Last checked: 2 July 2026
Information notice: This is informational, not financial or legal advice. Teachers should check their contract, employer pay policy and final statutory guidance before making financial decisions.
This report covers the confirmed teacher pay settlement for England. Teacher pay is devolved, so the figures do not automatically apply in Scotland, Wales or Northern Ireland.
England’s latest teacher pay settlement provides greater certainty over salaries for two academic years, but it also creates a significant budgeting challenge for schools. Teachers and school leaders will receive a 3.5% uplift from September 2026, followed by another 3% in September 2027.
For employees, the announcement establishes clearer salary expectations. For maintained schools and academy trusts, attention now turns to payroll costs, government funding and the amount that must be absorbed from existing budgets.
Quick Answer: How Much Is the Teacher Pay Rise in 2026/27?
Teachers and school leaders in England will receive a 3.5% increase to national pay and allowance ranges from 1 September 2026. A further 3% increase will apply from September 2027.
The 3.5% award raises the qualified-teacher starting salary outside London from £32,916 to £34,069. The equivalent starting salary becomes £35,602 in the London fringe, £39,196 in outer London and £41,729 in inner London.
Most teacher and leadership ranges increase by 3.5%. The main exception is the lowest unqualified-teacher pay point outside London, which rises by 5% to reduce the risk of falling below National Living Wage requirements.
What Has the Government Confirmed About the Teacher Pay Rise 2026/27?
The government has accepted the School Teachers’ Review Body’s recommendations for September 2026 and September 2027. This makes the 3.5% and 3% awards confirmed policy for England, subject to implementation through the statutory teacher-pay framework.
The two increases are sometimes described as a 6.5% two-year deal because 3.5 and 3 add up to 6.5 percentage points. However, applying the second rise to a salary that has already increased produces a compounded uplift of approximately 6.6%.
A further 3% increase has been recommended for September 2028, but it is only indicative. It remains subject to a future remit and should not be treated as a guaranteed pay award.
The multi-year settlement gives teachers, governing bodies and academy trusts more planning certainty than a single-year decision. However, certainty about the percentage does not remove uncertainty about affordability, staffing levels or individual pay progression.
What Are the New Teacher Pay Rates in England from September 2026?
The new salary depends on the teacher’s pay point and geographic pay area. England has four national areas: England excluding London, the London fringe, outer London and inner London.
Main and upper classroom teacher pay rates
The School Teachers’ Review Body’s official 2026 report sets out the recommended values from 1 September 2026. The figures have been rounded up to the nearest pound.
Main and upper pay range from September 2026
| Pay point | England excluding London | London fringe | Outer London | Inner London |
| M1 | £34,069 | £35,602 | £39,196 | £41,729 |
| M2 | £36,042 | £37,647 | £41,246 | £43,713 |
| M3 | £38,400 | £39,979 | £43,403 | £45,787 |
| M4 | £40,941 | £42,513 | £45,673 | £47,961 |
| M5 | £43,529 | £45,070 | £48,438 | £50,666 |
| M6 | £46,940 | £48,479 | £52,241 | £54,131 |
| U1 | £49,134 | £50,625 | £54,047 | £59,650 |
| U2 | £50,956 | £52,442 | £56,047 | £62,581 |
| U3 | £52,835 | £54,328 | £58,120 | £64,684 |
M1 to M6 are advisory points within the main pay range. U1 to U3 relate to the upper pay range. An uplift in the value of each point does not, by itself, move a teacher from one point to another.
How do the rates differ in London?
London salary scales recognise the additional cost and recruitment pressures associated with working in and around the capital.
An M1 teacher will receive £1,533 more in the fringe than outside London, £5,127 more in outer London and £7,660 more in inner London. At M6, the difference between the rest-of-England rate and inner London is £7,191.
The applicable scale is determined by the school’s location, not the employee’s home address. Teachers should therefore check which national pay area their employer uses.
Other teacher, leadership and allowance rates
The leading-practitioner range becomes £53,847 to £81,861 outside London and £64,024 to £92,043 in inner London. The overall leadership range becomes £53,586 to £148,829 outside London and £63,709 to £158,863 in inner London.
