The School Teachers’ Review Body (STRB) published its 35th report on 22 May 2025, recommending a 4% increase to all teacher pay ranges, advisory points, and allowances, effective 1 September 2025.
Key STRB recommendations:
4% uplift to all pay ranges and allowances.
From September 2026, TLR payments should be based on the level of responsibility (not pro-rata hours). Schools may adopt this from September 2025.
Emphasis on flexible working policies to support teacher retention.
Greater use of pay flexibility to attract and retain teachers in shortage subjects.
Reviews of career pathways and pay transparency should be conducted.
Performance-related pay progression should be monitored for fairness and effectiveness.
Careful consideration is advised regarding pension flexibility, to avoid unintended reductions in overall remuneration.
Affordability
The DfE has pledged £615 million to support the award, but schools are expected to fund around 1% through internal efficiencies. Unions and the National Governance Association (NGA) have raised concerns about the adequacy of funding.
Next steps
Government consultation closes on 9 July 2025.
The final STPCD is expected to be published by 18 July 2025.
New pay arrangements are expected to come into force by 1 September 2025, avoiding the need for backdating.
Support Staff Pay Award (NJC/GLPC) – Latest position
The National Employers made a pay offer in May 2025 affecting support staff under NJC/GLPC pay scales and Green Book terms. The proposal is currently under union consultation and not yet final.
Key NJC pay offer proposals:
3.2% increase to pay points 2–43, backdated to 1 April 2025.
All linked allowances to increase by 3.2%.
Pay point 2 to be removed from the pay spine from 1 April 2026.
Union positions
Each of the trade unions are balloting members with a recommendation to reject the offer. Consultative ballots for UNISON and GMB will run until 20 June 2025. Dates for Unites ballot are still to be confirmed.
Early implementation considerations
Whist Academies and trusts may choose to implement the support staff pay award before it is finalised, this is generally advised against by the LGA as this can be seen to undermine collective bargaining rights.
If you’re looking to implement the pay award early, you should be aware of the following risk factors:
The final award agreement could differ, requiring backdated corrections to staff once the final offer is reached.
Early application of the pay award could impact union relations.
EPM will charge an admin fee of £5 per payslip, capped at £500 per payroll run if corrections are needed after early implementation.
Maintained schools must follow the direction of the local authority.
Recommended actions for all employers
Governance and planning
Monitor progress of national consultations and union updates.
Secure formal approval from governors/trustees before taking action.
Review financial forecasts to assess affordability.
Implementation
To submit your decision to us, please complete your Teaching or Support staff surveys through the ‘Pay Award’ tab once logged into the EPM Portal. To apply your pay award, please notify EPM by the 1st of the month prior to payroll (e.g. 1 July for August payroll).
Please do not confirm the expected pay award salary date to staff until we confirm the specific month it will be applied with you.
Payroll and technical requirements
EPM will update any contractual allowances marked “subject to pay award.”
Payroll-only clients must manually update calculated allowances via the Portal.
Submit local NJC pay scales to: PayAwardQueries@epm.co.uk
Staff support
Support staff in receipt of Universal Credit should be made aware that back pay may affect entitlements. They can seek advice via their Work Coach or the UC Helpline
(0800328 5644).
Ongoing support
We will continue to provide updates through bulletins, social media, and the EPM Portal. If you have queries about teacher or support staff pay awards, please submit them via our Customer Communication Platform, stating your School or Trust name.
