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.

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

  • Money
    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.

  • Working from home
    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. 

  • Pay loss calculator
    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

  • 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.

  • 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.

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 is a guide on steering a course through your appraisal and the pay decision process to ensure that you can secure pay progression.

  • 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.
  • 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 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.

  • 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.

  • 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.

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