Teaching and Learning Responsibility (TLR) Payments Explained
Teaching and Learning Responsibility (TLR) payments are additional payments made to teachers who take on sustained additional responsibilities beyond their regular teaching duties. They represent one of the most significant ways classroom teachers can boost their salary without moving into a formal leadership role. There are three levels of TLR payments — TLR1, TLR2, and TLR3 — each with different value ranges, eligibility criteria, and expectations.
TLR Payment Ranges — 2026/27
| TLR Level | Minimum | Maximum |
|---|---|---|
| TLR1 | £10,531 | £17,819 |
| TLR2 | £3,651 | £8,913 |
| TLR3 | £727 | £3,600 |
TLR1 — Major Responsibilities
TLR1 is the highest level of teaching and learning responsibility payment, ranging from £10,531 to £17,819 per year. To be eligible for a TLR1, the post must involve all of the following criteria:
- A significant responsibility that is not required of all classroom teachers and is focused on teaching and learning.
- Requiring the exercise of a teacher's professional skills and judgement.
- Requiring the teacher to lead, manage and develop a subject or curriculum area, or to lead and manage pupil development across the curriculum.
- Having an impact on the educational progress of pupils beyond the teacher's assigned classes or groups.
- Line management responsibility for a significant number of staff — this is what distinguishes TLR1 from TLR2.
Typical TLR1 roles include Head of Department (in larger departments), Head of Faculty, Director of Studies, Head of Key Stage, and SENCO (in larger schools). For example, a Head of Science in a large secondary school who manages a team of eight science teachers, coordinates the curriculum across three science subjects, and is responsible for exam outcomes across KS3, GCSE, and A-level would typically hold a TLR1.
TLR2 — Significant Responsibilities
TLR2 payments range from £3,651 to £8,913 per year. The eligibility criteria are similar to TLR1, but without the requirement for line management of a significant number of staff. To be awarded a TLR2, the post must involve:
- A significant responsibility that is not required of all classroom teachers and is focused on teaching and learning.
- Requiring the exercise of a teacher's professional skills and judgement.
- Requiring the teacher to lead, manage and develop a subject or curriculum area, or to lead and manage pupil development across the curriculum.
- Having an impact on the educational progress of pupils beyond the teacher's assigned classes or groups.
Common TLR2 roles include Subject Leader (for smaller departments), Head of Year, Literacy or Numeracy Coordinator, Assessment Coordinator, Lead Teacher for specific initiatives (such as Pupil Premium or phonics), and SENCO (in smaller schools). A Head of Music in a small secondary school, for instance, who is the sole specialist but leads curriculum development and coordinates extracurricular music activities, would typically hold a TLR2.
TLR1 vs TLR2
TLR3 — Fixed-Term Responsibilities
TLR3 payments are different from TLR1 and TLR2 in that they are awarded for clearly time-limited projects or responsibilities. They range from £727 to £3,600 and must be for a fixed period, specified at the outset, which cannot exceed three years. TLR3 payments are not permanent parts of a teacher's salary and end when the project or responsibility concludes.
Examples of TLR3 roles include:
- Leading a curriculum review project over one academic year.
- Coordinating the implementation of a new assessment system.
- Managing a specific school improvement initiative, such as introducing a new behaviour policy.
- Leading a transition project, such as preparing for a new Ofsted framework.
- Piloting a new teaching approach or programme across the school.
How TLR Values Are Set
Within each TLR range, schools have discretion over the exact amount paid. The school's pay policy must set out the TLR values attached to each post. Governing bodies typically consider the following factors when setting TLR values:
- The scale and complexity of the responsibility.
- The number of staff or pupils affected.
- The level of accountability involved.
- The impact on whole-school outcomes.
- Comparison with similar roles in other schools.
It is worth noting that a teacher can hold only one TLR1 or TLR2 at a time (not both), but can hold a TLR3 in addition to a TLR1 or TLR2. This means the maximum additional payments a teacher could receive from TLRs alone is a TLR1 (£17,819) plus a TLR3 (£3,600), totalling up to £21,419 on top of their base salary.
Impact on Total Pay
TLR Payments and Part-Time Teachers
If you work part-time, your TLR payment is paid on a pro-rata basis, proportional to your working hours compared to a full-time teacher. For example, a teacher working 0.6 FTE with a TLR2 of £5,000 would receive £3,000. The responsibility itself, however, does not necessarily reduce — you would still be expected to fulfil the full scope of the TLR role, which can be challenging on a part-time timetable.
TLR Safeguarding
If your TLR is removed — for example, because of a school restructure — you are entitled to safeguarding. This means your total salary (including the TLR) is protected for up to three years, during which it gradually reduces to the level of your base pay. Safeguarding only applies to TLR1 and TLR2 payments; TLR3 payments end when the fixed term expires with no safeguarding.
Negotiating a TLR
TLR payments are attached to specific posts, not individuals. This means you cannot simply ask for a TLR — the role must exist in the school's staffing structure with a TLR attached to it. However, if you believe you are carrying out responsibilities that merit a TLR, you can raise this with your headteacher or during the school's staffing review process. When a new TLR post is created or an existing one becomes vacant, it should be openly advertised within the school (and sometimes externally), and the appointment process should be transparent and fair.
Career Development and TLRs
Taking on a TLR role is excellent preparation for senior leadership. The experience of leading a team, managing a budget, being accountable for outcomes, and contributing to whole-school strategy mirrors many aspects of the assistant headteacher and deputy headteacher role. If you are interested in progressing into the leadership pay spine, holding a TLR is almost essential for building the skills and evidence you will need. Many headteachers look for significant middle leadership experience when appointing to senior posts, and a track record of successful TLR leadership is one of the strongest indicators of readiness for promotion.