Comprehensive guide to the Leadership Group Pay Range in UK maintained schools. Covers 2024-25 pay scales, spine points L1-L43, headteacher groups, London allowances, and how school leader pay is determined.
Written by Laura Bouttell • Sun 4th January 2026
The Leadership Group Pay Range represents one of the most structured yet nuanced compensation frameworks in the British public sector. For headteachers, deputy headteachers, and assistant headteachers in maintained schools across England, understanding this pay structure is essential for career planning, salary negotiations, and ensuring fair remuneration.
This guide provides a comprehensive examination of the Leadership Group Pay Range as established in the School Teachers' Pay and Conditions Document (STPCD), covering the current pay scales, how salaries are determined, and the regional variations that affect school leaders' earnings.
The Leadership Group Pay Range (LGPR) is the statutory pay framework that governs compensation for senior leaders in maintained schools in England. Established through the School Teachers' Pay and Conditions Document, it provides a structured approach to remunerating those who carry the greatest responsibilities within educational settings.
Only three categories of school staff may be paid on the Leadership Group Pay Range:
The LGPR consists of 43 spine points, designated L1 through L43, creating a continuous scale upon which all leadership salaries are positioned. This framework ensures consistency across the maintained school sector whilst allowing sufficient flexibility to reflect the varying demands of different leadership roles and school contexts.
Local authority-maintained schools are legally required to follow the STPCD pay scales. Academies and free schools, whilst free to set their own pay structures, frequently choose to align with STPCD provisions to ensure competitive recruitment and transparent compensation practices.
The purpose of the Leadership Group Pay Range extends beyond mere salary determination. It provides:
The leadership pay scales for the 2024-25 academic year reflect a 5.5 per cent uplift, following the Government's acceptance of the School Teachers' Review Body's recommendations. This increase was applied to all pay points and allowances for both teachers and leaders, with the Government committing approximately 1.2 billion pounds towards covering these costs.
The following table presents the full Leadership Group Pay Range for schools outside London and the Fringe areas, effective from 1 September 2024 to 31 August 2025:
| Spine Point | Annual Salary | Spine Point | Annual Salary |
|---|---|---|---|
| L1 | £49,781 | L23 | £85,529 |
| L2 | £51,027 | L24 | £87,651 |
| L3 | £52,301 | L25 | £89,830 |
| L4 | £53,602 | L26 | £92,052 |
| L5 | £54,939 | L27 | £94,332 |
| L6 | £56,316 | L28 | £96,673 |
| L7 | £57,831 | L29 | £99,067 |
| L8 | £59,167 | L30 | £101,533 |
| L9 | £60,644 | L31 | £104,040 |
| L10 | £62,202 | L32 | £106,626 |
| L11 | £63,815 | L33 | £109,275 |
| L12 | £65,286 | L34 | £111,976 |
| L13 | £66,919 | L35 | £114,759 |
| L14 | £68,586 | L36 | £117,601 |
| L15 | £70,293 | L37 | £120,524 |
| L16 | £72,162 | L38 | £123,506 |
| L17 | £73,819 | L39 | £126,517 |
| L18 | £75,675 | L40 | £129,673 |
| L19 | £77,552 | L41 | £132,913 |
| L20 | £79,475 | L42 | £136,243 |
| L21 | £81,441 | L43 | £138,265 |
| L22 | £83,464 |
Understanding how the Leadership Group Pay Range has evolved provides context for current salary levels. The following increases have been applied to LGPR points over recent years:
| Year | Pay Increase |
|---|---|
| 2014-2017 | 1% annually |
| 2018 | 1.5% |
| 2019 | 2.75% |
| 2020 | 2.75% |
| 2021 | 0% (pay freeze) |
| 2022 | 5% |
| 2023 | 6.5% |
| 2024 | 5.5% |
| 2025 | 4% |
The 2021 pay freeze, implemented as part of broader public sector pay restraint, notably affected school leaders' earnings progression during a period of considerable professional challenge.
The process for determining headteacher pay follows a structured three-stage approach as set out in DfE guidance accompanying the STPCD. This methodology ensures that pay decisions are evidence-based, defensible, and appropriate to the demands of each specific role.
The first stage requires the governing body to calculate the school's total unit score, which determines which of eight headteacher groups applies to the school. The unit score calculation considers the number of pupils on roll at each key stage.
