Advice on pay scales, pay progression and how to secure fair pay in your workplace.
In September 2018, the government implemented a 3.5% increase to the main pay range and unqualified teachers’ range, a 2.0% increase to the upper pay range and all allowances, and a 1.5% increase to the leadership and headteacher pay ranges. This was contrary to the recommendations of the School Teachers Review Body, which recommended a 3.5% pay rise across all ranges.
Join us as we campaign to win the full increases recommended by the STRB in 2018 for teachers on the upper payscale and leaders, and for fair pay for all education staff.
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.
This calculator sets out what your pay should be in September 2018 if your school uses the NEU’s recommended pay scales. It also shows what your pay would have been if the Government had increased pay in line with inflation since 2010 - instead of imposing pay freezes, pay caps and below-inflation pay increases.
The National Education Union wants pay decisions to be based only on the appraisal process, with teachers progressing unless concerns raised during the process have not been successfully addressed through support provided. Now that all pay progression - and even the annual cost of living increase - depends on appraisal outcomes and criteria set by schools, there is no sense not challenging an unacceptable policy.
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.
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.
The statutory requirements for teachers’ pay and conditions for maintained schools in England and Wales are set out in the School Teachers' Pay and Conditions Document (STPCD) and 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.
There are no national pay scales for support staff employed in the state sector. But most LA schools use the local government pay scales to pay their support staff in conjunction with National Joint Council (NJC) terms and conditions.
Details about pay and conditions for agency and directly employed supply teachers.
Pay scales and updates on pay negotiations for sixth form colleges.
Information on pay and conditions for Soulbury paid officers in England and Wales.
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.
NEU represents all staff in schools, sixth forms and further education colleges across the UK, giving us a great range of expertise across all sectors. We also have many members in our leadership section which further extends our influence on pay and conditions in the FE sector.
