Updated 29 September 2026. This guide focuses on England. Figures are gross, before deductions; they are not take-home pay or an offer of employment.
There is no single daily rate that every supply teacher earns. The first question is who employs and pays you: a school, an agency or an umbrella company. The second is what the quoted figure includes. A clear comparison matters more than the largest number in an advert.
School-employed supply and agency supply are different
For short-notice teachers employed under the School Teachers’ Pay and Conditions Document, the LGA explains the annual-salary divided by 195 calculation, with shorter periods pro-rated. It is not a universal formula for every agency assignment. See our teacher pay scale guide for annual classroom teacher salaries and the status of the 2026 award.
An agency assignment has its own agreed rate and terms, subject to applicable employment protections. Ask which rate is being quoted and get the assignment details in writing. Do not assume an agency rate automatically increases by the headline teacher pay-award percentage.
How to read a daily rate
| Figure | What to establish |
|---|---|
| Gross PAYE rate | Pay before your deductions; confirm whether holiday pay is included or shown separately. |
| Umbrella assignment rate | Money paid to the umbrella, not necessarily your gross wage or take-home pay. |
| Net or take-home estimate | Depends on your personal deductions and the assumptions used. |
| School charge rate | The school’s cost of the service, not the teacher’s wage. |
The government’s Key Information Document guidance explains why an umbrella assignment rate is higher than the worker’s gross pay: employment costs and the umbrella’s margin are accounted for before the worker’s pay is calculated. Request the KID, assignment details and a clear reconciliation. Compare like with like, rather than comparing a PAYE wage directly with an umbrella assignment rate.
Worked examples: budgeting without overstating earnings
For a hypothetical assignment paying £200 gross per paid day, five paid days produce £1,000 gross; three paid days produce £600. Twenty paid days produce £4,000. These examples are not Impact Teachers rate quotations and do not assume work is available every day.
For an annual-salary illustration only, £39,000 divided by 195 is £200 per day. That arithmetic does not make £200 an entitlement on an unrelated agency assignment. Nor should you multiply a supply daily rate by 260 weekdays to promise annual earnings: school closures, availability and gaps between assignments matter.
What changes after 12 qualifying weeks?
Under the Agency Workers Regulations guidance, an eligible agency worker completing the qualifying period in the same role with the same hirer is entitled to equal treatment for relevant pay and basic working conditions. The rules on breaks and role changes matter; “12 weeks” does not always mean 12 uninterrupted calendar weeks. Give the agency accurate details of earlier assignments with that hirer, including work booked through other agencies.
Equal treatment does not automatically mean a permanent job or every contractual benefit of a school employee. Occupational pensions and occupational sick pay, for example, are outside the AWR definition of pay. Separate statutory rights and pension auto-enrolment rules can still apply.
Holiday pay and deductions
Agency workers have paid-holiday rights. The method depends on the working arrangement, so ask whether holiday pay is accrued, paid when leave is taken or lawfully rolled up and separately identified. GOV.UK holiday guidance explains the different rules. Do not assume one percentage applies to every supply contract.
Before starting, check the rate, expected hours, timesheet deadline, pay frequency and payslip explanation. Ask who to contact if a timesheet is delayed or the paid amount differs from the assignment agreement. Keep the documents together so any discrepancy can be resolved against the actual terms.
Daily cover or a longer assignment?
Compare the work as well as the rate. Clarify whether the role includes planning, assessment, marking, meetings, parent contact or longer-term class responsibility. Also ask about travel, the school day, expected duration and notice arrangements. A higher daily figure can be less attractive if the work pattern or commute does not fit your availability.
Discuss supply work with Impact Teachers
Tell us the days you can work, your preferred locations, key stages and relevant experience. Explore current teaching vacancies or register for supply and longer-term opportunities. We can discuss the quoted pay basis for a specific opportunity; this guide does not promise a universal daily rate or guaranteed number of assignments.
Looking for salaried support work instead? Read our TA pay guide and HLTA salary guide.
