused time somewhere within the 1265 hour limit.

It is the employer's responsibility to provide your individual directed time budget. The absence of that budget does not give the employer a blank cheque over your time.

The instruction requires the task to be “specifically included”. A generic entry on a directed time budget does not meet that test. Seek NASUWT advice before undertaking a disputed activity.

Action 2a says members are not to undertake a task that has not been specifically included within their individual directed time budget, so the answer is no.

Members should undertake the specific task only for the directed time allocated to it.

Once the allocated time has been used, the member should stop undertaking that task, even if it has not been completed. Members should not use their own time, PPA or time allocated to another activity to complete it.

If a task has not been specifically identified in the member's individual directed time budget, it should not be undertaken at all in accordance with Action 2a.

No. TNC 2024/2 requires directed duties and the time allocated to them to be accounted for within the teacher’s individual directed time budget.

Where management seeks to vary directed time arrangements after the start of the school year, the joint TNC guidance states that this should only be done “with consultation and agreement of the individual teacher.”

No. Action 2b expressly instructs members to refuse those directions during protected PPA.

Solely professional planning, preparation and assessment of your teaching and learning activities.

Where non contact periods have been left blank or described simply as “free”, the Principal has not directed the teacher to undertake another specific activity during those periods. The periods necessary to provide the teacher’s 10% PPA entitlement should therefore be treated as the teacher’s protected PPA time.

Under ASOSA instruction 2b, members must refuse meetings, supervision, cover, training or administrative tasks during that protected PPA time. PPA is solely for professional planning, preparation and assessment.

Any remaining blank or "free" periods have no other directed activities assigned to them. Members should not accept additional tasks that are retrospectively allocated to these periods and should use their professional judgement to determine how this time is best utilised.

No. 2b expressly includes cover among the activities to refuse during protected PPA.

No, only genuine planning, preparation and assessment belongs in PPA under 2b. Where the status of a particular task is disputed, seek advice under 39.

The same ASOSA instructions apply to part time teachers. Their teaching commitment, directed time budget and associated allocations are calculated on a pro-rata basis according to their contractual working pattern.

The school must therefore have provided the part time teacher with an individual, pro-rata directed time budget. The same protections apply to that budget and to the activities specifically identified within it.

• Routine clerical or administrative duties, including duplication, that are not properly attributable to the professional role of a qualified teacher

• Collecting money

• Chasing/investigating pupil absences

• Bulk photocopying

• Copy typing

• Producing standard letters

• Producing class lists

• Record keeping and filing

• Putting up and taking down displays

• Producing attendance analyses

• Processing examination results

• Collating pupil reports

• Administration of work experience

• Administration of examinations

• Administration of cover

• ICT troubleshooting and commissioning

• Ordering supplies and equipment

• Stocktaking

• Cataloguing, issuing and maintaining supplies and equipment

• Taking or producing formal minutes

• Coordinating and submitting bids

• Seeking or giving personnel advice

• Managing pupil data

• Inputting pupil data after the initial entry

This list is illustrative rather than exhaustive. The underlying test is whether the task requires the professional skills and judgment of a teacher.

Yes, where the work would ordinarily be undertaken by C2k, an IT technician, telecommunications provider, contractor, infrastructure specialist or another appropriately trained person.

Yes. Action 3 prevents teachers being used as technical staff. It does not require members to ignore faults.

Reporting a fault is distinct from diagnosing, repairing, installing or configuring infrastructure.

Action 3 does not define every ICT responsibility job description.

Check the specifically identified duties and sufficient Directed Time under Action 24 as well as Action 3.

Action 3 expressly includes duplication of clerical/administrative tasks.

If management disputes whether two requirements are duplicates, refer the specific example for trade union advice.

Yes. Action 4 expressly says the maximum is inclusive of cover.

The stated maximum is pro rata. Where the precise figure is disputed, have the calculation checked.

Yes. Action 5 says all other directed time activities outside pupil session times are to be completed at a time and place of the member’s choosing, subject to the stated exceptions of one event per term and the non teaching days.

