Comprehensive guide to UK headteacher pay scales for 2025-2026, including leadership pay spine points, school group calculations, regional variations, and progression pathways for school leaders.
Written by Laura Bouttell • Sun 4th January 2026
The remuneration of headteachers in England operates within a sophisticated framework that balances school size, geographical location, and individual performance. Understanding the leadership pay range is essential for aspiring school leaders, governing bodies setting pay policies, and education professionals navigating career progression. This guide provides a thorough examination of how headteacher pay works in maintained schools and academies across England.
Headteacher salaries in England are governed by the School Teachers' Pay and Conditions Document (STPCD), which establishes the parameters within which maintained schools and local authorities must operate. Academies and free schools may choose to follow this framework or establish their own pay structures, though many opt to align with STPCD guidelines for consistency and benchmarking purposes.
The determination of headteacher pay involves several interconnected factors:
School Group Assignment: Every school is assigned to one of eight headteacher groups based on its total unit score. This score reflects the size and complexity of the institution, calculated primarily through pupil numbers weighted by key stage.
Individual School Range (ISR): Within the assigned headteacher group, governing bodies establish a seven-point pay range on the leadership spine. This ISR sets the boundaries for the headteacher's salary progression.
Regional Weighting: Schools in London and the surrounding fringe areas attract higher pay rates, recognising the elevated cost of living in the capital and its commuter zones.
Performance and Progression: Annual pay decisions are linked to the headteacher's performance management outcomes, with governing bodies having discretion to award incremental progression based on sustained high-quality performance.
The framework ensures that headteachers of larger, more complex schools receive commensurate remuneration whilst maintaining flexibility for governing bodies to respond to local market conditions and individual circumstances.
The leadership pay range in England consists of 43 spine points (L1 to L43), applicable to headteachers, deputy headteachers, and assistant headteachers. Following the School Teachers' Review Body (STRB) recommendation, a 4% pay uplift was applied from 1 September 2025.
| Spine Point | Annual Salary | Spine Point | Annual Salary |
|---|---|---|---|
| L1 | £51,773 | L23 | £88,951 |
| L2 | £53,069 | L24 | £91,158 |
| L3 | £54,394 | L25 | £93,424 |
| L4 | £55,747 | L26 | £95,735 |
| L5 | £57,137 | L27 | £98,106 |
| L6 | £58,569 | L28 | £100,540 |
| L7 | £60,145 | L29 | £103,030 |
| L8 | £61,534 | L30 | £105,595 |
| L9 | £63,070 | L31 | £108,202 |
| L10 | £64,691 | L32 | £110,892 |
| L11 | £66,368 | L33 | £113,646 |
| L12 | £67,898 | L34 | £116,456 |
| L13 | £69,596 | L35 | £119,350 |
| L14 | £71,330 | L36 | £122,306 |
| L15 | £73,105 | L37 | £125,345 |
| L16 | £75,049 | L38 | £128,447 |
| L17 | £76,772 | L39 | £131,578 |
| L18 | £78,702 | L40 | £134,860 |
| L19 | £80,655 | L41 | £138,230 |
| L20 | £82,654 | L42 | £141,693 |
| L21 | £84,699 | L43 | £143,796 |
| L22 | £86,803 |
The headteacher pay range specifically begins at L6 (£58,569), as points L1 to L5 are typically reserved for deputy and assistant headteachers. The maximum headteacher salary in England excluding London reaches £143,796 at L43.
Schools are categorised into eight groups based on their total unit score, with each group corresponding to a specific range of leadership spine points. This system ensures that headteachers of larger, more complex institutions receive appropriate remuneration.
| Group | Spine Points | Minimum Salary | Maximum Salary |
|---|---|---|---|
| Group 1 | L6-L18 | £58,569 | £77,924 |
| Group 2 | L8-L21 | £61,534 | £83,860 |
| Group 3 | L11-L24 | £66,368 | £90,255 |
| Group 4 | L14-L27 | £71,330 | £97,136 |
| Group 5 | L18-L31 | £78,702 | £107,131 |
| Group 6 | L21-L35 | £84,699 | £118,169 |
| Group 7 | L24-L39 | £91,158 | £130,274 |
| Group 8 | L28-L43 | £100,540 | £143,796 |
The assignment of schools to headteacher groups follows a unit score calculation:
| 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 |
Unit scores are calculated based on pupil numbers at each key stage:
Additional units may be allocated for pupils with Education, Health and Care Plans (EHCPs) in specialist provision. Special schools use a modified calculation that incorporates staff-pupil ratio modifiers to account for the intensive support requirements of their cohorts.
