Pay scales 2019-20
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.
Advice and guidance about all aspects of pay, including information about the 2019 pay award and pay progression, our pay toolkit and pay calculator, as well as pay arrangements for support staff and supply teachers, independent schools and sixth form colleges.
- Pay award 2019 and pay progression
- Joint union advice on school teachers’ pay 2019-20
- Pay scales, toolkit and loss calculator
- Other pay arrangements
For more pay advice content, browse our help and advice A-Z or take a look at our top five frequently asked questions.
Pay award 2019 and pay progression
On 22 July, the Government announced that it proposed to accept the recommendations of the School Teachers’ Review Body of a 2.75% uplift to the minima and maxima of all school teacher pay ranges and allowances in England. A consultation has taken place on this and ended on 13 September. You can see the joint response to the consultation from the NEU, ASCL, NAHT and Voice here.
This proposed increase isn’t enough to address the erosion of the value of teacher pay against inflation and against earnings in the wider economy, but we want to support members to ensure that all teachers receive the 2.75% increase and any pay progression to which they are entitled.
All teachers and school leaders should receive an individual pay increase corresponding to the increases set out above, excluding any increase arising from progression to a higher pay scale point. Read our FAQs on school teacher pay and then see our pay toolkit for more information. Reps can also read our advice on how to secure the full pay award at school level.
The statutory requirements for teacher’s pay and conditions for maintained schools in England are set out in the School Teachers’ Pay and Conditions Document and for Wales the School Teachers’ Pay and Conditions (Wales) Document. Schools and Local Authorities (LAs) must abide by them.
Further pay advice can be found in DfE's advice for maintained schools and local authorities on Implementing Your School's Approach to Pay. This is non-statutory but can help schools in revising their processes in making decisions on teachers' and leadership pay.
Pay scales, toolkit and loss calculator
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Pay toolkit
Use our pay toolkit to secure pay progression, by taking collective action or by pursuing and winning appeals against decisions that individual teachers should not progress.
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Pay loss calculator
This calculator estimates, using the latest inflation forecasts, the impact on your pay of the 2.75% pay increase for September 2019 announced by the Government on 22 July.
Other pay arrangements
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Advice 
Support staff pay and conditions
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.
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Advice 
Sixth form college pay
Pay scales and updates on pay negotiations for sixth form colleges.
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Advice 
Soulbury officers
Information on pay and conditions for Soulbury paid officers in England and Wales.
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Advice 
Pay in the independent sector
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.
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Advice 
Residential teachers
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.
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Advice 
Unattached teachers
This guidance summarises the position in respect of pay and conditions for unattached teachers employed by local authorities.
All pay advice by topic tag
Can't find what you're looking for above? Browse all our pay content, ordered by topic tag. As pages can have more than one topic tag, they can also appear more than once in the list below.
- Details of how academies and trusts set pay scales and what pay and conditions arrangements are in place in these workplaces.
- This is a guide on steering a course through your appraisal and the pay decision process to ensure that you can secure pay progression.
- Ten bullet points on independent sector collective bagaining.
- The key 15 points of clarification arising from HMRC’s amended Coronavirus Job Retention Scheme guidance.
- The campaign for equal pay has a long history; one which is still ongoing.
- Ten bullet points on independent sector collective bagaining.
- 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.
Guidance on matters to consider in relation to pay and conditions when working in the independent sector.
- The key 15 points of clarification arising from HMRC’s amended Coronavirus Job Retention Scheme guidance.
The most common queries NEU members have on pay for leadership teachers in schools and academies.
- This guide gives advice to leaders on how their pay progression system works.
This guidance sets out the obligations of employers and employees in relation to notice periods and notice pay.
- 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.
- guidance on the pay and conditions implications of teachers’ participation in out-of-school-hours learning activities.
- 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.
- 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.
- Guidance on the pay framework for sixth form college teachers and advice for NEU representatives for college level discussions on its implementation.
- Pay scales and updates on pay negotiations for sixth form colleges.
- 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.
- 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.
- An introduction to the pay and conditions arrangements of part time teachers
- Details of how academies and trusts set pay scales and what pay and conditions arrangements are in place in these workplaces.
Information on pay and conditions for Soulbury paid officers in England and Wales.
- 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.
- 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.
- The campaign for equal pay has a long history; one which is still ongoing.
- Guidance on the pay framework for sixth form college teachers and advice for NEU representatives for college level discussions on its implementation.
- Pay scales and updates on pay negotiations for sixth form colleges.
- 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.
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.
- The campaign for equal pay has a long history; one which is still ongoing.
- guidance on the pay and conditions implications of teachers’ participation in out-of-school-hours learning activities.
Can't find what you're looking for? Use our A-Z directory of all help and advice web pages.