Understanding Teacher Pay Scales in England
Teacher pay in England is governed by the School Teachers' Pay and Conditions Document (STPCD), which sets out the statutory framework that maintained schools must follow. Academies and free schools have the freedom to set their own pay structures, though most choose to broadly follow the national framework. Understanding how pay scales work is essential for anyone entering or progressing through the teaching profession.
The School Teachers' Review Body (STRB)
The STRB is an independent body that advises the government on teachers' pay and conditions. Each year, the STRB considers evidence from unions, the Department for Education, and other stakeholders before making recommendations on pay uplifts. The Secretary of State for Education then decides whether to accept, modify, or reject those recommendations. For 2026/27, the STRB recommended pay increases that were largely accepted, resulting in the current pay scales.
Key Point
The Main Pay Range (MPR) — M1 to M6
The Main Pay Range is where most newly qualified teachers begin their career. It consists of six pay points, M1 through M6. Teachers typically progress by one point per year, subject to satisfactory performance. At M1 in the Rest of England region, a teacher earns £34,069, rising to £46,940 at M6. The MPR is designed to reward teachers during the early years of their career as they develop their skills and expertise.
Progression through the MPR is not automatic — headteachers must be satisfied that a teacher has met the Teachers' Standards and has shown professional development. However, in practice, the vast majority of teachers progress by one point each year unless there are specific performance concerns.
The Upper Pay Range (UPR) — UPS1 to UPS3
Once a teacher reaches the top of the Main Pay Range (M6), they can apply to move onto the Upper Pay Range. This requires demonstrating that their achievements and contribution to the school have been substantial and sustained. The UPR has three points: UPS1 (£49,134 in the Rest of England), UPS2 (£50,956), and UPS3 (£52,835). Teachers on the UPR are expected to be role models for teaching and learning and to make a wider contribution to school life.
Leading Practitioner Pay Range
The Leading Practitioner pay range is for teachers whose primary purpose is modelling and leading improvement of teaching skills. These roles are designed for expert teachers who remain in the classroom rather than moving into management. The pay range runs from £53,847 to£81,861 in the Rest of England, with schools setting an individual pay range within these minima and maxima.
The Leadership Group Pay Range
Headteachers, deputy headteachers, and assistant headteachers are paid within the Leadership Group pay range, which runs from £53,586 to £148,829 in the Rest of England. Since a 2014 reform, the STPCD no longer publishes a national point-by-point spine — instead each school falls into one of 8 head teacher pay bands (by school size and complexity), and the governing body sets the actual salary within that band.
Unqualified Teacher Pay Range
Teachers who do not hold Qualified Teacher Status (QTS) are paid on the Unqualified Teacher pay range. This has six points, ranging from £23,732 to £36,494 in the Rest of England. Unqualified teachers include those on training routes such as School Direct (unsalaried), as well as instructors and overseas-trained teachers who have not yet gained QTS.
Regional Pay Variations
Teacher pay scales vary by region to reflect different costs of living, particularly housing costs. There are four pay regions:
- Rest of England — the base pay level, applicable to the majority of schools across the country.
- Fringe — a modest uplift for areas surrounding London, including parts of Hertfordshire, Essex, Surrey, Kent, Buckinghamshire, Berkshire, and Bedfordshire.
- Outer London — a higher uplift for schools in the outer London boroughs and some adjacent areas.
- Inner London — the highest pay scales, reflecting the significantly higher cost of living in central London.
2026/27 Main Pay Range by Region
| Point | Rest of England | Fringe | Outer London | Inner London |
|---|---|---|---|---|
| M1 | £34,069 | £35,602 | £39,196 | £41,729 |
| M6 | £46,940 | £48,479 | £52,241 | £54,131 |
2026/27 Upper Pay Range by Region
| Point | Rest of England | Fringe | Outer London | Inner London |
|---|---|---|---|---|
| UPS1 | £49,134 | £50,625 | £54,047 | £59,650 |
| UPS2 | £50,956 | £52,442 | £56,047 | £62,581 |
| UPS3 | £52,835 | £54,328 | £58,120 | £64,684 |
Additional Payments and Allowances
Beyond the basic pay scales, teachers can receive additional payments that significantly boost their overall compensation:
- Teaching and Learning Responsibility (TLR) payments — awarded for sustained additional responsibilities such as leading a subject area, managing a department, or coordinating a key stage. Read our full TLR guide.
- SEN allowance — paid to teachers in a SEN role, ranging from £2,885 to £5,690. Learn more about SEN allowances.
- Recruitment and retention incentives — one-off or recurring payments to attract or keep teachers in shortage subjects or challenging schools.
- Continuing Professional Development (CPD) payments — for out-of-school-hours activities related to professional development.
How Pay Decisions Are Made
In maintained schools, the governing body must adopt a pay policy that sets out how pay decisions are made. This policy must be consistent with the STPCD and should be reviewed annually. The headteacher typically makes recommendations on individual pay progression, which are then approved by a pay committee of the governing body. Teachers have the right to appeal pay decisions through a formal process outlined in their school's pay policy.
Performance-related pay is a key feature of the system. Since 2014, there has been no automatic pay progression — schools must link pay increases to performance against the Teachers' Standards and the objectives set through the appraisal process. However, the expectation remains that teachers performing satisfactorily will progress at least one pay point per year.
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Academies and Free Schools
Academies and free schools are not legally required to follow the STPCD, which means they can set their own pay and conditions. In practice, most academies broadly follow the national pay scales, though some multi-academy trusts have developed their own pay structures. If you work in an academy, check your contract and the trust's pay policy to understand exactly how your pay is determined. Some academies offer additional benefits such as private healthcare, gym memberships, or enhanced pension contributions to attract staff.
Part-Time Teachers
Part-time teachers are paid a proportion of the full-time equivalent salary based on the number of sessions (half-days) they work compared to a full-time teacher. For example, a teacher working 3 days per week would receive 60% of the full-time salary at their pay point. Part-time teachers retain all the same rights to pay progression and additional payments as their full-time colleagues, with TLR and SEN allowances also paid on a pro-rata basis.