SPLASH THE CASH

The Swimming Alliance conducted a survey on “industry leavers” – those who have left the aquatics sector for roles elsewhere. The results suggest that, while the sector is a great one to work in, low pay and limited progression opportunities means that people will sometimes look elsewhere to further their careers

The Swimming Alliance has published the findings of a workforce survey carried out by its Workforce Sub-group, providing valuable insight into the experiences, motivations and challenges facing the aquatics workforce across the UK. Conducted during autumn 2025, the survey gathered responses from individuals who had worked within aquatics roles, including swimming teachers, pool lifeguards, assistant teachers, swim managers and duty managers. The survey received a total of 211 responses. Of those who responded, 80% had worked as lifeguards and 51% as swimming teachers. A quarter (23%) had held other roles – predominantly those of either swim manager or duty manager. Another 7.50% had worked as assistant teachers.

KEY FINDINGS

The findings reinforce both the value people place on working within aquatics and the ongoing workforce pressures affecting the sector. Many respondents highlighted the rewarding nature of their roles, with flexibility, making a difference to children’s lives, working within a team environment and contributing to local communities all identified as key positives.

The survey also demonstrated strong levels of long-term commitment within parts of the workforce, with more than 40% of swimming teachers having remained in role for over a decade. The survey also showed, however, that less than a third (30%) of respondents had worked in the sector for more than 10 years.

The results also highlighted several recurring factors contributing to people leaving the sector.

People

Pay, limited career progression opportunities and not feeling valued emerged as the most common reasons respondents chose to leave aquatics roles. Nearly two thirds (65%) of swimming teachers said they left due to pay, while the figure is only slightly lower (60%) for lifeguards.

Other reasons for leaving in the two roles included:

Swimming teachers: 49% left due to a lack of career progression 38% leave because they didn’t feel valued

Lifeguards: 47% left due to a lack of career progression 44% left because they didn’t feel valued 30% left to pursue a different career

GREAT EXPERIENCES

When asked about the aspects that they had enjoyed – or benefitted from – while working in their role within aquatics, more than half (52%) identified the flexibility of the hours. Access to local leisure facilities (49%), making a difference to children’s lives (45%) and working in a team environment (43%) also rated highly. However, only a quarter (27%) said that they had benefitted from training and development opportunities in their roles – an aspect which might come as a worry to sector organisations.

NEW HORIZONS

One of the most interesting findings of the survey was to do with the reasons people left the aquatics sector. Nearly half (42%) left to join another sector entirely, with swimming teachers (45%) particularly likely to find new challenges elsewhere. Less than one in five (17%) left aquatics for a role within the wider leisure/sports sector.

On one hand, this could suggest that those leaving the aquatics sector were enabled to do so by the transferable skills they had acquired. On the other, it might be evidence that a large proportion of aquatics sector workers leave because they either feel that there aren’t any further opportunities available to them, or that they didn’t enjoy some other aspect of their experience.

Importantly though, the survey also revealed a significant opportunity for workforce recovery and retention, with 58% of respondents stating they would consider returning to work within the aquatics sector.

The Swimming Alliance Workforce Sub-group, led by Ian Cotton, Group Aquatic and Activity Manager at Everyone Active, is now using the findings to help shape future activity and collaborative sector action. Initial priorities include showcasing clearer career progression opportunities within aquatics, addressing misconceptions around pay and employment, and exploring ways to attract more young people into the sector.

The data will also help inform wider conversations around workforce development, recruitment, training pathways and retention across the leisure and aquatics sector. As the Swimming Alliance continues its collaborative work across workforce, inclusion and school swimming priorities, the survey represents an important step towards building a stronger evidence base to support future sector planning and advocacy.

What are your top three reasons for leaving your role as swim teacher / assistant swim teacher / lifeguard?

70

60

50

40

30

20

10

0

First

Second

Third

Hours not flexible

I needed more hours

No contract of employment

Pay was not sufficient

Didn’t feel valued

No training opportunities

Left over covid, needed to work

No career progression opportunity

It was not the right working culture for me

There were no benefits

Left education and pursued career

Stopped due to personal circumstances