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Create CVIf you're researching primary school teacher salary in the UK, you’re not just looking for numbers. You’re trying to understand what you’ll actually earn, how fast you can grow, and whether the profession is financially viable long-term.
This guide breaks down:
Real UK salary ranges (2026 updated)
How schools, academies, and regions pay differently
What recruiters and headteachers really look for when setting salary
How to accelerate your earnings strategically
Mistakes that keep teachers stuck on lower pay bands
This is written from a recruiter + hiring manager + ATS evaluation perspective, so you understand how pay decisions are actually made.
As of 2026, the salary for primary school teachers in the UK follows structured pay scales, but actual earnings vary significantly based on experience, location, and school type.
Starting salary (ECT / Newly Qualified Teacher): £30,000 – £32,000
Main Pay Range (M1–M6): £30,000 – £41,333
Upper Pay Range (UPS1–UPS3): £43,266 – £46,525
Leadership roles (TLR / Assistant Head / Headteacher): £47,000 – £90,000+
London and surrounding areas pay higher due to cost of living adjustments.
Location is one of the biggest salary multipliers.
Inner London: £36,745 – £56,959
Outer London: £34,514 – £51,179
Fringe London: £31,350 – £47,839
Schools in shortage areas may offer faster progression
Some academies ignore national pay scales entirely
The pay scale looks structured, but progression is not automatic.
Progression depends on:
Performance reviews
Ofsted outcomes
Headteacher discretion
Budget constraints
If you are not actively demonstrating measurable impact, you can stay stuck at the same band for years.
Rural schools sometimes offer incentives, not higher base pay
Your first two years define your long-term earnings trajectory.
Year 1: £30,000 – £32,000
Year 2: £31,000 – £34,000
The teachers who progress fastest:
Take on responsibility early
Show measurable student improvement
Build strong internal reputation
Those who don’t often stagnate at M2–M3.
£30K → £35K
Focus: survival, classroom control, consistency
£35K → £41K
Focus: leadership signals, mentoring, subject ownership
£43K+ (Upper Pay Scale)
Requires strong evidence of impact
Phase Leader: £45K – £55K
Assistant Head: £55K – £70K
Headteacher: £70K – £100K+
Maintained schools follow national scale
Academies can pay above or below scale
Teachers with strengths in:
Maths
SEN (Special Educational Needs)
Behaviour management
…are more likely to be fast-tracked.
Headteachers promote teachers who:
Take initiative
Lead initiatives
Deliver results
Teaching and Learning Responsibility (TLR) payments can significantly increase your salary.
TLR2: £3,000 – £7,000
TLR1: £8,000 – £15,000
Subject Lead (Maths/English)
Year Group Leader
SEN Coordinator
TLRs are often easier to secure than moving to UPS if you position yourself correctly.
This is where many teachers get stuck.
Official:
Reality:
Documented impact
Leadership evidence
Strong internal advocacy
Weak Example:
“I consistently deliver good lessons.”
Good Example:
“I improved KS2 reading outcomes by 18% across two academic years and mentored three ECTs.”
When calculated hourly:
Salary must be evaluated against:
Workload intensity
Emotional demands
Career progression potential
More structured pay
Strong pension
More job security
Salary: £28K – £45K (often lower initially)
Smaller class sizes
More flexibility
Private schools can be useful early career for experience, but long-term earning is usually higher in state or leadership roles.
Academies can:
Pay above scale for high performers
Offer faster progression
Demand more accountability
Top-performing academies are often:
More meritocratic
More demanding
Faster career accelerators
Take ownership of results early
Volunteer for leadership tasks
Build measurable impact evidence
Position themselves internally
Stay “just good enough”
Avoid extra responsibility
Wait for progression
Your CV directly impacts your salary offer.
Evidence of impact
Leadership signals
Measurable outcomes
Generic responsibilities
Passive descriptions
Lack of data
Candidate Name: Sarah Thompson
Target Role: Primary School Teacher (Upper Pay Scale Candidate)
Location: London, UK
PROFESSIONAL SUMMARY
Experienced primary school teacher with 7+ years delivering measurable improvements in KS1 and KS2 outcomes. Proven track record of raising attainment, leading curriculum initiatives, and mentoring early career teachers. Strong focus on data-driven teaching and inclusive education strategies.
KEY SKILLS
Curriculum Development
Behaviour Management
SEN Support
Data Analysis in Education
Leadership and Mentoring
PROFESSIONAL EXPERIENCE
Primary School Teacher – Greenfield Academy, London
2019 – Present
Increased KS2 maths attainment by 22% over two academic years
Led English curriculum redesign improving literacy outcomes school-wide
Mentored 4 Early Career Teachers with 100% retention rate
Introduced behaviour strategy reducing classroom disruptions by 30%
Primary School Teacher – Oakwood Primary School
2016 – 2019
Delivered consistent “Outstanding” lesson observations
Improved phonics pass rate from 68% to 89%
Coordinated year group planning across 3 classes
EDUCATION
PGCE Primary Education – University of Manchester
BA Education Studies – University of Leeds
CERTIFICATIONS
Qualified Teacher Status (QTS)
Safeguarding Level 3
It isn’t. You must justify movement.
If it’s not documented, it doesn’t count.
Responsibility = higher pay potential.
Sometimes the fastest pay increase comes from moving.
After 2–3 years with strong results
After gaining leadership experience
Starting pay point
TLR roles
Additional responsibilities
Government pressure to increase starting salaries
Retention crisis driving incentives
Increased demand for skilled teachers
Stable career
Strong pension
Clear progression structure
High workload
Slower salary growth vs private sector
Emotional demands
Primary teaching can be financially viable if you actively manage your progression.
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