Starting your teaching career is an exciting step, but it comes with practical questions about pay, workload, and support. Since September 2021, newly qualified teachers complete a two-year Early Career Teacher (ECT) induction rather than the old one-year NQT induction. This guide explains your starting salary, the ECT framework, reduced timetable entitlements, mentor support, and how your pay compares across different regions of England.
The ECT Framework
The Early Career Framework (ECF) replaced the previous NQT induction in September 2021. The key change is the extension from a one-year to a two-year induction period. During this time, you receive structured support, mentoring, and a reduced teaching timetable to help you develop your practice. The ECF is based on the best available evidence about effective teaching and covers five core areas: behaviour management, pedagogy, curriculum, assessment, and professional behaviours.
Your induction is assessed through regular progress reviews and two formal assessment points — one at the end of each year. To pass induction, you must demonstrate that you meet the Teachers' Standards at the level expected of a teacher at the end of their induction. If concerns arise, you may be given additional support or, in rare cases, the induction period may be extended.
Starting Salary — M1 Pay Point
All ECTs start on the Main Pay Range at point M1. The exact salary depends on the pay region in which your school is located. From September 2025, the M1 salaries are:
| Pay Region | M1 Salary | Monthly Gross |
|---|---|---|
| Rest of England | £34,069 | £2,839 |
| Fringe | £35,602 | £2,967 |
| Outer London | £39,196 | £3,266 |
| Inner London | £41,729 | £3,477 |
Academy and Free School Pay
Reduced Timetable Entitlement
One of the most important protections for ECTs is the reduced timetable. During your induction, you are entitled to:
- Year 1: A 10% reduction in teaching timetable compared to the school's normal teaching load for a full-time teacher. This is in addition to the standard 10% PPA time that all teachers receive.
- Year 2: A 5% reduction in teaching timetable, again in addition to standard PPA time.
In practical terms, if a full-time teacher at your school teaches 22 hours per week and receives 2.2 hours of PPA, a Year 1 ECT would teach approximately 19.8 hours (22 minus the 10% ECT reduction) while still receiving their 2.2 hours of PPA. The freed-up time should be used for ECF training, meeting with your mentor, observing other teachers, and professional development activities.
Protect Your Entitlement
Mentor Support
Every ECT is assigned a trained mentor who provides regular one-to-one support throughout the two-year induction. Your mentor should:
- Meet with you for a structured mentoring session at least weekly during your first year and regularly during your second year
- Observe your teaching and provide constructive feedback
- Help you identify areas for development and set targets
- Model effective teaching practices and facilitate observations of experienced teachers
- Support you through the ECF training programme
In addition to your mentor, you will have an induction tutor (often a senior leader) who is responsible for formal assessments and progress reviews. The induction tutor ensures that the school is meeting its obligations to support you and makes the final recommendation on whether you pass induction.
What Your First-Year Take-Home Pay Looks Like
After deductions for income tax, National Insurance, and the Teachers' Pension Scheme, your take-home pay as an ECT will be significantly less than the gross salary. Using the Rest of England M1 salary of £34,069 as an example, and assuming a standard tax code of 1257L with no student loan:
- Gross monthly pay: £2,839
- Income tax: approximately £316 (calculated after your pension contribution is deducted)
- National Insurance: approximately £143
- Pension contribution (7.4%): approximately £210
For a precise calculation including your specific circumstances, student loan plan, and region, use our take-home pay calculator.
Moving Through the Pay Scale
ECTs typically move from M1 to M2 at the start of their second year, subject to satisfactory performance. Pay progression through the Main Pay Range is not automatic — your headteacher must be satisfied that you have met your performance management objectives and demonstrated good teaching practice. However, for most ECTs who are making normal progress, annual progression of one pay point per year is the norm.
The Main Pay Range runs from M1 to M6, so you would normally reach the top of the MPR after six years. At that point, you can apply to move to the Upper Pay Range if you can demonstrate that your teaching is "substantial and sustained." Read more in our guide to teacher pay progression.
Training Bursaries and Golden Hellos
If you received a tax-free training bursary or scholarship during your initial teacher training, this does not affect your starting salary. Bursaries are paid during training, not during your ECT years. Some shortage subjects previously offered "golden hello" payments after completing induction, but these have been largely phased out. Check the DfE's current financial incentives for teachers to see what may be available for your subject.
Starting your career on M1 is just the beginning. Explore the full pay scales on our pay scales page to see where your salary can go over the coming years.