Pay progression

All pay progression including onto and on the Upper Pay Range should be automatic and annual.

NEU pressure has helped to ensure that pay progression is still the norm, but NEU surveys have revealed that it is a problem for some teachers. As with other pay issues, it is essential that members act collectively to support pay progression in the school.

The requirement for maintained schools in England to operate PRP has been removed following NEU pressure, but this will not automatically end PRP. See the advice on how you can help us to ensure PRP is removed.

In Wales, PRP has been abolished in favour of experience-related pay progression and national pay scales for Wales have been implemented. The advice below relates to the position in England where PRP has not yet been abolished. Members in Wales should refer to the separate teacher pay arrangements in STPCD Wales.

All teachers below the maximum of the main or upper pay range are entitled to be considered for pay progression every year – it is not an application process.

Teachers in Wales should progress on the pay scale automatically unless subject to the capability procedure.

Teachers' pay progression

The NEU’s view is that all pay progression should be automatic and annual.

Understanding pay progression

This guide gives advice on how the pay progression system for classroom teachers works.

Securing pay progression

All pay progression including onto and on the Upper Pay Range should be automatic and annual.

Person using laptop with credit card in hand

Threshold progression and the upper pay range

The Upper Pay Range is a pay range offering significantly higher pay than the main pay range. This advice helps explain progression to the Upper Pay Range.

School leader pay progression

The statutory provisions governing pay progression for all teachers, including school leaders, in local authority maintained schools are set out in the STPCD.

Sixth form college teachers pay progression

Each college agrees its own policy on the factors relevant to pay progression and the standards needed for progression – but there is nationally agreed joint guidance.

Pay progression appeal

Pay decisions should be based on appraisal outcomes and standards for progression set out in the school pay policy. If you are denied progression, you have the right to appeal.

Winning pay appeals

Advice on securing pay progression by persuading governors not to accept a recommendation to deny pay progression or by appealing successfully against a decision to deny progression.

Pay progression appeal checklist and model letters

A checklist to help prepare for meetings or appeal hearings following a recommendation or decision to deny pay progression.

Resources for reps and officers

Black teachers - know your rights on pay

Black teachers rights to pay and promotion, to help tackle discrimination in the workplace.

Black teachers pay & progression report

The clear disadvantage experienced by Black teachers needs to be much more of a priority for employers and for Government.

Pay bargaining toolkit

Guidance and resources for pay bargaining in your workplace to ensure teachers and support staff are fairly paid.

Pay progression data

Using equality data in tackling pay progression.

Performance-related pay for teachers

Performance-related pay does not improve educational standards or outcomes, neither does it improve achievement.

Pay progression request for equality information model letter

Edit and send this model letter to ask for the equality data around pay progression decisions in your workplace.

The burden of performance related pay video

Removing the burden of performance related pay

Share our performance related pay video on Facebook and Twitter NEU has worked with Northern Education Trust to end the use of Performance Related Pay, meaning teachers now get pay progression automatically and their pay rise is not linked to appraisal targets.

Want more help or advice on how to secure pay progression at your workplace?

Your first point of contact for advice and support from the union should be your National Education Union workplace representative. Alternatively, you can contact your branch or district.