Headteachers working in London and the surrounding fringe areas receive enhanced pay rates to reflect the significantly higher cost of living. Three distinct pay zones exist beyond the standard England rate.
| Group | Minimum Salary | Maximum Salary |
|---|---|---|
| Group 1 | £60,001 | £79,341 |
| Group 2 | £62,962 | £85,287 |
| Group 3 | £67,796 | £91,676 |
| Group 4 | £72,763 | £98,549 |
| Group 5 | £80,134 | £108,553 |
| Group 6 | £86,138 | £119,590 |
| Group 7 | £92,595 | £131,688 |
| Group 8 | £101,967 | £145,218 |
| Group | Minimum Salary | Maximum Salary |
|---|---|---|
| Group 1 | £62,677 | £81,995 |
| Group 2 | £65,642 | £87,932 |
| Group 3 | £70,473 | £94,322 |
| Group 4 | £75,433 | £101,200 |
| Group 5 | £82,816 | £111,202 |
| Group 6 | £88,812 | £122,236 |
| Group 7 | £95,267 | £134,339 |
| Group 8 | £104,648 | £147,866 |
| Group | Minimum Salary | Maximum Salary |
|---|---|---|
| Group 1 | £68,361 | £87,619 |
| Group 2 | £71,327 | £93,556 |
| Group 3 | £76,154 | £99,951 |
| Group 4 | £81,120 | £106,823 |
| Group 5 | £88,496 | £116,827 |
| Group 6 | £94,491 | £127,863 |
| Group 7 | £100,951 | £139,965 |
| Group 8 | £110,327 | £153,490 |
The differential between Inner London and the rest of England is substantial, with an Inner London Group 8 headteacher potentially earning nearly £10,000 more than their counterpart outside London at the top of the scale.
The Individual School Range (ISR) represents the seven consecutive spine points within which a headteacher's salary will be set. Governing bodies have specific responsibilities regarding the establishment and management of the ISR.
When establishing the ISR, governing bodies must ensure:
Headteacher pay progression is not automatic. Governing boards must conduct an annual performance review and make a pay determination based on:
Governing boards may award up to two incremental points where there has been sustained high-quality performance, though single-point progression is more typical. Once a headteacher reaches the top of their ISR, further progression requires either an extension of the range or appointment to a higher-paying role.
Governing bodies may extend the ISR within the headteacher group range under specific circumstances:
Any extension must remain within the boundaries of the headteacher group, and governors should document their rationale clearly in the pay policy.
In exceptional circumstances, governing bodies may set headteacher pay up to 25% above the maximum of the headteacher group. Circumstances warranting such payments include:
Any payment exceeding the 25% threshold requires a business case presented to the full governing body and should remain wholly exceptional.
When deputy or assistant headteachers assume headteacher responsibilities on a temporary basis, specific provisions govern their remuneration.
Teachers who undertake the full duties of a headteacher for a period exceeding four weeks are entitled to an acting allowance. Key provisions include:
For assistant headteachers, agreeing to act as headteacher is voluntary, and no direct or indirect pressure should be applied. Deputy headteachers, however, have a statutory professional duty to undertake the headteacher's duties on a day-to-day basis when the headteacher is absent.
Where a teacher is temporarily seconded to a headteacher post in a school causing concern, the relevant body may award a lump sum payment to recognise sustained high-quality performance throughout the secondment. This provides flexibility to incentivise experienced leaders to take on turnaround roles.
Headteacher remuneration extends beyond the basic salary, with significant additional value derived from pension provision and other benefits.
