The Department for Education (DfE) has proposed a 6.5% pay increase for teachers in England, spread across a three-year period from 2026 to 2029. The recommendation forms part of its latest evidence submitted to the School Teachers’ Review Body (STRB), the independent body responsible for advising the government on teacher pay.
While the proposal signals a continued effort to address teacher recruitment and retention, it has prompted debate over funding, affordability and whether the increase goes far enough to restore teacher pay after years of real-terms decline.
What Has Been Proposed?
The DfE’s proposal outlines:
- A 6.5% cumulative rise in teacher pay across three years (2026–27 to 2028–29)
- Increases weighted towards later years, to allow schools more time to budget
- A claim that this would bring the total pay growth since the start of the current parliament to nearly 17%
Exact year-on-year increases have not yet been published, but the proposal is designed to be gradual, aiming to strike a balance between rewarding staff and maintaining financial sustainability in schools.
How Would This Affect Teachers?
If accepted, teachers could see their salaries increase by approximately:
- 2% in Year 1
- 2% in Year 2
- 2.5% in Year 3
These figures are indicative and subject to review by the STRB. It’s important to note that actual pay awards could vary based on role, experience, and whether teachers are employed by maintained schools or academies, which have autonomy over pay decisions.
Teacher unions have raised concerns that the proposed increase may not keep pace with inflation or rising living costs. Many have called for a fully funded, above-inflation rise in a single year to better support teachers who have faced years of pay erosion.
Impact on Schools and Funding
Although the DfE describes the proposal as “affordable”, it acknowledges that schools may need to make efficiencies to meet part of the cost from existing budgets. This raises questions about whether the pay rise would be fully funded with new money or whether schools will face further financial pressures.
School leaders will likely welcome the intention to provide early notice of a multi-year increase, allowing for longer-term planning. However, the phased nature of the uplift may bring limited short-term relief in the face of existing staffing and retention challenges.
Teacher Recruitment and Retention
The proposed rise comes against the backdrop of ongoing teacher shortages, particularly in subjects like maths, physics and computing. While competitive pay plays a crucial role in attracting and retaining staff, it is widely recognised that pay alone is not enough.
Other factors influencing teacher recruitment and retention include:
- Workload and administrative burdens
- School culture and leadership
- Opportunities for career progression
- Job flexibility and work-life balance
The government has already announced plans to remove performance-related pay (PRP) and promote more flexible working practices, in parallel with its pay strategy.
Next Steps
The STRB will now review the DfE’s evidence and make its own recommendations. The final pay award for 2026–27, and the overall three-year structure, will be subject to government approval and formal ratification.
Teachers and school leaders can expect a further update later in 2025, ahead of any changes being introduced in September 2026.
We will continue to monitor and report on developments regarding teacher pay, funding, and workforce policy.