England Teachers' Pay Rise Explained

England Teachers Set for 4% Pay Rise from September 2025

Teachers in England are on the cusp of a significant pay uplift, with the government accepting the independent School Teachers’ Review Body (STRB) recommendation of a 4% pay award. This increase, effective from 1 September 2025, aims to acknowledge the vital role educators play and address concerns regarding teacher retention and recruitment. This article delves into the specifics of the pay award, its implications for various aspects of teachers' remuneration, and the funding mechanisms in place.

The 4% Pay Award: What You Need to Know

The STRB's recommendation for a 4% pay rise has been formally accepted by the Secretary of State for Education. This move comes after a period of consultation and consideration, with the Department for Education (DfE) and HM Treasury initially suggesting a 2.8% award. However, the STRB's final recommendation, which the government has now adopted, signals a commitment to a more substantial increase. This pay award is expected to be reflected in teachers' pay packets from September 2025, following the finalisation of the School Teachers' Pay and Conditions of Service Document (STPCD) 2025/26 and the relevant Statutory Instrument (SI).

Funding the Pay Award: A Shared Responsibility

The government has allocated an additional £615 million through the Schools Budget Support Grant (SBSG) to help fund the pay award for teachers and support staff. This grant will be rolled into the National Funding Formula (NFF) in subsequent years. However, it's crucial to understand that this funding does not cover the entire 4% increase. Schools are expected to contribute approximately a quarter of the rise, equating to around £400 million, from their existing budgets. This contribution is in addition to savings schools have already factored into their financial planning.

The funding model can be broken down as follows:

This approach means schools will need to find savings of over £350 million to cover the remaining portion of the teacher pay rise. Unions have expressed concerns about the affordability of this for schools, particularly those already facing budgetary pressures.

Changes to Teaching and Learning Responsibility (TLR) Payments

Significant changes are also being introduced regarding Teaching and Learning Responsibility (TLR) payments. From 1 September 2025, and no later than 1 September 2026, TLR1 and TLR2 payments for part-time teachers will be calculated based on the proportion of responsibility they undertake, rather than being pro-rated according to their contracted hours. This means a part-time teacher carrying out the full responsibilities of a TLR post will receive the full payment, not a reduced amount based on their hours.

The NASUWT union expects that any part-time teacher undertaking full TLR roles will receive the full payment backdated to 1 September 2025. Should an employer refuse this, members are advised to submit a pay appeal.

Flexible Working: A New Statutory Right

The STPCD for 2025/26 will also incorporate a statutory right for all employees, including teachers, to request flexible working from their first day of employment. Schools are now expected to have clear flexible working policies in place that cater to the needs of both staff and the employer, promoting a strategic approach to flexible working. This move is supported by evidence suggesting that increased flexible working opportunities can enhance teacher wellbeing, job satisfaction, and contribute to better recruitment and retention.

Comparison with Other Public Sector Pay Awards (2025/26)

The 4% pay award for teachers places them in a competitive position compared to other public sector pay rises for the same period. Here's a snapshot:

Past Teacher Pay Awards: A Historical Context

Understanding the current pay award also benefits from a look at recent history. The pay awards for teachers in England over the past five years have varied considerably:

While the 4% award is a positive step, some unions have noted that it may not fully compensate for the real-terms decrease in teacher salaries experienced since 2010.

Performance-Related Pay (PRP) and Pensions

A notable development is the removal of the requirement for schools to have performance-related pay (PRP) from September 2024. Unions like the NASUWT have long advocated for this change, citing a lack of evidence that PRP improves standards.

Furthermore, the STRB has raised concerns about 'innovations' in teacher pensions potentially being used to reduce overall remuneration. The NASUWT supports this view and advocates for all teachers to be automatically enrolled in the Teachers' Pension Scheme (TPS), highlighting its importance as part of the overall reward package.

Frequently Asked Questions

Q1: Will all teachers in England receive the 4% pay rise?
The pay award applies to maintained schools. Most academies also choose to follow these statutory pay arrangements. The government is also legislating to ensure all teachers in academies and maintained schools benefit from a core pay offer.

Q2: When will teachers receive their increased pay?
The pay award goes through a consultation period. The STPCD will be updated before the new academic year, with the aim of teachers receiving their updated salaries from September 2025, without the need for backdating.

Q3: What about school support staff?
The additional funding for schools also accounts for the pay offer for support staff, which is currently under negotiation. Unlike teachers, most support staff are employed under the National Joint Council (NJC) for Local Government Services.

Q4: Are further education teachers included in this pay award?
The Department for Education does not set pay for further education teachers. However, £160 million is being provided to support colleges and 16-19 providers in recruiting and retaining teachers in key subject areas.

Q5: What are the new pay scales for teachers?
The article includes detailed tables outlining the pay scales for qualified teachers, unqualified teachers, lead practitioners, and the leadership group for the periods 1 September 2024 to 31 August 2025 and 1 September 2025 to 31 August 2026, for England excluding London and the Fringe.

Q6: How are the TLR payment changes being implemented?
From 1 September 2025, and no later than 1 September 2026, TLR1 and TLR2 payments for part-time staff will be based on the proportion of responsibility undertaken, not contracted hours. Schools have the option to implement this from September 2025.

In conclusion, the 4% pay rise for teachers in England represents a significant development, aiming to bolster the profession's attractiveness and address financial concerns. While the funding model involves a shared responsibility between the government and schools, and some unions continue to advocate for further increases, the changes to TLR payments and the strengthened emphasis on flexible working are also noteworthy aspects of this pay award.

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