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.


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  • 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.
  • Ten bullet points on independent sector collective bagaining.
  • The impact of the COVID-19 crisis means that, for all schools and academies, PRP is completely unworkable and should be suspended.
  • This guidance applies to all staff - including substitute teachers and temporary non-teaching staff in response to absences because of Covid-19.
  • The campaign for equal pay has a long history; one which is still ongoing.
  • The key 15 points of clarification arising from HMRC’s amended Coronavirus Job Retention Scheme guidance.
  • 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.
  • Model letters for meetings about recommendations and appeals hearings around denial of 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.
  • This checklist should be used alongside the National Education Union model policy to help you negotiate a policy acceptable to the NEU.
  • This advice summarises how performance related pay progression works for teachers.

  • A guide for reps on equality in schools, including a checklist to ensure that all eligible members receive pay progression.
  • 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 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.
  • 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.
  • 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 2020-21.

  • 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.
  • 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.
  • Model letters for meetings about recommendations and appeals hearings around denial of 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.
  • This checklist should be used alongside the National Education Union model policy to help you negotiate a policy acceptable to the NEU.
  • This guide gives advice to leaders on how their pay progression system works.
  • This advice summarises how performance related pay progression works for teachers.

  • A guide for reps on equality in schools, including a checklist to ensure that all eligible members receive pay progression.
  • 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.


  • Model letters for meetings about recommendations and appeals hearings around denial of 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.
  • This checklist should be used alongside the National Education Union model policy to help you negotiate a policy acceptable to the NEU.
  • This guide gives advice to leaders on how their pay progression system works.
  • 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.

  • The government announced a public consultation seeking views on how to remove the discrimination caused by the transitional protections in July 2020. The NEU has now responded and favours the Deferred Choice Underpin option of the two options presented.
  • 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.
  • An overview of the Local Government Pension Scheme, introduced in 2014



  • Advice for trainee members on lesson planning, timing and pacing, and tips on how to save time.