No. the exception is strictly limited to one event per term and the non teaching days.

Where pupils finish early specifically to provide time for an identified directed time activity, members should undertake that activity during the time provided.

This applies whether it is an existing arrangement or the school reorganises the pupil day during ASOSA, for example, to accommodate a parent-teacher meeting.

The time provided is for the identified activity only. It cannot be used to introduce additional or different activities.

ASOSA does not prevent schools from providing time within the pupil day for directed time activities. That is exactly what should happen.

If there is a gap between the end of your pupil session and an evening event, you cannot be required to remain on the school premises simply because the event takes place later that evening. You may leave and return for the event where it is one of the permitted events under the ASOSA instructions.

Members should not undertake after school detention duty outside pupil session times.

Action 5 requires members to complete all other directed time activities outside pupil session times at a time and place of their choosing, subject only to the stated exceptions of one event per term and the non teaching days.

The fact that an after school detention duty may already appear in an individual directed time budget does not override Action 5.

Important distinction: This answer concerns after school detention outside pupil session times. Detention taking place during pupil session times is not prohibited by Action 5 simply because it is detention; the other applicable ASOSA instructions, including the directed time budget requirements, would apply.

No. If it is an existing or new unremunerated duty or responsibility that is not required of all classroom teachers, Action 6 instructs you to refuse the direction.

Action 6 prevents you being directed to undertake the duty. If you choose to continue undertaking something voluntarily, it remains your choice and must not be treated as a directed responsibility.

It is your choice whether you take on this unpaid work on behalf of your employer.

If the duty is not required of all classroom teachers and you are not remunerated for it, Action 6 instructs you to refuse the direction.

No. It is completed only where sufficient directed time has been specifically allocated and training has been provided.

No. You are instructed not to duplicate SEN documentation or maintain duplicate evidence files.

PLPs are not currently a statutory requirement. If your school already uses an IEP or other existing SEN documentation, you should not be required to move to a PLP during ASOSA.

The responsibility for ensuring that statutory SEN requirements are met rests with the school/employer, not the individual teacher. It is therefore the employer's responsibility to provide the time necessary for members to undertake this work.

Whether your school uses PLPs, IEPs or other SEN documentation, members should complete statutory SEN documentation only where sufficient directed time has been specifically allocated and the necessary training has been provided.

Do not duplicate SEN documentation or maintain duplicate evidence files.

No. Action 2b protects PPA solely for professional planning, preparation and assessment. The sufficient directed time required by Action 7 for statutory SEN documentation must therefore be specifically allocated outside protected PPA time.

Safeguarding and child protection requirements remain unaffected. In a genuine emergency, the welfare of the child remains the priority.

One formal school meeting OR parental engagement event per term, no more than one hour, with an agenda published 48 hours in advance.

The wording says “one formal school meeting or parental engagement event”, so the published instruction provides one event in total under Action 8.

If attendance involves a formal school or parental engagement event outside the normal pupil teaching day, it counts as the one permitted event for that term.

If the event is a meeting and the agenda has not been published at least 48 hours in advance, the condition for attendance has not been met and members should not attend.

No. The ASOSA instruction does not commence until 28 September 2026. An event attended before the industrial action commenced was not attended under Action 8 and therefore does not use the one event permitted by Action 8.

Where an existing twilight arrangement has already been agreed as an alternative arrangement for school/staff development time, members should undertake only activities that are appropriate to that development time and consistent with Department of Education guidance.

No. Members and school representatives should not agree to new twilight arrangements during ASOSA.

Yes, but only where all four conditions in Action 9 are met:

• specifically identified in the directed time budget;

• written agenda 48 hours beforehand;

• appropriate cover and time to prepare cover work where necessary; and

• no more than one hour.

No. Action 2b separately protects PPA from meetings.

Do not attend the meeting. Where cover work is required, Action 9 requires both appropriate cover and time to prepare the work for that cover session.

Action 9 requires the meeting not to exceed one hour, if it does excuse yourself professionally and leave the meeting.

