Leadership Pay for Headteachers, Deputies and Assistant Heads
The Leadership Group pay range is the pay framework for headteachers, deputy headteachers, and assistant headteachers in maintained schools in England. Structured into 8 pay bands, it provides a wide range of salaries to reflect the varying sizes and complexities of schools. Understanding how leadership pay is determined, what influences your school's band, and how the governing body sets pay is crucial for anyone aspiring to or already in a leadership role.
The Leadership Group Pay Bands — 2026/27
Since a 2014 reform, the STPCD no longer publishes a national point-by-point leadership spine. Instead it sets an overall Leadership Group range and 8 head teacher pay bands, each with its own minimum and maximum, reflecting the school's size and complexity. For 2026/27 (Rest of England), the overall range runs from £53,586 to £148,829. The 8 bands are:
| Band | Salary Range, Rest of England |
|---|---|
| Band 1 (smallest) | £60,619 – £80,652 |
| Band 2 | £63,688 – £86,796 |
| Band 3 | £68,691 – £93,414 |
| Band 4 | £73,827 – £100,536 |
| Band 5 | £81,457 – £110,881 |
| Band 6 | £87,664 – £122,305 |
| Band 7 | £94,349 – £134,834 |
| Band 8 (largest) | £104,059 – £148,829 |
Source: STRB 36th Report (published 1 July 2026), Appendix F, accepted by the Education Secretary the same day.
School Bands
Schools are placed into one of the 8 bands based on their size and complexity — broadly, more pupils and a wider age range mean a higher band, and therefore a higher salary range for the head teacher. The exact scoring methodology sits with the DfE and is applied by each school's governing body; there is no simple, fixed pupil-number cutoff published for each band.
Setting head teacher pay
Headteacher Pay
The headteacher's pay is set by the governing body within their school's band. When appointing a new headteacher, the governing body considers the school's circumstances, the complexity of the role, and the need to recruit a high-quality candidate. Progression within the band is based on the headteacher's performance as assessed through the annual appraisal process.
Headteachers can also receive additional payments for specific responsibilities. For example, a headteacher who is the designated headteacher of more than one school (an executive headteacher) may receive a higher salary, reflecting the increased scope of the role, at the governing body's discretion.
Deputy and Assistant Headteacher Pay
Deputy headteachers and assistant headteachers are also paid within the Leadership Group pay range, but at a level set by the governing body below the headteacher's salary — the deputy's maximum should be lower than the head's maximum, and the assistant head's pay is typically set below the deputy's, reflecting fewer responsibilities. As with headteacher pay, the specific figure for each role is a governing body decision within the overall Leadership Group range.
How Leadership Pay Is Determined
The governing body has considerable discretion in setting leadership pay. The key factors they consider include:
- The school's band and the corresponding pay range.
- The complexity of the school — for example, schools with high proportions of disadvantaged pupils, SEN pupils, or those in challenging circumstances may justify higher pay.
- The need to recruit and retain high-quality leaders in a competitive market.
- The responsibilities of the role, particularly any additional duties such as leading across a federation or trust.
- Benchmarking against similar schools in the local area and beyond.
Transparency
Progression Within the Band
Leadership pay progression is based on the annual performance management (appraisal) process. The governing body (or a subcommittee) sets objectives for the headteacher, and the headteacher sets objectives for other leaders. At the end of the cycle, performance is reviewed and a recommendation on pay progression is made. Progression is not automatic — the governing body must be satisfied that performance warrants a higher salary within the band.
London and Fringe Weightings
Unlike some assumptions, the Leadership Group pay range does have separate regional figures. For 2026/27, Band 1 compares as follows — a substantial regional premium that widens further at higher bands:
| Region | Band 1 Minimum | Band 1 Maximum |
|---|---|---|
| Rest of England | £60,619 | £80,652 |
| Inner London | £70,754 | £90,686 |
Governing bodies in London and Fringe areas set pay within their region's band to reflect the need to compete with higher London salaries in other sectors.
Pensions and Tax on Leadership Pay
Leaders on higher salaries face higher pension contribution rates and tax. A headteacher earning above £76,573 will pay pension contributions at 11.6%, while those above £104,414 pay 12.0%. Income tax becomes more significant at leadership level — those earning above £50,270 pay the higher rate of 40% on income above that threshold, and the personal allowance begins to be tapered for those earning above £100,000. Use our take-home pay calculator to see the full impact on your salary.
Moving into Leadership
For teachers considering a move into leadership, the financial rewards can be substantial. Even the minimum of the smallest leadership band (£60,619) earns more than a UPS3 classroom teacher (£52,835), and the gap widens rapidly as you move into larger schools and higher bands. However, leadership roles come with significantly greater responsibility, accountability, and time demands. Many aspiring leaders gain experience through middle leadership roles (such as head of department or head of year with TLR payments) before making the move into senior leadership.