NEU help and advice pages comprise FAQs and other guidance which address common employment workplace issues and are entirely problem focused. These documents, along with our current top 5 FAQs posed by members, represent the quickest way to get support if you need it.
Other ways to get help
Your first point of contact is your workplace reps - they are best placed to discuss your next steps to dealing with your issue. If you don't know who that is, contact your branch for assistance. Find the contact details here.
You also contact the Employment AdviceLine - however, please be advised that this national service deals with a very high volume of emails and calls and your waiting time for a response may be long.
If you can't find the answer to your question below, speaking to your rep or branch secretary will be the quickest way to answer your query.
- 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.
How to negotiate on pay and other forms of remuneration in the independent sector, with some relevance to Further Education workplaces or academies where there is collective bargaining.
- Ten bullet points on independent sector collective bagaining.
- The campaign for equal pay has a long history; one which is still ongoing.
- The latest NEU evidence to the School Teachers’ Review Body, which is reviewing teacher pay in England, sets out our case for a fully-funded pay increase for all teacher points and allowances of 5% in September 2019, for further pay increases to restore the cuts in teacher pay since 2010 and for an urgent review to establish appropriate pay for teachers for the long term.
- This checklist should be used alongside the National Education Union model policy to help you negotiate a policy acceptable to the NEU.
This guidance sets out the obligations of employers and employees in relation to notice periods and notice pay.
- The new Ofsted inspection framework is putting increasing pressure on members, particularly primary subject leaders and this is due to problems with school funding and staff recruitment which the new framework does not take into account.
- guidance on the pay and conditions implications of teachers’ participation in out-of-school-hours learning activities.
- An introduction to the pay and conditions arrangements of part time teachers
- Advice on identifying the grounds for a pay appeal and on how you might run a successful one.
- This checklist will help you prepare for meetings about recommendations to deny pay progression and appeals hearings after a decision has been taken to deny pay progression.
- These model letters will help you prepare for meetings about recommendations to deny pay progression and appeals hearings after a decision has been taken to deny pay progression.
The most common queries NEU members have on pay for leadership teachers in schools and academies.
- Guidance on the pay framework for sixth form college teachers and advice for NEU representatives for college level discussions on its implementation.
- As private businesses outside the national collective bargaining structure in the maintained sector, independent schools have greater freedom to set their own terms and conditions of employment.
- This model pay policy will help to recruit, retain and motivate teachers, provide the basis for sound financial and personnel planning and minimise the risk of grievance and discrimination. It is consistent and compliant with the STPCD and the NEU pay policy checklist.
- This guide gives advice to leaders on how their pay progression system works.
This advice summarises how performance related pay progression works for teachers.
- Pay safeguarding applies when your employer determines your pay should be reduced. It allows a period of time for you to adjust to the lower pay.
- Details of the recommended NEU pay scales for teachers and leaders, which we wish to see all schools adopt.
- The joint union pay scales show the impact of the uplift to the teachers’ pay ranges for 2018-19, when applied to the individual pay points on those ranges recommended in our joint advice for 2017-18.
- The joint union pay scales show the impact of the 2.75% uplift to the teachers’ pay ranges for 2019-20, when applied to the individual pay points on those ranges recommended in our joint advice for 2018-19.
- Details of how academies and trusts set pay scales and what pay and conditions arrangements are in place in these workplaces.
- Advice explaining the payments and entitlements you may receive if your post becomes redundant. In any case where redundancy is threatened, specific advice and assistance is available and should be sought from your school/college rep or division/association/branch secretary.
- Pay and conditions for teachers in residential establishments are aligned with those in the School Teachers’ Pay and Conditions Document (STPCD), the Burgundy Book and the Independent Pay Review Body in Wales since 2019, other than the following allowances and pay scales.
- All schools, including academies, should have a pay policy which sets out how decisions are taken on pay matters including pay assessments, pay progression, discretionary payments, appeals etc.
- Frequently asked questions on school teacher pay increase and how to make sure you receive it.
- Advice for members and reps on getting the school teachers' pay from September 2019.
- This is the NEU’s advice for local officers, school and academy reps on securing pay increases in line with the Government’s decisions on school teacher pay from September 2019.
- This is a guide on steering a course through your appraisal and the pay decision process to ensure that you can secure pay progression.
- Pay scales and updates on pay negotiations for sixth form colleges.
Information on pay and conditions for Soulbury paid officers in England and Wales.
- This guidance is aimed at new teachers and those returning to teaching service after a break. It explains the basics of the pay structure and gives advice on ensuring you are fairly paid and able to seek the most favourable use of pay discretions.
What should I expect to be paid as an agency supply teacher? What should I be paid for supply work of less than a day in duration? What happens if a school wants to offer me a permanent job? These and many other key questions are covered in this introductory guide to supply teaching.
- Pay and conditions agreement for support staff - most LA schools use the local government pay scales to pay their support staff in conjunction with National Joint Council (NJC) terms and conditions.
Guidance on matters to consider in relation to pay and conditions when working in the independent sector.
This Q&A document is a comprehensive overview to the teachers’ pay structure and classroom teachers’ pay scales for 2019-20.
Advice on Teaching & Learning Responsibility Payments (TLRs) and other allowances such as Special Educational Needs allowances and Recruitment and Retention payments.
- This guidance summarises the position in respect of pay and conditions for unattached teachers employed by local authorities.
- This guide gives advice on how the pay progression system for classroom teachers works.
- This guide explains how to challenge unfair pay policies and secure a fair pay policy in your school.
