Main Pay Range (M1-M6) Guide

The Main Pay Range (M1–M6): A Complete Guide for Teachers

The Main Pay Range (MPR) is the pay scale on which most classroom teachers in England are placed. Running from M1 to M6, it covers the first stage of a teacher's career — typically the first five to six years after gaining Qualified Teacher Status (QTS). Understanding how the MPR works, what you can expect to earn, and how progression operates is essential for anyone entering or already working within the teaching profession.

Entry Requirements and Starting Pay

To be placed on the Main Pay Range, you must hold Qualified Teacher Status (QTS) or, from September 2023, be working towards QTS under the Early Career Framework. Newly qualified teachers (now referred to as Early Career Teachers, or ECTs) typically start at M1, though schools have the discretion to place new teachers at a higher point if they have relevant prior experience. For example, a career changer with significant industry experience in a shortage subject such as physics or computing might be offered M2 or M3 as a starting salary.

Your starting point also depends on which region you work in. A teacher starting at M1 in the Rest of England earns £34,069, while the same point in Inner London pays £41,729 — a difference of over £7,000 to help offset the higher cost of living in the capital.

Full MPR Pay Table — 2026/27

How Progression Works

Pay progression through the Main Pay Range is linked to performance. Each year, teachers undergo a formal appraisal process where they are assessed against the Teachers' Standards and any specific objectives set at the beginning of the appraisal cycle. If the headteacher is satisfied that the teacher has met the required standards, they will recommend progression by one pay point. This recommendation is then approved by the school's pay committee.

The typical timeline for progression is one point per year, meaning a teacher starting at M1 would reach M6 after five years. However, this is not guaranteed — progression can be withheld if performance is deemed unsatisfactory. Equally, exceptional performance can potentially lead to accelerated progression, where a teacher moves up by more than one point in a single year, though this is relatively uncommon in practice.

Performance Criteria for Progression

To progress through the MPR, teachers must demonstrate that they continue to meet the Teachers' Standards, which cover two broad areas:

• Teaching — setting high expectations, promoting good progress, demonstrating good subject knowledge, planning and teaching well-structured lessons, adapting teaching to respond to pupils' needs, making accurate use of assessment, and managing behaviour effectively.
• Personal and professional conduct — upholding public trust in the profession, maintaining high standards of ethics, having proper regard for the ethos and policies of the school, and maintaining appropriate professional relationships.

In addition to the Teachers' Standards, schools typically set between two and four specific objectives for each teacher at the start of the appraisal year. These might relate to pupil outcomes, professional development, or wider contributions to school life. A mid-year review is usually conducted to check progress, and the end-of-year appraisal determines whether objectives have been met.

What Happens at M6?

When you reach M6, you are at the top of the Main Pay Range. At this point, you have two main options. The first is to remain at M6, where your salary will only increase if the government applies an annual pay uplift to the scales. The second — and more financially beneficial — option is to apply for the Upper Pay Range. To do this, you need to demonstrate that your achievements and contribution have been substantial and sustained, and that you are highly competent in all aspects of the Teachers' Standards.

Moving to UPS1 from M6 in the Rest of England represents a pay increase from £46,940 to £49,134, an uplift of over £2,000. More significantly, it places you on a new pay range with the potential to reach £52,835 at UPS3. Read our complete guide to the Upper Pay Range for full details on the application process.

Regional Differences Explained

The four pay regions exist to reflect different costs of living across England. The Fringe area provides a modest uplift over the Rest of England — for example, M1 Fringe is £35,602 compared to £34,069 in the Rest of England, a difference of £1,533. Outer London provides a more substantial uplift, with M1 at £39,196, while Inner London offers the highest starting salary at £41,729.

It is worth noting that while Inner London salaries are significantly higher, the cost of living — particularly housing — often means that teachers in London may not be better off in real terms than those in other parts of the country. The London weighting was introduced to address recruitment challenges in the capital, and without it, schools in London would struggle even more to attract and retain teachers.

Take-Home Pay on the MPR

Your gross salary is only part of the picture. After deductions for income tax, National Insurance, and your Teachers' Pension contribution, your take-home pay will be significantly lower. For example, here is the breakdown for a teacher on M1 in the Rest of England (£34,069):

Tips for MPR Teachers

• Keep a portfolio of evidence throughout the year — lesson observations, pupil progress data, CPD certificates, and examples of wider contributions to school life.
• Familiarise yourself with your school's pay policy at the start of each year so you know exactly what is expected for progression.
• If you are in a shortage subject (maths, physics, chemistry, computing, modern foreign languages), you may be eligible for additional recruitment and retention payments.
• Consider applying for TLR responsibilities from M3 onwards — these can significantly boost your salary and demonstrate readiness for the Upper Pay Range.
• Discuss your career trajectory with your mentor or line manager early and regularly to ensure you are on track.