The NEU is campaigning for fair pay for all teachers and support staff.  This must include a fair pay increase in 2021 to make a start in restoring the real terms cuts to pay since 2010.  Pay freezes and below-inflation pay increases are unjustified and unfair.

The latest news on support staff pay is here.

Teacher Pay September 2021

England

Following the publication of the STRB Report, the Government has confirmed its intention to freeze teacher pay in September 2021.  You can see the STRB Report and the Government's response here. You can see the NEU press release on the announcement here. A joint union response has also been released.

Joint union advice on teacher pay in England from the NEU, NASUWT, ASCL, NAHT and Voice Community underlines the united view of teachers and school leaders on pay issues, including the adoption of pay scales for teachers and leaders.

Joint Advice on School Teachers’ Pay in England 2021-22

We set out here our organisations’ joint advice on the pay scales to be adopted for the school year 2021-22.

School Teachers’ Pay and Conditions Document

Wales

The Welsh Government published the Independent Welsh Pay Review Body (IWPRB) report in June. The NEU press release responding to the report can be found here.

School Teachers’ Pay and Conditions (Wales) Document 2021

Pay campaign, scales and calculator

  • Fair pay for all pay campaign banner
    Pay campaign

    The NEU is campaigning against the school teacher pay freeze in England and for fair pay for all teachers and support staff.

  • Pay calculator
    Pay calculator

    The NEU pay calculator sets out school teacher pay rates for 2021-22 following the Government's decision to freeze teacher pay in England and the pay increase implemented in Wales.

Pay progression and guidance

Pay calculator
Pay progression

The NEU is campaigning for pay progression for all eligible members.

  • Advice Workload
    Pay appeals - checklist

    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.

Other pay arrangements

  • Advice Teacher helping a girl on a computer
    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.

  • Diverse adult college students using computer together
    Sixth form colleges

    Specific advice for members about pay and conditions in sixth form colleges (the Red Book) and information about our campaigns in the sector.

  • Money
    Further Education pay

    Details of the joint trade unions pay claim and pay scales for members working in the further education sector.

  • Advice Meeting with management
    Soulbury officers

    Information on pay and conditions for Soulbury paid officers in England and Wales.

  • Advice Singing In Music Lesson
    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.

  • Advice young female members at conference
    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.

  • Advice Woman on phone
    Unattached teachers

    This guidance summarises the position in respect of pay and conditions for unattached teachers employed by local authorities and there are separate STPCDs for England and Wales.

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.

  • This guidance applies to all staff - including substitute teachers and temporary non-teaching staff in response to absences because of Covid-19.

  • 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 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.
  • Using equality data in tackling pay progression
  • 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 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 guide gives advice on how the pay progression system for classroom teachers works.
  • Advice and guidance for next steps you can take around pay progression decisions in your workplace.
  • 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 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 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.

  • Information on pay and conditions for Soulbury paid officers in England and Wales.

  • 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 2021-22.
  • Advice on Teaching & Learning Responsibility Payments (TLRs) and other allowances such as Special Educational Needs allowances and Recruitment and Retention payments.

  • guidance on the pay and conditions implications of teachers’ participation in out-of-school-hours learning activities.