How Teacher Pay Scales Work in England
Teacher pay in England is governed by the School Teachers' Pay and Conditions Document (STPCD), published annually by the Department for Education. The STPCD sets minimum and maximum salaries for teachers in local-authority-maintained schools, along with allowances, working hours, and conditions of service. Pay scales are structured into distinct ranges: the Main Pay Range (M1-M6) for classroom teachers, the Upper Pay Range (UPS1-UPS3) for experienced teachers, plus separate scales for unqualified teachers, leading practitioners, and school leaders.
Scales are updated each September following recommendations from the School Teachers' Review Body (STRB), an independent advisory group. Academies and free schools are not legally required to follow the STPCD, though many adopt it voluntarily. Four regional pay bands reflect cost-of-living differences: Rest of England, Inner London, Outer London, and the Fringe area, with London teachers receiving higher salaries across all ranges.
Main Pay Range (M1 to M6)
The Main Pay Range is where most classroom teachers begin. Early Career Teachers (ECTs) typically start at M1 and can progress through six points to M6. For 2026/27, M1 in the Rest of England is £34,069, rising to £46,940 at M6. In Inner London, the range stretches from £41,729 to £54,131.
Progression is performance-based, not automatic. Teachers set annual objectives with their line manager, and movement to the next pay point depends on meeting the required standards through the school's appraisal process. ECTs undergo a two-year statutory induction with additional mentoring, and schools are expected to progress them by at least one point during their first year if performing satisfactorily. Teachers may remain on the Main Pay Range for their entire career if they choose not to apply for the Upper Pay Range.
ECT pay progression
Upper Pay Range (UPS1 to UPS3)
The Upper Pay Range consists of three points representing a significant salary and responsibility step-up. For 2026/27 in the Rest of England, UPS1 is £49,134 and UPS3 reaches £52,835. To apply, a teacher must have spent at least two years on the Main Pay Range and demonstrate consistently strong practice across all elements of the Teachers' Standards.
Applications are submitted to the head teacher with supporting evidence from appraisals, observations, and pupil outcomes. UPS teachers are expected to contribute beyond their own classroom through mentoring, curriculum development, and supporting colleagues' professional development. Progression within the UPS range continues to be linked to annual appraisal performance.
Leading Practitioner Pay Range
The Leading Practitioner range rewards outstanding classroom practitioners who develop teaching practice across their school without moving into management. For 2026/27 in the Rest of England, it runs from £53,847 to £81,861. Schools have considerable discretion in placing teachers within this range based on the complexity and scope of the role.
Leading practitioners model outstanding teaching, coach colleagues, lead professional development, and may work across multiple schools within a trust. The role is more commonly found in larger schools, teaching school alliances, and multi-academy trusts, providing a genuine career pathway for excellent teachers who want to progress without taking on a purely managerial position.
Unqualified Teacher Pay Scale
This scale applies to teachers without Qualified Teacher Status (QTS), including graduates working towards QTS, specialist professionals, and vocational instructors. For 2026/27, the scale runs from UQ1 at £23,732 to UQ6 at £36,494 in the Rest of England, with regional uplifts for London and the Fringe.
Routes to obtaining QTS include PGCE programmes, School Direct, Teach First, and the assessment-only route for experienced unqualified teachers. Once QTS is obtained, teachers move onto the Main Pay Range at a point reflecting their previous experience, typically at the school's discretion.
Leadership Pay Range
The Leadership Pay Range covers head teachers, deputy heads, and assistant heads. Since the 2014 reform, the STPCD no longer sets a national point-by-point spine — instead it defines an overall Leadership Group range and 8 head teacher pay bands by school group size. For 2026/27, the overall range in the Rest of England runs from £53,586 to £148,829. When appointing a head teacher, the governing body sets the salary within the band for the school's group, based on pupil numbers and age range.
Deputy and assistant head salaries are set by the governing body based on role responsibilities, and must not exceed the head teacher's salary. Progression is annual and performance-based, with head teachers appraised by the governing body and deputies appraised by the head teacher.
Regional Pay Differences
The STPCD recognises four pay regions, each with distinct salary levels across all ranges. The table below compares the M1 starting salary in each region.
| Region | M1 Salary |
|---|---|
| Inner London | £41,729 |
| Outer London | £39,196 |
| Fringe | £35,602 |
| Rest of England | £34,069 |
Inner London offers the highest rates — a difference of £7,660 per year compared to the Rest of England.
Rest of England is the baseline region covering all other areas. While salaries are the lowest in absolute terms, the lower cost of living means real purchasing power can be higher outside London.
Inner London pay gap
Comparing salaries across regions
Pay Progression and the STRB
Since 2013, automatic pay increments based on length of service have been abolished. All pay progression is now linked to performance through the school's annual appraisal process. Teachers set objectives at the start of each academic year, and their performance is formally reviewed at the end of the cycle. If standards are met, the appraiser recommends movement to the next pay point, with the final decision resting with the head teacher or pay committee. Teachers may appeal through the school's pay appeals procedure.
The School Teachers' Review Body (STRB) shapes the overall pay framework by considering evidence on recruitment, retention, the labour market, and the economy before recommending annual pay uplifts. While the government is not bound by these recommendations, they carry significant weight and have historically formed the basis for the annual pay settlement. Teachers should review their school's pay policy document, which sets out detailed criteria and procedures for progression.
Academy and free school pay