The unit weightings are as follows:
| Key Stage | Units per Pupil |
|---|---|
| Preliminary stage (Early Years) | 7 units |
| Key Stage 1 | 7 units |
| Key Stage 2 | 7 units |
| Key Stage 3 | 9 units |
| Key Stage 4 | 11 units |
| Key Stage 5 (Sixth Form) | 13 units |
The total unit score determines the school's headteacher group according to the following thresholds:
| Total Unit Score | Headteacher Group |
|---|---|
| Up to 1,000 | Group 1 |
| 1,001 to 2,200 | Group 2 |
| 2,201 to 3,500 | Group 3 |
| 3,501 to 5,000 | Group 4 |
| 5,001 to 7,500 | Group 5 |
| 7,501 to 11,000 | Group 6 |
| 11,001 to 17,000 | Group 7 |
| 17,001 and over | Group 8 |
Special schools follow a modified calculation that accounts for the staff-to-pupil ratio and additional complexity factors associated with specialist provision.
Once the headteacher group is established, the governing body must determine where within that group's pay range the indicative salary should sit. This decision should account for:
The STPCD permits governing bodies to set indicative pay ranges at up to 25 per cent above the top of the relevant headteacher group range in exceptional circumstances. Such decisions require robust justification and, if exceeding this limit, external independent advice must be sought.
The final stage involves setting the actual starting salary and individual pay range for the specific appointee. The governing body should consider:
Each of the eight headteacher groups corresponds to a specific band of spine points within the Leadership Group Pay Range. The headteacher pay scale begins at L6 (not L1), reflecting the enhanced responsibilities of headship compared with other leadership roles.
| Headteacher Group | Spine Point Range | 2024-25 Salary Range (England) |
|---|---|---|
| Group 1 | L6 - L18 | £56,316 - £75,675 |
| Group 2 | L8 - L21 | £59,167 - £81,441 |
| Group 3 | L11 - L24 | £63,815 - £87,651 |
| Group 4 | L14 - L27 | £68,586 - £94,332 |
| Group 5 | L18 - L31 | £75,675 - £104,040 |
| Group 6 | L21 - L35 | £81,441 - £114,759 |
| Group 7 | L24 - L39 | £87,651 - £126,517 |
| Group 8 | L28 - L43 | £96,673 - £138,265 |
The overlapping nature of these groups provides flexibility for governing bodies to recognise exceptional circumstances whilst maintaining structural integrity across the system.
Deputy headteachers and assistant headteachers are paid on the same Leadership Group Pay Range but are not restricted to specific group bands. Their pay ranges can be positioned anywhere within the L1-L43 spine, subject to the following considerations:
The removal of previous provisions prohibiting overlap between leadership pay ranges has introduced greater flexibility, though governing bodies should exercise this discretion judiciously to maintain appropriate pay differentials.
School leaders working in London and surrounding areas receive enhanced salaries through regional pay adjustments. These allowances recognise the higher cost of living in the capital and its environs, helping schools in these areas recruit and retain quality leadership.
| Region | L1 Salary | L43 Salary |
|---|---|---|
| England (excluding London) | £49,781 | £138,265 |
| Fringe Area | £51,151 | £139,632 |
| Outer London | £53,731 | £142,178 |
| Inner London | £59,186 | £147,586 |
For headteachers working in Inner London, the enhanced pay ranges are as follows:
| Headteacher Group | Spine Point Range | 2024-25 Salary Range (Inner London) |
|---|---|---|
| Group 1 | L6 - L18 | £65,731 - £84,249 |
| Group 2 | L8 - L21 | £68,583 - £89,957 |
| Group 3 | L11 - L24 | £73,225 - £96,106 |
| Group 4 | L14 - L27 | £78,000 - £102,714 |
| Group 5 | L18 - L31 | £85,092 - £112,333 |
| Group 6 | L21 - L35 | £90,856 - £122,945 |
| Group 7 | L24 - L39 | £97,068 - £134,581 |
| Group 8 | L28 - L43 | £106,083 - £147,586 |
The Department for Education maintains definitive lists of which boroughs and districts fall within each regional classification. These are published in Annex 2 of the STPCD. The regional designations are based on historical classifications that originated with London weighting provisions, initially defined as areas within four miles of Charing Cross, subsequently expanded to encompass other London boroughs and eventually counties bordering London.