Only where participation has been agreed by the recognised trade union.

Yes. Both are expressly listed.

If it is an employer consultation exercise or survey, Action 10 still requires recognised trade union agreement. The fact that time is available does not remove that condition.

No, unless the time has been specifically identified within the directed time budget for that purpose.

Yes. Action 11 expressly includes acknowledging receipt.

They are expressly included.

The instruction regulates the member’s response: do not respond outside directed time or specifically identified communication time, we have no control over parent’s activities.

Yes. These can be useful practical ways of supporting compliance with Action 11.

The key requirement remains that members do not respond to, or acknowledge, work communications outside directed time or outside time specifically identified in the directed time budget for that purpose.

Only where the cover is within your contractual requirements AND the period is specifically identified for cover on your timetable.

No, not as a way of avoiding the cover instruction. Splitting, combining or temporarily compositing classes to deal with an absent teacher is cover and is subject to the same contractual and timetable requirements as any other cover.

No. Action 2b expressly protects PPA from cover.

No. Action 12 requires the period to be specifically identified for the purpose of cover on the timetable. A blank or “free” period does not satisfy that requirement.

Supervision is separately caught by Actions 2a and 2b. It must be specifically included in the member's individual directed time budget and must not be placed in protected PPA.

Where it was not known in advance that the absence would exceed two days, cover may be provided on the first and second day only, subject to the other contractual requirements and Action 12. Cover must not continue beyond the second day.

Where it was known and agreed in advance that the absence would exceed two days, members should not provide cover for that absence, subject to the specific contractual exceptions for Primary 1, Primary 2 and nursery. 

Having a period identified for cover on the timetable does not override these contractual limits.

Members are instructed to refuse public examination invigilation except where the duties have been specifically agreed and appropriately resourced.

They are also expressly included in Action 13 and subject to the same exception.

Where the school relies on this exception, it must be able to identify the specific agreement and the resources provided for the examination duties. If that cannot be established, do not assume the exception applies.

A separate paid arrangement will satisfy the exception where the duties have been specifically agreed and appropriately resourced. It does not make examination work part of your normal teaching duties automatically.

Under the NITC ASOSA instructions, you should not follow that direction unless the Saturday has already been properly identified as one of your contractual 195 working days and the activity has been specifically included within your individual directed time budget.

No. Action 14 states participation remains entirely voluntary.

Yes, participation is described as voluntary, but members must also comply with Actions 34 and 35 and must not use volunteering to replace withdrawn labour especially the withdrawn labour of others as a result of these instructions.

Extra-curricular activities remain entirely voluntary, even where they have been included in your directed time budget.

If you wish to continue participating, you may do so voluntarily.

If you do not wish to participate, advise the Principal that you will not be undertaking the activity. You do not have to continue simply because it appears in your directed time budget.

No. Action 14 states that participation remains entirely voluntary. If you decide not to continue a previously voluntary activity, it is sensible to tell the Principal so the school is clear that you are no longer volunteering; that practical notification does not turn the activity into a contractual duty.

Only where sufficient time is specifically allocated for the task in the individual directed time budget.

No. These are expressly excluded as supplementary or duplicative SDP work.

No. Action 15 expressly prohibits completing or replacing that work.

A departmental action plan may only be undertaken where the work is specifically identified within your individual directed time budget and sufficient directed time has been specifically allocated to complete it.

A generic allocation such as “Head of Department/Coordinator duties”, “management duties”, “departmental duties” or similar does not specifically identify the activity or the time allocated to it.

Where results analysis is a directed task, the activity and sufficient time to complete it must be specifically identified within the member's individual directed time budget in accordance with Action 2a.

A generic allocation such as “Head of Department/Coordinator duties”, “management duties”, “departmental duties” or similar is not sufficient to identify either the specific activity or the time allocated to it.

No. They are expressly included among classroom observations members are instructed to refuse.

Induction, Early Professional Development and the agreed PRSD scheme, plus statutory induction arrangements as stated.

