Navigating the teacher pay scale 2025 is crucial for educators planning their finances and careers. The education secretary has accepted the recommendations for a 6.5% pay award across all pay scales. The pay scale starts at £31,000 for newly qualified teachers in England, with projections pointing to further increases in the next academic year. This article offers a concise and detailed look at current and future teacher salaries to aid your financial planning and employment decisions.
- Qualified classroom teachers in England received a pay increase in 2025, with starting salaries rising to £31,000, and the 2025-2026 pay scale is anticipated to range from £31,000 to £48,000 for the main pay range and £39,500 to £42,500 for the upper pay range.
- Independent schools and academies have the freedom to establish their own pay scales, which may differ from those set for maintained schools, and teacher pay may include additional allowances such as TLRs and SEN allowances for additional responsibilities or special expertise.
- Teacher pension contributions in the U.K. are tiered based on income, and pay progression is linked to performance with schools required to have an appeals procedure for pay progression disputes, while notice periods for changing jobs are stipulated by the ‘Burgundy Book’ guidelines.
Introduction to Teacher Pay
Understanding the teacher pay scale in England is essential for educators planning their finances and careers. The pay scale provides a comprehensive view of the anticipated salaries for qualified teachers, ranging from £31,000 to £48,000 for the main pay range and £39,500 to £42,500 for the upper pay range. This structured system ensures that teachers are compensated fairly based on their experience and qualifications.
In addition to the basic pay, teachers may receive additional allowances such as Teaching and Learning Responsibility (TLR) payments and Special Educational Needs (SEN) allowances. These allowances recognize the extra responsibilities or specialized expertise that some teachers bring to their roles. Furthermore, teacher pension contributions in the U.K. are tiered based on income, ensuring that retirement planning is integrated into the overall compensation package.
By understanding these elements, teachers can better navigate their career paths and make informed financial decisions.
Classroom Teachers Pay Scales for 2025
Navigating the sea of numbers, we find that 2025 was a promising year for qualified classroom teachers in England, showcasing a pay increase of 6.5%. This increase came after negotiations where employers played a significant role, although there was disappointment in the employers’ lack of offers during these discussions. The main pay range reflected this positive trend, increasing from a starting salary of £30,000 in 2024-2025 to £31,000 in 2025-2026.
As a result, in England found themselves with a starting salary of £31,000 as of September 2025. It’s a progression that signals recognition of the invaluable role of teachers and sets the stage for what’s to come.
Anticipated Classroom Teachers Pay Scales for 2025-2026 School Year
As we advance, keeping an eye on future trends is valuable. While the final figures are yet to be officially published, we can anticipate the changes that 2025-2026 holds for classroom teachers in England. These expectations are based on annual recommendations by the Department for Education and the School Teachers’ Review Body.
To clarify, we’ll dissect this into the main pay range, the upper pay range, and the London area adjustments.
Main Pay Range
The main pay range offers a comprehensive view of the anticipated pay scale for qualified teachers in England. For the academic year 2024-2025, the pay scale started at £30,000 and capped at £46,525. Within this range, salaries progressed from the M1 spine point, beginning at £30,000, to the M6 spine point, reaching £46,525. While these figures excluded adjustments for teachers in London areas, they provided a solid reference for the upcoming academic year.
For 2025-2026, the main pay scale is anticipated to range from £31,000 to £48,000.
Upper Pay Range
Experience and expertise find their worth in the upper pay range. In the 2024-2025 academic year, this range started at £38,690, extending to a maximum of £41,604 for teachers who’ve progressed beyond the main pay range. Progression within the upper pay range is categorized by spine points, from U1 (£38,690) to U3 (£41,604).
Although the official figures for the 2025-2026 academic year haven’t been published yet, it’s anticipated that the upper pay range will begin at £39,500 and scale up to £42,500.
London Area Adjustments
Geographical location plays a significant role in teacher pay scales, especially for those in London. Teachers in Inner and Outer London and the Fringe areas have separate salary scales to account for regional cost of living differences. In 2025, starting salaries for teachers in the London area could be as high as £37,500.
For the 2025-2026 academic year, the starting salary for Early Career Teachers in London is projected at £37,500. These adjustments are key to ensuring fair pay across the country.