Headteachers in maintained schools automatically become members of the Teachers' Pension Scheme (TPS), one of the most generous occupational pension arrangements in the United Kingdom.
Contribution Rates 2025-2026:
Career Average Scheme: Since April 2022, all active TPS members build benefits in the Career Average Revalued Earnings (CARE) scheme. Annual pension accrual equals 1/57th of pensionable earnings, revalued in line with CPI plus 1.6%.
Example Pension Accrual: A headteacher earning £80,000 annually would accrue approximately £1,403 of pension per annum, representing significant additional value when capitalised over a typical career.
Normal Pension Age: For members who joined the TPS before January 2007, the normal pension age is 60. Those joining after this date have a normal pension age of 65. Early retirement from age 55 is possible with actuarial reduction to benefits.
Beyond pension provision, headteachers typically receive:
Understanding the trajectory of headteacher pay provides context for current remuneration levels and future expectations.
| Year | Pay Award | Notes |
|---|---|---|
| 2021 | 0% | Pay freeze during pandemic |
| 2022 | 5% | Recovery from freeze |
| 2023 | 6.5% | Inflation response |
| 2024 | 5.5% | Continued uplift |
| 2025 | 4% | Current award |
The cumulative effect of these awards has significantly increased headteacher pay in real terms since the pandemic, though some argue that remuneration still lags behind comparable private sector leadership roles.
The adequacy of headteacher pay remains a subject of ongoing debate within the education sector. Evidence suggests that:
These factors influence governing body decisions on pay, with many opting to set salaries at the upper end of permissible ranges to attract and retain effective leaders.
The minimum headteacher salary in England for 2025-2026 is £58,569 (L6 on the leadership spine), applicable to Group 1 schools outside London. In Inner London, the minimum rises to £68,361. These figures represent the absolute floor for headteacher pay, though individual appointments may commence higher on the scale depending on experience and the governing body's pay policy.
A school's headteacher group is determined by calculating its total unit score based on pupil numbers at each key stage. Primary pupils count as 7 units each, Key Stage 3 pupils as 9 units, Key Stage 4 pupils as 11 units, and sixth form students as 16 units. The total score places the school into one of eight groups, each corresponding to a specific pay range. Special schools use a modified calculation incorporating staff-pupil ratio factors.
Governing bodies may set headteacher pay up to 25% above the maximum of the headteacher group in exceptional circumstances. These include difficulty recruiting or retaining headteachers, schools causing concern, or headteachers responsible for multiple schools. Any payment exceeding this threshold requires a formal business case approved by the full governing body and should remain wholly exceptional.
When a deputy or assistant headteacher undertakes the full duties of headteacher for more than four weeks, they are entitled to an acting allowance. This payment should be backdated to the first day of assuming duties and should bring their salary to at least the minimum level for the headteacher post. For deputy headteachers, covering headteacher absence is a statutory duty; for assistant headteachers, it is voluntary.
Academies and free schools are not legally bound by the STPCD and may set their own pay and conditions. However, many choose to follow the national framework for consistency, benchmarking, and recruitment competitiveness. Academy trusts often adopt pay policies closely aligned with STPCD provisions whilst retaining flexibility to exceed standard pay ranges where deemed necessary to secure exceptional candidates.
Headteachers in maintained schools are members of the Teachers' Pension Scheme, receiving a career average pension with annual accrual at 1/57th of pensionable earnings. Employer contributions of 28.6% represent substantial additional remuneration value. Normal pension age is 60 for those who joined before January 2007 and 65 thereafter, with early retirement possible from age 55 with actuarial reduction.
Headteacher pay must be reviewed annually by the governing body following the completion of the performance management cycle. The pay review should consider achievement of objectives, contribution to school improvement, and sustained high-quality performance. Governing boards may award incremental progression of one or, exceptionally, two spine points where performance merits such recognition.
This article reflects headteacher pay provisions as of September 2025, based on the School Teachers' Pay and Conditions Document 2025 and associated guidance. Academies and free schools may operate different arrangements. Governing bodies should consult the full STPCD and seek professional HR advice when making pay determinations.