Selected additional rates:
| Category | New rate or range from September 2026 |
| Unqualified teacher point 1 outside London | £23,732 |
| TLR3 | £727–£3,600 |
| TLR2 | £3,651–£8,913 |
| TLR1 | £10,531–£17,819 |
| SEN allowance | £2,885–£5,690 |
These figures establish national ranges, but an employee receives an allowance only where the role and employer’s pay arrangements provide for it.
When Will Teachers Receive the 2026/27 Pay Rise?
The new rates take effect on 1 September 2026. Teachers would normally expect the revised salary to be reflected through their employer’s payroll after the award has been implemented.
The effective date and the payslip date are not necessarily the same. If an employer completes the payroll change later, it may need to make an adjustment covering salary due from the effective date. Teachers should wait for formal communication from their school, local authority or academy trust rather than assume a particular payment month.
The second confirmed increase takes effect from September 2027. For example, M1 outside London will rise from £34,069 in September 2026 to £35,092 in September 2027. M6 will rise from £46,940 to £48,349.
Final implementation details should be checked against the updated School Teachers’ Pay and Conditions Document and the employer’s published pay policy.
Who Will Receive the 3.5% Teacher Pay Award?
The national framework directly concerns teachers and school leaders in local-authority-maintained schools in England. The existing statutory guidance expressly relates to maintained schools, and the updated 2026 document is expected to incorporate the accepted changes.
Academies can set their own pay arrangements. Many academy trusts follow national scales, but they are not automatically required to do so in every case. Academy teachers should check their contract, staff pay policy and communications from the trust. Official recruitment guidance likewise notes that academies and independent schools can set their own pay, although many follow national ranges.
The award covers national ranges for qualified teachers, unqualified teachers, leading practitioners and school leaders. It also increases TLR and SEN allowance ranges.
Teaching assistants and most school support staff are not covered by the STRB teacher award. Their pay follows separate negotiating arrangements. Independent schools also determine their own salary structures.
How Can Teachers Calculate Their New Salary for 2026/27?
A simple percentage calculation can provide an estimate, but the official table should be used for the final salary because national figures are rounded to the nearest pound.
Teacher pay rise 2026/27 calculator method
Calculation:
Current annual salary × 1.035 = estimated salary after the 3.5% rise
A teacher on M1 outside London currently earning £32,916 would calculate:
£32,916 × 1.035 = £34,068.06
The official rounded 2026/27 rate is £34,069. This is an annual gross increase of £1,153, or approximately £96 per month before deductions.
A teacher on M6 outside London currently earning £45,352 moves to an official rate of £46,940. That is £1,588 more per year, or approximately £132 per month before deductions. The current and new values are recorded in the STRB’s comparative and recommended pay tables.
These examples assume that the teacher remains on the same pay point. They do not include a separate progression decision.
Why will take-home pay be different?
The percentage award applies to gross salary. The increase reaching a teacher’s bank account may be affected by:
Possible deductions and adjustments
- Income Tax and National Insurance
- Teachers’ Pension Scheme contributions
- Student-loan repayments
- Salary-sacrifice arrangements
- Part-time working proportions
- Allowances and other pensionable earnings
A 3.5% gross increase will therefore not always produce a 3.5% rise in net monthly pay. Individual tax or pension guidance may be needed for a personal estimate.
Is the Teacher Pay Rise Fully Funded, and What Could It Mean for School Budgets?
The government will provide schools with an additional £1.8 billion over two years to help fund the teacher pay rise. Schools are expected to cover the first 1% of each annual pay award by improving efficiency and making better use of existing budgets.
While the settlement includes substantial new funding, education unions argue it is not fully funded because some costs must still come from school budgets.
The financial impact will differ depending on pupil numbers, staffing levels, reserves and each school’s overall financial position. Some schools may reduce vacancies, agency spending, procurement costs or other non-staff expenses.