Types of Pay Scales
In England, there are several types of pay scales that cater to different levels of experience and responsibility within the teaching profession. The most common is the main pay scale, which ranges from £31,000 to £48,000. This scale is designed for qualified teachers who are building their careers and gaining experience in the classroom.
For more experienced teachers, the upper pay scale offers a higher salary range, from £39,500 to £42,500. This scale rewards teachers who have demonstrated significant expertise and commitment to their profession.
Leadership roles, such as headteachers and deputy headteachers, fall under the leadership pay scale. This scale is higher than both the main and upper pay scales, reflecting the increased responsibilities and leadership required in these positions.
Independent schools and academies have the flexibility to establish their own pay scales, which may differ from those set for maintained schools. While some may follow the national guidelines, others might implement unique salary structures to attract and retain top talent.
Understanding these various pay scales helps teachers and school leaders navigate their career progression and financial planning effectively.
Unqualified Teachers’ Pay Scale 2025
Turning our attention to unqualified teachers, we see a different picture. The starting salary for unqualified teachers in England rose from £20,598 in 2024 to £21,500 by September 1, 2025. The upper limit on the unqualified teachers’ pay scale reached £33,000 for the year ending August 31, 2025.
These scales, determined by classroom experience and location within England, recognize the contributions of aspiring educators who are on their journey to full qualification.
Anticipated Unqualified Teachers’ Pay Scale 2025-2026 School Year
Looking ahead, unqualified teachers in England can expect a further pay increase. The anticipated minimum salary for the 2025-2026 school year starts at £21,500, and the pay scale is projected to extend to an upper limit of £33,000. This represents a progression from the previous year’s starting point of £20,598.
In fact, the pay scale for unqualified teachers for the 2025-2026 school year in England is expected to range from £21,500 to £38,000, varying based on location within England and individual classroom experience. This continued rise reflects the recognition and value of all educators in the profession.
Independent Schools and Academies
Variations in teacher pay scales are not only determined by qualification and location but also by the type of school. Independent schools and academies in the UK have the freedom to establish their own pay scales, not being obligated to adhere to national pay scales set for maintained schools. While some independent schools use national pay scales as a reference, others may implement a system of spot salaries, offering a significant variation in how pay scales are set.
We’ll go more in-depth into the particulars of independent schools and academies
Independent Schools
Independent schools in the UK can set their own salary structures, creating a unique landscape for teachers. Salaries in these institutions for the year 2025 are determined by the individual schools and may differ from standard pay scales. These schools adjust salary increases through individual employment contracts, following their own established pay policies.
For teachers contemplating positions at independent schools, it’s vital to comprehend the school’s pay policy and salary scales.
Academies
Academies, on the other hand, have the autonomy to set their own pay and conditions for staff, allowing for deviation from the national teacher pay scales used in maintained schools. While they have the freedom to create their own pay scales, the majority of academies opt to follow the national teacher pay scales, although they are not legally required to do so.
This combination of autonomy and alignment makes for a unique balance in academies.
Additional Payments and Allowances
Beyond the basic pay scales, school teachers pay may include additional payments such as Teaching and Learning Responsibility payments (TLRs) and Special Educational Needs allowances (SEN). These payments are a recognition for additional responsibilities or special expertise.
But, what precisely do TLRs and SEN allowances entail, and how do they influence a teacher’s overall pay scale?
Teaching and Learning Responsibility Payments (TLRs)
TLRs are awarded to teachers who take on significant responsibilities beyond standard classroom duties, such as leading curriculum areas or managing a team of staff. For the 2025-2026 academic year, TLR payments ranged from £3,200 to £8,000 for TLR2 and from £9,000 to £16,000 for TLR1.
This mechanism provides a financial recognition for teachers who are prepared to go the extra mile in their roles.
Special Educational Needs Allowance (SEN)
SEN allowances, on the other hand, are given to teachers who work directly with students who have special educational needs, requiring additional expertise or significant involvement with individual pupils. For the 2024/25 period, the SEN allowance for teachers in England ranged from a minimum of £2,500 to a maximum of £5,000. These allowances experienced a 6.5% increase in both the minimum and maximum SEN allowance rates from the 2024/25 to the 2025/26 period.
These allowances underscore the invaluable role of mainstream school teachers in meeting the diverse needs of students.