The instruction states classroom observation of one hour per year with a maximum of two visits. That is one hour in total not one hour per visit.

No. They are expressly listed in Action 16, subject to the stated statutory induction exception.

Action 21 requires professional engagement with ETI while Action 21c says ASOSA remains in force. Members should engage professionally with inspection without undertaking additional school generated observation or monitoring activity prohibited by Action 16.

A previous local agreement does not create an exception in Action 16. From commencement of the action, members are instructed to refuse the listed classroom observations unless they fall within one of the exceptions stated in Action 16. School Representatives must not negotiate a local variation to the ASOSA instructions.

No. Members at UPS3 or the top of their ISR to refuse cooperation with or work related to their own PRSD.

Yes, but only in agreed PRSD arrangements. Locally developed additions beyond TNC agreed arrangements are to be refused.

Locally developed procedures, additional documentation, additional observations, additional evidence requirements and locally imposed portfolio systems exceeding TNC agreed arrangements.

No. Action 17 expressly instructs them not to operate, administer, facilitate or implement PRSD for those staff.

A Head of Department/Coordinator may act as the PRSD reviewer for a member who remains subject to PRSD under Action 18, provided sufficient directed time has been allocated for that responsibility. They must not use reviewer duties to require a member to undertake PRSD work that the member is instructed to refuse under Action 17.

The instruction is prospective from commencement and does not require completed work to be undone. Any further activity after commencement must comply with Actions 17-18.

Action 18 instructs members below UPS3, and Principal/VP members below the top of their ISR, to participate in agreed PRSD arrangements while refusing local additions beyond the TNC agreed scheme.

Members concerned about pay progression should therefore follow Action 18. 

The reviewers of these members will participate in those members’ PRSD if required by their line management role.

No.

They are expressly included and should be refused.

Renaming does not change the underlying activity. If the activity is book/work scrutiny, Action 19 applies; report attempted circumvention under 37.

No. Teachers should continue to plan lessons within PPA time.

You should not submit your short term planning, teacher planner or lesson plans to senior management or anyone acting on their behalf.

You should continue to plan your lessons within your protected PPA time.

Action 20 does not prohibit the submission of medium term planning or longer term schemes of work. Where these are required, the work must still comply with the other ASOSA instructions, including the requirement that the task is specifically included within your individual directed time budget.

A Head of Department/Coordinator should not request, collect or scrutinise short term planning, teacher planners or lesson plans on behalf of senior management.

The final instruction does not expressly address retrospective amendments.

If the requested amendment amounts to submission/scrutiny caught by Actions 19-20 or another instruction, seek advice before undertaking it.

No. From 28 September, Action 20 applies to the submission itself. An earlier deadline does not override the instruction once ASOSA has commenced.

No. Where this requires the submission prohibited by Action 20 or amounts to work scrutiny prohibited by Action 19.

Yes. Members should engage professionally with ETI and continue their normal professional duties.

The revised inspection process has been developed following engagement with the recognised teacher trade unions and is intended to focus strongly on teaching, learning and the educational experience of pupils.

No. ETI does not require teachers to create additional paperwork specifically for an inspection under the revised inspection process.

Teach and plan as you normally would. Do not create additional lesson plans, folders, evidence files, displays, reports, evaluations, tracking information or other documentation specifically because ETI is coming.

If you are directed by your Principal, Vice Principal or another member of management to produce additional documentation in preparation for an inspection, that is a school management request, it is not an ETI requirement.

Action 21b instructs members not to undertake additional workload beyond that normally associated with their professional duties as a result of the announcement, notification or conduct of an ETI inspection.

ETI should see the school as it actually operates during ASOSA, not a specially prepared version of it.

No. Action 21c expressly says compliance must not be suspended.

Yes. Continue teaching your class normally and allow the ETI inspector to observe teaching and learning.

An ETI inspection is distinct from the management monitoring and classroom observation practices prohibited by Action 16, such as learning walks, management drop-ins, peer observations, learning reviews and internal quality assurance visits.