The approach to pay progression for school leaders underwent significant reform in 2024. Following the election of a new government, amendments to the STPCD removed the mandatory link between performance-related pay and salary progression that had characterised the previous system.
Under the revised arrangements, the STPCD establishes an expectation that sustained high quality of performance gives the individual an expectation of progression. Governing bodies are required to:
The STPCD provides for acting allowances where deputy or assistant headteachers assume the duties of a more senior role on a temporary basis. Key provisions include:
This provision ensures that school leaders are appropriately remunerated when stepping into roles of greater responsibility, even temporarily.
Where restructuring or other circumstances result in a reduction to a school leader's responsibilities, safeguarding provisions may apply. These protect individuals from immediate salary reductions whilst allowing for managed transitions to new pay levels.
The minimum headteacher salary in England for the 2024-25 academic year is £56,316, which corresponds to spine point L6 at the bottom of the Group 1 headteacher pay range. This applies to schools outside London and the Fringe areas. For Inner London schools, the minimum rises to £65,731. These figures represent the lowest point at which a headteacher may be paid, though actual salaries depend on the school's group size and the governing body's pay decisions within the applicable range.
A school's headteacher group is determined by calculating its total unit score based on pupil numbers at each key stage. Pupils in early years, Key Stage 1, and Key Stage 2 each contribute 7 units, Key Stage 3 pupils contribute 9 units, Key Stage 4 pupils contribute 11 units, and sixth form students contribute 13 units. The total score places the school in one of eight groups, with Group 1 for schools scoring up to 1,000 units through to Group 8 for schools scoring 17,001 units or more. Special schools follow a modified calculation.
Yes, the STPCD permits governing bodies to set headteacher pay at up to 25 per cent above the top of the relevant headteacher group range where circumstances warrant. This provision allows recognition of exceptional challenges or responsibilities. If a governing body wishes to exceed this 25 per cent limit, it must present a business case to the full governing body and seek external independent advice. Such decisions should be wholly exceptional and robustly justified.
Inner London school leaders receive significantly enhanced salaries compared with colleagues elsewhere in England. For the 2024-25 academic year, the differential at the bottom of the leadership scale (L1) is £9,405 annually, with Inner London at £59,186 compared with £49,781 for the rest of England. At the top of the scale (L43), the differential is £9,321, with Inner London at £147,586 compared with £138,265. These enhancements recognise the substantially higher living costs in the capital.
Academies and free schools are not legally required to follow the STPCD and may set their own pay and conditions for staff. However, many academies choose to adopt STPCD provisions, including the Leadership Group Pay Range, either in full or as a baseline for their pay structures. This approach facilitates recruitment by providing salary transparency and ensures competitive positioning within the broader educational employment market.
Deputy and assistant headteachers can be placed anywhere on the L1-L43 leadership spine, with the governing body setting an individual pay range typically spanning five spine points. Progression through this range is based on sustained high quality of performance as assessed through the school's appraisal process. The governing body must set out clear criteria for progression in the school pay policy and have regard to the appraisal reviewer's recommendation when making pay decisions.
If a school's pupil numbers increase such that its total unit score moves it into a higher headteacher group, the governing body should review the headteacher's pay range. The headteacher may become eligible for a higher pay range corresponding to the new group size. However, this is not automatic, and the governing body must make a formal decision following the three-stage process for determining leadership pay. Growth should be sustained before pay adjustments are considered.
The Leadership Group Pay Range provides a robust framework for remunerating school leaders in England's maintained sector. Its structured approach, spanning 43 spine points and eight headteacher groups, balances the need for consistency with sufficient flexibility to reflect the diverse challenges facing different schools.
For current and aspiring school leaders, understanding this framework is essential for career planning and salary negotiation. For governing bodies, it provides the tools necessary to make fair, defensible pay decisions that attract and retain the leadership talent their schools require.
The recent 5.5 per cent uplift for 2024-25, followed by a further 4 per cent for 2025-26, demonstrates continued recognition of the vital role school leaders play in delivering educational excellence. As the education sector continues to evolve, the Leadership Group Pay Range will undoubtedly adapt, but its fundamental purpose of ensuring appropriate reward for those who lead our schools remains constant.