Teacher Pay Scales 2025-2026: UK Salary Breakdown

I still remember the confusion I felt early in my career trying to understand where I sat on the teacher pay scale and what progression looked like. 

As head of department, I found myself fielding countless questions from colleagues about pay points, London weighting, and those mysterious TLR payments that some teachers received.

Now, through my work mentoring teachers, I've realised that pay scale clarity matters more than ever - particularly when you're considering a move to a new school or negotiating your starting salary. This guide will give you the precise figures you need for 2025-2026, broken down by region, experience level, and role.

Whether you're preparing for performance reviews, considering a career move, or simply want to understand your earning potential, this article provides the complete picture of teacher pay across the UK for the upcoming academic year.

 Key Takeaways

Before we dive into the detailed pay scales, here are the essential points every teacher should know about 2025-2026 salaries:

• 4% pay increase across all scales in England and Wales from September 2025

• Starting salary in England rises to minimum £32,916 (up to £40,317 in Inner London)

• MPS progression typically happens annually through M1 to M6

• UPS application requires evidence of sustained high-quality teaching and substantial contributions

• Leadership pay ranges from £51,773 to £143,796 (England excluding London)

• TLR flexibility increases from September 2025, based on responsibility proportion rather than just hours

• Regional variations significant, with Inner London commanding highest salaries.

Introduction: What's Changed in the 2025-2026 Pay Scales?

The government has accepted the School Teachers' Review Body (STRB) (opens in a new tab) recommendation of a 4% pay increase for all teachers and leaders in England for 2025-26. From September 2025, the starting salary for teachers in England entering the profession is a minimum of £32,916, with those teaching in London earning as much as £40,317.

In Wales, the Welsh Government has decided there will be a 4% pay uplift for teachers, with additional funding announced to help schools meet the majority of costs for the pay award.

This pay award comes after continued cost-of-living pressures and ongoing efforts to improve teacher recruitment and retention across the profession. The increases apply to all pay points on the Main Pay Scale (MPS), Upper Pay Scale (UPS), leadership scales, and allowances.

Significantly, from September 2025, schools will gain greater flexibility in determining Teaching and Learning Responsibility (TLR1 and TLR2) payments. Schools may now base these payments on the proportion of responsibility undertaken, rather than strictly applying the pro-rata principle for part-time teachers. This represents an important change, particularly for part-time teachers who take on full TLR responsibilities.

This guide covers pay scales for England (including London regions), Wales, Scotland, and Northern Ireland, along with leadership pay, unqualified teachers, and additional allowances.

Main Pay Scale (MPS) for Classroom Teachers (England)

The Main Pay Range (MPR) is designed for teachers building their careers, typically from their first year up to several years of experience, with teachers generally progressing through the pay points annually from M1 to M6.

Here are the MPS pay points for 2025-2026 in England:

England (excluding London)

Inner London

Outer London

London Fringe

Source: School Teachers' Pay and Conditions Document 2025, (opens in a new tab)GOV.UK (opens in a new tab)

These figures represent base salaries before any additional allowances. Progression through MPS typically happens annually following successful performance reviews, though schools have discretion based on their appraisal processes.

Upper Pay Scale (UPS) for Experienced Teachers

Qualified teachers should apply to the headteacher to move from the Main Pay Range to the Upper Pay Range in line with the school's pay policy. 

If a teacher can prove their competence in meeting the relevant standards and can demonstrate substantial and sustained contributions to the education setting, this application should be successful.

England (excluding London)

Inner London

Outer London

London Fringe

Source: School Teachers' Pay and Conditions Document 2025, (opens in a new tab)GOV.UK (opens in a new tab)

Moving to UPS isn't automatic - it requires formal application and evidence of meeting teaching standards plus substantial and sustained contributions to your school. From my mentoring experience, I always advise teachers to start preparing their UPS application portfolio at least a year in advance, documenting evidence systematically.

Pay Scales in Wales, Scotland, and Northern Ireland

Wales

Teachers in Wales receive a 4% pay uplift for 2025/26. The Welsh pay structure mirrors England's MPS and UPS system, with similar pay points.

From September 2025, Wales has removed the application process for moving from the main pay scale to the upper pay scale, allowing teachers to move automatically between scales subject to capability procedures not being invoked.

Welsh pay scales are published in the School Teachers' Pay and Conditions (Wales) Document and can be accessed through the NASUWT Wales pay scales page (opens in a new tab).

Scotland

Scotland operates a different pay structure through the Scottish Negotiating Committee for Teachers (SNCT), using a point system rather than the MPS/UPS framework used in England and Wales. Scottish teachers progress through a single salary scale based on experience and qualifications.

