Teachers Pay, Terms and Conditions

Updated Staff Information: 2025 STPCD – Pay, Conditions, and Key Policy Updates

The 2025 School Teachers’ Pay and Conditions Document (STPCD) was published on 16 July 2025 and takes effect from 1 September 2025, replacing the 2024 version. This guidance remains statutory for local authority–maintained schools in England, and academies/MATs may apply it where contractually required or by choice.

1. 2025 Pay Award

In line with the School Teachers’ Review Body (STRB) 35th Report, the 2025 STPCD confirms:

• A 4% increase applied to all teaching and leadership pay ranges,
• A 4% uplift to advisory pay points,
• A 4% uplift to TLR and SEN allowance ranges,
  effective from 1 September 2025.

This uplift is mandatory for maintained schools, while academies may choose to adopt it.

Schools must ensure that their pay policies and individual salaries are adjusted to reflect these updated figures.

2. Major Changes to TLR1 and TLR2 Payments (From September 2025)

The 2025 STPCD introduces significant flexibility in the way Teaching and Learning Responsibility (TLR1 and TLR2) payments are determined:

What’s changing?

• From 1 September 2025, the previously mandatory pro‑rata principle for part‑time teachers is removed.
• Instead, TLR1 and TLR2 payment values may now be based on the proportion of responsibility undertaken, not the teacher’s contracted hours.
• A part‑time teacher can receive 100% of the TLR if undertaking the full duties.
• A full‑time teacher may receive a part‑time TLR value if responsibilities are shared with another colleague.

Looking ahead to 2026

From 1 September 2026, proportional responsibility‑based TLR calculation becomes mandatory for all schools following STPCD.

(Note: TLR3 payments are unaffected; the pro‑rata principle does not apply to them.)

3. Pay Progression – 2025 Position

The 2025 STPCD continues the 2024 shift away from mandatory performance‑related pay (PRP). While the 2025 document does not reintroduce PRP, it does restate pay progression expectations within its updated pay ranges.

Key details embedded in the 2025 framework:

• Pay progression arrangements must align with each school’s pay policy.
• Many teachers may receive more than the 4% uplift where progression criteria within the school’s policy are met.
• Pay progression guidance appears under Part 1 and Part 3 of the 2025 STPCD.

Maintained schools must continue to operate appraisal, but PRP remains non‑mandatory as established by the 2024 STPCD.

4. Flexible Working – Enhanced Guidance in 2025

The 2025 STPCD significantly expands the guidance on flexible working, with updates added to Section 3.

The STPCD now includes:

• New detail on the range of flexible working arrangements available in schools,
• Links to broader DfE flexible working resources and toolkits,
• Emphasis on flexible working as key to recruitment and retention, wellbeing, and equality.

Schools are expected to engage constructively with requests and consider feasibility carefully.

5. PPA Time (Planning, Preparation and Assessment)

The 2025 STPCD does not introduce major new changes to PPA time beyond those introduced in 2024.

Therefore, existing flexibilities remain in place:

• PPA must be at least 10% of timetabled teaching,
• Must be allocated in units of at least 30 minutes,
• May be taken in a single weekly block,
• May be taken off‑site, where agreed and reasonably practicable.
  (These were introduced in 2024 and remain valid; the 2025 STPCD does not reverse them.)

6. Summary of Key 2025 Changes