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Pay in Maintained Schools in England


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Teachers' Pay

The term 'maintained school' is used to describe schools maintained by local authorities and includes community schools, foundation schools, foundation schools which have acquired a trust, and voluntary aided schools. 

Effective from 1 September 2015, the School Teachers' Pay and Conditions Document (STPCD) sets out the arrangements governing the pay of teachers in maintained schools which includes:

  • Main pay range
  • Upper pay range
  • Leading practitioner pay range
  • Unqualified teachers pay range
  • Leadership pay ranges
  • Allowances (including SEN allowances, Teaching and Learning Responsibility Payments, acting allowances)
  • Other payments (including recruitment and retention payments, safeguarding, salary sacrifice)

All maintained schools must adopt a Pay Policy to implement the provisions of the STPCD, which must be reviewed annually in consultation with staff and the NASUWT. The NASUWT Model Pay Policy Checklist outlines essential provisions that should be incorporated into any revised pay policy.

An NASUWT Model pay Policy is also available to assist schools in securing policies that:

  • are fully consistent with all statutory requirements, including the provisions of the STPCD;
  • are non-bureaucratic and workload-friendly;
  • promote good industrial relations within the school;
  • enable sound financial planning and minimise the risk of increased costs to schools;
  • assist good personnel practice and personnel planning;
  • maintain a clear and demonstrable link between teachers' pay and performance;
  • minimise the potential for grievances, pay appeals, discrimination claims and other disputes;
  • encourage a collaborative working ethos within and between schools;
  • support the effective recruitment and retention of teachers and school leaders within the school and across the teaching profession.

The NASUWT is in dispute with the Secretary of State for Education over changes to teachers' pay. Further information is also available in support of the NASUWT industrial action.


Pay Determination

The School Teachers’ Pay and Conditions Document requires that governing bodies agree the arrangements for pay determination and the extent to which such decisions will be delegated to others. It permits governing bodies to determine the form of the pay scales for classroom teachers within the national minimum and maximum of their pay ranges. The joint NASUWT Model Pay Policy provides for prescribed pay scales (spine points) between the statutory minimum and maximum on the Main Pay Range and the Upper Pay Range. The adoption of standardised pay scales is necessary to enable pay portability between schools.

Pay determinations for new appointees should be taken in accordance with the school’s Pay Policy. The NASUWT Model Pay Policy Checklist outlines provisions that should be included in a school’s pay policy. 


Performance Management

The NASUWT Performance Management/Appraisal Policy Checklist sets out the essential provisions for inclusion in a school's performance management policy.

The NASUWT is in dispute over the Government's changes to the statutory framework for performance management and appraisal in schools. Further information about the NASUWT industrial action and guidance on classroom observation is also available.


Pay Progression

Pay progression for teachers is subject to the outcome of performance management/appraisal reviews.

School Pay Policies must set out the specific arrangements governing pay progression for all teachers (including the headteacher), including progression of teachers on the Main and Upper Pay Ranges and progression from the Main Pay Range to the Upper Pay Range.  

Applications for pay progression must be carried out in accordance with the provisions of the School Teachers’ Pay and Conditions Document (STPCD). The NASUWT has produced detailed advice on Performance Management

The NASUWT model policy is designed to be an ‘off-the-shelf’ model and conforms with the statutory requirements under the Education (School Teachers’ Appraisal) (England) Regulations 2012.

Pay progression decisions must be related to the teacher’s performance, as assessed through the school or authority’s appraisal arrangements in accordance with the 2012 Regulations.


The School Teachers’ Review Body

The School Teachers’ Review Body (STRB) undertakes an independent review of matters referred to it by the Secretary of State for Education in relation to the pay, professional duties and conditions of employment of school teachers in England and Wales.

Before reporting on a matter referred to it, the STRB is required to consult stakeholders, including the NASUWT. 

The STRB makes recommendations to the Secretary of State for Education about teachers' pay or conditions, which the Secretary of State either accepts or rejects. The NASUWT and other stakeholders are consulted further about the Secretary of State's response to the STRB's recommendations. Following this, the Secretary of State's decision on the matters which have been reviewed by the STRB is laid before Parliament.   

The changes to teachers' pay and conditions which Parliament has approved then become statutory for teachers in maintained schools.  

The NASUWT is committed to an independent pay review body mechanism and to the submission of detailed evidence to the Review Body.


Family Friendly Rights

The NASUWT produces guidance for members with children on the provisions for Maternity, paternity, adoption and parental leave. The guidance also contains information on rights to time off for family and domestic reasons.

Advice on the legal requirements in assessing risks in relation to new and expectant mothers’ job activities is set out in the Health and Safety Executive booklet New and Expectant Mothers at Work (new window).

The NASUWT has also produced guidance on requesting Flexible working, and generally on Part-time work and job-share arrangements


Temporary workers and supply teachers

The NASUWT provides advice on the rights of Supply Teachers, Teachers who work on a temporary basis or fixed-term contracts and on the rights of Teachers working for employment agencies.



The NASUWT provides a brief outline of the various tax allowances which teachers are eligible to claim under UK legislation in the NASUWT's brief guide to tax for teachers and Supply Teachers: You and Your Tax.