For current Scottish teacher pay scales, consult the SNCT website (opens in a new tab) or teaching unions operating in Scotland.

Northern Ireland

Northern Ireland maintains its own separate pay structure for teachers, set by the Department of Education Northern Ireland. The system differs from England's model, with distinct pay scales and progression criteria.

For Northern Ireland pay scales, refer to the Education Authority Northern Ireland (opens in a new tab) or relevant teaching unions.

Leadership Pay Scales (Headteachers, Deputies, Assistant Heads)

The Leadership Group Pay Range for 2025-2026 varies by region:

• Rest of England: £51,773 - £143,796

• London Fringe: £53,198 - £145,218

• Outer London: £55,881 - £147,866

• Inner London: £61,554 - £153,490

The Leadership Group Pay Range consists of 43 spine points (L1-L43), with individual salaries determined by the school's group size, responsibilities, and regional weighting.

Leadership Group Pay Range 2025-2026 (England, excluding London)

Headteacher Group Ranges

Headteachers are placed on one of eight group ranges based on the school's "unit total" – a calculation involving pupil numbers, key stage mix, and additional factors for special schools.

England (excluding London) Headteacher Groups:

Source: School Teachers' Pay and Conditions Document 2025, (opens in a new tab)GOV.UK (opens in a new tab)

London regions attract additional weighting, with Inner London headteachers earning up to £153,490 at the top of Group 8.

Unqualified Teacher Pay Scales

The unqualified teacher pay scale for 2025-26 applies to those without Qualified Teacher Status (QTS). This includes some trainee teachers or instructors in certain settings. The amount depends on where in England you are working and how many years of classroom experience you have.

Pay ranges by region:

• Rest of England: £22,601 - £35,259

• London Fringe: £24,066 - £36,718

• Outer London: £26,789 - £39,450

• Inner London: £28,343 - £40,994

Source: School Teachers' Pay and Conditions Document 2025, (opens in a new tab)GOV.UK (opens in a new tab)

TLRs, SEN Allowances and Additional Payments

Teaching and Learning Responsibility (TLR) Payments

TLR payments for 2025-26 are the same across all regions (no London weighting):

TLR1: Awarded for sustained additional responsibilities requiring significant teaching and learning management. Range: £10,174 - £17,216

TLR2: Awarded for additional responsibilities that don't meet TLR1 criteria but still involve significant teaching and learning management. Range: £3,527 - £8,611

TLR3: Awarded for time-limited school improvement projects or one-off responsibilities. Range: £702 - £3,478

Source: School Teachers' Pay and Conditions Document 2025, (opens in a new tab)GOV.UK (opens in a new tab)

From 1 September 2025, schools in England are now permitted to base TLR1 and TLR2 payments on the proportion of responsibility undertaken (opens in a new tab), rather than strictly on contracted hours. This marks a significant shift from the previous requirement, where part-time teachers received TLR payments pro-rated to their teaching hours.

This means:

• A part-time teacher who undertakes full TLR responsibilities can now receive 100% of the TLR payment.

• Conversely, a full-time teacher sharing a TLR role may receive a reduced TLR payment, reflecting the shared responsibility.

• The change allows for more flexible and fair remuneration (opens in a new tab), especially for part-time staff who take on substantial leadership or curriculum responsibilities. (opens in a new tab)[ (opens in a new tab)ascl.org.uk (opens in a new tab)] (opens in a new tab)

From 1 September 2026, this approach will become mandatory for all schools that follow the School Teachers’ Pay and Conditions Document (STPCD).

SEN Allowances

Teachers supporting learners with special educational needs receive a supplementary allowance ranging from £2,787 to £5,497 for 2025-26.

Source: School Teachers' Pay and Conditions Document 2025, (opens in a new tab)GOV.UK (opens in a new tab)

SEN allowances are awarded to teachers in special schools or those with significant SEND responsibilities in mainstream settings. The exact amount depends on the level of responsibility and is determined by individual schools within the specified range.

Other Possible Payments

Teacher Retention Payments

Teacher retention payments for 2025-2026 are government-funded incentives for eligible early-career teachers in their first five years. These apply to teachers of shortage subjects (chemistry, computing, mathematics, and physics) in England's state-funded secondary schools.

Payments range from £3,000 to £6,000 depending on the school's level of disadvantage. Higher payments are available for those teaching in (opens in a new tab)Education Investment Areas (opens in a new tab) - regions identified as having the weakest educational outcomes and targeted for additional support and investment.

For 2025-26, the application window runs from 2 March to 31 May 2026, with payments following from April 2026.