You do not suspend ASOSA because an ETI inspector is in your classroom, reports from ETI visits during ASOSA will increase the pressure to resolve our workload dispute once and for all across every school in Northern Ireland.

Professional engagement continues, but any school arranged meeting/cover implications must also comply with the relevant ASOSA instructions. Seek advice where requirements conflict.

No. Teach and plan as you normally would. Do not create additional lesson plans, folders, evidence files, displays, reports, evaluations, tracking information or other documentation specifically for the inspection.  

ETI needs to see the school as it actually operates during ASOSA, not a specially prepared version of it.

Provide the inspector with your individual directed time budget.

Your directed time budget shows the activities your employer has specifically directed you to undertake and the time allocated to them.

If your employer has not provided you with an individual directed time budget, simply provide the inspector with a short written statement:

“I have not been provided with an individual directed time budget identifying the activities I am directed to undertake and the time allocated to those activities.”

There is no requirement for the member to construct or reconstruct a directed time budget for the inspection.

Action 33 creates a specific Formal Intervention exception for Principal/VP contact with external bodies, but the general ETI instructions still apply.

Additional teacher workload must still be tested against the relevant actions.

No more than two during any academic year, provided sufficient directed time is allocated for all associated tasks and the exercises are clearly identified on the school calendar.

No. The ASOSA instructions commence at 00:01 on 28 September 2026. Work completed before the industrial action commenced cannot retrospectively be treated as work undertaken under, or restricted by, the ASOSA instructions.

For the purposes of Action 22, members should therefore apply the instruction to whole school assessment/data collection exercises taking place from 28 September 2026 onwards.

A whole school assessment/data collection exercise is a school directed assessment or data collection process applied across the school, or across multiple year groups as part of the same assessment cycle. 

A school cannot avoid the limit in Action 22 simply by staggering the same exercise across different year groups or different weeks.

For example, if Year 8 completes the assessment/data collection this week, Year 9 the following week, Year 10 the week after that, and so on, these are not separate exercises merely because they take place on different dates.

Where they form part of the same school assessment/data collection cycle, they should be treated as one whole school exercise. 

Similarly, changing the name, date, year group or administrative arrangements does not create a separate exercise where the underlying purpose is the same school wide assessment/data collection.

Action 22 permits no more than TWO such whole school assessment/data collection exercises during the academic year, with sufficient directed time provided for all associated tasks.

Once only for each assessment exercise.

No. Where it is the same assessment information, Action 22b requires it to be recorded once only.

Only where one of the three routes in 22c exists:

• sufficient specifically allocated directed rime outside 10% PPA;

• direct awarding body payment; or

• formally agreed TOIL within the current academic year.

Preparation, assessment, marking, authentication, recording, moderation and submission of marks as required by the examination board.

No. The instruction expressly excludes the 10% PPA allocation.

Notify the recognised trade union representative and do not undertake the activities until the matter is resolved.

No. The instruction says the TOIL must take place within the current academic year.

Yes. Absolutely. Pupils should continue to be taught and should continue to complete their coursework as normal. ASOSA does not prevent pupils from undertaking coursework.

Action 22c applies to the teacher's controlled assessment/coursework assessment and associated administrative activities, including preparation, assessment, marking, authentication, recording, moderation and submission.

Where the requirements of Action 22c have not been met, members should not undertake those assessment or administrative activities, but this does not prevent the teacher from teaching the course, supporting pupils' learning or allowing pupils to continue completing their coursework.

The industrial action is directed at the additional teacher workload, not at preventing pupils from learning or completing their work.

The instruction is not limited to a named awarding body. Apply the three route test to controlled/coursework assessment and associated duties and seek advice where the qualification structure makes the boundary unclear.

Moderation is expressly listed. Where “internal verification” forms part of assessment/moderation or associated administration, seek advice on the exact qualification requirement if disputed.

Yes, but only where the duties have been identified and sufficient directed time has been specifically allocated for you to undertake them.

