Supply Teacher Day Rate Calculator

How Supply Teacher Daily Rates Are Calculated

Supply teaching provides temporary cover when permanent staff are unavailable due to illness, maternity leave, training, or unfilled vacancies. In the 2026/27 pay year, supply teachers on the main pay scale earn between £174.71 and £240.72 per day on a school-direct basis, while Upper Pay Scale teachers earn up to £270.95 per day.

The daily rate is calculated by dividing the annual salary by 195 — the number of days teachers must be available under the School Teachers' Pay and Conditions Document (STPCD), comprising 190 teaching days and 5 INSET days. For example, an M1 teacher in the Rest of England earns £34,069 annually, giving a daily rate of £174.71. An M6 teacher at £46,940 receives £240.72 per day. The hourly rate divides the daily rate by 6.5 directed hours.

Regional pay differences are significant. An M1 teacher in Inner London earns £41,729 compared to £34,069 in the Rest of England — roughly £39.28 more per day. Outer London and Fringe areas also attract premiums, though smaller than Inner London.

Agency vs School-Direct Employment

Agency supply offers convenience — agencies handle bookings, DBS checks, and payroll. However, they typically retain 15% to 35% of what the school pays. A school paying £250 per day might result in the teacher receiving only £163 to £213.

School-direct supply pays the full STPCD rate — an M3 teacher receives £196.92 per day rather than a reduced agency rate. You also gain eligibility for the Teachers' Pension Scheme, with the employer contributing 28.7% on top of your salary. The trade-off is that building a network of schools takes effort and work can be less consistent initially. Many experienced supply teachers use a hybrid approach: registering with two or three agencies while building direct school relationships over time.

Umbrella Companies and Tax

An umbrella company acts as your employer of record when working through an agency. It deducts employer's NI, the Apprenticeship Levy (0.5%), employee's NI, income tax, and its own margin (£15 to £30 per week) from your assignment rate. A quoted rate of £150 per day may yield just £100 to £110 take-home. Always request a detailed pay illustration before accepting an umbrella arrangement, and look for FCSA or Professional Passport accredited providers.

If employed directly by a school or paid PAYE by an agency, tax is straightforward — deducted at source like any permanent employee. Supply teachers working for multiple employers should watch their tax code, as HMRC allocates the personal allowance to one employer only. Keep all P45s and P60s to verify your position at year-end. IR35 rules mean operating through a personal limited company is no longer viable for supply teachers, as the engagement almost always meets the tests for employment.

The 12-Week AWR Rule and Pension Access

Under the Agency Workers Regulations 2010 (AWR), after 12 continuous calendar weeks at the same school, agency supply teachers are entitled to equal treatment — the agency must pay at least the STPCD rate for your experience level. For example, if you have been receiving £150 per day but the STPCD rate is £196.92, the agency must increase your pay. Equal treatment also covers access to staff facilities. A break of more than six weeks resets the qualifying period.

Pension access is one of the biggest financial differences between employment types. School-direct supply automatically enrols you in the TPS, a defined benefit scheme where the employer contributes 28.7% — worth approximately £13,462 per year for an M6 teacher. Most agency arrangements offer only a workplace pension with 3% employer contributions. This gap can amount to tens of thousands of pounds over a career.

Long-Term vs Day-to-Day Supply

Day-to-day supply means covering at short notice, typically supervising pre-set work. It offers maximum flexibility but unpredictable income. Long-term supply (half a term to a full year) involves full teaching responsibilities including planning, marking, and assessment. Rates may be slightly lower per day, but total income is higher due to consistent work, and AWR equal treatment applies after 12 weeks.

Maximising Your Income and Claiming Expenses

Register with multiple agencies for wider coverage and negotiating leverage. If you teach a shortage subject (maths, physics, computing, MFL) or have SEN or EYFS experience, push for premium rates. Build direct school relationships over time — once any agency restriction period (typically 6 to 12 months) expires, you can work with schools on your own terms.

Supply teachers can claim travel expenses to temporary workplaces (those where you work for fewer than 24 months) at HMRC's approved rate of 45p per mile for the first 10,000 miles. Professional subscriptions (NEU, NASUWT), unreimbursed DBS renewals, and the flat-rate clothing allowance (typically £60 per year) are also deductible. Claims are made via form P87 or self-assessment, and can be backdated up to four years.

Supply work also serves as an effective route to permanent employment. Schools treat placements as extended interviews, and many vacancies are filled by supply teachers who have impressed. Be reliable, engage with staff, and make yourself known to senior leaders. Use our Take Home Pay Calculator to compare your supply earnings with a permanent salary.