This autumn term the NEU is campaigning for implementation of the national pay increase and to ensure employers are using the national pay scales. Read more about your pay increase here.
Pay scales information on the advisory pay points for the Main Pay Range and Upper Pay Range, and the Leadership Group Pay Range recommended for 1 September 2020.
How to negotiate on pay in the independent sector, with some relevance to Further Education workplaces or academies where there is collective bargaining.
This calculator estimates, using the latest inflation forecasts available at the time of writing, the impact of the pay announcements for school teachers in England and Wales announced in July 2020.
This one-day course is designed to ensure that NEU reps and local officers are briefed and up-to-date on issues surrounding the imposition of performance related pay on teachers.
This one-day course is designed to ensure that NEU reps and local officers are briefed and up-to-date on issues surrounding the imposition of performance related pay on teachers.
This autumn term the NEU is campaigning for pay progression for all staff, implementation of national pay increase and to ensure employers are using the national pay scales.
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 and appraisal guidance and policy for schools were all dependent on normal operation.
It would be grossly unfair to penalise teachers on the basis of objectives that cannot be measured.
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.
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.
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 on Teaching & Learning Responsibility Payments (TLRs) and other allowances such as Special Educational Needs allowances and Recruitment and Retention payments.
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.
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 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 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.
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. It is consistent and compliant with the STPCD and the NEU pay policy 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.
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 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.
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.
Today, the Northern Ireland Teachers’ Council (NITC) – the body which makes up the Teachers’ Side of the Teachers’ Negotiating Committee has announced that it will be accepting the terms of the Pay and Workload Agreement presented to them on 8 April 2020.
NEU Cymru's evidence to the Independent Welsh Pay Review Body (IWPRB) asked for a 7% pay award for all teachers, and sadly this does not fully do that. We will continue to argue for this.
The Government’s approach will create new problems. All teachers deserve a pay increase that will make a significant start in restoring the real terms cuts to their pay since 2010.
A letter calling on Gavin Williamson, the new Secretary of State to increase teachers pay written in agreement by NEU, ASCL, NAHT and Voice, representing the majority of teachers in England.
Kevin Courtney, joint general secretary of the National Education Union, comments on the announcement of £2,000 incentive payments in addition to existing bursaries for maths and physics teachers.
Organisations representing the overwhelming majority of teachers and school leaders in England have written to the School Teachers’ Review Body (STRB) urging it to ignore pressure from the government to cap the teachers’ pay award at 2%. The unions are calling on the STRB to recommend a fully-funded 5% pay increase in September 2019
Dr Mary Bousted, Joint General Secretary of the National Education Union, has commented on an analysis of teachers’ pay published by the Taxpayers’ Alliance.
Kevin Courtney, joint general secretary of the National Education Union comments on the emergency education motion passed at today’s Liberal Democrat Party conference.
Comment on the government's confirmation of the teachers' pay award and distribution of the teachers' pay grant, which for the first time in 27 years ignores the advice of the STRB.
Teachers’ pay continues to be cut because schools are increasingly failing to give them cost of living increases as well as denying them pay progression, the National Education Union’s annual national pay survey shows.
The National Education Union is calling for a significant pay increase for teachers to help address the growing crisis in teacher recruitment and retention, pay teachers fairly and help deliver the best possible education for pupils.
Almost 34,000 teachers have responded to a National Education Union pay survey, which shows alarming levels of dissatisfaction both with levels of pay and with the performance related pay (PRP) system in schools.
Dr Mary Bousted, Joint General Secretary of the NEU has commented on the DfE’s submission to the School Teachers’ Review Body which suggests a 2% pay increase for teachers
Organisations representing the overwhelming majority of teachers and school leaders in England have urged the School Teachers’ Review Body (STRB) to recommend an immediate pay increase of 5% for all teachers and leaders, which should be funded in full by the Government.
Kevin Courtney, Joint General Secretary of the National Education Union, has commented on the Chancellor’s Budget Speech, delivered today in the Commons.
The National Education Union’s 2018 independent sector pay & conditions survey reveals that pay in private schools is failing to keep pace with inflation, and that staff continue to experience high levels of workload, much of it unpaid.
Nick Gibb’s written statement to Parliament ignores the fact that recent reports show education funding is in crisis - Kevin Courtney, Joint General Secretary of the National Education Union comments.
ASCL, NAHT and NEU responded to the announcement of a 3.5% pay increase for classroom teachers on the main pay range and the Department for Education’s commitment to funding part of this pay award.
The NEU is fighting to help two members who worked at an education services company owned by ex-Manchester City footballer Jamie Pollock get the pay their owed after he terminated their employment with a weeks notice.
This one-day course is designed to ensure that NEU reps and local officers are briefed and up-to-date on issues surrounding the imposition of performance related pay on teachers.