Leadership Pay Scales 2025
Stepping into the realm of leadership, the pay scales take on a different profile. The Leadership Group Pay Range for 2025 starts at £48,000 and extends up to £135,000, covering spine points L1 to L43. A 6.5% pay increase was recommended by the School Teachers’ Review Body in 2025 for the Leadership Group Pay Range, affecting positions such as deputy and assistant headteachers.
This progression sheds light on the financial aspects of career advancement in the education sector.
Anticipated Leadership Pay Scales 2025-2026 School Year
Peering into the future, we observe a continuation of this positive trajectory. While the official figures for the 2025-2026 academic year are yet to be released, expectations point towards a rise in pay scales for both headteachers and other leadership positions.
Let’s further explore these scales.
Headteacher Pay Scale
In the realm of leadership, headteachers occupy a distinct position. In 2025, the salary range for headteachers in the UK was segmented into eight group ranges, with group 1 starting from £55,000 and group 8 ranging between £95,000 and £135,000.
For the 2025-2026 school year, the salary for headteachers in Leadership Group 1 is anticipated to range from £55,000 to £73,000, while the upper end of the headteacher pay scale for Leadership Group 8 is estimated to be £135,000.
Other Leadership Positions
Beyond the role of the headteacher, other leadership positions also offer promising pay scales. For the 2025 calendar year, the pay scale for these positions started at £48,000 and extended up to £135,000. While the official figures for the 2025-2026 school year are yet to be released, expectations point towards a starting pay scale of £48,000, capping at £135,000.
This highlights the financial incentives associated with taking on leadership roles in education.
Part-time and Sixth Form College Teachers’ Pay
Part-time teachers and those working in sixth form colleges also have distinct pay scales. Part-time teachers’ salaries are determined proportionately to the number of hours they work compared to a full-time schedule. On the other hand, teachers in sixth form colleges are subject to a separate pay scale, typically ranging from Point 1 to Point 9, with starting salaries often being at Point 1 unless there are agreements on recognizing previous experience.
Let’s dissect this further.
Part-time Teachers
Part-time teachers in the UK are entitled to a salary that is proportionate to what they would earn as a full-time teacher in the same role, ensuring fairness and equity in pay. The directed time for part-time teachers, which includes all the required working hours, is calculated in proportion to the school’s full timetabled teaching week.
Part-time teachers may receive additional remuneration for work completed beyond their scheduled directed time if such duties are reasonable and agreed upon. They also have a right to allocated PPA time that constitutes at least 10% of their teaching time.
Sixth Form College Teachers
For teachers in sixth form colleges, the 2025 pay scale includes:
- Starting salary of £31,500, with potential for increases along the progression of spine points
- Leadership positions with a salary ranging from £57,000 up to £105,000
- Responsibility allowances within the range of £1,100 to £10,500, reflecting the teacher’s specific role and responsibilities.
These scales are negotiated with the Sixth Form Colleges’ Association, ensuring that terms are up-to-date and competitive.
Support Staff and Supply Teachers’ Pay Scales
The pay scales for support staff and supply teachers also require attention. While support staff pay scales are often determined by local pay agreements or by the recommendations of local educational authorities, supply teachers’ pay is calculated based on the duration of their contract and is often aligned with the pay scales of permanent teaching staff to ensure fairness.
Let’s examine these scales more closely.
Support Staff Pay Scales
In April 2025, the local government pay scale was revised, which included deleting the first point and increasing the subsequent pay points. Support staff in Outer London received an increase of £2,300 up to and including spine point 48 and 4% for spine points 49 to 65 from April 2025. Similar increases were applied to Inner London’s pay scales, with an increment of £2,400 up to and including spine point 50 and 4% for spine points 51 to 65 effective from April 2025.
These scales are influenced by local government rates and National Joint Council terms and can vary between local authorities. Therefore, understanding your contract is key to navigating these scales.
Supply Teachers Pay Scales
Supply teachers, educators who work on a temporary basis, are commonly paid a daily rate, with this rate varying for longer-term placements. Daily rates for supply teachers in 2025 could range from £125 to £185, while longer-term supply teaching positions may offer higher rates due to the extended commitment. Pay scales can be affected by various factors such as geographic location, qualifications, and teaching experience, with qualified teachers receiving higher rates than unqualified ones.
