Teacher Pay Scales in England 2025/26: Complete Guide with Tables and Trends

Teacher pay in England is set by the School Teachers’ Review Body (STRB), an independent body that makes annual recommendations to the government. These recommendations are then accepted, modified, or rejected by the Secretary of State for Education.

Maintained schools (those run by local authorities) must follow the national pay framework set out in the School Teachers’ Pay and Conditions Document (STPCD). Academies and free schools can set their own pay, though many still use the national scales as a benchmark.

The pay framework divides England into four geographic areas, each with its own pay range. These are:

• Rest of England — everywhere outside the London fringe and London
• Fringe — areas surrounding Greater London (parts of Berkshire, Buckinghamshire, Essex, Hertfordshire, Kent, and Surrey)
• Outer London — outer London boroughs
• Inner London — inner London boroughs

Understanding these distinctions matters because the same role can pay thousands of pounds more depending on your location. If you are weighing up offers from different schools, our guide to negotiating your teaching salary explains how to evaluate total compensation packages effectively.

The main pay range applies to most classroom candidates, including early career teachers (ECTs) in their first years of teaching. Teachers typically move through the MPR based on performance, though progression is not automatic — it depends on your school’s pay policy and your annual appraisal.

For the 2025/26 academic year, the STRB recommended a 4% pay increase across all scales, which the government accepted in full. This followed a 6.5% increase in 2024/25 and represents the second consecutive above-inflation rise.

Key point: The starting salary for a qualified teacher outside London is now £31,650. This is a significant uplift from the £25,714 that applied just three years ago, reflecting the government’s target to make the profession more competitive with graduate salaries in other sectors.

If you are an ECT preparing your first application, our guide to writing a standout teaching CV covers how to present your qualifications and training experience to best effect.

Teachers who have been on M6 and can demonstrate sustained high performance can apply to move to the upper pay range. This is sometimes called “crossing the threshold.” To be accepted, you typically need to show that you are highly competent in all elements of the Teachers’ Standards and that your achievements have been substantial and sustained.

The UPR provides meaningful additional pay — a teacher on U3 outside London earns £49,084, which is £5,477 more than the top of the main pay range. In Inner London, the gap is even larger at £7,202.

Moving to UPR is not just about more money. It signals to future employers that you have met a recognised professional standard, which strengthens your CV considerably. If you are thinking about whether it is time to move schools, crossing the threshold first can put you in a stronger negotiating position.

The leadership pay range covers headcandidates, deputy headcandidates, and assistant headteachers. Unlike the MPR and UPR, leadership pay is determined by a school’s individual pay committee based on the school’s group size (a classification based on pupil numbers and other factors).

The full leadership pay range for 2025/26 is:

The difference between the bottom and top of the leadership range is considerable. An assistant headteacher in a small primary school might be on L1–L5 (£47,185–£51,198 outside London), while an executive headteacher of a large secondary school or multi-academy trust could be on L38–L43 (£114,461–£131,056).

If you are exploring professional development pathways towards leadership, the financial reward is clear — but so is the responsibility.

Unqualified teachers — those without QTS or QTLS — are paid on a separate, lower scale. This applies to teaching assistants covering lessons, graduates who have not yet completed their teacher training, and some specialist instructors.

There is a significant gap between unqualified and qualified pay. A teacher on UQ6 earns £32,621 outside London — roughly £1,000 less than a qualified teacher on M2. Getting qualified remains one of the most impactful career decisions you can make, both for pay and for professional standing.

Teaching and Learning Responsibility (TLR) payments are additional payments for teachers who take on sustained extra responsibility. They are a key part of career progression and can add significantly to your overall package.

TLR 1 is for roles that include line management responsibility. TLR 2 covers significant responsibility without direct line management. TLR 3 is a fixed-term payment for time-limited projects or responsibilities.

SEN allowances are paid to teachers in roles that require a mandatory SEN qualification, or who teach in special schools or specialist units. The SEN allowance range for 2025/26 is £2,539 to £5,009 per year.

If you are interested in SEND teaching, our guide to SEND teaching strategies covers the skills and approaches valued in specialist settings.

Teacher pay has changed significantly over the past five years. After years of real-terms pay cuts (where salary increases lagged behind inflation), the government has made a concerted effort to raise starting salaries and restore competitiveness.

Here is how the minimum starting salary for a qualified teacher outside London has changed:

The cumulative increase from 2021/22 to 2025/26 is £5,936 (23.1%). This is a substantial improvement that has narrowed the gap between teacher starting salaries and the average graduate salary in other professions.

However, the picture is more mixed for experienced teachers. The maximum of the main pay range (M6) has risen from £36,961 in 2021/22 to £43,607 in 2025/26 — an increase of 18.0%. This means the pay range has been compressed, with newer teachers receiving proportionally larger increases. This is sometimes called “pay compression” and has been a source of frustration for mid-career teachers.

The upper pay range has seen similar patterns: U3 outside London rose from £41,604 in 2021/22 to £49,084 in 2025/26 (18.0%).

One of the most common questions from people considering teaching is: how does the pay compare? Context matters, and the picture has improved considerably.

Teaching now starts competitively with most graduate professions. Where it falls behind is in long-term progression — teachers who do not move into leadership have a lower salary ceiling compared to comparable professions. However, teaching offers benefits rarely found elsewhere: defined benefit pensions (the Teachers’ Pension Scheme), long holidays, job security, and — for many — deep personal fulfilment.