The government says the package offers greater certainty, but financial pressures are still likely to vary across schools.
Does the Teacher Pay Rise 2026/27 Apply Across the Whole UK?
No. The confirmed 3.5% award and the published national tables apply to England. The STRB describes its role as advising on the pay and conditions of school teachers in England.
England
The Department for Education’s multi-year teacher pay announcement confirms the 3.5% September 2026 increase, the 3% September 2027 increase and the related school-funding package.
This is the settlement to use when searching for the teacher pay rise 2026/27 in England. References to a “UK teacher pay rise” can be misleading unless the national distinction is explained.
Scotland and Wales
Scotland and Wales have devolved teacher-pay systems, separate negotiating processes and their own salary documentation. Wales, for example, publishes a separate School Teachers’ Pay and Conditions document.
Teachers working in either nation should consult their national government, employer and recognised union rather than apply England’s M1–M6 table to their salary.
Northern Ireland
Northern Ireland also has separate teacher-pay arrangements. Any award must be checked through the relevant Northern Ireland departments, employers and negotiating bodies.
A UK reader should therefore begin by identifying the nation in which the teacher is employed before comparing rates or estimating salary.
What Happens Next After the 2026/27 Teacher Pay Decision?
The focus now shifts from the announcement to implementation across schools and academy trusts. Employers will need to update payroll systems, review pay policies and ensure staff understand how the new award affects their salaries and allowances.
Key next steps include:
- Payroll updates: Schools and academy trusts will adjust payroll forecasts and implement the 3.5% pay rise from September 2026.
- Employee checks: Teachers should confirm their pay point, geographic location, allowances and employment arrangements to ensure accurate payments.
- Future pay plans: A further 3% increase is confirmed for September 2027, while the proposed 3% rise for September 2028 remains subject to future review.
- Further education: FE providers will receive additional funding, but college lecturer pay awards will be determined separately.
The two-year settlement provides greater certainty for workforce planning, although its long-term success will depend on school budgets, implementation and its effect on teacher recruitment and retention.
Conclusion
The teacher pay rise 2026/27 gives teachers and school leaders in England a confirmed 3.5% increase from September 2026, followed by 3% in September 2027.
The settlement improves salary certainty and supports workforce planning, but schools must still absorb part of the cost from existing budgets. Individual outcomes will depend on pay point, location, employer policy and deductions.
Teachers should check official guidance and payroll updates, while school leaders should review staffing forecasts and long-term financial plans carefully before implementation.
Frequently Asked Questions
Is the two-year teacher pay increase 6.5% or 6.6%?
The government describes the award as 6.5% by adding 3.5% and 3%. When compounded, the salary increase is approximately 6.6% because the second rise is applied after the first.
Will teachers automatically move from M1 to M2?
No. The general award raises the value of M1 and M2. Progression between pay points is a separate matter governed by the employer’s pay policy.
Are TLR and SEN allowances increasing?
Yes. The national TLR and SEN allowance ranges increase by 3.5% from September 2026, although eligibility depends on the employee’s responsibilities and pay arrangements.
Are teaching assistants included in the award?
No. Teaching assistants and most support employees are not covered by the STRB teacher-pay recommendation. Their pay is determined through separate arrangements.
Do independent-school teachers receive the new rates?
Not automatically. Independent schools can set their own salaries and conditions, although some may use national scales as a benchmark.
Could the rise change pension or student-loan deductions?
Yes. A higher pensionable or taxable salary may alter pension contributions, tax, National Insurance or student-loan deductions. The effect depends on individual circumstances.
Is the proposed September 2028 rise guaranteed?
No. The STRB’s proposed 3% rise for September 2028 is indicative and remains subject to a future remit.
How We Checked This?
The article was checked against the Department for Education announcement, the STRB’s 36th Report and its official salary tables. Reporting supplied by BBC News, The Guardian, and FE Week was reviewed to identify funding concerns, union reaction and the separate further-education position.
Confirmed decisions were separated from indicative recommendations. Salary calculations were checked against the official rounded values rather than relying only on percentage calculations.