School Teachers Review Body
The School Teachers Review Body (STRB) plays a pivotal role in shaping teacher pay and conditions in England. As an independent body, the STRB provides recommendations to the government on teacher salaries, taking into account factors such as the cost of living, economic conditions, and the need to attract and retain high-quality educators.
Each year, the STRB publishes a comprehensive report that outlines its findings and recommendations. This report is a critical tool for the government in determining teacher pay scales and ensuring that compensation remains competitive and fair.
The STRB’s recommendations are based on extensive research and consultation with various stakeholders, including teachers, unions, and educational institutions. By considering a wide range of perspectives, the STRB ensures that its recommendations are balanced and reflective of the needs of the teaching profession.
Understanding the role of the STRB helps teachers stay informed about potential changes to their pay and conditions, allowing them to plan their careers with greater confidence.
Teacher Pension Contributions
In addition to knowing your salary, understanding your pension contributions is crucial in planning for the future. Teacher pension contributions in the U.K. are determined by the total earnings of the individual teacher, with varying rates applied to different salary ranges.
For the period of April 2025 to March 2026, the pension contribution rates for teachers are tiered based on income levels. These rates are subject to change and are adjusted annually based on the previous year’s Consumer Price Index (CPI).
Understanding these varying contribution rates is critical for teachers as they plan for retirement and manage their personal finances.
Navigating Pay Progression
Pay progression is a key part of a teacher’s career development. In England, this progression is predominantly influenced by performance as assessed through appraisal. Pay progression decisions are expected to be founded on criteria that are fair, transparent, and objective, and should not impose a significant workload or unnecessary bureaucracy on teachers. Each school has its unique appraisal system, detailed in the staff handbook or through line management, which dictates the pay progression mechanism.
Should there be any disputes regarding pay progression, schools are obligated to have an appeals procedure in place, enabling teachers to challenge denials and present their case to the governing body before a final decision is made.
Changing Jobs and Notice Periods
Grasping notice periods and resignation procedures is also key, especially for teachers contemplating a job change. Teachers in publicly funded schools in England and Wales are expected to adhere to the Burgundy Book guidelines which stipulate a notice period of two months before the end of the autumn and spring terms, and three months prior to the end of the summer term. Headteachers are required to provide a minimum of three months’ notice when resigning at the end of the autumn and spring terms, and four months’ notice for the summer term.
Teachers should address their resignation letters to the headteacher or principal, while headteachers should address their own to the chair of governors, as per individual contract arrangements. Teachers considering resignation are advised to seek guidance from the NASUWT to ensure compliance with notice requirements and to avoid breaching contract terms.
In conclusion, understanding the landscape of teacher pay scales is a complex yet rewarding process. Whether you’re a classroom teacher, a leader, or an aspiring educator, understanding these scales can significantly aid in career planning and decision-making. As we navigate the intricate web of main pay ranges, upper pay ranges, TLRs, SEN allowances, and pension contributions, we gain a clearer picture of our worth, our potential, and our future. Let us continue to stay informed, ask questions, and advocate for fair and equitable pay in the education sector.
What is the leadership pay scale in teaching?
The leadership pay scale in teaching falls under the Leadership Group.
What is the teachers pay Award September 2025?
Teachers in England will receive a 6.5% pay rise starting from September 2025, with the minimum entry-level salary set at £31,000. The pay increase will be backdated to 1 September 2025.
What are the new teacher pay scales?
The new teacher pay scales in England, excluding London/Fringe, include Teaching staff handbook.
Future of Teacher Pay
The future of teacher pay in England looks promising, with expectations of continued increases in the coming years. The government has committed to providing additional funding to support schools with the teacher pay award, which is anticipated to have a positive impact on the profession.
Teachers can look forward to a range of benefits and entitlements, including competitive salaries, additional payments and allowances, and a comprehensive pension scheme. These elements make the teaching profession not only rewarding but also financially sustainable.
As the education sector evolves, opportunities for professional development and career advancement are expected to grow. This dynamic environment ensures that teachers can continue to develop their skills and progress in their careers.
By staying informed about the future trends in teacher pay, educators can better navigate their career paths and make strategic decisions that align with their professional goals and financial needs.