For those considering the profession from other sectors, our article on acing the teaching interview covers everything you need to know about the recruitment process.

Teachers working in and around London receive additional pay through area-based supplements. These are designed to reflect the higher cost of living in the capital and its surroundings.

The difference is significant. A teacher on M1 in Inner London earns £38,766 — that is £7,116 more than the same teacher in the rest of England (£31,650). At the top of the UPR, the gap widens to £7,202.

However, London weighting does not fully offset the higher cost of living, particularly housing costs. A teacher earning £38,766 in Inner London will typically have higher rent and commuting costs than a teacher earning £31,650 in the north of England whose net disposable income may actually be higher.

When evaluating positions across different regions, consider the total package, not just the headline salary. This includes pension contributions (the employer contributes 28.68% to the Teachers’ Pension Scheme), any housing support, and the school’s CPD budget. Our guide to salary negotiation for teachers includes a framework for comparing offers across different locations.

Academies and free schools are not legally required to follow the STPCD pay scales. They can set their own pay and conditions, which means salaries at academies can be higher or lower than the national framework.

In practice, most academies — particularly those in large multi-academy trusts (MATs) — broadly align with the national pay scales. However, there are notable differences:

• Some MATs have their own pay scales that mirror the STPCD but with different progression criteria or additional performance-related bonuses
• Retention payments are more common in academies, particularly in shortage subjects like physics, computing, and modern languages
• Working conditions may differ — academies can set longer school days, different term dates, and varied planning and assessment expectations
• TLR structures may be different — some academies create bespoke responsibility roles outside the traditional TLR framework

If you are applying to an academy, always ask to see their pay policy during the interview process. The headline salary might look competitive, but the terms and conditions attached to it matter just as much. If you want to understand what to look for in a job offer, our guide to writing effective cover letters explains how to research schools thoroughly before applying.

The Teachers’ Pension Scheme (TPS) is one of the most generous defined benefit pension schemes still available in the UK. Understanding its value is essential when evaluating your total compensation.

Key details for 2025/26:

• Employee contribution: 7.4% to 11.7% of salary (tiered based on earnings)
• Employer contribution: 28.68% of salary — this is money your school pays on top of your salary
• Accrual rate: 1/57th of your pensionable salary each year
• Normal pension age: State pension age (currently 67 for most new teachers)

To put this in perspective: a teacher earning £35,000 receives an employer pension contribution of approximately £10,038 per year. That pushes their total compensation package to £45,038. In the private sector, typical employer pension contributions are 3–8% — far less generous.

This is a significant factor when considering international teaching opportunities where the pension arrangements will be very different.

Pay progression in teaching is not automatic. It is linked to your annual performance appraisal and the evidence you can present to your school’s pay committee. Here is how progression works at each stage:

Main pay range (M1–M6): Teachers can progress by one pay point each year if they meet their appraisal objectives and demonstrate good professional practice. In practice, most teachers who are performing well progress annually, but your school’s pay policy may set additional criteria.

Threshold (M6 to U1): To cross from the MPR to the UPR, you must apply and demonstrate that your performance has been “substantial and sustained.” This typically requires at least two years of outstanding appraisals and evidence of wider contribution to the school.

Upper pay range (U1–U3): Progression through the UPR is slower and requires continued evidence of high performance. Many teachers spend two years at each UPR point.

Leadership: Leadership pay is set by the school’s governing body and reviewed annually. Progression depends on performance, the school’s budget, and the pay range attached to the specific headship group.

Investing in continuing professional development is one of the most effective ways to build the evidence base you need for pay progression. Document everything: student outcomes, leadership activities, CPD certificates, and peer observations.

Are teacher pay scales mandatory?
In maintained schools (local authority schools), yes. The STPCD is legally binding. Academies and free schools can set their own pay, but many follow the national framework.

When do pay rises take effect?
Annual pay awards typically take effect from 1 September, the start of the academic year. The STRB usually publishes its recommendations in the spring, and the government responds by the summer.

Can I negotiate my starting salary?
In maintained schools, your starting point on the pay scale is based on your experience and qualifications, with limited flexibility. In academies and independent schools, there is often more room to negotiate. Our salary negotiation guide explains how to approach this conversation.

Do part-time teachers get the same pay rate?
Yes. Part-time teachers receive a pro-rata salary based on the same pay scales. A teacher working 0.6 FTE on M3 outside London would earn 60% of £35,435 = £21,261.

What about supply teachers?
Supply teachers are usually paid a daily rate. Agency rates vary widely, but direct supply arrangements with schools tend to pay better. Daily rates typically range from £130 to £200+ outside London, depending on experience and subject.

How does pay work in independent schools?
Independent (private) schools set their own pay. Some pay significantly above national scales, while others pay less but offer benefits such as fee remission for children. Always evaluate the full package, not just the salary.

This article draws on data from official government and union sources. For the most up-to-date figures and policy documents:

• School Teachers’ Pay and Conditions Document (STPCD) — Department for Education
• School Teachers’ Review Body (STRB) — annual reports and recommendations
• NEU Pay Scales for England — National Education Union
• Teachers’ Pension Scheme — scheme details and contribution rates
• NASUWT Pay Scales — additional union pay guidance

Looking for your next teaching role? Browse current vacancies on GoTeachingJobs, or explore more career resources and advice to support your professional journey.