Source: (opens in a new tab)School Teachers' Pay and Conditions Document 2025, (opens in a new tab)GOV.UK (opens in a new tab)

Source: School Teachers' Pay and Conditions Document 2025, (opens in a new tab)GOV.UK (opens in a new tab)

Leading Practitioner Range

The Leading Practitioner Pay Range rewards consistently high-performing teachers who wish to focus on modelling excellent practice and raising the standard of teaching across the school. For 2025-26, the ranges are:

• Rest of England: £52,026 - £79,092

• London Fringe: £53,460 - £80,528

• Outer London: £56,154 - £83,223

• Inner London: £61,858 - £88,930

This range sits between UPS and leadership scales, offering an alternative progression route for excellent classroom practitioners who don't wish to move into formal leadership roles.

Frequently Asked Questions

What's the difference between MPS and UPS?

The Main Pay Scale (MPS) is for teachers building their careers, typically spanning the first several years of teaching. The Upper Pay Scale (UPS) is for experienced teachers who have demonstrated sustained high-quality teaching and made substantial contributions beyond their classroom.

Moving from MPS to UPS requires a formal application demonstrating you meet specific teaching standards and have made significant contributions to your school's development. It's not automatic based on years of service alone.

How do I know which pay point I'm on?

Your pay point should be clearly stated in your contract and on your payslips. If you're unsure, check with your school's HR department or business manager.

Your pay point is typically reviewed annually during your appraisal cycle. Keep records of your progression - it's essential information when moving schools or negotiating salaries.

Do academies follow the same pay scales?

Academies are not legally bound by the School Teachers' Pay and Conditions Document, though many choose to adopt it through their own pay policies or employment contracts. (opens in a new tab)TUPE regulations (opens in a new tab) (Transfer of Undertakings Protection of Employment) may apply to staff who transferred from maintained schools, protecting their existing pay terms.

Always check an academy's pay policy before accepting a position, as some operate their own structures. Many academies follow national pay scales for consistency and fairness, but they have the flexibility to set their own arrangements.

Can I negotiate my salary when moving schools?

Yes, absolutely. When moving schools, you can negotiate your starting pay point based on your experience, qualifications, and the value you bring. 

Schools have discretion to place you at an appropriate point on the scale. From my mentoring experience, I've seen teachers successfully negotiate higher starting points by demonstrating relevant experience, specialist skills, or additional qualifications. 

Don't be afraid to discuss this during the recruitment process - schools expect these conversations.

When do pay increases take effect?

Pay increases are effective from 1 September 2025 under the School Teachers' Pay and Conditions (England) Order 2025. Teachers will receive their new salaries in the autumn term. 

If payroll updates are processed after September, the increase will be backdated to 1 September 2025.

Final Thoughts

Understanding teacher pay scales is essential for managing your career progression and making informed decisions about job moves. These 2025-2026 figures represent a 4% increase across all scales, reflecting ongoing efforts to make teaching more financially sustainable and attractive.

Remember that pay scales vary significantly by region, with London areas commanding substantial premiums to reflect higher living costs. Experience and additional responsibilities through TLRs or SEN allowances can significantly boost your earnings beyond base salary.

I encourage you to review your school's pay policy regularly, particularly if you're approaching UPS application time or considering leadership opportunities. Keep detailed records of your professional development, contributions to school improvement, and teaching impact - this documentation becomes invaluable during pay progression

Finally, don't hesitate to discuss pay progression with your line manager or seek advice from your union representative. Understanding your rights and the pay structure empowers you to advocate effectively for fair compensation that reflects your skills, experience, and contributions.

If you're looking to enhance your teaching practice and build evidence for pay progression, resources like revision notes, exam questions, and mock exams can help you deliver outstanding lessons that demonstrate your impact on student outcomes.

Bookmark this page and share it with colleagues who might find it useful during performance review season or when considering their next career move. Having clear, accurate salary information helps all of us make better-informed professional decisions.

References

School Teachers' Review Body - (opens in a new tab)GOV.UK (opens in a new tab)

School teachers' pay and conditions - (opens in a new tab)GOV.UK (opens in a new tab)

Pay Scales (Wales) (opens in a new tab)

Scottish Negotiating Committee for Teachers (opens in a new tab)

Education Authority (opens in a new tab)

Changes to the treatment of Teaching and Learning Responsibility (TLR) payments | 10 | 2025 (opens in a new tab)

2025 School Teachers’ Pay and Conditions Document (STPCD) | Stone King (opens in a new tab)

ASCL - Changes to teaching and learning responsibility payments (TLRs) (opens in a new tab)

Education investment areas - (opens in a new tab)GOV.UK (opens in a new tab)

TUPE transfers | Acas (opens in a new tab)