- This guide gives 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.
- 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.
- This checklist should be used alongside the National Education Union model policy to help you negotiate a policy acceptable to the NEU.
- Advice on identifying the grounds for a pay appeal and on how you might run a successful one.
- This checklist will help you prepare for meetings about recommendations to deny pay progression and appeals hearings after a decision has been taken to deny pay progression.
- These model letters will help you prepare for meetings about recommendations to deny pay progression and appeals hearings after a decision has been taken to deny pay progression.
- This model pay policy will help to recruit, retain and motivate teachers, provide the basis for sound financial and personnel planning and minimise the risk of grievance and discrimination. It is consistent and compliant with the STPCD and the NEU pay policy checklist.
- This guide gives advice to leaders on how their pay progression system works.
This advice summarises how performance related pay progression works for teachers.
- All schools, including academies, should have a pay policy which sets out how decisions are taken on pay matters including pay assessments, pay progression, discretionary payments, appeals etc.
- This is a guide on steering a course through your appraisal and the pay decision process to ensure that you can secure pay progression.
- This guide gives advice on how the pay progression system for classroom teachers works.
- This guide explains how to challenge unfair pay policies and secure a fair pay policy in your school.
- This guide gives 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.
- Advice on your eligibility for and access to workplace pension schemes as an agency supply teacher.
The Teachers’ Pension Scheme will provide much of your retirement income so it is vital that you understand it. This guidance covers the career average section of the Teachers’ Pension Scheme (TPS) in which most members are accruing pension.
- In whatever capacity you work in education, there is likely to be an occupational scheme available for you to join and you may have automatic membership as soon as you are employed.
Information about the final salary section of the Teachers’ Pension Scheme (TPS), including how to find out if you are in this TPS section.
- Following this case, the Government will be required to take action to compensate members of public sector pension schemes who were excluded from protection measures applied when schemes changed in 2014 and 2015.
- Pensions advice note on non-pensionable allowances in the Teachers’ Pensions Scheme.
- Information for members on pensions tax relief - annual allowances and lifetime allowance
- Guide for teachers and other school staff who wish to continue working beyond age 65
- Information about the single-tier state pension and changes to the state retirement age.
- The Teachers’ Pension Scheme will provide much of your retirement income so it is vital that you understand it. This advise covers the final salary section and it aims to answer the most common pension queries for NEU members.
An overview of the Local Government Pension Scheme, introduced in 2014
- In many cases, your employer will invite you to attend a meeting as part of their absence monitoring/management procedures
- The term ALPS is derived from A-Level Performance System. ALPS aims to provide value added scores to colleges and to individual courses.
- Appraisal is particularly important because it affects decisions on your pay. This guidance aims to answer the most common queries NEU members have on appraisal. You should read this guide in conjunction with your school/college appraisal policy.
This checklist will help you negotiate a policy acceptable to the union.
- The most common queries NEU members have on preparing for a teacher appraisal review meeting.
Joint NEU and NAHT model policy Model policy for appraising teacher performance.
- NEU guidance surrounding capability proceedings
- This guidance may apply to all school staff except where reference is made to appraisal, which is a process applicable only to teachers.
- The objective of formal and/or informal support should be to improve staff performance where appropriate, and not to penalise staff for failing to meet management expectations.
- Guidance on classroom observation protocol in Wales
- What to expect from classroom observations as a trainee teacher, including feedback, professional reviews and formal assessment meetings.
NEU advice on observation by colleagues and others of support staff in schools.
- This advice explains the circumstances in which schools may disclose capability information to prospective employers.
- Classroom observation is developmental and supportive, the NEU has produced guidance and protocol for conducting classroom observation in England.
This guidance outlines NEU best practice models for both the conduct of lesson observations and the Teaching and Learning Observation System (TLOS) framework within which they are conducted.
The NEU and National Association of Head Teachers joint model policy for appraising teacher performance
This NEU guidance addresses the need to secure fair and reasonable objectives for teachers at the very start of the appraisal process.
- Advice for trainee members on lesson planning, timing and pacing, and tips on how to save time.
- The term ALPS is derived from A-Level Performance System. ALPS aims to provide value added scores to colleges and to individual courses.
- Details about your employment rights under the Red Book as well as the minimum rights you are entitled to under general employment law.
- Details of your statutory rights as an employee in the Further education sector. In some cases your contract will provide you with better terms and conditions and, if this is the case, those better terms and conditions will apply.
- The basic framework of health and safety law for sixth form colleges
- This advice is intended to assist in discussions in relation to recognition and recruitment in FE colleges and sixth form colleges where there are National Education Union (NEU) members.
- Guidance on the pay framework for sixth form college teachers and advice for NEU representatives for college level discussions on its implementation.
- Find out how to put pressure on MPs and Ministers to tackle the post-16 funding crisis.
- Advice on what NEU reps should expect colleges to have in place to protect children and vulnerable adults.
- Redundancy has unfortunately become a fact of life for education staff in recent years. This guidance is for workplace reps about redundancy and the consultation process that NEU’s FE members whose posts are at risk should expect.
- When colleges are going through restructuring members understandably look to their union for support and advice. This guidance is intended to assist NEU college reps in dealing with the issue and ensuring that restructures are carried out fairly and transparently.
- Pay scales and updates on pay negotiations for sixth form colleges.
- Workload in colleges and schools has reached unprecedented levels. Take action on workload in sixth form colleges today.
- Read our advice and guidance for primary school educators.
- NEU advice for primary educators on assessment during coronavirus