Teachers' pay spine, TLR and what affects your salary

STPCD and pay ranges

In England, qualified teachers are paid under the School Teachers' Pay and Conditions Document (STPCD). Classroom teachers are usually on the Main Pay Range (MPR) or Upper Pay Range (UPR). Leadership group members have separate ranges. Support staff (teaching assistants, business managers, site teams) are often on NJC spinal column points, not the teachers' spine.

Academies and free schools must comply with statutory minimum and maximum pay for teachers but have flexibility within those limits. Always read your school pay policy.

Progression on the Main and Upper ranges

Progression is typically considered annually at the pay determination date (1 September). From 2024/25, appraisal objectives no longer have to drive performance-related pay outcomes in the same way, but schools can retain performance-related progression where policy allows. Progression should only be withheld in capability proceedings or for documented performance reasons where PRP applies.

Moving from MPR to UPR requires application and meeting the threshold standards set out in the STPCD. Our classroom teacher pay progression calculator models spine movement on illustrative ranges.

TLR, SEN and London weighting

Teaching and Learning Responsibility (TLR) payments reward defined responsibilities (TLR1, TLR2, TLR3 ranges in the STPCD). They are attached to the post, not automatic progression. Special Educational Needs (SEN) allowances may apply where statutory requirements are met.

London fringe and London area allowances uplift pay for teachers in defined areas. See our HCAS, TLR and allowances guide and teacher allowances calculator for illustrative add-ons.

Part-time teachers and support staff

Part-time teachers are paid pro-rata for sessions or hours worked. Directed time and leadership responsibilities still apply in proportion. Support staff on NJC terms have pro-rata salary and leave. Term-time-only contracts use different formulas: try the reduced hours calculator for support roles.

Academies, trusts and local variation

Academies and multi-academy trusts must comply with statutory teacher pay minima and maxima but choose pay policies within those limits. Support staff may remain on local authority NJC terms or move to trust-specific scales after transfer. Always read your school pay policy and contract: the STPCD sets the national framework, not every line of your payslip.

Leadership pay ranges, safeguarding responsibilities and safeguarding-related allowances may appear on separate lines. Performance-related progression (where retained) must be communicated in writing within one month of the pay determination.

Maternity, sick pay and leave in schools

Teachers often follow Burgundy Book or STPCD-related maternity schemes; support staff follow NJC occupational maternity terms. Sick pay increases with service on published scales. Teachers take leave in school holidays rather than a day allowance; support staff accrue annual leave days pro-rata to hours.

Role calculators on this site model illustrative entitlement for each job title. Combine with the part-time planning journey if you are considering returning on reduced hours after family leave.