Receiving a reaching allowance, SEN allowance or holding a promoted responsibility does not remove the requirement for sufficient directed time to be provided.

A generic allocation such as “Head of Department/Coordinator duties”, “management duties” or “additional responsibility” is not sufficient to identify individual activities or the time allocated to undertake them.

No. Action 24 requires both identified duties and sufficient specifically allocated directed time.

Action 24 requires the duties to be identified and sufficient directed time specifically allocated.

A generic label cannot be used to add unspecified responsibilities without identifying the duty and allocating sufficient time.

No, unless appropriate remuneration has been agreed and sufficient directed time specifically allocated.

Each proposed responsibility must be checked against the identified duties, sufficient directed time and the other relevant ASOSA restrictions.

The final instruction does not create a blanket Head of Department/Coordinator exemption.

Yes. These are additional role specific instructions; nothing in the final text says the general all member instructions cease to apply.

No. Action 26 says to refuse.

One year.

No, where the information is non statutory, available elsewhere, already provided or duplicative.

No. Action 29 expressly prohibits this.

Not unless there is a clear statutory or legal requirement.

No more than statutory requirements.

No more than one in any school term, during the normal school working day.

No. Subcommittee attendance must be consistent with the instructions and not used to circumvent the restriction.

No. Action 32 says preparation of minutes is an administrative function normally undertaken by administrative staff.

No, subject to the stated exceptions: legislation, formal intervention, legitimate safeguarding/child protection, or contact initiated/expressly requested by the Principal because directly useful to the school.

No. 33a says not to act merely as a conduit, subject to legislative and safeguarding/child protection exceptions.

No. They may report faults, identify operational impact, provide reasonable access and take immediate proportionate action for imminent safeguarding/health and safety risk, but should not assume technical responsibility.

No, subject to the urgent safeguarding, court, statutory notice, legally enforceable deadline and other formal legal exceptions in 33c.

No. 33c expressly says access does not itself make the member available.

Principal/VP members are not to undertake scheme management/leadership responsibilities by virtue of their substantive school role. Separate paid arrangements should be referred to the union before acceptance.

Principal/VP members are instructed to refuse to facilitate where the proposed redundancy arises from the school’s financial circumstances and to seek union advice before related action.

Formal Intervention is an express exception to the unsolicited contact restriction in Action 33. It is not stated as a blanket suspension of the rest of ASOSA.

No. Action 34 expressly prohibits redistributing withdrawn work or engaging another member to perform it.

Members must not undertake activity intended directly or indirectly to circumvent, undermine or negate the instructions. Report attempts under Action 37.

No, not where that would replace, circumvent, undermine or negate the action.

No.

No. Action 35 expressly says members must not be directed or volunteer to replace such withdrawn labour.

The published instruction still applies. If a safeguarding emergency arises, the child’s welfare remains the priority, otherwise report the issue and seek advice.

It does not accumulate for later completion.

No. Action 36 expressly says tasks not completed because of compliance are not to be undertaken once the action has ceased.

You should continue to follow the action and report it through the school representative or, if one is not available, the Local Association Secretary, National Executive Member or National Official via email.

No. Action 38 expressly prohibits this.

Seek advice from the recognised trade union before undertaking it.

No. NASUWT has notified all schools that the instructions have been issued. This is a legal requirement on trade unions.

The final instruction does not set out an individual notification procedure.

Follow NASUWT communications and seek advice if the school requests individual notification.

Do not negotiate a local variation. Refer the dispute through the union routes in Actions 37-39.

Keep a written record and contact the school representative/NASUWT promptly.

The final instruction provides the reporting route. Individual legal/industrial advice should be obtained on any threatened detriment.

No. Action 39 says to seek advice before undertaking the activity where uncertainty exists.

The final statement is explicit: the welfare of the child remains the priority.

The published ASOSA instructions do not address the pay timetable or pay offer. That requires a separate NASUWT communication.

No answer should be inferred from these instructions.

The published instruction commences at 00:01 on 28 September 2026. Any later suspension or amendment would require a subsequent authoritative union communication.